What factors in life affect the satisfaction of the work of medical staff at tam duc heart hospital

RESEARCH PROJECT BMBR5103 WHAT FACTORS IN LIFE AFFECT THE SATISFACTION OF THE WORK OF MEDICAL STAFF AT TAM DUC HEART HOSPITAL?... 1.2 Research Question “What factors in life affect the

RESEARCH PROJECT

(BMBR5103)

WHAT FACTORS IN LIFE AFFECT THE SATISFACTION OF THE WORK OF MEDICAL STAFF AT TAM DUC HEART HOSPITAL?

Advisor’s assessment

Advisor’s signature

Table of Contents

Executive Summary 1

Glossary of Terms 2

Chapter 1 – Introduction 3

1.1 Research Aims 3

1.2 Research Question 3

1.3 Context and relevance 3

1.4 Scope of research 3

Chapter 2 - Literature Review 4

2.1 Satisfaction with the job 4

2.2 Historical background to the development of QoWL scale 5

2.3 Factors that affect job satisfaction 6

2.4 Maslow- hierarchy of needs theory 7

2.5 QoWL model 9

2.6 World studies on quality of life 11

Chapter 3 – Research Methodology 13

3.1 Research subjects 13

3.2 Inductive Approach 13

3.3 Research design 14

3.4 Data collection 16

3.5 Data Analysis 16

3.6 Ethics in research 17

3.7 Limitations 17

Chapter 4 – Findings and discussion 18

4.1 Qualitative research 18

4.2 General information of the sample 20

4.3 Measuring the impact of quality of workplace life on the workplace of health workers 26

4.4 The relationship between demographic factors and QoWL 27

4.5 Evaluate the factors that affect QoWL by regression 35

4.6 Confirmation test 39

Chapter 5: Conclusions and recommendations 44

5.1 Conclusions 44

5.2 Suggested solutions to improve working conditions and the quality of work of staff at the hospital 45

APPENDIX 1 51

APPENDIX 2 54

APPENDIX 3 58

List of tables, figures

Figure 1 Factor affect job satisfaction

Figure 2 Maslow model

Figures 3 The process of finding references

Figures 4 Analysis the studies in the world

Figure 5 Evaluate the studies in the world

Figure 6 Statistics of the number of health staff at Tam Duc Heart Hospital

Figure 7 Summary of the research step

Table 2 ICC coefficient and 95% reliability

Table 3 Statistic on the age of the sample

Table 4 Results measure the quality of workplace life to the workplace of health care workers

Table 5 Relationship between income level and seniority with QoWL

Table 6 Survey on the relationship between sex and QoWL

Table 7 Survey on the relationship between sex and religion with QoWL

Table 8 Survey on the relationship between marital status and QoWL

Table 9 Survey on the relationship between professional and QoWL

Table 10 Relationship between the department and QoWL

Table 11 Relationship between training level and QoWL

Table 12 Relationship between the averaged of working hours per week with QoWL

Table 13 Comparing the average response of staff groups to variables that depend

on QOWL

Table 14 Summarize the model

Table 15 Coefficients

Table 16 Satisfaction factor with demographic factors

Table 17 Difficult element with demographic factors

Table 18 Relationship between HL, KK, DGC and QOWL groups

Table 19 Statistics the results of QoWL studies in the world

Table 20 EFA swivel factor and swivel component matrix

Table 21 KMO and Bartlett's

1

Executive Summary

the satisfaction of the work of medical staff at Tam Duc Heart Hospital?” In

addition, three core research aims were implemented Firstly, this paper aims to evaluate research questionnaires Secondly, this paper aims to evaluate employee satisfaction in the workplace and to determine the factors that affected that satisfaction Thirdly, this research aims to come up with solutions to improve productivity

There are three basic steps to take before answering a research question Step 1, make a systematic review of QoWL studies in the world Step 2, analyze the researches that have been carried out in the world, select the method suitable for Vietnam Step 3, construct survey questionnaires in line with economic, cultural and social situation in Vietnam From the systematic review (step 1), the method chosen for implementation is the cross-sectional and socio-graphic survey method The survey questionnaire was based on WHO 's 100 questionnaires about quality of working life The questionaires was distributed to 573 health staffs at Tam Duc Heart Hospital, Ho Chi Minh City SPSS 20 software is used to process data and present results in the form of tables, charts and diagrams

The first result was a high reliability questionnaire with 99.9% (p-value <0.001, ICC = 0.931), high convergence (KMO = 0.939, Bartlett test with p <0.001) and questionnaire- there is no multi-collinearity (VIF <10) The second result is that there are three factors that directly affect a QOWL: the monthly income level of the family, whether the income is adequate for the monthly or not and the seniority Gender, religion, marital status, occupation, department, professional level and number of working hours per week with P> 0.05 did not affect QoWL The third result, the hospital should consider implementing the following suggestions:

- Motivate staff to work and create long-term attachment of staff to the hospital

- Appreciate those who have long working years

1.2 Research Question

“What factors in life affect the satisfaction of the work of medical staff at Tam Duc Heart Hospital?”

Analysis of research questions, we have:

Factor 1: "Factors in life"

Factor 2: "the satisfaction of the work"

This article explores the influence of demographic factors on the job satisfaction of health workers at Tam Duc Heart Hospital

1.3 Context and relevance

Human resources are the foundation for all the achievements of today's health However, the world is facing a severe shortage of human resources [37], especially in the Asia-Pacific region Vietnam is also a country facing this situation [36] Fortunately, studies around the world have shown that satisfaction with the work of health care workers will compensate for the lack of quality, increased productivity and improved quality of health services at health facilities [17, 21] Therefore, indicators of how people are satisfied are rapidly becoming important This is also an increasingly useful indicator for leaders and governments in managing the health sector

1.4 Scope of research

First, this thesis will give a preliminary assessment of the questionnaires The two

main tools used for evaluation were the reliability coefficient (Cronbach’s alpha)

and the exploratory factor analysis (EFA) The questionnaires will then be collected from health staffs to assess job satisfaction through three factors: job satisfaction,

4

job difficulties and general assessment of the hospital In addition, demographic information was added to the survey Finally, the thesis also determines which demographic factors (age, sex, religion, marital status, monthly income, level of expenditure, professional qualifications ) affect job satisfaction From that result, the thesis also makes recommendations to improve the level of satisfaction in the work of health staffs

On the other hand, the thesis also has many limitations First, the survey question does not include the full aspects of job satisfaction Second, the influencing factors are also limited Essays only consider demographic factors (Age, sex, religion, marital status, monthly income, level of expenditure, professional qualifications, seniority, working time ) Third, because the survey was conducted in a hospital and for a short period of time, the results could be influenced by the psychology of the investigator

Chapter 2 - Literature Review 2.1 Satisfaction with the job

Satisfaction with the job is the feeling or emotional response a person experiences when performing a job Satisfaction with the work of health care workers is a multi-dimensional concept, as a result of a comprehensive assessment of their work context Vroom (1964) points out, "Job satisfaction is a state in which workers are clearly oriented towards work in the organization, really enjoying the job." Luddy (2005) emphasizes the factors that affect job satisfaction, including job placement, supervisory level, relationship with co-workers, job content, treatment and the bonus includes: promotion, material conditions of the working environment, structure of the organization

Herzberg et al (1959) suggested that two groups of factors related to job satisfaction were motivational factors and retention factors Motivational factors include achievement, recognition, challenging work, progress, maturity in work Maintaining factors include company policy and corporate governance, superior supervision, salaries, interpersonal relationships, working conditions, personal life,

5

assurance for work Only motivational factors can bring satisfaction to the employee and failing to do well on the retention factor will cause dissatisfaction among employees

Hackman & Oldham's (1974) job characteristics model has five core characteristics: skill diversity, job insight, meaningful work, work autonomy, and feedback This core effect on three psychological states: understanding the meaning of work, responsibility for work results, and perception of work results, from this psychological state will produce public results job

The Job Descriptive Index (JDI) of Smith et al (1969), using five factors: job characteristics, superiors, wages, training opportunities - advancement and colleagues The value and reliability of JDI is highly appreciated in both practice and theory (Price Mayer and Schoorman 1992-1997)

Spector's Job Satisfaction Survey (JSS) (1997) and Weiss et al (Minnesota Satisfaction Questionaire (MSQ) (1967) are the three tools of job satisfaction measurement, in which JDI and MSQ are two widely used tools in practice and theory (Green, 2000)

In Vietnam, Tran Kim Dung (2005) conducted a study of job satisfaction measurement using the JDI scale and Maslow's demand theory (1943) The results were two fold: Working conditions

In general, there are many different definitions of job satisfaction and the possible causes of job satisfaction It can be said that job satisfaction is the evaluation of the

worker on matters related to the performance of their work

2.2 Historical background to the development of QoWL scale

The term "quality of working life" was first used by Irving Bluestone in the 1960s when he was interested in designing programs to increase labor productivity One of the first applications of the term "quality of workplace life" appeared in Mayo's studies on the impact of the environment on employee performance [24] Many studies related to the concept This concept led to a workshop in 1972, and then the

This process allows researchers to conduct a serious investigation in theory Results from the survey questions help to solve job satisfaction, manage effectively, improve work productivity, and maintain health

It has been noted that previous hypotheses and scales of job satisfaction are frequently defined as inconsistent and even contradictory More careful consideration shows that job satisfaction is often influenced by personal health and the elements of daily life, rather than just the nature of the job

2.3 Factors that affect job satisfaction

The definition of job satisfaction is constantly changing over time and is influenced

by the theoretical view of the researchers As a result, different models of research have been proposed, each modeled from a combination of different factors While some authors emphasize the workplace aspect, others have found a link between personality factors, mental satisfaction, and general perceptions of happiness and satisfaction of life Efforts to define job satisfaction include a theoretical approach,

a list of determinants and correlated analyzes, with differing opinions on whether the definitions and such explanations can cover both, or should be specific to each job context

8

According to Maslow (1954) human beings have several main needs, from basic to advance Maslow's Hierarchy of Needs is one of the most famous motivational theories, with five basic needs, and it has been the center of attention of management researchers (Katz, 2004)

Figure 2: Maslow model THE SELF ACTUALISATION: Maslow defined self-actualization as "the complete use and utilization of talents, capacities, potentialities Self-actualization is not a static state It is an ongoing procedure in which one's capacities are fully, imaginatively, and cheerfully utilized Self-actualizing people perceive life without

a doubt and they are less emotional and more objective

ESTEEM OR EGO NEEDS : According to Maslow, esteem needs were made of

two types of desire

1: Desire for strength, adequacy achievement, competence and confidence in the face of organisation

2: Desire for reputation, glory dominance, recognition, appreciation and dignity Furthermore, people need to be respected, to have self-esteem, self- respect and respect Self-Esteem expresses the normal human desire to be acknowledged and valued by others This has to with one's internal needs for self-respect, autonomy and external needs for status and recognition

9

SOCIAL NEEDS: Are the third level of human needs from the (Fig 1) above This has to do with one's needs for affection and a sense of belonging and acceptance Human being need to feel a sense of belonging and acceptance They need to love and

be loved According to (Maslow, 1954) include the giving and receiving of affection

SAFETY NEEDS: As soon as people's physical needs have satisfied, they will chase higher level needs, such as safety needs Safety needs are determined by the need for security and protection from physical and emotion harm Safety needs include: personal security, financial security, health and well-being, and a safety net

or insurance for accidents/illness and the adverse impacts

PHYSIOLOGICAL NEEDS: Are the lowest level of needs, from the (Fig 1) above which are the most basic needs for people Physiological needs are also measured the needs for human survival If these needs are not met, people cannot continue to function Physiological needs include: breathing, homeostasis, water, sleep, food, excretion, and sex

According to (Sarah & Steve 2002, p175) the theory engrossed criticism regarding its principle that individuals work on satisfying needs at a higher level only once all lower- level needs have been met Also major problem facing the theory is how to measure needs, both in terms of how powerfully they are felt and of how someone knows they have been met Furthermore, the theory is not easy to apply directly to work because need are not met through one source

2.5 QoWL model

In some cases, selected aspects will be combined to produce a clear QoWL measure

of choice For example, the Working Together document [35] suggests that testing whether the NHS UK is successful in improving the quality of workplace life will depend on whether the organizations have provides the following elements: equity

in reward assessment, job satisfaction through empowerment and decision-making, equal opportunity, skills development, positive and subtle management and well-being on workplace safety and work environment

10

The broader literature provides evidence, opinions and the relationship between the various aspects identified as contributing to job satisfaction and overall job satisfaction For example, Arts et al (2001) examined the empirical traits of three models of quality of work life [4] Bearfield (2003) uses 16 questions to test job satisfaction, and distinguishes between the causes of discontent of professionals and

of office workers, sales, service level intermediate, different target groups will have different concerns to address [5]

Personal experience of satisfaction or dissatisfaction is rooted primarily in their perception, rather than simply reflecting their "real world" Furthermore, the perception of an individual may be influenced by relative comparisons - I am paid

as much as that person - and a comparison of ideas, aspirations, and spontaneous expectations [19]

The main theoretical models underlying the development of QoWL concepts have been summarized by Martel and Dupuis (2006): Transfer Model (or Spillover Effect), Compensation Model, Segment Model , and the Model of Compromise [22]

The segmentation model (George & Brief, 1990) suggests that work and family life

do not significantly affect one another, while the compromise model (Lambert, 1990) anticipates a positive change in investment from work to home and vice versa

to balance demand in each area [17] However, Loscocco & Roschelle (1991) emphasized the lack of both supporting evidence and widespread acceptance of these models, as researchers continued to disagree about the best way to Essential QoWL [21]

The story of the development of QoWL concepts has just begun, including more rigorous empirical research methods that focus on identifying key factors and explaining the relationships between them Hypotheses need to be tested if it is improved, and further, the central role of statistical analysis of results to support understanding of QoWL is probably outdated

11

2.6 World studies on quality of life

Figures 3 The process of finding references Results of studies in the world (Appendix 1)

Figure 5: Evaluate the studies in the world

13

Chapter 3 – Research Methodology

In this chapter, we will outline the methodology used to answer the research question "What factors in life affect the satisfaction of the medical staff at Tam Duc Heart Hospital?" First, period of time, location and object of the research and sample size are identified Second, research methods and data processing methods are presented In the end, ethics in research is mentioned to ensure the confidentiality of information

According to Walliman (2011) induction is ‘the empiricist’s approach where

reasoning starts from specific observations or experiences in which a conclusion is

developed’ This research is aiming to obtain a representative and broad perspective

of the current issue at hand

14

3.3 Research design

The research design that has been used is a questionnaire which is defined as a

document that provides ‘a quantitative or numeric description of trends, attitudes, or opinions of a population’ (Creswell, 2003, p.153) that is being studied The data

collection method known as a questionnaire design is feasible for this research as this is the most efficient method of gaining access to the data, opinions and perceptions Additionally, the main advantages of this method include; being easy

to use as well as easy to distribute to the participants, therefore, less time consuming Also, this method allows me to get rapid responses as there is a limited amount of time being a cross sectional study whereby the data is collected at one point in time This method is also fair in the sense that all respondents will have the same questions to answer Moreover, another benefit of a questionnaire is the ability

to ask sensitive questions and receive responses

The participants can also work on the questionnaire at their own pace and this method does not limit the research to a specific area worldwide Finally, this method is cheap to undertake as well as time efficient

3.3.1 Develop questionnaire survey

The survey is based on a table of 100 WHO questions

H1 Evaluate the relationship between the factors: sex, age; work, faculty, professional qualifications, working hours of work satisfaction

H2 Evaluate the relationship between the factors: sex, age; work, faculty, professional, working years, average hours worked with stress and work pressure H3 Assess the relationship between overall quality of workplace life and the satisfaction of hospital staff

H4 Evaluate the relationship between overall quality of workplace life and the level

of stress and work pressure of hospital staff

- The results of the study will be calculated according to the percentage of the sample and tabulated according to each research criteria, from which to draw comments and discussions

15

3.3.2 Research content

This paper presents the results of a cross-sectional descriptive study

Figure 7: Summary of the research step 3.3.3 Research method

- Research Methods:

+ Cross-sectional description and sociological survey

+ Distribute the questionnaire in consultation with all medical staff at Tam Duc Heart Hospital

+ Proposed some measures to improve job satisfaction, thereby improving productivity and labor efficiency

- Sample size

The number of official staff of the hospital is 573 However, during the survey, some employees were absent from duty or vacation for various reasons, especially doctors and nurses The number of questionnaires issued and collected was 473 In the process of re-selecting the questionnaire, the questionnaires did not meet the

Subjects to vote: 573 medical staff in the hospital

 Doctors, physicians who directly treat in clinical departments to absorb and

analyze the opinions of the research object

 Pharmacy staff, nurses and technicians

3.5 Data Analysis

 Cronbach’s Alpha (CR ) Cronbach’s alpha is a measure used to assess the

reliability, or internal consistency, of a set of scale or test items In other words, the reliability of any given measurement refers to the extent to which it

measuring the strength of that consistency

 Exploratory factor analysis, EF is a statistical technique that is used to reduce data to a smaller set of summary variables and to explore the underlining theoretical structure of the phenomena It is used to identify the structure of the relationship between the variable and the respondent

 Correlational regression analysis

17

constructed, the adjusted R'2 coefficient shows how well the regression model is constructed

 The measurement method: used is a Likert scale ranging from 1 to 5

Use SPSS 20 software: It was decided that SPSS would be appropriate when presenting and analysing the data specifically for charts, graphs and averages The data was coded with numbers before being placed into a data matrix as according to Pallant (2010) every collected response must be given a numerical code before being logged into SPPS software In addition, the main advantage of coding is that

it can make the analysis easier (Wilson, 2010)

3.6 Ethics in research

The method that has been used is oral consent from participants By briefly explaining what I am trying to achieve at the top of my questionnaire, respondents who wish to participate in my survey will consent by ticking a box before completing the questionnaire to say they understand the research being undertaken

as well as how their data will be used and disposed The surveys have no names, addresses or any other personal details regarding the respondents and responding to the questionnaire is voluntary, and the data collected will be used for academic and research purposes only All data collected remained confidential and was only available to the researcher and supervisor All data was stored on a computer which

is secured with a password and a back up copy on a memory stick which was locked

in a safe at home, together with the paper copies of the questionnaire

3.7 Limitations

Questionnaires tend to have some disadvantages that can prevent successful collection of relevant data Firstly, questionnaires are commonly known to have a low response rate Therefore, the questionnaires were administered by the researcher to ensure individuals understand the research and respond as according to Greetham (2009), the response rate from this method can be as high as 70% Secondly, questions that are simplistic tend to limit the depth of the responses

18

Additionally, people may lie as they may be embarrassed or uncertain about disclosing personal information Thirdly, this method is often in favour of literate respondents Finally, although the 573 participants is a suffice figure for this research and the cohort as well as sampling effect is not present here it is still only a small percentage of the health staffs, therefore; further research is imperative in this area

Chapter 4 – Findings and discussion

The questionnaires were preliminarily assessed through two main tools, the Cronbach Alpha reliability coefficient and the EFA discovery factor method

The Cronbach Alpha coefficient is used to eliminate questions that do not guarantee reliability Item-total correlation questions less than 0.3 will be rejected, and questionnaires will be accepted when Cronbach Alpha's reliability coefficient of 0.5

or greater is satisfactory

The EFA factor analysis was used to test the conceptual validity of questionnaires, eliminating low factorial loading questions Questions with a contribution coefficient of less than 0.4 will be removed to ensure the validity of the scale

4.1 Qualitative research

4.1.1 Reliability

Table 1 Cronbach's alpha coefficient

The study was conducted on sample size n = 426 Using Cronbach's alpha test to

evaluate the reliability of questionnaires used in the survey As a result, = 0.932

So the question set is high reliability

Cronbach alpha values of 0.70-0.79 are considered acceptable; From 0.80 to 0.89 is good and from 0.90 up is very good However, the Cronbach's alpha coefficient

19

value depends on the number of subdivisions of the scale When the number of subsections in the scale is small (eg less than 10), the Cronbach's alpha may be quite small In this situation it is better to calculate and report the mean value of the inter-item correlation The satisfactory value of the relationship between the subsections

is from 0.2 to 0.4 (Pallant, 2001)

Table 2 ICC coefficient and 95% reliability

Since this is a new set of questions, we continue to evaluate the accuracy of Cronbach's Alpha results Generality:

- ICC tends to be high on two levels: Overall Satisfaction and Evaluation

- ICC tends to be low at element level difficulty

The results are consistent with the results of Cronbach's Alpha ICC = 0.931 and value <0.001 showed very good results with 99.9% confidence Thus, Cronbach's Alpha results are perfectly consistent, confirming the high reliability of the questionnaire used

p-4.1.2 EFA value

Used when the researcher is not sure about the factor used to describe the relationship between the characteristics, indices or sub-items of a scale (appendix 3, table 20)

Rotation converges in 9 iterations

Continuing to perform the EFA swivel factor analysis to evaluate the two key values of the questionnaire was a convergence value and discriminant value

The KMO (Kaiser-Meyer-Olkin) coefficient is an index used to determine the suitability of factor analysis Bartlett's Test of Sphericity is a statistical instrument

4.2 General information of the sample

4.2.1 Age

Table 3 Statistics on the age of the sample

The results showed that the average age of respondents at the Tam Duc Heart Hospital in Ho Chi Minh City was 38.89 ± 9.47 years, the youngest was 22 years old, the oldest was 30

4.2.2 Gender

426 staff of Tam Duc Heart Hospital in Ho Chi

Minh City, gender ratio is quite equal The number

of male and female employees is 214 (50.2%) and

212 (49.8%), respectively Men are more numerous

than female but not significantly

21

4.2.3 Religion

The religious classification of the sample

consists of five components: Buddhism,

Christianity, Protestantism, non-religion,

and other 5 religious groups with the ratio

of hospital staff in descending order were:

Catholicism (14.3%), (1.9%) and Protestant

(1.4%) Thus the non-religious group has a

maximum number of 204 employees and

the Protestant group has at least 6 employees Other religious groups include: Caodaism, Hinduism

4.2.4 Marital status

Marital status is a matter of concern because when

married, they will be under a lot of pressure on time

and income There is a difference between the number

of married and single employees Married employees

account for more than 308 employees (72.3%), while

only 118 employees (27.7%)

4.2.5 Monthly income level

The monthly income class of the sample consisted of four groups, including: under

5 million VND, from 5 to 7 million VND, from 7 to 10 million VND, over 10 million VND

With monthly collection divided into 4 sub-groups, the number of employees is as follows: over VND 10 million (34.7%), from VND 5 to 7 million (24.9%), from VND 7 million to 10 million Copper (23.5%) and under 5 million (16.9%) Thus, the salary of over 10 million VND was the largest with 148 people, the salary below

5 million was the lowest with 72 people

22

Employees' salaries are in the basic income range of Vietnam, ensuring that they meet their daily needs However, with the important task of caring for the health of people with high working intensity, the income level is not exactly matched

4.2.6 The level of monthly spending vs income

The ratio of employees who have

enough income to spend and not enough

to spend is equal, 49.5% and 50.5%,

respectively However, the number of

employees earning less than monthly

spending is slightly higher with 215

people

This is a fact worth paying attention to

because daily life is the minimum needs

of each person Not having enough

living expenses can have a big impact on the psychology and quality of work

23

4.2.7 Statistics on professional qualification

Hospital staff are divided into 6 work groups Statistics from 426 staff at Tam Duc Heart Hospital in Ho Chi Minh City show that the results of the staffing rate are as follows: nursing (55.2%), doctor (21.4 Technicians (12.7%), high school pharmacists (7.3%), physicians (2.3%) and university pharmacists (1.2%) Thus university pharmacists occupy the smallest number with 5 people

This shows that the role of the university doctor in the hospital is very limited and faint, especially in the clinical pharmacy With the largest number (235 people), nurses have high work pressure and very important tasks when directly caring for patients, especially postoperative stage

4.2.8 Statistics on personnel distribution in faculties

The hospital has a total of 15 faculties and small faculties that fall under the category of other departments Of which 58 had the largest number of staff (13.6%), with the least number of 23 (5.4%) Only two faculties with more than 10% of staff are under-staff and resuscitation The remaining departments accounted for between 2% and 9%, with between 9 and 40 employees The number of staff among faculties

is unevenly distributed, depending on the nature of work and the needs of each faculty

24

4.2.9 Statistics on the level of training

Hospital staff have different training

levels depending on the needs of the

hospital during the recruitment process

In addition, the staff is well trained,

specialized in the work process so the

according to seniority practice

Professional level in the hospital is

divided into 5 groups with the gradual

Intermediate (69%), Master / Specialist I (12.4%), PhD / Specialist II (8%, 5%), university (8.0%), college (1.2%) and elementary (0.9%) Thus the primary level has the smallest number of employees, comprising only 4 people Meanwhile the intermediate level with 294 people occupy the most number It is understandable that nurses make up the highest percentage of occupational groups

25

4.2.10 Statistics on seniority

The number of employees divided by seniority is as follows: 11 to 20 years (33.1%), 21 (20%), 4 to 5 (19%), 6 to 10 Year (14.8%), less than 3 (13.1%) Group

of employees with the largest number of 11-20 years with 141 people The number

of employees in the groups is also fairly uniform, most of whom are senior staff members This ensures the quality of medical treatment at the hospital

4.2.11 Survey of working hours

According to the average number

of hours worked, the intensity of

work was high in the hospital

when the staffing ratio was

highest in the last three groups,

51 hours (27%), 31-40 hours

employees working 41-50 hours

proportion, with the number of employees working 21-30 hours accounting for the

26

smallest proportion The assignment of such work is not reasonable The high number of working hours will greatly affect the quality of work, personal health and family life

4.3 Measuring the impact of quality of workplace life on the workplace of health workers

HL: Job satisfaction

KK: Difficulties in the job

DGC: General assessment of the hospital

Table 4 Results measure the quality of workplace life to the workplace of health

care workers

The total number of respondents was n = 426, with a minimum of 1 and a maximum

of 5 The mean of the total was 3.3971 In general, employees are quite satisfied with the quality of the work environment at the hospital

Std Error is a standard error when using a sample mean to estimate the mean of the mean Std Deviation is the standard deviation that indicates the degree of dispersion of values around the mean value of 3.3971 The standard error is 0.5604

In terms of each factor, KK has an average of 3.0232, which is significantly lower than the other two factors, but still at an average level, where employees feel their difficulties are acceptable According to Table The quality of workplace life was influenced by the HL group (3.567 ± 0.7224), the KK group (3.0232 ± 0.6701) and the DGC group (3.5653) ± 0.8940) and total hospital-wide statistics (3.3971 ± 0.5604)

27

4.4 The relationship between demographic factors and QoWL

In this study, the reliability was set at 95% for P value <0.05 Therefore, in the general information, factors with P value <0.05 will have a QoLL relationship According to the results, the three factors that directly affect are: Monthly household income, monthly income, monthly income, and seniority The remaining factors with P> 0.05 values had no effect on QoWL

Table 5 Relationship between income level and seniority with QoWL

The monthly income level of the family has t / F = 3.012 and P = 0.030

Does hospital income cover enough monthly expenses? Yes t / F = -4.415 and P

<0.001 Insufficient results have a greater mean (3.2808 ± 0.5842) than expenditures (3.5156 ± 0.5099)

Practitioners have t / F = 0.2505 and P = 0.042

28

Table 6 Survey on the relationship between sex and QoWL

The sex factor has a value of t / F of -2,351, a P value of 0.190 Of which the mean

of male (3.4603 ± 0.5750) was higher than that of female (3.3333 ± 0.5392)

Table 7 Survey on the relationship between sex and religion with QoWL

Table 8 Survey on the relationship between marital status and QoWL

Variable Medium Standard deviation t/F value P value

29

Table 9 Survey on the relationship between professional and QoWL

Variable Medium Standard deviation t/F value P value