Healthcare Quality and Information Management Business statistics

Question: Discuss about the Healthcare Quality and Information Management for Business statistics. Answer: The problem The present assignment is based on a job satisfaction survey of healthcare organization. 30 participants were surveyed in 2013 and 2014. The survey was based on the questionnaire developed by Weiss et.al. (1967). The questionnaire developed by Weiss et.al. is known as the Minnesota Satisfaction Questionnaire. This is a set of 20 questions, which tests the satisfaction level of a participant at his work place. The answers to the survey is in the form of a Likert scale which gives Very Satisfied a score of 5 and Very Dissatisfied a score of 1. The purpose of the survey was to assess the job satisfaction at the healthcare organization. What are the factors at the work which place gives satisfaction to a worker and what are the factors with which the employees are not at all satisfied. Based on the survey employees could be better understood so that a conducive work environment could be created. For the purpose of the analysis, the survey was done in 2013 and again in 2014 with 30 participants every year. The 30 participants were grouped into three groups of 10 participants each. The satisfaction level of the three groups for both the years was analysed using one-way ANOVA. The results of the analysis of 2013 were compared with that of 2014. Analysis of 2013 The scores of the 30 participants were averaged in groups of three. The first 10 participants in group 1, the next 10 participants in group2 and the last 10 participants in group3. The scores of the first 10 participants were averaged to make the group 1. Similarly the other groups were done. The averaged scores for each of the 20 questions for the year 2013 is shown in table 1. Also the scores for all the 20 questions were summed and averaged. Job Satisfaction Survey Responses 2013 Group 1 Group 2 Group 3 #1 4.6 3 2.5 #2 4.5 3 2.3 #3 4.5 3.2 1.9 #4 4.6 3.6 2.1 #5 4.6 3.3 2.2 #6 4.6 2.9 1.8 #7 4.6 3.2 2.1 #8 4.5 3.3 1.9 #9 4.7 3.2 2.1 #10 4.8 3.4 1.8 #11 4.3 3.4 1.6 #12 4.6 3.2 1.6 #13 4.5 3.7 2.6 #14 4.6 3.2 2.9 #15 4.6 3.2 2.3 #16 4.8 3 2.1 #17 4.4 3.5 2.3 #18 4.6 2.9 2.5 #19 4.5 3.2 2.5 #20 4.4 3.2 2.6 SUM 91.3 64.6 43.7 MEAN 4.565 3.23 2.185 Table 1: Data of 2013 (source created by author) For the year 2013 average for group 1 is 4.565, for group 2 is 3.23 and for group 3 is 2.185. The variances for group 1 is 0.015, for group 2 the variance is 0.0464 and for group 3 the variance is 0.1245. SUMMARY Groups Count Sum Average Variance Group 1 20 91.3 4.565 0.015026 Group 2 20 64.6 3.23 0.046421 Group 3 20 43.7 2.185 0.1245 Table 2: Summary of 2013 (source created by author) To compare whether there is any difference between the three groups a one-way ANOVA was done. For the ANOVA the NULL hypothesis is i.e., the mean score of job satisfaction at the health care organization for group 1, group2 and group 3 are equal. i.e., the mean scores of job satisfaction at the health care organization of group 1, group 2 and group 3 are different. The results of the one-way ANOVA for 2013 are shown in table 3. ANOVA Source of Variation SS df MS F P-value F crit Between Groups 56.92433 2 28.46217 459.1971 7.09E-36 3.158843 Total 60.45733 59 Table 3: ANOVA of 2013 (source created by author) The results of table 3 shows that the there was statistically significant difference between the three groups as can be seen with the one-way ANOVA F(2,57) = 459.19, p-value 0.000. The three groups were tested at significance level of 0.05. Since the p-value for the ANOVA of the year 2013 is less than 0.000 hence we reject the NULL hypothesis. Thus we can say that there are differences between the groups. Since the mean scores of the three groups are statistically significantly different, hence we can say that the average satisfaction level of group 3 is the least. The average satisfaction level of group 1 is the highest. Looking at the values of variance we can say that the average scores of group 1 is the least inconsistent. Similarly, the average score of group 3 is the most inconsistent. Analysis of 2014 Similar to 2013 the 30 participants of 2014 were divided into three groups of 10 participants each. The average job satisfaction scores of the participants are shown in table 4. Job Satisfaction Survey Responses 2014 Group 1 Group 2 Group 3 #1 4.6 3.5 2.3 #2 4.5 3.9 2.4 #3 4.5 3.4 2.1 #4 4.6 4.2 2.2 #5 4.6 3.7 2.3 #6 4.6 4.1 2.1 #7 4.6 3.9 3.9 #8 4.5 4.2 3.9 #9 4.7 3.8 4 #10 4.8 4.1 3.2 #11 4.3 3.7 3 #12 4.6 4.2 3.1 #13 4.5 3.9 3.1 #14 4.6 3.9 2.2 #15 4.6 3.4 1.8 #16 4.8 4 1.9 #17 4.4 4 2 #18 4.6 4.2 3.5 #19 4.5 3.8 3.5 #20 4.4 4.1 3.5 SUM 91.3 78 56 MEAN 4.565 3.9 2.8 Table 4: Data of 2014 (source created by author) The average score of group 1 for 2014 is 4.565, for group 2 the average score is 3.9 and for group 3 is 2.8. The variance for group 1 is 0.015, for group 2 the variance is 0.66 and for group 3 is 0.55. SUMMARY Groups Count Sum Average Variance Group 1 20 91.3 4.565 0.015026 Group 2 20 78 3.9 0.066316 Group 3 20 56 2.8 0.553684 Table 5: Summary table for 2014 (source created by author) To compare whether there is any difference between the three groups a one-way ANOVA was done. For the ANOVA the NULL hypothesis is i.e., the mean score of job satisfaction at the health care organization for group 1, group2 and group 3 are equal. i.e., the mean scores of job satisfaction at the health care organization of group 1, group 2 and group 3 are different. The results of the one-way ANOVA for 2014 are shown in table 6. ANOVA Source of Variation SS df MS F P-value F crit Between Groups 31.783 2 15.8915 75.07484 1.07E-16 3.158843 Within Groups 12.0655 57 0.211675 Total 43.8485 59 Table 6: ANOVA of 2014 (source created by author) The results of table 6 shows that the there was statistically significant difference between the three groups as can be seen with the one-way ANOVA F(2,57) = 75.07484, p-value 0.000. The three groups were tested at significance level of 0.05. Since the p-value for the ANOVA of the year 2014 is less than 0.000 hence we reject the NULL hypothesis. Thus we can say that there are differences between the scores of the three groups. Since the mean scores of the three groups are statistically significantly different, hence we can say that the average satisfaction level of group 3 is the least. The average satisfaction level of group 1 is the highest. Looking at the values of variance we can say that the average scores of group 1 is the least inconsistent (it has the least variance). Similarly, the average score of group 3 is the most inconsistent (it has the highest variance). Summary An analysis of the averages and variances of the three groups of 2013 and 2014 can be shown as: SUMMARY Groups Count Sum Average Variance 2013 Group 1 20 91.3 4.565 0.015026 2013 Group 2 20 64.6 3.23 0.046421 2013 Group 3 20 43.7 2.185 0.1245 2014 Group 1 20 91.3 4.565 0.015026 2014 Group 2 20 78 3.9 0.066316 2014 Group 3 20 56 2.8 0.553684 Table 7: Comparative analysis of 2013 and 2014 (source created by author) Since there are statistically significant differences between the three groups of 2013 and 2014, hence the job satisfaction in the healthcare organization of the participants are different. The least job satisfied are the participants 21 to 30 of 2013. The average score of the 20 parameters is 2.185. The above group of participants have the least inconsistent ratings. The most job satisfied are the participants 1 to 10 of both 2013 and 2014. This group has the most consistent ratings. Job satisfaction at the work place is one of the most important factors, which determines the productivity and efficiency. Productivity and job satisfaction at a healthcare organization is leads to better compliance amongst the healthcare professional and stakeholders (Kumar et.al., 2013). The absence of job satisfaction at the healthcare organization would lead to more employee turnover. The categories of employees can be both physicians and nurses. The employee turnover of physicians and nurses is an ever-growing problem (Cicolini, Comparcini Simonetti 2014, Heponiemi et.al., 2014). Hence endeavours should be done to reduce job satisfaction at the healthcare organization to reduce the turn over and employee burnout. References Cicolini, G., Comparcini, D., Simonetti, V. (2014). Workplace empowerment and nurses' job satisfaction: A systematic literature review. Journal of nursing management, 22(7), 855-871. Heponiemi, T., Kouvonen, A., Virtanen, M., Vnsk, J., Elovainio, M. (2014). The prospective effects of workplace violence on physicians job satisfaction and turnover intentions: the buffering effect of job control. BMC health services research, 14(1), 1. Kumar, R., Ahmed, J., Shaikh, B. T., Hafeez, R., Hafeez, A. (2013). Job satisfaction among public health professionals working in public sector: a cross sectional study from Pakistan. Human resources for health, 11(1), 1. Weiss, D. J., Dawis, R. V., England, G. W., Lofquist, L. H. (1967). Manual for the Minnesota Satisfaction Questionnaire. Minneapolis, MN: The University of Minnesota Press. Bibliography Black, K. (2014). Business statistics. Hoboken, NJ: Wiley.