How Does Hospital Volunteers Have The Potential To Increase Patient Satisfaction
Literature review/theory Hospital volunteers have the potential to increase patient satisfaction. Hospitals strategy’s focus on reducing costs while delivering excellent service. Performances of hospitals depends on patient satisfaction that is an important feature (Brent Hotchkiss, Fottler, & Unruh 2009). Organisation strategy and HR practices
Strategic human resource management can be defined as a sequence of carefully planned human resource allocation and activities that will help and enable an organisation to achieve its goals and objectives (Rogers et al., 2016). Research found that organisations with a differentiation strategy or a cost leadership strategy have different HR practices. Organisations with a differentiating strategy, …show more content…
Firms that use commitment-enhancing volunteer resource management practices will certainly influence volunteer characteristics. The impact certain characteristics of volunteers have on patient satisfaction could likely be creating opportunities for volunteers to increase patient experiences directly and indirectly (Jiang, Lepak, Hu, & Baer, 2012; Rogers et al., 2016).
Research methodology This is a quantitative research design, a survey study using questionnaires to collect data from 496 hospitals. Because of incomplete questionnaires and missing information, the sample was reduced to only 107 hospitals. The study received a low response rate. Additional information was collected from HCAHPS and American Hospital Association data viewer website. Independent-samples t-tests was used to compare differences and to reduce the threat of non-response bias. A structural equation modelling analysis of multi-source data was used on 107 American hospitals (Rogers et al., 2016).
Research …show more content…
The effect of total volunteer hours, hospital size, and the percentage of volunteers to paid employees was controlled. It can be concluded that organisational strategy was related to the use of volunteer HR management practices based on commitment-enhancing procedures. Hypotheses 2a, 2b, and 2c are supported by a high-commitment volunteer resource management system and is also related to volunteer competency, motivation, and opportunity to perform. With Hypotheses 3a and 3c the researchers found that volunteer opportunity to perform and ability to perform to be positively and significantly related to patient satisfaction. Volunteer motivation to perform was not supported that resulted in hypothesis 3b to be rejected as no evidence of relatedness was established (Rogers et al., 2016).
Between the strategy’s hospitals are using, the management of volunteer resources and attributes, and patient satisfaction, associations was found. Volunteer management and hospital outcomes are positively associated as shown through the findings. Operational and cultural dynamics may be created through organisational strategies that can control and move volunteer resource management in a certain course. Another finding that resulted out of the study was that motivation of volunteers to perform was negatively associated with the outcomes of the organisations (Rogers et al.,
Strategic human resource management can be defined as a sequence of carefully planned human resource allocation and activities that will help and enable an organisation to achieve its goals and objectives (Rogers et al., 2016). Research found that organisations with a differentiation strategy or a cost leadership strategy have different HR practices. Organisations with a differentiating strategy, …show more content…
Firms that use commitment-enhancing volunteer resource management practices will certainly influence volunteer characteristics. The impact certain characteristics of volunteers have on patient satisfaction could likely be creating opportunities for volunteers to increase patient experiences directly and indirectly (Jiang, Lepak, Hu, & Baer, 2012; Rogers et al., 2016).
Research methodology This is a quantitative research design, a survey study using questionnaires to collect data from 496 hospitals. Because of incomplete questionnaires and missing information, the sample was reduced to only 107 hospitals. The study received a low response rate. Additional information was collected from HCAHPS and American Hospital Association data viewer website. Independent-samples t-tests was used to compare differences and to reduce the threat of non-response bias. A structural equation modelling analysis of multi-source data was used on 107 American hospitals (Rogers et al., 2016).
Research …show more content…
The effect of total volunteer hours, hospital size, and the percentage of volunteers to paid employees was controlled. It can be concluded that organisational strategy was related to the use of volunteer HR management practices based on commitment-enhancing procedures. Hypotheses 2a, 2b, and 2c are supported by a high-commitment volunteer resource management system and is also related to volunteer competency, motivation, and opportunity to perform. With Hypotheses 3a and 3c the researchers found that volunteer opportunity to perform and ability to perform to be positively and significantly related to patient satisfaction. Volunteer motivation to perform was not supported that resulted in hypothesis 3b to be rejected as no evidence of relatedness was established (Rogers et al., 2016).
Between the strategy’s hospitals are using, the management of volunteer resources and attributes, and patient satisfaction, associations was found. Volunteer management and hospital outcomes are positively associated as shown through the findings. Operational and cultural dynamics may be created through organisational strategies that can control and move volunteer resource management in a certain course. Another finding that resulted out of the study was that motivation of volunteers to perform was negatively associated with the outcomes of the organisations (Rogers et al.,