Job Satisfaction of Health Assistants in Selected Upazila Health Complexes of Bangladesh

Health assistants play an important role in providing primary health care among the rural population in Bangladesh. Their improper working performance can hamper the entire nations’ health care. Proper productivity is related to the job satisfaction and job satisfaction is the result of attitude and behavior. The purpose of this study was to assess the job satisfaction level among health assistants working in selected Upazila Health Complex (UHC). 203 health assistants were interviewed through purposive sampling technique from four UHCs in the Dhaka district. Out of 203 respondents, 114 were female and 89 were male where Mean± SD was 38.80 ±7.62. The highest 109 (53.7%) participants had 1-10 years of working experience and 104 (51.2%) respondents had monthly income between 18000 -23000 BDTK. The percentage of neutral, satisfied and unsatisfied participants’ was 65%, 28% and 7%, respectively. There was significant (P < 0.05) relationship between job satisfaction and getting medical allowance, training opportunity and salary. Job nature such as security, meaningless, pride and enjoying, support colleagues such as supervisor and coworkers, acceptance by both the community and oneself were identified as the satisfied items where low and fair opportunities for promotion, low increment, and low pay, no praise, high work pressure, and null administrative capacity were found as dissatisfied factors of job. On the basis of these findings, policy makers and concerned authorities could take necessary steps for increasing the level of job satisfaction of health assistants.

Institutional Changes, Influences and Historical Junctures in the Communist Youth League of China

The Chinese Communist Party (CCP) regards the Communist Youth League (CYL) as a critical and distinctive mass organization that acts as an “assistant” and “reserve army” for the Party. This article uses the analytical concepts of historical institutionalism and critical junctures to discuss the changes in the CYL during the post-Mao period. We focus on two critical junctures: 1982, when the CYL became a route to rapid promotion for cadres, and 2016, after which its cadres had fewer opportunities for promotion and the CYL was pushed back to its original role in youth United Front work. We also find that the CYL has refined its United Front methods to attract talented young people by offering them services. This reflects the efforts of the CCP regime to adapt to circumstances and ensure its survival.

Job Satisfaction of Health Assistants in Selected Upazila Health Complexes of Bangladesh

Health assistants play an important role in providing primary health care among the rural population in Bangladesh. Their improper working performance can hamper the entire nations’ health care. Proper productivity is related to the job satisfaction and job satisfaction is the result of attitude and behavior. The purpose of this study was to assess the job satisfaction level among health assistants working in selected Upazila Health Complex (UHC). 203 health assistants were interviewed through purposive sampling technique from four UHCs in the Dhaka district. Out of 203 respondents, 114 were female and 89 were male where Mean± SD was 38.80 ±7.62. The highest 109 (53.7%) participants had 1-10 years of working experience and 104 (51.2%) respondents had monthly income between 18000 -23000 BDTK. The percentage of neutral, satisfied and unsatisfied participants’ was 65%, 28% and 7%, respectively. There was significant (P &lt; 0.05) relationship between job satisfaction and getting medical allowance, training opportunity and salary. Job nature such as security, meaningless, pride and enjoying, support colleagues such as supervisor and coworkers, acceptance by both the community and oneself were identified as the satisfied items where low and fair opportunities for promotion, low increment, and low pay, no praise, high work pressure, and null administrative capacity were found as dissatisfied factors of job. On the basis of these findings, policy makers and concerned authorities could take necessary steps for increasing the level of job satisfaction of health assistants.

A Qualitative Study on Challenges Chinese Nurses Face while Working in Japanese Hospitals

Background: Considering the increased numbers of Chinese nurses in Japan, we hypothesized that Chinese nurses in Japan are confronted with many difficulties, although few studies have been performed. Therefore, in-depth analyses of their experience to explore significant factors and aspects are required. Objectives: To clarify the problems and difficulties faced by Chinese nurses during their work and life in Japan and to address their future challenges. Methods: We performed semi-structured interviews with 13 Chinese nurses working at 2 Japanese hospitals with Chinese and Japanese registered nurse licenses in 2017. We analyzed data using a qualitative inductive method. Results: We found that Chinese nurses were motivated to work at Japanese hospitals for several reasons. Many Chinese nurses working in Japan had difficulties with the language barrier, interpersonal relationships related to cultural differences, and loneliness in their daily life, and also experienced fewer opportunities for promotion than Japanese nurses and insufficient support from Japanese hospitals. Many Chinese nurses were anxious about their future in Japan. More than half did not have a clear future direction for their working life in Japan. Conclusion: This study clarified the circumstances and difficulties of Chinese nurses working in Japan. One novel finding was that the main reason for their difficulties is due to their unknown career path and future workplace setting. Therefore, support for overcoming the language barrier and improving cultural understanding from hospitals is necessary to help nurses make better decisions based on their future plans.

TENDENCIES IN POLITICAL BEHAVIOR OF MEN AND WOMEN – A STUDY ON THE BEHAVIOR OF VIETNAMESE POLITICAL ELITES TOWARD THEIR PROMOTION OPPORTUNITIES

Purpose of the study: This paper aims to explore some of the crucial reasons limiting the contemporary participation of Vietnamese women in political leadership by reviewing the attitudes of male and female political elites toward opportunities for political promotion Methodology: The population of this research is the leaders and potential leaders of the Vietnamese political system. The purposive sampling method was used, resulting in 324 respondents. In addition, in-depth interviews were conducted with 21 government officials. Quantitative data resulting from questionnaires were processed using the Statistical Package for the Social Sciences (SPSS) software for Windows, version 19. Qualitative data were processed manually. No discussion or explanation. Main Findings: The study results show that the majority of Vietnamese political elites are willing to take up opportunities for promotion. However, women's readiness to accept opportunities for promotion is often lower than that of men, due to social expectations on their traditional gender roles. Besides, improper legal frameworks and policies significantly contribute to women having less political ambition and giving up on their dreams earlier than their male counterparts. Applications of this study: The results of this study are useful for the Vietnamese Government to develop measures for removing the obstacles that hinder women’s political participation. Novelty/Originality of this study: This study uses data from the author’s original survey.

Economics of Happiness: A Social Study on Determinants of Well-Being among Employees in a State University

This study aimed to elucidate the level of happiness and its influencing determinants among employees (teaching and non-teaching) of Visayas State University, Baybay City, Leyte, Philippines. With the aid of purposive sampling, the study engaged 162 employees as participants in the survey to gather richer information. The study utilized primary data, which were collected through a developed and structured questionnaires. The data were analyzed through descriptive analysis and econometric modeling. Results revealed that non-teaching employees are more likely happy working in a university. It was found out that the predictors of happiness in working in a university are: age, years in service, permanent status, opportunities for promotion, and fair administration. Employees found their respective jobs as challenging, enjoyable and rewarding. However, results showed that income is not a determinant of employees' happiness. Furthermore, employees who are socially oriented and physically healthy are more likely happy workers.

Perceptions of Justice and Its Impact on Work Motivation among Lecturers at Universities in Hanoi, Vietnam

Purpose: The study had the fundamental purpose of investigating perceptions of justice and its impact on work motivation among university lectures in Hanoi, Vietnam. Methodology/Approach/Design: A quantitative research approach was employed with survey questionnaire as a data collection tool. To achieve the study objective, 416 lecturers who work at public and non-public universities in Hanoi were included in this study. The correlation coefficient and multiple regression analysis were applied to measure the relationship between the lecturers' perceptions of justice and their work motivation. Results: Findings indicated that perceptions of justice in payment, recognition, opportunities for promotion, the attitudes, and treatments of leaders had a significant and positive correlation with lecturers' work motivation. The study also showed that Vietnamese lecturers are more concerned with non-monetary than monetary compensation, such as promotions, training, and professional development opportunities. Practical Implications: This study presents implications for Vietnam’s higher education authorities. The results might be of interest for any project aiming at motivating faculty and improving their working conditions. Originality/Value: The originality of the study is in the exploration of perception of justice and its effect of lecturers’ motivation. It is recognized that providing a justice/fairness based environment will ensure that schools can motivate their lecturers.

Job Satisfaction of Fitness Professionals in Portugal: A Comparative Study of Gender, Age, Professional Experience, Professional Title, and Educational Qualifications

This research characterizes and compares the job satisfaction of fitness professionals in Portugal between genders, ages, professional experience, professional title, and educational qualifications. A total of 401 fitness professionals answered the online questionnaire Job Satisfaction Scale, which has 16 factors rated on a Likert scale with seven levels. The statistical analysis comprises descriptive and statistical tests to compare the results of two (t-test) or more (ANOVA) groups. Overall, the results demonstrated that fitness professionals were moderately satisfied with their work. The lower degrees of job satisfaction were concerning salary, opportunities for promotion, and stability at work. The highest levels of job satisfaction were related to the freedom to choose their work method, their work colleagues, the physical conditions of their workplace, and the opportunity to use their competencies. There were no differences in job satisfaction in terms of gender and a few differences between professional title and between educational levels. Regarding age and professional experience, the results showed significant differences in almost all factors, suggesting that, as fitness professionals get older and more experienced, their job satisfaction is greater. The results of this study suggest that even though fitness professionals are, in general, moderately satisfied with their work, some aspects can be improved by employers to increase their satisfaction levels. Such findings would assist employers in guiding the job satisfaction of their employees with consequent enhancements in the services provided by fitness professionals, which can increase participants’ retention in exercise fitness activities.

Pengaruh Etos Kerja dan Job Insecurity terhadap Kepuasan Kerja Karyawan pada PT. Danamas Insan Kreasi Andalan (DIKA) Denpasar

To be able to bring progress to the company and result in the creation of job satisfaction an employee requires employees who have a high work ethic. Apart from the work ethic, the existence of job insecurity also has an impact on employee job satisfaction. The purpose of this study was to determine the effect of work ethic and job insecurity on job satisfaction. The sample used 86 respondents. The data analysis technique used the validity test, reliability, classical assumptions, multiple linear regression, coefficient of determination, t, and F. The results show that work ethic has a significant positive effect on job satisfaction, job insecurity has a significant negative effect on job satisfaction, and simultaneously work ethic and job insecurity are significant towards job satisfaction. The amount of influence of the independent variables on job satisfaction is 52.9%. Suggestions that can be given are PT. Danamas Insan Kreasi Andalan (DIKA) Denpasar is expected to provide motivation to its employees, provide opportunities for promotion for employees, and always supervise employees at work.

The Effect of Incentive Management System on Turnover Rate, Job Satisfaction and Motivation of Medical Laboratory Technologists

Objectives: We investigated factors affecting turnover and assessed satisfaction with an existing Incentive Management System and to which extent it motivates employees. We also provide recommendations to improve the Incentive Management System. Methods: A cross-sectional questionnaire study utilizing a convenience sample from of a population of 250 Medical Laboratory Technologists. Findings: 100 medical laboratory technologists responded to the survey. We found discrepancy in wage allocation to be the most prominent factor affecting turnover intention with 51% strongly agreeing, followed by low incremental system with 48%. Other factors were: limited opportunities for promotion, insufficient allowances and benefits, and lack of continuing education and professional growth opportunities with 49%. 26% of respondents found lack of autonomy/independence to be a factor. Poor workgroup cohesion was least ranked (17%). 39% reported dissatisfaction with workload, 31% were dissatisfied with their provided allowance, with management support, and the working hours, and opportunities for promotion (44%). Opportunities for career growth and higher pay were highest ranked as incentives to remain, and additional vacation time and supportive colleagues to be the least relevant factors. There was a significant correlation between age and motivation levels (r = 0.223, p = 0.026). Discussion and Conclusions: Burnout and turnover can be costly to healthcare organizations, due to the impact on productivity and healthcare quality. Human resource departments must ensure to not only attract skilled employees, but also influence their motivation and retention due to the impact on productivity and health care quality. Incentive management systems support practices to enhance skills, knowledge, abilities and retention rates for healthcare employees. Our study findings support the continued improvement of Incentive Management Systems within the healthcare organization to reduce turnover rates, maximize quality outcomes, and increase the levels of commitment and motivation of employees.