5 research outputs found
Job Performance of Healthcare Providers Working in Public Sector Hospitals in Pakistan
No full textPurpose: This study sought to explore the job performance (JP) of health care providers (HCPs) working in public sector hospitals in Pakistan. Methodology: A descriptive cross-sectional study was carried out in Liaquat University Hospital, Hyderabad, and Jamshoro, Sir Cowasjee Institute of Psychiatry, Hyderabad, and Shah Bhittai Hospital, Hyderabad. A three-sectioned questionnaire containing the socio-demographic characteristics information regarding the job and an individual work performance questionnaire to measure job performance was used. The relationship between different job-related study variables and job performance was sought by applying a one-way ANOVA test at a p-value of 0.05. Results: Results on the job performance scale revealed that 60.6% of doctors had satisfactory performance, and only 39.4% had an unsatisfactory job performance. Job performance differs significantly by age (F2, 357=3.259, p2, 357=3.583, p1, 358=5.217, p1, 358 =1.819, p\u3e0.05), income (F2, 357=1.642, p\u3e0.05), beds under supervision (F4, 313=1.400, p\u3e0.05), current organizational tenure (F3, 356=1.576, p\u3e0.05), healthcare experience (F3, 356=1.363, p2, 357=0.381, p\u3e0.05), weekly off days (F1, 358=0.421, p\u3e0.05) and dual practice (F1, 358=1.700, p\u3e0.05) have no significant effect on levels of job performance of the employee. Conclusion: Job performance was satisfactory and significantly associated with variables such as age, difficulties faced by respondents at work, and the number of patients treated per day.
Role of emotional intelligence in job performance of healthcare providers working in public sector hospitals of Pakistan
No full textObjective. To determine the association between emotional intelligence (EI) and job performance (JP) of health care providers (HCPs). Methods. Healthcare professionals from various hospitals were chosen for a cross-sectional study. The survey was conducted using a three-part questionnaire including the demographic profile, Wong and Law Emotional Intelligence (EI) Scale, and an individual work performance (JP) questionnaire. The relationship of predictor variables on JP was sought by applying Chi-square test and multiple regression analysis. Results. About 43.3% of the 50.8% of participants who scored well on the EI scale also scored high on the JP scales. The remaining 7.5% had an unsatisfactory JP. From the 22.8% of respondents who also scored low on EI scales, about 20% scored low on the JP scale. Significant relationship between EI and JP was found at a p-level of 0.05 (2 tailed). Emotional intelligence (B=0.57, p-\u3c0.05) positively predicted job performance whereas difficulties faced while performing job (B=-0.81, p= \u3c.005), beds under supervision (B=0.09, p=\u3c0.05), dual practice (B=-0.04, p=\u3c0.05) and weekly off days (B=0.04, p\u3c0.05) have no significant effect on job performance. Conclusions. Subjects with high EI on the WLEIS were good at their jobs and scored well on the IWPQ scale, implying that as an individual\u27s EI rises, so will his or her JP
