Assessment Of Career Fulfillment Among Practicing Radiographers In South East Nigeria

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This Research Work is on

Assessment Of Career Fulfillment Among Practicing Radiographers In South East Nigeria

 

ABSTRACT
This research work tends to assess “An Assessment Of Career Fulfilment Among Practising Radiographers In South East Nigeria”. The objectives of this research study includes: to investigate whether practising radiographers are able to fulfil their career objectives. To investigate the roles played management of diverse hospitals and healthcare centres in Nigeria to the career fulfilment of practising radiographers. The researcher made use of both primary and secondary sources of data collection in sourcing information necessary for the research study. The data collected was analysed with the aid of simple tables and percentage, while the hypotheses were tested with chi square. The summary of findings made for the purpose of this research work includes the following: practising radiographers are able to fulfil their career objectives. The management of diverse hospitals and healthcare centres in Nigeria play an active role to the career fulfilment of practising radiographers. The researcher therefore recommends that: practising radiographers should choose their career with in depth care as career fulfilment goes a long way in enhancing and facilitating both job satisfaction and career fulfilment. In conclusion, satisfaction with one’s profession can affect not only motivation at work but also career decisions, personal health and how one relates with others. The literature shows that what contributes to job satisfaction or dissatisfaction is not only the nature of the job but also the expectation of what an individual perceives the job should provide.

TABLE OF CONTENTS
Title Page i
Certification ii
Dedication iii
Acknowledgements iv
Abstract v
Table of Contents vi

CHAPTER ONE: INTRODUCTION
1.1 Background of the study 1
1.2 Statement of the problem 4
1.3 Objectives of the study 4
1.4 Significance of the study 5
1.5 Scope and Limitation of the study 5

CHAPTER TWO: REVIEW OF RELATED LITERATURE
2.1 The Concept of Career Fulfilment 6
2.2 The Nature of Career Fulfilment among Practicing Radiographers 7
2.3 Career Fulfilment Theories 9
2.4 Job Design and the Work Environment of Practicing Radiographers 12

CHAPTER THREE:
RESEARCH DESIGN AND METHODOLOGY
3.1 Research design 14
3.2 Target population 14
3.3.1 Sampling procedure 24
3.3.2 Data collection 24
3.3 Data analysis 24
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Data Presentation 16
CHAPTER FIVE:SUMMARY OF FINDINGS, CONCLUSION, AND RECOMMENDATIONS
5.1 Discussion and Implications of result 20
5.2 Summary of findings 20
5.3 Recommendations 21
5.4 Conclusion 22
References 23
Appendix 25
Questionnaire 26

INTRODUCTION
Career fulfilment of radiographers has been found to be an important factor affecting productivity and has received considerable interest 1
The subject of Carrier fulfilment is particularly relevant and of interest to radiographers due to the fact that organizational and employees’ health and well-being rest a great deal on Carrier fulfilment 1.This is particularly important because radiographers in a healthcare delivery system are expected to provide quality patient care while working in a highly stressful environment2.
The evidence from published research points to specific determinants and correlates of Carrier fulfilment and productivity. Various studies have established that dissatisfaction with one’s job may result in higher employee turnover, absenteeism, tardiness and grievances. Improved job satisfaction resulting from Carrier fulfilment, on the other hand, results in increased productivity 3.
Every individual has unique needs and desires that need to be satisfied, which are related to the behaviour they exhibit, and these play a significant role in their preferences in different areas such as their workplace. Social, cultural and job factors all influence employees’ behaviour 4.
Overall Carrier fulfilment is actually a combination of intrinsic and extrinsic job satisfaction. Intrinsic job satisfaction is when workers consider only the kind of work they do and the tasks that make up the job, while extrinsic job satisfaction is when workers considers the conditions of the work, such as but not limited to pay, co- workers, management style and communication.
From the point of view of practicing radiographers, Carrier fulfilment may reflect benefits that people might be looking for when they take the job; these benefits are usually determined by the employer based on their strategy to be profitable and competitive in recruiting and retaining people. On the other hand job-related factors that affect satisfaction relate to employees’ desire to use their skills and abilities to make a meaningful contribution and to be valued. From an organization’s point of view, they employ people to perform specific tasks in order to achieve their business goals. When organizations finds people who fit their job requirements and are happy with what is being offered, then a win-win situation is created between the employer and the employee.
Many organizational scholars have shown interest in why some people report being satisfied with their jobs, while others express lower levels of job satisfaction. However, not much is known about which factors influence job satisfaction in hospital staffs.
Satisfied employees tend to be more productive and committed to their jobs 5.In a healthcare setting, employee Carrier fulfilment has been found to be positively related to quality of service and patient satisfaction. Employees can directly influence patient satisfaction in that their involvement and interaction with patients plays a significant role in quality perception.
A number of studies have looked into Carrier fulfilment in the healthcare setting and the focus was on the need to understand Carrier fulfilment of healthcare providers such as radiographers.
Goblar 7 suggested a motivation–hygiene theory where factors influencing Carrier fulfilment are separate from those that lead to job dissatisfaction. Factors leading to Carrier fulfilment, described as motivators, were promotional and personal growth opportunities, responsibility, achievement and recognition. These are factors that are intrinsically rewarding to the individual. Extrinsic factors, described as “hygiene” factors, leading to Carrier fulfilment include pay, physical working conditions, job security, company policies, quality of supervision and relationship with others 6.
Factors contributing to high levels of Carrier fulfillment have been identified as: supportive colleagues, supportive working conditions, mentally challenging work and equitable rewards

 

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