| Abstract |
Background: Skills mismatch between job demand and job offer has been directly associated
with unemployment. Although the causes of skills mismatch have concerned all economies
around the world during the last decades, they have been slightly investigated in the area of
health. The present study aimed at contributing to the better understanding of the problem
of skills mismatch through tracing and measuring the factors associated with the risk of its
occurrence. Methodology: The present study included a sample of 56 administrative
employees and 10 head managers, aged 27-53 years, occupied in the employees’
administration department, the counting department and the admission office of two large
hospitals in Greece. Two questionnaires were applied, one for each group of employees,
which examined the participants’ socio-demographic characteristics, the perceived
significance of specific skills as a working tool, the most important factors for job selection,
the desire for professional advancement, the type of professional training attained during the
last year, as well as the methods of hiring employees and the type of working contracts.
Results: Almost all skills were perceived as highly significant by both groups of employees,
except for the skills of “flexible behaviour” and “accuracy”, where the head managers (n=2,
20%) and the administrative employees (n=28, 83%) were found to differ at a statistically
significant level (p=0.03). As regards to the job selection criteria, the two groups of
employees were found to differ at a statistically significant level (p=0.02) in the criterion
“always wanted this job” with 5 (50%) head managers and 12 (41%) administrative
employees considering this criterion as important. The two groups of employees were also
found to differ significantly in the professional training at work (p=0.03), in the fee payment
(p=0.00) and in the time spent at work for personal studying (p=0.03). As for the methods of
hiring employees, the two hospitals were found to differ at a marginally significant level
(p=0.05), with 6 out of 10 head managers in both hospitals choosing procedures controlled by
ASEP (Supreme Council of Employee Selection). The two hospitals also differed at a
significant level (p=0.03) in the types of working contracts of their employees. Conclusion:
No significant “gap” in skills mismatch was found between the employees and the head
managers at the administrative section of the two hospitals. However, the limited
participation rate does not allow us to generalize the results. The present findings should be
taken into serious consideration and further research should be conducted towards the
prevention and confrontation of the problem.
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Συγκριτική μελέτη της ταύτισης δεξιοτήτων (Skills Mismatch) μεταξύ ζήτησης και προσφοράς στελεχών διοίκησης σε δυο Νοσοκομεία της Ελλάδος
