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2.
Rev. bras. estud. popul ; 36: e0082, 2019. tab, graf
Article in Portuguese | LILACS (Americas) | ID: biblio-1042242

ABSTRACT

O artigo compara os diferenciais de rendimento do trabalho de bolivianos e nordestinos no Estado de São Paulo, com base nos dados do Censo Demográfico de 2010. A estratégia de comparar migrantes internos com os internacionais é uma forma de tentar entender como operam os mecanismos de seletividade, adaptação e discriminação por origem. Foram utilizados modelos estatísticos para controlar as análises e saber se bolivianos e nordestinos com características as mais próximas possíveis em termos de variáveis censitárias apresentariam um diferencial de salário, deixando apenas o local de nascimento como variável discriminante. Verificamos, a partir da decomposição dos diferenciais de salário, que os atributos produtivos desses imigrantes são valorizados de maneira diferente. As análises demonstram que os bolivianos "levam a melhor" quando comparados com nordestinos, que se encontram em uma situação pior dada a menor valorização de seus atributos individuais.


The article compares income differentials of Bolivian and Northeastern workers in the State of São Paulo based on data from the 2010 Demographic Census. The strategy of comparing internal and international migrants is a way of trying to understand how mechanisms of selectivity, adaptation and discrimination by origin operate. Statistical models were used to control the analyses and to know if Bolivians and Northeastern people with characteristics as similar as possible in terms of census variables, would present a salary differential, leaving the place of birth as the only discriminant variable. From the decomposition of wage differentials, we verify that the productive attributes of these immigrants are valued differently. The analysis shows that Bolivians "do better" when compared to Northeasterners, who find themselves in a worse situation, given the lower valuation of their individual attributes.


El artículo compara los diferenciales de ingresos de los trabajadores bolivianos y del Noreste en el Estado de São Paulo según los datos del censo demográfico de 2010. La estrategia de comparación de migrantes internos e internacionales es una forma de tratar de comprender cómo funcionan los mecanismos de selectividad, adaptación y discriminación por origen. Se utilizaron modelos estadísticos para controlar los análisis y para saber si los bolivianos y las personas del Noreste con características lo más cercanas posibles en términos de variables censales presentarían un diferencial salarial, dejando solo el lugar de nacimiento como una variable discriminante. Desde la descomposición de los diferenciales salariales, verificamos que los atributos productivos de estos inmigrantes se valoran de manera diferente. El análisis muestra que los bolivianos «mejoran¼ en comparación con los del Noreste, que se encuentran en peor situación dada la menor valoración de sus atributos individuales.


Subject(s)
Humans , Demography , Censuses , Emigration and Immigration , Job Market , Social Discrimination , Salaries and Fringe Benefits , Socioeconomic Factors , Transients and Migrants , Population Dynamics , Human Migration
3.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-740596

ABSTRACT

OBJECTIVES: The purpose of this study was to investigate the job satisfaction level of the dental staff working at oral health centers for people with disabilities. METHODS: A questionnaire survey was conducted with 73 dentists and dental hygienists working at seven regional oral health centers for people with special needs and dental hospitals for people with disabilities in Seoul. The questionnaire consisted of seven questions across two subscales: general satisfaction (4 questions) and satisfaction with wage and welfare (3 questions). The internal consistency of the questionnaire items was assessed using Cronbach's alpha (0.80). The responses were analyzed using a t-test with SPSS (version 23.0). RESULTS: Of the 73 dental staff members, 50% were dentists, 64% were women, and participants' average age was 30 years. In total, 58% of the participants had up to five years of experience working with people with disabilities, 42% of them worked full-time, and each participant treated an average of 200 patients with disabilities per month. The participants reported that their salary was relatively low. Dental hygienists had higher satisfaction level than dentists in the institution's welfare work. The more full-time workers answered, the more suitable they are for their work. CONCLUSIONS: The job satisfaction level of most professionals working in oral health centers for people with disabilities was not very high but they felt rewarded by their welfare work. It was inferred that it is necessary to examine and improve institutional support aspects such as human resource support. Increasing the number of centers in the central region is also needed.


Subject(s)
Dental Hygienists , Dental Staff , Dentists , Disabled Persons , Female , Humans , Job Satisfaction , Oral Health , Reward , Salaries and Fringe Benefits , Seoul
4.
Saúde debate ; 42(119): 849-861, Out.-Dez. 2018. tab, graf
Article in Portuguese | LILACS (Americas), RHS | ID: biblio-986074

ABSTRACT

RESUMO O aperfeiçoamento das práticas de gestão do trabalho constitui uma exigência para os serviços de saúde de todas as regiões do País. O presente estudo analisa a implantação do Plano de Cargos, Carreiras e Salários (PCCS) nas instituições de saúde, a partir da perspectiva dos profissionais de saúde da região Centro-Oeste do Brasil. Trata-se de um estudo documental, de abordagem qualitativa. O conteúdo textual dos documentos foi submetido à análise lexicográfica e Classificação Hierárquica Descendente (CDH), com auxílio do software Iramuteq. Os documentos foram analisados à luz da Análise de Conteúdo de Bardin. O universo da pesquisa se constituiu de 211 documentos. Quanto ao perfil dos profissionais cujos depoimentos constam nos documentos da pesquisa, observou-se predominância de servidores do sexo feminino, na faixa etária de 36 a 50 anos, de nível superior e da esfera estadual. Apesar de persistirem desafios, como condições desfavoráveis de trabalho e não cumprimento dos direitos trabalhistas por parte de alguns gestores, o PCCS mostra-se como um instrumento de motivação dos trabalhadores, contribuindo para valorização, fixação e perspectiva de carreira, principalmente no âmbito federal.


ABSTRACT The improvement of working management practices is a requirement for health services in all regions of the Country. The present study analyzes the implementation of the Position Plans, Careers and Salaries (PCCS) in health institutions, from the perspective of health professionals in the Central-West region of Brazil. This is a documentary study, with a qualitative approach. The textual content of the documents was submitted to the lexicographical analysis and Descending Hierarchical Classification (DHC), with the help of the Iramuteq software. The documents were analyzed in the light of the Bardin Content Analysis. The research universe consisted of 211 documents. As for the profile of the professionals whose testimonies are contained on the research documents, it was observed the predominance of female servers, in the age group of 36 to 50 years, with a higher education level and from the state sphere. Despite the challenges, such as unfavorable working conditions and non-compliance of labor rights by some managers, the PCCS shows itself as a motivational instrument to the workers, contributing to the valorization, fixation and career prospects, especially at the federal level.


Subject(s)
Humans , Salaries and Fringe Benefits , Health Workforce/trends , Organization and Administration , Work , Unified Health System , Brazil , Career Mobility
5.
EMHJ-Eastern Mediterranean Health Journal. 2018; 24 (9): 838-845
in English | IMEMR (Eastern Mediterranean) | ID: emr-199172

ABSTRACT

Background: Out-migration of physicians and urban–rural maldistribution are two of the most serious challenges facing the health sector.


Aims: To determine the preference of junior doctors for rural postings in Sudan, and estimate how much junior doctors are willing to trade off from their salaries for nonmonetary incentives.


Methods: The study targeted junior doctors who had completed their internship training and were taking their Medical Licensing Examination at the Sudan Medical Council for permanent registration. Focus group discussions were conducted to identify potentially valued incentives. A computer-based discrete choice experiment and accompanying questionnaire were administered between September and October 2012 at the two licence examination centres in Sudan.


Results: Four hundred and fifty-five doctors completed the survey. More than one third of the respondents intended to emigrate from Sudan immediately and another 30% within the next two years. The findings showed that providing scholarships to train abroad, improving the standard of health facilities to an advanced level, and providing on-site supervision were the attributes most preferred by the respondents and they were willing to trade off SDG 3650 [US$ 608], SDG 1997 [US$ 333] and SDG 1948 [US$ 325] of their salaries for these, respectively. Less-preferred attributes were availability of supervision by telephone, followed by a scholarship in family medicine and a 2-year commitment, post-training.


Conclusions: Authorities may consider the above preferences to enhance human resources for attraction strategies in rural areas. Addressing the supervision issue may be more feasible for policy-makers in the short term, when compared to improving salaries and infrastructure.


Subject(s)
Humans , Male , Female , Adult , Rural Health Services , Emigration and Immigration , Physicians , Salaries and Fringe Benefits , Surveys and Questionnaires
6.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-719019

ABSTRACT

The purpose of this study was to examine the perceptions, precedent tasks, positive and negative effects, and expandable professional tasks regarding the inclusion of dental hygienists (DHs) in the category of medical personnel. This study involved a survey of 259 DHs and 128 dentists. The findings were as follows: 94.2% of DHs and 46.9% of dentists were aware of inclusion in the category of medical personnel; 95.0% of DHs and 64.1% of dentists supported the idea; and 84.9% of DHs and 51.6% of dentists recognized its legitimacy. As for precedent tasks for inclusion in the category of medical personnel, both DHs and dentists scored high points in professional consciousness in the area of occupation. Both DHs and dentists scored the highest points in the quality management of DH education and the lowest points in the unification of school systems in the area of institution. In the area of society, DHs scored high points in the persuasion of the central government, whereas dentists scored high points in collaboration among concerned organizations. Regarding the positive effects of inclusion in the category of medical personnel, both DHs and dentists scored the highest points in the expanded perception of DHs. As for its negative effects, DHs scored high points in the aggravation of salary increase, whereas dentists scored high points in the aggravation of salary increase. Regarding expandable professional tasks after the inclusion of DHs in the category of medical personnel, the management of independent periodontal care programs recorded the highest percentage both in DHs and dentists. These findings highlight the need for adequate discussions about the meanings of the inclusion of DHs in the category of medical personnel and will hopefully contribute to the rational adjustment and legalization of DHs' works with regard to their inclusion in the category of medical personnel.


Subject(s)
Consciousness , Cooperative Behavior , Dental Hygienists , Dentists , Education , Humans , Illegitimacy , Occupations , Persuasive Communication , Salaries and Fringe Benefits
7.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-719015

ABSTRACT

This study attempted to identify factors work environment that affect job satisfaction in dental hygienists. This study was conducted between August 29 and September 28, 2017, as part of an in-depth study of the ‘Survey on the Working Environment of Clinical Dental Hygienists’ of the Korean Dental Hygienists Association. To get the responses, the questionnaire was posted on the website of the Korean Dental Hygienists Association, and of the respondents, 4,663 were selected and analyzed. An independent t-test and one way ANOVA analysis were used to make a comparison of job satisfaction according to the general characteristics, salary, and tasks. Logistic regression analysis was conducted to identify factors affecting job satisfaction. The significance level was 0.05. In regard to salary information, the job satisfaction was found to be high (p < 0.001) in cases where the salary was considered appropriate, when incentives were provided, when rewards or vacation expenses were supported, and when overtime and nightly work allowances were paid. In regard to job information, the job satisfaction was found to be high (p < 0.001) when the volume of work was considered appropriate, when there were sufficient numbers in the workforce, and when the division of labor among the other personnel was clear. As a factor affecting job satisfaction of dental hygienists, the case of thinking that ‘workload is appropriate’ was found to be 2.052 times, showing the highest score. Job satisfaction in dental hygienists affects the turnover and has a significant effect on the performance of the organization. Therefore, it is believed, that it is urgent to improve the working environment such as salary and clear division of duties affecting job satisfaction of dental hygienists.


Subject(s)
Dental Hygienists , Humans , Job Satisfaction , Logistic Models , Motivation , Reward , Salaries and Fringe Benefits , Surveys and Questionnaires , Thinking
8.
Safety and Health at Work ; : 462-467, 2018.
Article | WPRIM (Western Pacific) | ID: wprim-718431

ABSTRACT

BACKGROUND: This study was conducted to investigate the effects of work on medical expenditures by the elderly. METHODS: Data pertaining to individuals aged 65 or older collected by the Korean Health Panel 2008–2013 were used. The effects of work on medical expenditures were analyzed in a panel tobit model adjusted for several variables of demographic factors, socioeconomic factors, and health factors for health care. Data were also analyzed based on age groups (65–74, 75≤), type of work (waged or self-employed), and working time (daytime work or night time work). RESULTS: Among the elderly older than 65 years, 34–37% were workers. Work among the elderly reduced medical expenditures relative to nonworking elderly. Specifically, medical expenditures were lower in individuals older than 75 years, as well as among those who were self-employed insured and had medical aid insurance and those who exercised. However, medical expenditures were higher among females, married individuals, those with a higher household income, and those with a chronic disease. Elderly wageworkers showed reduced medical expenditures than nonworking elderly and elderly daytime workers did. CONCLUSION: The elderly population's work, especially wage work and daytime work, reduced medical expenditures relative to no work. These results provide valuable information for policymakers by indicating that work was associated with lower medical expenditures than no work. If elderly work is to be encouraged, it is necessary to provide a variety of high-quality wage work.


Subject(s)
Aged , Chronic Disease , Delivery of Health Care , Demography , Family Characteristics , Female , Health Expenditures , Humans , Insurance , Salaries and Fringe Benefits , Socioeconomic Factors
9.
Article in English | WPRIM (Western Pacific) | ID: wprim-716006

ABSTRACT

PURPOSE: Across Hong Kong, Malaysia, the Philippines, Singapore, Thailand and Vietnam, (referred to as Asia) approximately 30–53 million individuals of the 151 million employed suffer from allergic rhinitis (AR) and urticaria. It is estimated that approximately 90% of patients with these allergic conditions are insufficiently treated, impacting the socioeconomic burden in terms of absence from work and decreased productivity. This study aims to estimate the socioeconomic burden of allergies in Asia and the cost savings that their adequate management can provide. Due to the limited availability of regional data, this study focused AR and urticaria in selected countries. METHODS: Published literature, information from statistical bureaus, clinician surveys and extrapolation of selected data from the European Union were used to determine the socioeconomic costs of AR and urticaria. RESULTS: Many patients in Asia suffer from perennial allergies and experience symptoms of AR and urticaria for up to 298 days per year. An estimate of the indirect costs of patients insufficiently treated for AR and urticaria amounts to USD 105.4 billion a year, which equates to USD 1,137–2,195 per patient due to absenteeism and presenteeism. Adherence to guideline-approved treatment can lead to estimated savings of up to USD 104 billion. CONCLUSIONS: The current study suggests that within Asia, the socioeconomic impact of AR and urticaria is similar to that seen in the European Union in spite of the lower wages in Asia. This is due to the mainly perennial allergens prevailing in Asia, whereas the sensitization patterns observed in the European Union are dominated by seasonal exposure to pollen. These results underline the need for governmental initiatives to increase public awareness on the prevention and treatment of these and other allergic diseases as well as greater research funding and large-scale studies to reduce their growing socioeconomic burden in coming years.


Subject(s)
Absenteeism , Allergens , Asia , Asian Continental Ancestry Group , Cost Savings , Efficiency , European Union , Financial Management , Hong Kong , Humans , Hypersensitivity , Income , Malaysia , Philippines , Pollen , Presenteeism , Rhinitis, Allergic , Salaries and Fringe Benefits , Seasons , Singapore , Thailand , Urticaria , Vietnam
10.
Rev. bras. estud. popul ; 35(1): e0056, 2018. tab
Article in Portuguese | LILACS (Americas) | ID: biblio-985278

ABSTRACT

O objetivo do artigo é avaliar os fatores que influenciam a escolha do tipo de curso superior no Brasil. A partir dos dados dos Censos Demográficos de 2000 e 2010 e da Sinopse de Educação Superior de 2000, modelamos a escolha do curso por parte do indivíduo usando o modelo logit condicional. As variáveis que condicionam esta escolha são: características individuais e familiares; relação candidato-vaga; tempo de duração do curso; e incentivos econômicos das carreiras (média e variabilidade do rendimento e desemprego). Esta análise é feita para o total de indivíduos que estavam em idade de prestar vestibular no ano de 2000. Os resultados indicam que os rendimentos e a taxa de desemprego influenciam apenas os indivíduos do quartil mais elevado, enquanto a concorrência possui maior impacto sobre a escolha dos indivíduos do quartil inferior de distribuição.


The aim of this paper is to evaluate the factors conditioning the choice of type of higher education course in Brazil. Based on data from the 2000 and 2010 Demographic Censuses and the Higher Education Synopsis from2000, we model the choice of course by the individual using the conditional logit model. The variables that affect this choice are: individual and family characteristics; candidate-vacancy relationship (competition) and course duration; income (mean and variability) and unemployment. This analysis is done for the total number of individuals with the age required for college entrance examination in the year 2000. The results indicated that expected yields, unemployment rate and the wage variability of careers only influence the individuals of the highest quartile. On the other hand, competition in the selective process has a greater impact on the choice of individuals in the lower distribution quartile.


El objetivo del artículo es evaluar los factores que influyen en la elección del tipo de curso superior en Brasil. A partir de los datos de los censos demográficos de 2000 y 2010 y de la Sinopsis de Educación Superior de 2000, modelamos la elección del curso por parte del individuo usando el modelo logit condicional. Las variables que condicionan esta elección son: características individuales y familiares; relación candidato-vacante y el tiempo de duración del curso e incentivos económicos de las carreras (media y variabilidad del rendimiento y desempleo). Este análisis fue hecho para el total de individuos en edad de presentarse al vestibular en el año 2000. Los resultados indicaron que los ingresos y la tasa de desempleo influyen solo en los indivíduos del cuartil más elevado. La competencia tiene mayor impacto en la elección de los individuos del cuartil inferior de distribución.


Subject(s)
Humans , Salaries and Fringe Benefits , Brazil , Censuses , Education, Higher , Educational Status , Career Choice , Statistical Analysis , Higher Education Policy , Higher Education Institutions
11.
Inmanencia (San Martín, Prov. B. Aires) ; 7(1): 149-155, 2018. ilus.,tab.
Article in Spanish | LILACS (Americas), BINACIS | ID: biblio-1016342

ABSTRACT

INMANENCIA abrió este número celebrando su indexación.Superada la euforia inicial, la realidad dejó poco para el festejo. El cierre del número anterior invitaba a "examinar la realidad, a habitar el presente,a compartir observaciones, opiniones, experiencias y relatos y a proponer soluciones para ofrecer un mejor cuidado de la salud". El poder de convocatoria fue nulo.


Subject(s)
Humans , Public Health , Health Personnel , Hospitals , Salaries and Fringe Benefits
12.
Article in English | WPRIM (Western Pacific) | ID: wprim-740294

ABSTRACT

This study investigated the relationship between the organizational culture, organizational support, organizational health, personal health, and quality of work life of dental hygienists and analyzed the factors affecting the quality of work life in order to identify ways to improve their quality of work life. A total of 320 dental hygienists completed a self-administered survey; after excluding data from 21 respondents, 299 responses were included in the analysis. Frequency analyses, t-tests, one-way analysis of variation (ANOVA), and correlation analyses were conducted. A path analysis was also conducted to confirm the causal relationships. The findings are as follows. First, there was a significant difference in several general characteristics of the organizational culture including years in the current job and the number of dental hygienists; organizational support including age and the number of dental hygienists; organizational health including years in the current job and annual salary; and personal health including annual salary. Second, the quality of work life showed a positive correlation with organizational culture, organizational support, personal health, and organizational health in that order. Third, the results of path analysis revealed that organizational culture had a positive effect on organizational support; organizational support and personal health on organizational health; organizational support on personal health; and organizational support and organizational health on quality of work life. In addition, organizational support and organizational health had a direct effect on the quality of work life, while organizational culture, organizational support, and personal health had an indirect effect. These results indicated existence of a relationship among organizational culture, organizational support, organizational health, personal health, and quality of work life. It is necessary to identify ways to improve the quality of work life of dental hygienists.


Subject(s)
Dental Hygienists , Humans , Organizational Culture , Quality of Life , Salaries and Fringe Benefits , Surveys and Questionnaires
13.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-739063

ABSTRACT

PURPOSE: The purpose of this study is to identify the effects of job demand and recovery experience from job stress on job embeddedness among workers in the service industry. METHODS: The participants were 223 workers from the service industry in P and Y Cities with the help of a structured self-report questionnaire, administered between July 10 and August 20, 2017. The data were analyzed using descriptive statistics, t-test, ANOVA, Scheffé test, Pearson correlation coefficients and stepwise multiple regression. RESULTS: There were significant differences in job embeddedness in terms of satisfaction with salary, continuous service, perceived stress level and the perceived health status of the subjects. There were significant positive correlations between role clarification in job demands (r=.55), recovery experience from job stress (r=.27) and job embeddedness. From the multiple regression analysis, the most significant factors affecting job embeddedness were found to be role clarification in job demands (β=.47), recovery experience from job stress (β=.23), and perceived stress level (β=.18). These variables explain 34.0 % of the total variance in job embeddedness. CONCLUSION: In order to increase job embeddedness among workers in the service industry, it is necessary to prepare measures to increase recovery experience from job stress and to decrease role clarificationin job demand, and perceived stress level.


Subject(s)
Commerce , Personnel Loyalty , Recovery of Function , Salaries and Fringe Benefits
14.
Article in English | WPRIM (Western Pacific) | ID: wprim-739054

ABSTRACT

PURPOSE: This study attempted to identify regional disparities of self-rated health among Korean wage workers and to investigate the influencing factors on them. METHODS: The study subjects were 25,069 workers in 16 regions who were extracted from the 2014 Korean Working Condition Survey (KWCS). A multilevel analysis was conducted by building hierarchical data at individual and regional level. RESULTS: In this study, ‘financial autonomy rate’ and ‘current smoking rate’ were identified as regional factors influencing the workers' self-rated health. When the socio-demographic and occupational factors of the workers were controlled, ‘current smoking rate’, a health policy factor, explained the regional disparity of workers' health status. CONCLUSION: We found that the health status of workers can be affected by the health behavior level of the whole population in their residential area. In order to improve the health status of working population and to alleviate their regional health inequalities, it is necessary to strengthen macro and structural level interventions.


Subject(s)
Health Behavior , Health Policy , Health Status Disparities , Multilevel Analysis , Occupational Health , Residence Characteristics , Salaries and Fringe Benefits , Smoke , Smoking , Socioeconomic Factors
15.
Rev. enferm. UERJ ; 25: [e14405], jan.-dez. 2017. tab, ilus
Article in Portuguese | LILACS (Americas), BDENF | ID: biblio-947714

ABSTRACT

Objetivo: analisar a satisfação profissional de enfermeiros e averiguar a influência das características sociodemográficas e laborais sobre a mesma. Método: estudo transversal, de abordagem quantitativa, realizado em hospital público do Paraná, com 39 enfermeiros que responderam um questionário estruturado, solicitando características sociodemográficas, laborais e Índice de Satisfação no Trabalho (IST). Projeto de pesquisa aprovado pelo Comitê de Ética com CAAE nº 0272.0.268-10. Resultados: constatou-se que as características sexo feminino, estado civil solteiro, cargo gerencial, presença de filhos, faixa etária de 40 anos ou mais, único vínculo empregatício e formação com mestrado apresentaram menores níveis de satisfação profissional. Em relação ao IST geral, neste estudo, foi encontrado valor de 13,28, indicando que a satisfação com o trabalho está próxima do limite de insatisfação, considerando-se a possível variação de 0,9 a 37,1. Conclusão: a recompensa financeira e as atividades desenvolvidas são fatores de satisfação, enquanto a falta de reconhecimento da profissão e as dificuldades no relacionamento interpessoal ocasionam insatisfação.


Objective: to analyze professional satisfaction of nurses and ascertain the influence of socio-demographic and labor characteristics on that. Method: cross-sectional study, with quantitative aproach, conducted with 39 nurses who answered a structured questionnaire comprising socio-demographic and labor characteristics and the Work Satisfaction Index (WSI). Research project was approved by Research Ethics Committee, CAAE nº 0272.0.268-10. Results: characteristics as female gender, single marital status, managerial position, presence of children, belonging to the age group of 40 years or more, single employment relationship and having a masters' degree presented lower levels of professional satisfaction. General WSI score was of 13.28, indicating that work satisfaction is close to the dissatisfaction limit, considering the possible range from 0.9 to 37.1. Conclusions: financial rewards and developed activities are satisfaction factors, while the lack of recognition of the profession and difficulties in interpersonal relationships cause dissatisfaction


Objetivo: analizar la satisfacción profesional de enfermeros licenciados y conocer la influencia de las características sociodemográficas y laborales sobre la misma. Método: estudio transversal, cuantitativo, realizado con 39 enfermeros, que respondieron un cuestionario estructurado que comprende las características sociodemográficas y laborales y el Índice de Satisfacción Laboral (WSI). El proyecto de investigación fue aprobado por el Comité de Ética en Investigación, CAAE nº 0272.0.268-10. Resultados: características como género femenino, estado civil soltero, posición gerencial, presencia de niños, pertenecientes al grupo de edad de 40 años o más, relación de trabajo único y tener un grado de maestría presentaron menores niveles de satisfacción profesional. El WSI general encontrado fue de 13.28, lo que indica que la satisfacción laboral está cerca del límite de insatisfacción, considerando una variación de 0.9 a 37.1. Conclusión: La recompensa financiera y las actividades desarrolladas son factores de satisfacción, mientras la falta de reconocimiento de la profesión y las dificultades en las relaciones interpersonales causa insatisfacción


Subject(s)
Humans , Male , Female , Adult , Occupational Health , Nursing , Occupational Stress , Health Workforce , Job Satisfaction , Nurses, Male , Salaries and Fringe Benefits
16.
Saúde debate ; 41(112): 110-121, Jan.-Mar. 2017. tab
Article in Portuguese | LILACS (Americas), RHS | ID: biblio-846178

ABSTRACT

RESUMO Este estudo objetivou analisar experiências de planos de carreira, cargos e salários premiadas pelo Ministério da Saúde. Para tanto, foi realizada pesquisa descritiva e qualitativa, em 2013, mediante análise documental e entrevistas com gestores de secretarias de saúde com planos implantados. Dados foram analisados à luz das diretrizes nacionais para a instituição de planos no Sistema Único de Saúde. Os planos estudados, negociados com os trabalhadores e baseados nas diretrizes, consideram a avaliação de desempenho e a qualificação profissional para a progressão na carreira. Conclui-se que os planos necessitam incluir os diversos tipos de vínculos empregatícios e formas de remuneração compatíveis com as carreiras da saúde.


ABSTRACT This study aimed to analyze the experiences of career plans, positions and salaries awarded by the Ministry of Health. For this purpose, a descriptive and qualitative research was conducted, in 2013, through documentary analysis and interviews with managers of the health secretariats with implanted plans. Data were analyzed in the light of national guidelines for the establishment of plans in the Unified Health System. The studied plans, negotiated with the employees and based on the guidelines, consider performance evaluation and professional qualification for career progression. It is concluded that plans need to include the various types of employment bonds and forms of remuneration compatible with health careers.


Subject(s)
Career Mobility , Credentialing , Employee Performance Appraisal , Health Workforce , Personnel Management , Salaries and Fringe Benefits
17.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-227361

ABSTRACT

PURPOSE: This study was conducted to investigate factors affecting the job embeddedness of workers in the manufacturing industry. METHODS: The survey was conducted on 261 workers of the manufacturing industry in P city and Y city with the help of a structured self-report questionnaire, administered between June 10 and June 30, 2017. Data were analyzed using descriptive statistics, a t-test, ANOVA, a Scheffés test, Pearson's correlation coefficients, and stepwise multiple regression. RESULTS: There were significant differences in job embeddedness according to educational level, marital status, jobs and types of employment, satisfaction with salary, stress level, and the perceived health status of the subjects. There were significant positive correlations between role clarity of job demands (r=.45), leader member exchange (r=.48), recovery experience from job stress (r=.27), and job embeddedness. From the multiple regression analysis, the most significant factors affecting job embeddedness were found to be leader member exchange (β=.43), recovery experience from job stress (β=.22), and job demand (β=.15). These variables explained 35.0% of the total variance in job embeddedness. CONCLUSION: In order to increase job embeddedness of workers in the manufacturing industry, it is necessary to prepare measures to increase job demand, leader member exchange, and recovery experience from job stress.


Subject(s)
Employment , Marital Status , Recovery of Function , Salaries and Fringe Benefits
18.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-194647

ABSTRACT

PURPOSE: This study was performed for the effective management of nursing organization as surveyed choice motives and job satisfaction about nurses who changed to public hospitals. METHODS: This study is a descriptive study. This study surveyed 214 nurses who changed jobs to public hospital in six Gyeonggi-do hospitals from October 23 to November 20, 2015. The collected data were analyzed for descriptive statistics, t-test, one-way ANOVA, sheffe test, multiple linear regression analysis using the SPSS/WIN 21.0 program. RESULTS: Most of the nurses chose public hospitals due to benefits correspond to public officials. They had worked in general hospitals located on provinces and changed jobs due to a heavy workload and low benefits. Of the participants 84.1% were satisfied with changing jobs to public hospitals and the advantages of public hospitals of their choice were job stability and good employee benefits(guaranteed maternity and paternity leave, etc). On the other hand there were complaints about low salaries compared to the workload after changing jobs to public hospitals. CONCLUSION: Hospitals need to enhance job stability and provide nurses with good employee benefits to reduce turnover rate.


Subject(s)
Career Choice , Hand , Hospitals, General , Hospitals, Public , Job Satisfaction , Linear Models , Nursing , Parental Leave , Salaries and Fringe Benefits
19.
Article in English | WPRIM (Western Pacific) | ID: wprim-126539

ABSTRACT

BACKGROUND: Discrimination based on type of employment against non-regular workers is still a social issue. However, there are few studies on job factors that affect the discrimination experience in each type of employment or the association between discrimination and health impact indicators. This study examined occupational health characteristics according to discrimination experience and relating factors that affect discrimination experience. METHODS: This study used the 4th Korean Working Conditions Survey (2014) provided by the Korea Occupational Safety and Health Agency. Among the 50,000 workers, 7731 non-regular wage workers were selected as study population. To examine differences in discrimination experience, we used a t-test on occupational risk factors, occupational stress, occupational characteristics, health impact indicators. To identify the factors that affected discrimination experience, we performed binomial logistic regression analysis. RESULTS: The discrimination experience rate was significantly higher in male, aged less than 40 years old, above high school graduate than middle school graduate, higher wage level, shorter employment period and larger company's scale. As factors related to discrimination experience, they experienced discrimination more as occupational stress was higher and when they were temporary or daily workers rather than permanent workers, work patterns were not consistent, and the support of boss was low. It showed that physical, musculoskeletal, and mental occupational risk scores and subjective job instability were higher and work environment satisfaction was lower in discrimination experienced group. CONCLUSIONS: The present study showed that the demographic and occupational factors were complexly related to discrimination experience in non-regular workers. The experience of discrimination had increased when occupational stress was higher, they were temporary or daily workers rather than permanent workers, work patterns were not consistent, and their boss' support was low. Improving various relating factors, (e.g. occupational stresses, employment status and occupational characteristics), this would ultimately expect to improve non-regular workers' discrimination.


Subject(s)
Discrimination (Psychology) , Employment , Humans , Korea , Logistic Models , Male , Occupational Health , Risk Factors , Salaries and Fringe Benefits
20.
Article in English | WPRIM (Western Pacific) | ID: wprim-126535

ABSTRACT

BACKGROUND: In modern society, many workers are stressed. Supervisors' support or behavior can affect the emotional or psychological part of the worker. The purpose of this study is to investigate the effect of supervisor's behavior on worker's stress. METHODS: The study included 19,272 subjects following the assignment of weighted values to workers other than soldiers using data from the Fourth Korean Working Condition Survey. Supervisors' behavior was measured using 5 items: “supervisor feedback regarding work,”“respectful attitude,”“good conflict-resolution ability,”“good work-related planning and organizational ability,” and the encouragement of participation in important decision making. Job stress was measured using 1 item: “I experience stress at work.” Multiple logistic regression analysis was performed to examine the effects of supervisors' behavioral, general, occupational, and psychosocial characteristics on job stress in workers. Organizational characteristics associated with supervisors' behavior were also analyzed. RESULTS: The results showed that supervisors' provision of feedback regarding work increased workers' job stress (OR = 1.329, 95% CI = 1.203 ~ 1.468). When a supervisor respect workers (OR = 0.812, 95% CI = 0.722 ~ 0.913) or good at planning and organizing works (OR = 0.816, 95% CI: 0.732 ~ 0.910), workers' job stress decreased. In particular, the two types of supervisor behaviors, other than feedback regarding work, were high in private-sector organizations employing less than 300 employees. CONCLUSION: Supervisors' behavior influenced job stress levels in workers. Therefore, it is necessary to increase education regarding the effects of supervisors' behavior on job stress, which should initially be provided in private-sector organizations with up to 300 employees.


Subject(s)
Decision Making , Education , Humans , Korea , Logistic Models , Military Personnel , Salaries and Fringe Benefits
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