Assessing the impact of employee satisfaction on clinical team effectiveness
Thuo, David Mwithiga
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The main objective of the study was to assess the impact of employee satisfaction on clinical team effectiveness. The population of interest for this study comprised 63 clinical department supervisors from the Presbyterian Church of East Africa (P.C.E.A) Kikuyu Hospital, owing to them being among the oldest and most successful healthcare institutions in Kenya with an aim of discovering the factors that have the greatest impact and are adaptable by the public healthcare system. This study adopted a correlational qualitative technique using a self-administered questionnaire which contained open and closed questions to collect data. A pilot test was conducted to test the validity and reliability of the questionnaire as a sampling tool. The collected data was analyzed to establish a relationship between the independent and dependent variables. The analyzed data was presented using tables and figures. A total number of 63 questionnaires were distributed to supervisors from the Hospital. From these questionnaires, 49 of them were filled up and returned. This was equivalent to a response rate of 77.8% the study findings were that positive correlations were observed between clinical team effectiveness and all four employee satisfaction factors, namely organizational factors, employee work environment, job factors and employee personal factors. Amongst the four factors, employee work environment especially working in teams resulting in synergy had the greatest impact on clinical team performance, followed by organization factors especially well defined human resource policies where employee retention was seen to result in gaining better work experience. The study recommended that: The management of hospitals must develop clear and well defined human resource policies through investment in policy development, implementation and regular review with employee involvement, invest in training for their supervisors so that they can better understand their subordinates and guide them, through the human resource department the management must recruit and place employees in roles that are commensurate to their skill and endeavor to ensure that they retain their staff through identifying the employee’s individual needs and employing creative monetary and non-monetary solutions.