Six attributes that may influence AHPs working with people with disability in rural areas to continue to do so were inductively identified: travel arrangements, work flexibility, professional support, professional development, remuneration, and autonomy of practice.
Six attributes were identified: travel arrangements, work flexibility, professional support, professional development, remuneration (as a loading above current salary level) and autonomy of practice (see Table 1).> A combination of six attributes with three levels each would result in 216 potential scenarios (6 = 216).
The need for leadership development, adequate remuneration [ 69], harmonization with wider public administration reforms and developing capacity to manage relationships with non-state actors are also emphasized.
The player cycle – the identification, recruitment, development, motivation, remuneration, retention and sale of players – is the key factor in determining the success of a football club.
Meanwhile, estimates of future market potentials for flexible bioelectricity production would be highly speculative, because they depend on the future development of remuneration perspectives which are influenced by future energy and climate policy design as well as electricity and balancing market design.
In this context, occupation, years worked, and five subscales (system & policy; fringe benefits; working relationship; professional development; and remuneration).
Five subscales of GWC, comprising system and policy, fringe benefits, working relationship, professional development, and remuneration were significant negative predictors of job satisfaction.
This policy includes flexible staffing criteria and measures to improve workforce performance, such as linking recruitment, career development, standardized remuneration, and hardship incentives to service distribution and service delivery priorities.
The main determinants of job satisfaction were occupation, years worked in health service institution, and five subscales representing the gap between desired and actual workplace characteristics, which were system and policy; fringe benefits; working relationship; professional development; and remuneration.
In Model 2, inclusion of the subscales of GWC resulted in occupation, age, system and policy, fringe benefits, working relationship, professional development, and remuneration of GWC as significant negative predictors of overall job satisfaction (adjusted R = 0.62).
Some laboratory technicians were disappointed with broader issues in their daily (non-intervention) work such as limited training and professional development or poor remuneration.
