The Influence of Job Characteristics on Job Outcomes of Pharmacists in Hospital, Clinic, and Community Pharmacies

Lin, Blossom Yen-Ju; Yeh, Ying-Chen; Lin, Wen-Hung

doi:10.1007/s10916-007-9059-y

Cited by 36 publications

(27 citation statements)

References 6 publications

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“…Autonomy is the abilities of the employees to work according to their knowledge, skills and decisions that should be within the range of practice of the organization, nursing career and rule [8]. Lastly, job feedback refers to how the employees get directions and clear information about their performance, feedback may be constructive or destructive and should occur frequently not only with annual evaluation [9].Feedback helps in identifying what employee did and what have to do [10]. Job characteristics play a crucial role in the workplace because if employees can identify their work, they will be fully engaged and do a lot of efforts in their work.…”

Section: Introductionmentioning

confidence: 99%

Relationship between Job characteristics and Work Engagement among Nursing Staff

Bayoumy

2019

IJND

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Background: To retain the nursing staff in health care organization is a big challenge. Health care organizations have to do a lot of effort to keep the nursing staff in the organization and avoid nursing shortages. Characteristics of job is an important concept to be considered by the hospital administration to improve the characteristics of work, facilitating and enhancing the work settings, motivating the employees make them happy, engaged in their work, improving their performance and reach high positive outcome. The present study aimed to investigate the relationship between job characteristics and work engagement among nursing staff in selected hospital in Cairo. Research Descriptive correlational design was used to examine the relationship between job characteristics and work engagement among nursing staff. A convenient sampling technique was used in the present study, study sample composed of 104 nursing staff teaching hospital in Cairo. Two scales were used the Job characteristics scale to measure the characteristics of the job and the work engagement scale to measure the levels of nurses' engagement in their work. The current study concluded that autonomy was correlated positively with absorption. Feedback is correlated positively with work engagement subscales i.e. vigor, dedication and absorption. Skill variety and task identity were correlated negatively with absorption; while task significance was not correlated with work engagement. It is recommended that hospital administrators use a system of rewarding and recognition for nurses because it has a vital effect in their job satisfaction and engagement in their work which will lead to reduction of turnover and burnout among nursing staff. Support from organization and supervisor would moderate the relationship between job characteristics and engagement at work. Other researches should be planned to identify the factors helping nursing staff to be engaged in their work.

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Section: Introductionmentioning

confidence: 99%

Relationship between Job characteristics and Work Engagement among Nursing Staff

Bayoumy

2019

IJND

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“…Turnover intention is usually viewed as a possible outcome of a negative organizational environment [29] caused by negatively perceived support from the organization and reduced organizational commitment [30]. Increased turnover intention may also lead to negative outcomes, such as reduced job performance [31]. …”

Section: Introductionmentioning

confidence: 99%

Assessing the effects of pharmacists’ perceived organizational support, organizational commitment and turnover intention on provision of medication information at community pharmacies in Lithuania: a structural equation modeling approach

Urbonas

Kubilienė

Kubilius

et al. 2015

BMC Health Serv Res

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BackgroundAs a member of a pharmacy organization, a pharmacist is not only bound to fulfill his/her professional obligations but is also affected by different personal and organizational factors that may influence his/her behavior and, consequently, the quality of the services he/she provides to patients. The main purpose of the research was to test a hypothesized model of the relationships among several organizational variables, and to investigate whether any of these variables affects the service of provision of medication information at community pharmacies.MethodsDuring the survey, pharmacists working at community pharmacies in Lithuania were asked to express their opinions on the community pharmacies at which they worked and to reflect on their actions when providing information on medicines to their patients. The statistical data were analyzed by applying a structural equation modeling technique to test the hypothesized model of the relationships among the variables of Perceived Organizational Support, Organizational Commitment, Turnover Intention, and Provision of Medication Information.ResultsThe final model revealed that Organizational Commitment had a positive direct effect on Provision of Medication Information (standardized estimate = 0.27) and a negative direct effect (standardized estimate = −0.66) on Turnover Intention. Organizational Commitment mediated the indirect effects of Perceived Organizational Support on Turnover Intention (standardized estimate = −0.48) and on Provision of Medication Information (standardized estimate = 0.20). Pharmacists’ Turnover Intention had no significant effect on Provision of Medication Information.ConclusionsCommunity pharmacies may be viewed as encouraging, to some extent, the service of provision of medication information. Pharmacists who felt higher levels of support from their organizations also expressed, to a certain extent, higher commitment to their organizations by providing more consistent medication information to patients. However, the effect of organizational variables on the variable of Provision of Medication Information appeared to be limited.

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“…the extent to which employees have a major say in planning, performing, and controlling their work, had higher voluntary job mobility. In previous research, low autonomy was associated with high turnover intentions [8,9] and decreased job satisfaction [45]. It is reasonable to assume that respondents who scored high on perceived autonomy in this study changed jobs for other reasons than dissatisfaction with their current job, such as career development and advancement to higher skilled jobs.…”

Section: Discussionmentioning

confidence: 82%

“…Repetitive tasks may decrease motivation, job satisfaction, and performance [42,43]. Low variety has been associated with increased turnover intentions in several studies [7,8], and according to Castle and Engberg [17] job dissatisfaction is the first step towards the decision to change jobs. Thus, as high variety is related to job satisfaction [44], low variety may be assumed to predict voluntary job mobility due to job dissatisfaction.…”

Section: Discussionmentioning

confidence: 99%

“…For example, Brannon, Barry, Kemper, Schreiner, and Vasey [7] found that low skill variety was related to an increased intention to leave the job. Other studies have found associations between high turnover intentions and low autonomy, low feedback [8,9], and a low level of social support [10]. Although turnover intentions are often considered to be a strong predictor of future job mobility [3,11,12], a direct association between turnover intentions and job mobility is only weakly supported, possibly because of the cross-sectional design of most studies.…”

Section: Introductionmentioning

confidence: 99%

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The importance of work conditions and health for voluntary job mobility: a two-year follow-up

et al. 2012

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BackgroundChanging jobs is part of modern working life. Within occupational health, job mobility has mainly been studied in terms of employees’ intentions to leave their jobs. In contrast to actual turnover, turnover intentions are not definite and only reflect the probability that an individual will change job. The aim of this study was to determine what work conditions predict voluntary job mobility and to examine if good health or burnout predicts voluntary job mobility.MethodsThe study was based on questionnaire data from 792 civil servants. The data were analysed using logistic regressions.ResultsLow variety and high autonomy were associated with increased voluntary job mobility. However, the associations between health and voluntary job mobility did not reach significance. Possible explanations for the null results may be that the population was homogeneous, and that the instruments for measuring global health are too coarse for a healthy, working population.ConclusionsVoluntary job mobility may be predicted by high autonomy and low variety. The former may reflect that individuals with high autonomy have stronger career development motives; the latter may reflect the fact that low variety leads to job dissatisfaction. In contrast to our results on job content, global health measurements are not strong predictors of voluntary job mobility. This may be because good health affects job mobility through several offsetting channels, involving the resources and ability to seek a new job. Future work should use more detailed measurements of health or examine other work settings so that we may learn more about which of the offsetting effects of health dominate in different contexts.

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The Influence of Job Characteristics on Job Outcomes of Pharmacists in Hospital, Clinic, and Community Pharmacies

Cited by 36 publications

References 6 publications

Relationship between Job characteristics and Work Engagement among Nursing Staff

Relationship between Job characteristics and Work Engagement among Nursing Staff

Assessing the effects of pharmacists’ perceived organizational support, organizational commitment and turnover intention on provision of medication information at community pharmacies in Lithuania: a structural equation modeling approach

The importance of work conditions and health for voluntary job mobility: a two-year follow-up

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