The aim of the study – investigate the motivation factors of surgical profile nurses work. The objectives of the study: 1. To investigate of satisfaction with work, to identify the motivation positive factors, emotional exhaustion of nurses, which are working in the surgical profile departments and operating-theaters. 2. To investigate negative factors (emotional exhaustion, salary, nursing load). 3. To give the offers for the main problems solutions. Hypothesis – the nurses motivation, which are working in the operating-theaters or surgical profile departments, is the same. Methodology: Investigative – nurses, which are working in Kaunas University of Medicine clinic, departments of orthopedics and traumatology, neurosurgery, childrens surgery in the operating-theaters and departments. Investigation method – Questionnaire-based inquiry, emotional scale. Statistical analysis has been made by Microsoft Excel 2003 program. The obtained findings were processed using SPSS for Windows 12.0 statistical software package. The results and conclusions of the study: 70% of all nurses are satisfied with theirs job, ‘cause they are „responsible for what they��re doing“. The bigger pay could induce to work better even 82,5% of nurses. Almost for the half of nurses, working in the departments, the motivation for better work could be financial support-awards; for the third of operating-theaters nurses – the compliments of the heads. Statistically significant (p = 0,002) was the emotional... [to full text]

Pagrindimas: Lietuvoje vykstant sveikatos priežiūros reformai, didelio visuomenės ir mokslininkų dėmesio sulaukia įvairūs sveikatos priežiūros organizavimo, paslaugų kokybės aspektai, kurie dažniausiai vertinami vykdant pacientų apklausas, tačiau svarbus yra ir medicinos personalo nuomonės tyrimas šiais klausimais dėl realaus požiūrio į tam tikras sistemos funkcionavimo galimybes. Darbo tikslas: Išsiaiškinti kaip Vilniaus miesto medikai vertina dabartinę sveikatos priežiūrą ir paslaugas, analizuojant tam tikrus sveikatos priežiūros organizacinius aspektus, atsižvelgiant į medikų specializaciją, darbovietę ir darbo stažą. Metodika: Anoniminės anketinės apklausos būdu apklausti 297 respondentai (gydytojai ir slaugytojai) dirbantys pirminės sveikatos priežiūros centruose, stacionaruose ir privačiose įstaigose. Tyrimo tikslui ir uždaviniams pasiekti naudotas kiekybinis momentinis sociologinis tyrimas. Anketa sudaryta remiantis viešosios nuomonės ir rinkos tyrimų bendrovės ,,Spinter tyrimai“ 2004 m. atlikto tyrimo, kurio metu siekta išsiaiškinti, kaip medikai vetina sveikatos priežiūros įstaigų restruktūrizaciją ir kt. problemas, klausimynu. Duomenų apdorojimas ir analizė atlikta naudojantis statistiniu paketu SPSS. Skirtumai tarp atitinkamų rodiklių laikomi patikimais, kai klaidos tikimybė p ≤ 0,05. Šią reikšmę programa ieškant ryšio tarp kintamųjų, suskaičiuoja automatiškai. χ2 statistinis kriterijus taikomas tikrinant kokybinių požymių ryšio hipotezes. Taip pat... [toliau žr. visą tekstą] / Background: While the Lithuanian health service reform is being implemented, major attention of the public and of the scienctists is drawn to different health service organization, service quality aspects, which often are being evaluated by implementing polls of the patients. However also is important poll of the medical personnel about these questions regarding the real opinion of particular functional abilities of the system. Purpose of the work: to find out how medics of the Vilnius city treat current health supervision and the services by analyzing particular organizational aspect of the health service, considering specialization, workplace and probation of the medics. Methodology: in the way of the anonymous questionnaire 297 respondents have been questioned (medic doctors and caregivers), working at primary health service centres, stationeries and private institutions. For reaching the purpose and the goal of this survey quantitative instantaneous sociological survey was used. The questionnaire was compounded using questionnaire of public opinion and market survey company ,,Spinter tyrimai“ of year 2004 intended to find out how the medics treat restructurizing of the health service institutions and other problems. Processing of data and analysis was completed using statistical packet SPSS. Differences between appropriate rates are treated as reliable when likelihood of mistake is p ≤ 0,05. The programme figures this value automatically when finds connection... [to full text]

Doctor of Philosophy / Psychological Sciences / Patrick A. Knight / Satisfaction with work-family balance is a relatively new construct that differs from other work-life constructs in several ways: it is not focused on conflict between work/family domains, does not include cross-domain transfer processes, has no directional implications, and is not multidimensional. The current study has three purposes: 1. Examine work-family balance issues for both blue-collar and white-collar employees, as the literature has focused mainly on white-collar employees. 2. Examine relationship between technology and satisfaction with work-family balance. 3. Assess how role salience influences satisfaction with work-family balance. Participants were recruited and compensated for completing a 60 item online survey via Qualtrics. Blue-collar participants were recruited from manufacturing industries, while no industry was specified for white-collar employees. The sample consisted of 210 participants (105 blue-collar, 105 white-collar). Several checks were included throughout the survey to ensure data quality. Two hierarchical regression analyses were conducted. The first regression revealed that boundary control and autonomy predict satisfaction with work-family balance, while employee type and boundary interruptions do not. Boundary control, family identity, and stress significantly predicted satisfaction with work-family balance in the second regression, while boundary interruptions, work identity, hours worked, and technology use did not. Results indicate white-collar workers have higher satisfaction with work-family balance, lower stress, and lower turnover intentions compared to blue-collar workers. Results also reveal that technology use to complete work outside of work hours is significantly and positively related to stress. Nearly half of participants report feeling expected to utilize technology to complete work outside of work hours. In addition, while it was hypothesized that those higher on family identity would have lower satisfaction with work-family balance when they used technology outside of work hours, worked longer hours, and had more frequent boundary interruptions than would those lower on family identity, the opposite effect was found for each of these variables. Implications of the study include: 1. Organizations may improve employee satisfaction with work-family balance by increasing autonomy and boundary control. 2. Employees may improve satisfaction with work-family balance by taking time to de-stress from work and limiting use of technology to complete work outside of work hours.

Yes / This paper systematically examines (i) how individual personality can influence on cultural acculturation which can impact on the higher level of perceived value in LGBTs, and (ii) how the higher level of perceived value towards social media can result in being more satisfied, (iii) consequently having a better working life at workplace and performance proficiency. The generated framework was validated through a survey from multinational corporations in multi-industries such as higher education (with more than two campuses around the world), global fashion, global retailing, tourism, hospitality, food, and electronics and information technology. Key results, implications for managers and researchers are highlighted.

Dagens individer innehar olika roller i arbetslivet och privatlivet som konkurrerar om en individs tid och energi, vilket kan skapa svårigheter att uppnå balans mellan dessa båda områden. Denna studie undersöker förhållandet mellan konflikter mellan arbetsliv och privatliv samt arbetstillfredsställelse. Individens olika roller och de åtaganden dessa innefattar kan ge upphov till konflikter mellan arbetslivet och privatlivet. Detta gör det intressant att även undersöka en särskilt värdefull aspekt av privatlivet, nämligen antal barn och dess samband med konflikterna. Studiens deltagare bestod av 87 medarbetare varav 52 kvinnor och 35 män i åldrarna 26-58 år (M = 48) och de instrument som användes för att mäta konflikterna var Work-Family and Family-Work Scales och för att mäta aspekter av arbetstillfredsställelse användes delar av Copenhagen Psychosocial Questionnaire version II. Studien fann ett negativt samband mellan upplevd konflikt arbetsliv med privatliv och tillfredsställelse med arbetet (r = -.31, p < .01), vilket är i linje med resultat av tidigare forskning. Mellan antal barn och upplevd konflikt privatliv med arbetsliv fanns ett positivt samband (r = .39, p < .001). Resultaten indikerar att upplevd svårighet att kombinera arbetsliv med privatliv tyder på en lägre grad av tillfredsställelse med arbetet, samtidigt som fler barn kan tyda på en högre upplevd svårighet att kombinera privatlivets åtaganden med arbetslivet. Upplevda konflikter mellan arbetsliv och privatliv predicerar tillfredsställelse med arbetet till 10%. / Individuals of today have different roles in their work and in their private lives that are competing for an individual's time and energy, which can create difficulties in achieving balance between these two areas. This study investigates the relationship between conflicts between work and private life and job satisfaction. The individual's roles and the commitments these contain can make it difficult to find balance between work and private life. This makes it interesting to also investigate a particularly valuable aspect of private life, namely the number of children and its relationship with the conflicts. The study's participants consisted of 87 employees, of which 52 were women and 35 were men aged 26-58 years (M = 48). The instruments used to measure the conflicts were Work-Family and Family-Work Scales and to measure aspects of job satisfaction, parts of Copenhagen Psychosocial Questionnaire Version II were used. The study found a significant negative correlation between experienced work-private life conflict and satisfaction with work (r = -.31, p = .004), which is in line with results of previous research. Between the number of children and experienced private life-work conflict, a positive relationship was found (r = .39, p = < .001). The results indicate that experienced difficulty in combining work with private life indicates a lower degree of satisfaction with work, while more children may indicate a higher experienced difficulty in combining the commitments of private life with work. Experienced conflicts between work and private life predicted satisfaction with work to 10%.