Employee Concerns in a Multi-Campus Hospital System
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Mentor Information
Dr. Donna Lee Ettel-Gambino, Ph.D.
Description
Employee satisfaction is multifactorial in the workplace, ranging from issues with compensation to professionalism and performance. Sexual identity may play an evident role in these factors and overall job satisfaction. This study aims to examine differences among employees' sexual identity and their overall job satisfaction and concerns. The purpose was to better understand the key drivers of employee concerns within a multi‐hospital system in the midwestern United States. A causal-comparative approach was utilized. A MANOVA was conducted using SAS 9.4 (Cary, NC). The independent variable was the employee’s reported sexual identity. The dependent variables included employee’s reported concerns as it relates to issues with 1) Family Medical Leave Act (FMLA) and/or Leave of Absence (LOA); 2) Paid Time Off (PTO); 3) unemployment benefits; 4) attendance; 5) compensation; 6) professionalism; 7) COVID-19 and 8) performance. This study identified two statistically significant findings: (1) employees (13%) who reported having issues with ‘unemployment benefits’ (p<0.01); and (2) employees (22%) who reported having concerns regarding ‘performance’ (p<0.01). The findings showed that employees who identified themselves as female (19%) were more likely than male employees (6%) to report issues regarding ‘unemployment benefits’. In contrast, male employees (29%) were more likely to voice concerns surrounding the ‘performance’ criterion as opposed to female employees (14%). This study highlights the importance of healthcare sector employers considering employee sexual identity in reported job-related issues. This may provide an insight into where improvements should be directed in order to maximize collaboration between staff and leadership and improve quality of care.
Employee Concerns in a Multi-Campus Hospital System
Employee satisfaction is multifactorial in the workplace, ranging from issues with compensation to professionalism and performance. Sexual identity may play an evident role in these factors and overall job satisfaction. This study aims to examine differences among employees' sexual identity and their overall job satisfaction and concerns. The purpose was to better understand the key drivers of employee concerns within a multi‐hospital system in the midwestern United States. A causal-comparative approach was utilized. A MANOVA was conducted using SAS 9.4 (Cary, NC). The independent variable was the employee’s reported sexual identity. The dependent variables included employee’s reported concerns as it relates to issues with 1) Family Medical Leave Act (FMLA) and/or Leave of Absence (LOA); 2) Paid Time Off (PTO); 3) unemployment benefits; 4) attendance; 5) compensation; 6) professionalism; 7) COVID-19 and 8) performance. This study identified two statistically significant findings: (1) employees (13%) who reported having issues with ‘unemployment benefits’ (p<0.01); and (2) employees (22%) who reported having concerns regarding ‘performance’ (p<0.01). The findings showed that employees who identified themselves as female (19%) were more likely than male employees (6%) to report issues regarding ‘unemployment benefits’. In contrast, male employees (29%) were more likely to voice concerns surrounding the ‘performance’ criterion as opposed to female employees (14%). This study highlights the importance of healthcare sector employers considering employee sexual identity in reported job-related issues. This may provide an insight into where improvements should be directed in order to maximize collaboration between staff and leadership and improve quality of care.
Comments
Poster Presentation