Thesis (M.P.H.)--University of Michigan, 1944.

Thesis (M.P.H.)--University of Michigan, 1945.

Magister Commercii - MCom / The premise of this research was focused on ascertaining how variables such as work environment, pay, supervision, co-workers and promotion impacts on job satisfaction of civil servants at an institution residing under the Department of Health in the Western Cape. / South Africa

Pre-paid medical and hospital insurance in Canada has enabled many people to obtain medical services that they could not previously afford, but equal access to health care is not yet ensured for all segments of the population. . It has been suggested that health care resources, particularly manpower, tend to concentrate in urban centres, while rural and remote areas have inadequate resources. In testing the relationship between rurality and accessibility to primary health care, this thesis aims at enriching the knowledge base for mitigation decisions. Seven groups of primary health care personnel were examined: general practitioners, pharmacists, dentists, general surgeons, pediatricians, obstetricians and psychiatrists Nine study regions were ranked by rurality and accessibility. Rurality was measured by (1) proportion of rural population residing in the study region, and (2) distance of the study region to the nearest metropolitan centre. Accessibility was measured by (1) travel distance to the nearest health care personnel, and (2) the ratio of health care personnel to the regional population. Rurality was then correlated with accessibility. Rurality was also correlated with waiting time for an appointment with a general practitioner, and statistical tests for significant difference were performed to determine if waiting time varies with community size. The relationship between practice locations of general practitioners and their personal attributes was tested (1) by correlating rurality with place and year of graduation, and (2) by testing for significant difference in place and mean year of graduation among different community size groups. Significant difference tests were also performed to test the effect of the federal policy restricting physician immigration on the proportion of foreign physicians in rural areas. The result of the accessibility test supports the hypothesis that accessibility diminishes with rurality. It also suggests that serious maldistributions occur in primary care sub-specialty personnel, namely pediatricians, obstetricians and psychiatrists, and that there are intra-regional disparities as well as inter-regional disparities. General practitioners are the least inequitably distributed. The findings reveal that population dispersion and small settlements are the primary obstacles to achieving equal access. Results of the waiting time tests were inconclusive. There is no evidence to support a linear relationship between waiting time and rurality. Long waiting times appear to associate with both the most rural and the least rural regions. Statistical tests of waiting time by community size indicate high variability, prohibiting meaningful comparison of the means. The tests of personal attributes of general practitioners indicate that age (year of graduation) decreases with rurality, and increases with community size, and that the proportion of non-B.C. graduates increases with rurality, but is not affected by community size. Federal immigration restrictions have diminished the proportion of foreign physicians in rural communities, but not in urban or metropolitan centres. The concluding discussion of policy implications covers: (1) Manpower Planning with special emphasis on the roles of the government, the Colleges and the University, and the potentials of various policy options, and (2) Regionalization and its application in health manpower planning. / Applied Science, Faculty of / Community and Regional Planning (SCARP), School of / Graduate

The premise of this research was focused on ascertaining how variables such as work environment, pay, supervision, co-workers and promotion impacts on job satisfaction of civil servants at an institution residing under the Department of Health in the Western Cape.

published_or_final_version / abstract / toc / Clinical Psychology / Master / Master of Social Sciences

This study was designed to investigate differences in administrative attitude adopted by line versus staff type administrators of community college based allied health career education programs when professionally and non-professionally related job responsibilities were considered.The population included 126 administrators each of whom represented a community college which hosted from five to fifteen allied health career programs, inclusively, and which maintained a full time equivalent enrollment of 2000 or more students. Seventy-three administrators identified themselves as line type and fifty-three as staff type.Data for the study constituted responses to a questionnaire survey instrument comprising twenty statements divided equally between professionally related and nonprofessionally related job responsibilities. Responsibility statements were adapted from conference reports citing specific competencies for allied health career administration.Participants responded to each of the twenty responsibility statements by selecting one of five equally marked referent positions on a leadership-management scale. Responses were quantified as line and staff group mean scores and analyzed statistically. Five null hypotheses were tested using non-directional t tests at the 0.001 level of significance. Where significance was determined, F tests were employed to verify homogeneity of variance. Three hypotheses were structured to test inter-group score differences when all and sub-sets of responsibilities were considered. Two hypotheses were employed to test intragroup score differences when professionally versus nonprofessionally related statements were considered.Analysis of data, organized relative to each of the hypotheses, led to the following conclusions:Line type administrators, as a group, adopted a moderate position of leadership when all twenty job responsibility statements were considered. Staff administrators tended toward an attitude of management. The difference was statistically significant.When professionally related statements were considered, both line and staff groups adopted attitudes of leadership. Line administrators, however, adopted a stronger referent than did staff. The difference was significant.Statistically significant difference was determined between line and staff responsibility referents to nonprofessionally related statements. Line administrators tended to a leadership referent and staff adopted a slight managerial referent.Observably large standard deviations for line and staff group mean scores necessitated tests of homogeneity of variance. These tests showed statistical significance when line versus staff group scores were compared in response to all twenty responsibility statements as well as in response to professionally related statements. Frequency polygon plots of individual scores depicted a bimodal distribution of staff respondent scores.The line administrator group adopted a position of leadership for both professionally and non-professionally related statements of job responsibility. This referent was expressed more so for the former set of responsibilities than the latter. The difference between referents was statistically significant.Staff administrators adopted a group attitude slightly on the leadership side of the leadership-management scale when professionally related statements were considered and slightly on the management side for non-professionally related statements. The difference, however, was not statistically significant.Tabulation of descriptive data revealed that approximately three-fifths of both line and staff respondents possessed a health career credential. Fifty-two per cent of line respondents compared to thirty-three per cent of staff reported that they occupied their position for five or more years.In summary, this study confirmed differences in attitudes of leadership and management adopted by line versus staff type administrators of allied health career programs when identical statements of job responsibility were considered. Ambivalence of staff group leadership and management attitude to responsibilities was also noted. The inherent nature of the line type administrative position as opposed to a staff type suggests a basis for these findings.

The premise of this research was focused on ascertaining how variables such as work environment, pay, supervision, co-workers and promotion impacts on job satisfaction of civil servants at an institution residing under the Department of Health in the Western Cape.

Thesis (M.A.)--University of Toronto, 2004. / Adviser: Andy Anderson.

Thesis (M.P.H.)--University of Michigan, 1946.