Assessment of time management practice and associated factors among primary hospitals employees in north Gondar, northwest Ethiopia.

BACKGROUND: Time management practice can facilitate productivity and success, contributing to work effectiveness, maintaining balance and job satisfaction. Thus, this study aimed to assess time management practices and associated factors among employees of primary hospitals in north Gondar.
METHODS: An Institutional based cross-sectional study among primary hospital employees in north Gondar was conducted from March to April 2018. A structured and pre-tested questionnaire was used to collect the data. Simple random sampling technique was utilized to select 422 employees. Bivariate and multivariate logistic regression model were done to identify factors associated with time management practice. Adjusted odds ratio (AOR) with a 95% confidence interval (CI) was ascertained to show the strength and direction of association. RESULT: In this study, the prevalence of time management practice was 56.4% (95%CI: 49.3, 61.7). Being satisfied with organizational policies (AOR = 2.16; 95%CI: 1.02-4.68), performance appraisals (AOR: 2.11; 95%CI: 1.32-4.66), compensation and benefits (AOR: 4.18; 95%CI: 2.18-7.99), and planning (AOR: 2.86; 95% CI: 1.42-5.75) were statistically significant factors associated with time management practice. CONCLUSION AND RECOMMENDATION: The overall time management practice among the primary hospital employees was low. Planning, organizational policy, compensation and benefit, performance appraisal, and residence were factors significantly associated with hospital employee's time management practice. Thus managers and employees need to carry out interventions on significant factors to improve the employees' time management practice.

Introduction

Time is described as a measure of the duration and order of events in the past, the present and the future [1]. Time is a priceless resource and continues to pass by without coming back. Time itself cannot be managed because it is an inaccessible factor rather task in line with time[2]. The concept of time management started with industrial revolution and became the modern notion of doing things effectively and efficiently [3, 4]. Hence its importance has been increasing from day to day [5]. Effects of time management are a panacea to organizational effectiveness. It is difficult to measure time management practice but largely depends on the outcomes of employees performance [6].

Time management practice is the act of influencing one’s key behavioral dimensions to complete as many tasks as possible within a given time period. Such behavioral dimensions include organization of work and continuous application of time management techniques as a habit [7].

According to Donaldson, “the aim of good time management is to achieve the lifestyle balance you want”. Good time at work means doing high quality work, not high quantity [8]. Good time management such as setting goals and priorities as well as scheduling and delegation of tasks can facilitate productivity and success, contributing to work effectiveness, maintaining balance and job satisfaction [9]. In contrast, poor time management has been associated with poor work quality, low productivity, negative influence on career path, and high stress levels [10,11,12].

A study has pointed out that time management practices in different countries of the world vary. A study conducted on factors affecting time management and nurses’ performance in Hebron hospital, Palestine, reported time management practice was high with rate 69.5% [13]. A study conducted in Pakistan on time management and organizational performance in 2011 revealed that among 1200 participants overall time management practice was 30% [14]. A study done in UAE(United Arab Emirates) revealed that time management practice was 49% and the study showed that 56% of employees lack planning, prioritizing and scheduling time for their work [15].

A study done in Egypt on time management program showed that time management practice was 45% among the studied head nurses at their work site with impacts on their job performances and performance appraisals [16].

Another study done in Nigeria on time management in Nigerian hospitals showed that time management practice among employees was found 51% [17].

A study done in Ethiopia on the effect of time management practice among Dire-Dawa university students showed that time management practice was found 34% [18].

There is prevalent lack of time management culture in many societies especially in developing countries including Africa which may be detrimental to both the organization as well as the employees [17]. Most people feel like they have too much to do and not enough time and they blame lack of time for their unachieved goals, poor performance and low productivity [14].

There were several factors known to contribute to poor time management practices. Among these factors effective time management method related factors, personal factors (punctuality, time wasters), administrative and organizational obstacles of time management (organizational policy, Lack of incentives, performance appraisal), and employees performance in an organization are the most important factors which have important role in determining employees’ time management practices [13, 19, 20]. Other variables such as education, age, marital status, and sex also has been determined as factors that contribute to it [19, 21].

There was an implementation of time management practices in every organization but still there is a gap in reaching productivity and improved performance of employees.

There were limited previous studies regarding time management practice, but there were no published data about time management practice among primary hospital employees in Ethiopia including the study setting.

Therefore, this study aimed to assess time management practices and associated factors among employees of primary hospitals in North Gondar Zone.

Method and materials

Study setting

The study was conducted at primary hospitals found in North Gondar Zone, which is one of the 11 zones found in the Amhara National Regional State. This zone is located in Northwest part of Ethiopia and divided into 24 woredas (Districts). There are 9 primary hospitals, 126 health centers and 573 health posts in this zone. In all 9 hospitals there are about 1,071 employees of which 543 were health professionals and 526 were supportive workers according to North Gondar health department’s plan office data.

Study design and period

Institutional based cross-sectional study was conducted from March to April 28, 2018.

Population and sample

Debark hospital, Metema hospital; Delgi hospital, Gohala hospital, Aykel hospital, Mekane-brhan hospital, Amba-giorgis hospital, Koladiba hospital, and Abraha–Jira hospital were selected hospitals from Gondar zone for this study. There were a total of 1,071 employees working in the selected primary hospitals of north Gondar zone. All employees working in primary hospitals of north Gondar zone for at least 6 months period were included into the study. Those employees who had worked for less than six months in the hospital and respondents with incomplete data were excluded from the study. A total of 391 employees which fulfilled the inclusion criteria were participated in the study.

Sample size determination and sampling procedure

Sample size for the prevalence part of the study was determined by using single population proportion (as there were no previous study conducted in the area) formula considering the following assumptions: taking 50% prevalence of time management practices and expected margin of error (d) 0.05 and with 95% confidence level (Z a/2)

By adding 10% for non-respondents the total sample size was 422.

For associated factors of time management practice the sample size was determined by using double population proportion formula using selected three key predictors [22,23] according to the following assumptions and computed by Epi-info version 7 software (Table 1).

Table 1

Sample size determination for factors associated with time management practice among primary hospital employees.

No	Associated factors	Assumptions	Final sample size
1	Planning	OR = 1.995, ratio 1:1, planning in unexposed group = 47%,power = 80%, at 95% confidence level and 10% for non-response rate	323
2	Time wasters	OR = 2.067, ratio 1:1, time wasters in unexposed group = 44.5%, power = 80%, at 95% confidence level and 10% for non-response rate	293
3	Procrastination	OR = 2.589, ratio 1:1, procrastination in unexposed group = 43.3%, power = 80%, at 95% confidence level and 10% for non-response rate	178

Thus the minimum adequate sample size for this study was 422 taken from single population proportion formula.

Proportional allocation of 422 samples was done for each primary hospital based on the number of employees working in the respective hospitals. Then study participants were selected by simple random sampling method in each Hospital. A total of 84 respondents from Debark hospital, 87 from Metema hospital, 36 from Delgi hospital, 28 from Gohala hospital, 44 from Aykel hospital, 29 from Mekanbrhan hospital, 41 from ambagiorgis hospital, 45 from Koladba hospital, and 28 from abraha-jira hospital were selected.

Study variables and data collection procedure

Time management practice was used as a dependent variable. Socio-demographic factors (sex, age, residence, marital status, educational status, type of profession, and work experience), personal factors (time wasters, procrastination, and punctuality), administrative and organizational factors (organizational policy and strategy, work environment, compensation and benefit, performance appraisal, recognition, and promotion), and employees performance (planning, implementation, and responsibility) were independent variables of the study.

Time management practice was defined as scheduled use of time by employees at work site. It is measured by 5 items each scored a 5 point Likert-scale with 1 denoting strongly disagrees and 5 denoting strongly agree. After dichotomous category, responses above and equal to 65% was categorized as good time management practices [13].

Organization policy and strategy was described as the respondent’s feeling on the application of organizational policies and strategies. It was measured by using 3 items each scored 5-point Likert scale. It was categorized as satisfied if the responses were ≥ the mean score value and unsatisfied if the responses were below the mean score value.

Responsibility was described as the respondent’s duty to fulfill a responsibility as personal and as member of team work. It is measured by using 3 items each scored 5-point Likert scale. It was categorized as high if the responses were ≥ the mean score value and low if the responses were below the mean score value.

Work Environment was described as the quality of the working environment both its physical attributes and the degree to which it provided meaningful work condition. It was measured by using 5 items each scored 5-point Likert scale. It was categorized as good if the responses were ≥ the mean score value and bad if the responses were below the mean score value.

Compensation and benefit was described as employees feeling of fairness and adequate payment for work done and financial rewards for better performance. It was measured by using 3 items each scored 5-point Likert scale. It was categorized as satisfied if the responses were ≥ the mean score value and unsatisfied if the responses were below the mean score value.

Recognition and Promotion was described as employees feeling of recognition and promotion systems of the hospital. It was measured by using 4 items each scored 5-point Likert scale. It was grouped as satisfied if the responses were ≥ the mean score value and unsatisfied if the responses were below the mean score value.

Performance appraisal was described as the participants feeling on measurement of their actual performance. It was measured by using 3 items each scored 5-point Likert scale. It was categorized as satisfied if the responses were ≥ the mean score value and unsatisfied if the responses were below the mean score value.

Procrastination was described as the employees postponing of scheduled tasks. It was measured by using 4 items each scored 5-point Likert scale. It was categorized as high if the responses were ≥ the mean score value and low if the responses were below the mean score value.

Time wasters were described as the engagement to an activity that spends employees’ productive time at work site. It was measured by using 5 items each scored 5-point Likert scale. It was categorized as high if the responses were ≥ the mean score value and low if the responses were below the mean score value.

For this study the data was collected by using self-administered structured questionnaires adopted from advanced corporate training and legal management consultants [24, 25]. Three data collectors (diploma nurses) and two supervisors (BSc Nurses) were recruited. One day training was given by the principal investigator for data collectors about the objectives and processes of data collection. Pre-test was conducted on 10% of total sample size (42 employees) at Addis zemen primary hospital. All filled questionnaires were checked by the principal investigator for its completeness and consistency.

Data management and analysis

Prior to the actual data collection, frequent supervision was done, interviewers were trained, and interviews were performed using the local language Amharic. Reliability test (Cronbach’s alpha) was performed to check reliability of the questionnaire items. Data were checked for completeness, organized and entered into Epi-info version 7, and then exported to STATA version 14 software for analysis.

Tables were used to present the results. Descriptive statistical analysis such as frequencies and percentages were used to describe the characteristics of the study population. As the response variable i.e. time management practice was dichotomous (poor, good), logistic regression was used to identify factors that affect time management practice. Variables with ≤ 0.05 p-values in the bi-variable analysis were fitted in the multivariable model. Adjusted Odds Ratio (AOR) with a 95% Confidence Interval (CI) and p-value <0.05 in the multivariable model were used to declare significant association with time management practice. Goodness of fit was checked using Hosmer Lemeshow test (p = 0.187).

Ethical consideration

Ethical clearance was obtained from the University of Gondar Ethical Review Board (IRB). Before communicating study participants’ official permission letter of cooperation was obtained from Amara National Regional Health Bureau (ANRHB). The purposes and the importance of the study were explained and informed consent was secured from each participant. Respondents were clearly told about the study and the variety of information needed for them. They were given the chance to raise any question about the study and free to refuse or terminate the interview at any moment. Name of participants and any personal identifiers were not included in the study, and the confidentiality of the data was kept at all level of the study.

Results

Socio -demographic characteristics of respondents

From a total of 422 primary hospital employees, 391 of them went into the analysis. The remaining 31 were excluded from the study due to incomplete information. More than half, 232 (59.3%) were males and 234(59.8), highlanders. Regarding educational status, 254 (65%) of the respondents had diploma and below. The median age of respondents were 28.5 years (IQR: 25.82–31.25). Regarding salary, 194(49.6%) of employees earned less than 3137 Ethiopian Birr (ETB) i.e. below 109 USD monthly ().

Organizational related factors of respondents

In this study majority of employees about 243(62.1%) were unsatisfied with organizational policy. similarly about 239(61.1%) of respondents were unsatisfied with performance appraisal. Regarding compensation and benefit about 348 (89.0%) were unsatisfied. About the working environment, 119 (30.4%) of employees had good Work environment. The finding also showed that about 296 (75.5%) of respondents were unsatisfied with recognition and reward ().

Employee performance related factors

This study showed that majority of primary hospital employees, 316 (80.8%) had planning for their work. More than half, about 222 (56.8%) of employees showed high responsibility for their work. Regarding implementation about 307(78.5%) had high implementation for their work ().

Personal related factors of respondents

Regarding punctuality the majority of respondents about, 337(86.2%) was punctual for their work. Similarly majority of employees about, 317(81.1%) had high procrastination. This study also showed that majority of respondents about, 335 (85.7%) were high time waster ().

The overall prevalence of time management practice among primary hospital employees was 56.4% (95%CI: 49.3%, 61.7%).

Factors associated with time management practice

In the bi-variable analysis punctuality, organizational policy, performance appraisal, work environment, recognition and reward, planning, implementation, compensation and benefit, residence, procrastination, and time waste level were factors found to besignificantly associated with time management practice at p- value≤0.05.

However, in the multivariable mixed effect logistic regression analysis, organizational policies, planning, performance appraisal, compensation and benefit, and residence were factors significantly associated with time management practice among primary hospital employees.

Hospital employees who were satisfied with organizational policies and strategies were nearly two times (AOR = 2.16, 95% CI: 1.021, 4.69) more likely to have good time management practice compared with unsatisfied employees.

Employees who were satisfied with performance appraisals were two times (AOR = 2.11, 95% CI: 1.32, 4.67) more likely to have good time management practice compared with unsatisfied counterparts.

Similarly employees satisfied with compensation and benefit were nearly four times (AOR = 4.18, 95% CI: 2.19, 7.99) more likely to have good time management practice compared with unsatisfied employees.

On the other hand employees who were good in planning were nearly three times (AOR = 2.86, 95% CI: 1.42, 5.75) more likely to have good time management practice compared with those poor in planning.

Employees working in the highland areas were nearly two times (AOR = 2.08, 95% CI: 1.08, 4.01) more likely to have good time management practice compared with those working in lowland (.

Discussion

In this study, the prevalence of time management practice among employees was low. This finding was higher as compared to studies conducted in Nigeria on time management practice 51% [17], and a study done on time management program on job satisfaction in Egypt 45% [16]. Similarly, this finding was much higher than studies conducted in United Arab Emirates which was 49% [15] and Pakistan which was reported as 30% [14]. The finding was also higher than a study done in Dire-Dawa University Ethiopia which reported the prevalence of time management practice was 34% [18].

However, it is lower than studies conducted in Palestine on health professionals performance in Hebron Hospital, in which the prevalence of time management practice was reported 69.5% [13] and in Australia on health professionals the prevalence was reported 64%[26]. This discrepancy could be resulted from differences in infrastructure in the health institutions, study setting differences, and differences in the respondents which could affect the status of time management practice. In this study the study subjects were primary hospital employees working in public hospitals only, where as in Palestine and Australia the study subjects were health professionals working both in selected public and private hospitals [13, 26].

This study identified hospital employee’s time management practices were influenced more by organizational policy and strategy. Hospital employees who were satisfied with organizational policies and strategies had good time management practice. This finding is consistent with studies conducted in Pakistan and Palestine [13, 14[. The possible explanation could be if employees perceived that the policies and strategies of the organization are not fair, they become disappointed and dissatisfied which could affect employee’s time management practice negatively. Whereas satisfied respondents would be motivated and can manage their time effectively in the organization because there is fairness in, and benefits from their organizations [14, 27, 28].

Time management practice was high among the respondents who were satisfied with performance appraisal got from the hospital when compared with unsatisfied employees. This finding is supported by studies done on time management [20]. This might be due to unfair relationships between some workers and with the department head and/or the hospital manager who may treat some staffs better than others based on some form of personal relationships [20, 29].

Another strong significant predictor of time management practice from hospital employees was compensation and benefit. Primary hospital employees who were satisfied with compensation and benefit had good time management practice when compared with unsatisfied. The result of this finding is in line with studies conducted in Egypt about the effect of time management program on job satisfaction [16]. This could be explained by poor working environment, dissatisfaction with the organization, less professional opportunity because it does not give them a chance to grow and develop their own abilities, which in turn lead to poor time management practices of employees[29,30].

Primary hospital employees who were good in planning were good in time management practice. This finding is in line with a study done on time management and academic performance in United Arab Emirates [15]. The possible explanation could be good experience in planning decreases employees dependence on others what to do and task leading activities timely [27, 31, 32].

With respect to socio-demographic characteristics, residence was significantly associated with hospital employee’s time management practice. Employees working in the highland areas were more likely to manage their time when compared with employees working in lowland. This finding is consistent with studies done on a cross-cultural investigation of time management practices and job outcomes [33]. This finding could be explained by the fact that differences in working settings and weather conditions respondents were working [32, 33].

The literature is not consistent in terms of the relationship between some associated factors and employees’ time management practice. In this particular study time management practice factors like punctuality, work environment, procrastination, time waster, recognition and reward, implementation, marital status and work experience were not found to be statistically significant associations with employees’ time management practice. This might be due to differences in the content and nature of work in the hospitals and difference in research settings might cause discrepancy results.

The variables used in the study might not be exhaustive and some other variables might be missed that need to be tested for association with time management practice. Use of self-reporting measures may have some potential for reporting biases, which may have occurred because of the respondents’ interpretation of the questions; they may over or under report a phenomenon. Finally, the study lacked the component of follow-up, in which the researcher could compare participants’ time practice versus their actual practice.

The study could have valuable implication to formulate appropriate strategies by different stakeholders involved in hospital administration and management programs, and other related public health interventions. It is also important to enhance and upgrade participants’ understanding about time management; and to equip them with major techniques of time management. This study could also provide information to subsequent researchers on time management practices and factors associated with it.

Conclusion

The overall time management practice among the primary hospital employees was low. Planning, organizational policy and strategy, compensation and benefit, performance appraisal, and residence were predictors significantly and positively associated with hospital employee’s time management practice.

Thus it is recommended that hospital employees must give special emphasis about planning to improve their time management practice. Hospital Managers need to assess and improve organizational policies and strategies and performance appraisal systems practicing in the respective hospitals to treat employees fairly and equally. It is also recommended to conduct further research on the issue by extending the study setting and the study population.

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25 Sep 2019

PONE-D-19-24146

Assessment of time management practices and associated factors among employees of primary hospitals in north Gondar, northwest Ethiopia

PLOS ONE

Dear Dr Amsalu,

Thank you for submitting your manuscript to PLOS ONE. After careful consideration, we feel that it has merit but does not fully meet PLOS ONE’s publication criteria as it currently stands. Therefore, we invite you to submit a revised version of the manuscript that addresses the points raised during the review process.

I acclaim the authors for taking their time to study this very sensitive topic especially in Ethiopia set up.

Abstract: briefly articulated and has clearly shown the overall study.

Introduction:

This section has tried to explain time and time management practice at a different perspective. It looks good and explanatory. It would be very good if you quote studies in Africa that could deliver better information about time management. Perhaps, that would give a good picture, avoid bias and pointless conclusion. Similarly, a study conducted on Africans resided in Iran, as mentioned in this study, which might have different social fabrics when compared to studies done in other African countries, could be susceptible to bias. Hence, I recommend using studies that have been done in Africa or at least in a similar setting to offer conceivable information.

As a whole, the literature reviews looks very scanty and insufficient to demonstrate time management and practice especially in Ethiopia settings. Perhaps, it would be very useful to incorporate studies that could at least be related to the study setting to make the study more useful and relevant.

Methodology:

In general the methodology appears so murky and narrow to provide enough information. This section needs outright revision or overhaul. it has short of scientific explanation, doesn’t appropriately depict methods and has overlooked key research tools. i found the following point unclear and need to be addressed.

How did you determine the sample size? How did you allocate study participants? How did you select the study participant? Where did you get or how did you develop data collection tools or questionnaire in this study? How did you measure the validity and reliability of the study tools or questionnaire implemented to collect data in this study?  It is not also clear how the cutoff point made for the Likert scale.  How the questionnaire contents organized and formulate to address the objective?

What is the dependent variable in this study? It looks like level of time management practice appears to be the dependent variable. However, you have operationally defined time management practice on the next paragraph. You should be clear otherwise it would be very confusing.  It looks like there is misconception between time management practice and level of time management practice in this study. Hence, you need to differentiate or clarify both first, then clearly address dependent variable and provide the proper operational definition. Or else, this would affect the full analysis and study. Similarly, would be good to define those factors indicated in this study as well.

Result:

The socio-demography well stated. Maybe, it would be useful if you depict the response rate in percent than numbers for simplicity.

However, the remaining part of the result seems disorganized and superficial. It lacks coherence. It is so difficult to assert the authenticity of the analysis. It looks like there is a kind of mingling between the sub-topics “time management practices, organizational policies, employees’ performance and personal factors” and “factors associated with time management practice”. Either you need to modify the first sub topic or merge with the second topic. This section as a whole needs stringent revision.

Discussion:

In general, this section has tried to compare studies that has been conducted in different places and has made arguments, which is very commendable. However, the arguments are weak, frail and lack of scientific reasoning. It is not clear also, for instance, on the first paragraph you indicated that “what does the word proportion designate in this sentences? There is similar inconsistency throughout the document that has to be fixed.

In addition to this, you need to use studies that are closely related to your study setting at various measuring scale to make plausible comparison. Otherwise, citing studies which never have related to your study setting will affect the analysis and the entire result one or another way.

What is the limitation of your study?

Conclusion: looks good but what are your recommendations? You have inscribed your suggestion and recommendation at the abstract section, but not in this section.

Make sure you stick with reference regulation of the publisher.

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Additional Editor Comments (if provided):

I acclaim the authors for taking their time to study this very sensitive topic especially in Ethiopia set up.

Abstract: briefly articulated and has clearly shown the overall study.

Introduction:

This section has tried to explain time and time management practice at a different perspective. It looks good and explanatory. It would be very good if you quote studies in Africa that could deliver better information about time management. Perhaps, that would give a good picture, avoid bias and pointless conclusion. Similarly, a study conducted on Africans resided in Iran, as mentioned in this study, which might have different social fabrics when compared to studies done in other African countries, could be susceptible to bias. Hence, I recommend using studies that have been done in Africa or at least in a similar setting to offer conceivable information.

As a whole, the literature reviews looks very scanty and insufficient to demonstrate time management and practice especially in Ethiopia settings. Perhaps, it would be very useful to incorporate studies that could at least be related to the study setting to make the study more useful and relevant.

Methodology:

In general the methodology appears so murky and narrow to provide enough information. This section needs outright revision or overhaul. it has short of scientific explanation, doesn’t appropriately depict methods and has overlooked key research tools. i found the following point unclear and need to be addressed.

How did you determine the sample size? How did you allocate study participants? How did you select the study participant? Where did you get or how did you develop data collection tools or questionnaire in this study? How did you measure the validity and reliability of the study tools or questionnaire implemented to collect data in this study? It is not also clear how the cutoff point made for the Likert scale. How the questionnaire contents organized and formulate to address the objective?

What is the dependent variable in this study? It looks like level of time management practice appears to be the dependent variable. However, you have operationally defined time management practice on the next paragraph. You should be clear otherwise it would be very confusing. It looks like there is misconception between time management practice and level of time management practice in this study. Hence, you need to differentiate or clarify both first, then clearly address dependent variable and provide the proper operational definition. Or else, this would affect the full analysis and study. Similarly, would be good to define those factors indicated in this study as well.

Result:

The socio-demography well stated. Maybe, it would be useful if you depict the response rate in percent than numbers for simplicity.

However, the remaining part of the result seems disorganized and superficial. It lacks coherence. It is so difficult to assert the authenticity of the analysis. It looks like there is a kind of mingling between the sub-topics “time management practices, organizational policies, employees’ performance and personal factors” and “factors associated with time management practice”. Either you need to modify the first sub topic or merge with the second topic. This section as a whole needs stringent revision.

Discussion:

In general, this section has tried to compare studies that has been conducted in different places and has made arguments, which is very commendable. However, the arguments are weak, frail and lack of scientific reasoning. It is not clear also, for instance, on the first paragraph you indicated that “the proportion of time management practice among employees was 56.4%” what does the word proportion designate in this sentences? There is similar inconsistency throughout the document that has to be fixed.

In addition to this, you need to use studies that are closely related to your study setting at various measuring scale to make plausible comparison. Otherwise, citing studies which never have related to your study setting will affect the analysis and the entire result one or another way.

What is the limitation of your study?

Conclusion: looks good but what are your recommendations? You have inscribed your suggestion and recommendation at the abstract section, but not in this section.

Make sure you stick with reference regulation of the publisher.

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Reviewers' comments:

Reviewer's Responses to Questions

Comments to the Author

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Reviewer #1: Yes

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2. Has the statistical analysis been performed appropriately and rigorously?

Reviewer #1: Yes

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Reviewer #1: Yes

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Reviewer #1: No

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5. Review Comments to the Author

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Reviewer #1: Dear PLOS One thank you for the chance given to review a research article titled “Assessment of time management practices and associated factors among employees of primary hospitals in north Gondar, northwest Ethiopia”. Effective time management particular for those who are directly involved in the process of care of human being. Hence, this research will discover the colossal time management problem in the health sector. The following are my comments:

General Comments

Is there an African / Ethiopia perspective of time?

What are the dimensions of time?

Specific Comments

On the abstract Section

The objective is missed.

Avoid use of ‘predictors’ in cross sectional studies.

In key words include Gondar.

On the Introduction Section

Is this definition of time the contemporary definition?

What is special about time management for health care workers?

What are the adverse consequences of ineffective time management practice?

The flow lacks coherence. Global, regional and national data on the matter of interest were missed.

On the Methods Section

Start with study setting and tell us your reference.

You didn’t mentioned study design.

Why you used systematic sampling?

Is there no difference between male and female health care professionals? Between diploma and degree holders? Between nurses and medical doctors?

On the Result section

Why don’t you classify residence as urban and rural rather than presenting it as highlanders and lowlanders?

When do we say an individual is satisfied with performance appraisal?

What is your case to variable ratio?

Present some of your findings e.g Proportion of Procrastination

On the Discussion Section

Avoid presenting frequencies.

Reference for your justification is needed. For example “This might be due to unfair relationships between some workers and with the department..” what does that mean? Do you have data on it?

What does organizational policy? Is that norm or some other guiding document? Is that endorsed from ministry of health or?

What are the types of compensations and benefits ? do you have evidence? Needs reference?

On the Conclusion Section

You collected data of 65% from diploma holders and you are concluding for all types of health care workers?

The word ‘poor’ is not ethical.

Implications were missed

Lacks recommendation

Thank You!

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9 Nov 2019

Dear all,

We would like to thanks for these constructive, building and improvable comments on this manuscript that would improve substance and content of the manuscript. We considered each comments and clarification questions of editors and reviewers on the manuscript thoroughly. Our point-by-point responses for each comment and questions are described in detailed on the following pages. Further, the details of changes were shown by track changes in the supplementary document attached.

Editor questions/comments Response

Introduction

As a whole, the literature reviews looks very scanty and insufficient to demonstrate time management and practice especially in Ethiopia settings. Perhaps, it would be very useful to incorporate studies that could at least be related to the study setting to make the study more useful and relevant.

Thanks editor for your constructive comments. Even though there were inadequate literatures related with the problem particularly in Ethiopia we have searched effort fully and included them in the main document.

Methodology

How did you determine the sample size? Dear editor thanks for your constructive comments. The sample size was determined using single population proportion formula, taking 50% prevalence of time management practices (as there was no previous study) with the following assumption: 95% CI and 5% margin of error.

Where

=

By adding 10% for non-respondents the total sample size was 422.

For associated factors of time management practice the sample size was determined by using double population proportion formula and computed by Epi-info version7 software. Thus the minimum adequate sample size for this study was 422 taken from single population proportion formula.

Details about sample size determination were put in the main document.

How did you allocate study participants?

Thanks again for your constructive comments. Proportional allocation of study participants (422 employees) was done for each primary hospital based on the number of employees working in the respective hospitals. Details were described in the main document.

How did you select the study participant? Thanks editor for valuable comment. Study participants were selected by simple random sampling method in each Hospital. Details were presented in the main document.

Where did you get or how did you develop data collection tools or questionnaire in this study? Thanks editor for the comment. The questionnaire was adopted from Advanced corporate training (Time Management Questionnaire) and legal management consultants 2010 and put the citation in the main document.

How did you measure the validity and reliability of the study tools or questionnaire implemented to collect data in this study?

Thanks editor for the comment. To measure the validity of the study tools or questionnaires implemented to collect data in this study we have conducted pretest among 42 participants out of the study area (i.e. Addis-zemen hospital) and training was given for data collectors. Reliability test (Cronbach’s alpha) was performed to check reliability of the questionnaire items.

It is not also clear how the cutoff point made for the Likert scale

Thanks for the comment. Cutoff points for independent variables were made based on their mean values as high (i.e. ≥ the mean score value) and low (i.e. below the mean value). But for the outcome variable i.e. time management practice was high/good if ≥ 65% and low if below 65% which was taken from journal of education and practice (Qteat M, 2014).

How the questionnaire contents organized and formulate to address the objective?

Thanks editor for the comment. In this study Questionnaire contents were organized by themes or main concepts from simple to complex for ease of respondents.

What is the dependent variable in this study? It looks like level of time management practice appears to be the dependent variable. Similarly, would be good to define those factors indicated in this study as well.

Thank you editor for this constructive comment. The dependent variable of the study is time management practice not the level of time management practice and it was corrected and operationalized in the main document accordingly.

We have also defined factors in the main document.

Result

Maybe, it would be useful if you depict the response rate in percent than numbers for simplicity. Thanks for the comment. We have depicted the response rate as 92.65% in the main document.

It looks like there is a kind of mingling between the sub-topics “time management practices, organizational policies, employees’ performance and personal factors” and “factors associated with time management practice”. Either you need to modify the first sub topic or merge with the second topic.

Thank you editor for the comment. We have modified the first subtopic in the main document and expressed it correctly as organizational policies, employees performance and personal factors of respondents.

Discussion

It is not clear, for instance, on the first paragraph you indicated that “the proportion of time management practice among employees was 56.4%” what does the word proportion designate in this sentences? There is similar inconsistency throughout the document that has to be fixed. Thank you editor for the comment. We have changed proportion to prevalence and corrected as “the overall prevalence of time management practice among employees was 56.4%”. We have also made similar change throughout the document.

In addition to this, you need to use studies that are closely related to your study setting at various measuring scale to make plausible comparison. Otherwise, citing studies which never have related to your study setting will affect the analysis and the entire result one or another way. Thank for the comment. Even though there were inadequate literatures we have included almost related studies to our setting in the main document.

What is the limitation of your study?

Thank you editor for the comment. We have included the limitation of the study in main document.

Conclusion

You have inscribed your suggestion and recommendation at the abstract section, but not in this section Thanks again for the comment. We have included recommendations in the main document according to your query.

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Reviewer #1

General comment

Is there an African / Ethiopia perspective of time? Thanks reviewer for your comment.

Thus the African understands time as consisting of a long past and a present with virtually no future. This contrasts with the Western concept of time which is linear, consisting of an indefinite past, the present and infinite future. For the African, the future is absent since it has not been realized. African time or Africa time is the perceived cultural tendency, in parts of Africa and the Caribbean toward a more relaxed attitude to time.

An African "emotional time consciousness" has been suggested which contrasts with Western "mechanical time consciousness". African cultures are often described as "polychronic", which means people tend to manage more than one thing at a time rather than in a strict sequence. Personal interactions and relationships are also managed in this way, such that it is not uncommon to have more than one simultaneous conversation.

The timezone in Ethiopia is EastAfricaTime (EAT) (UTC+03:00). Almost all Ethiopians use a 12-hour clock system. The daytime cycle begins at dawn 12:00 (6:00:00 AM EAT) and ends at dusk 11:59:59 (5:59:59 PM EAT). The night time cycle begins at dusk 12:00 (6:00:00 PM EAT) and ends at dawn 11:59:59 (5:59:59 AM EAT). The convention is that the day begins at 1:00 o'clock in the morning 12 hour cycle (7:00 AM EAT) rather than midnight (12:00 AM EAT). Therefore, the local population almost effectively observes UTC-03:00.

What are the dimensions of time? Thanks reviewer for your comments. Time is the dimension that allows things to do it, which is why we can measure the duration that they last or how fast they move. Space is where these things are and happen. Time and space are inextricably connected into what’s called the space-time continuum. The normal three dimensions including up-down, left-right, forward-back, and space-time. Two-dimensions of time would make time travel possible. Instead of being linear, at some point time loops back on itself. In this way, you could travel back or forward in time.

abstract Section

The objective is missed Thanks reviewer for your comments. We have included the objective in the main document.

Avoid use of ‘predictors’ in cross sectional studies. Thank you reviewer for the comment and we have replaced predictors with factors associated with in the main document.

In key words include Gondar Thanks again for the comment. We add Gondar in the key word in the abstract section of main document.

Introduction

Is this definition of time the contemporary definition? Thanks reviewer for the comment. The definition of time was adopted from Mariam Webster dictionary and it is the contemporary definition used in this study.

What is special about time management for health care workers? Thanks again for the comment.

Time management is about how one manages self. One cannot manage the time; one can only manage how he/she can use it. Organizing and prioritizing the patient care activities is of prime importance for providing quality care and to maintain the personal and professional balance. If healthcare workers spent their time out of serving their patient even within seconds they may lose lives and that is why time management for health care professionals is highly important priority issue.

What are the adverse consequences of ineffective time management practice?

Thanks again for the comment. Some of the adverse consequences of ineffective time management practice are habitual lateness, overextension, inability to achieve goals, lack of success, and lack of confidence, stress, and ineffectiveness in one’s job as mentioned in many management books.

The flow lacks coherence. Global, regional and national data on the matter of interest were missed. Thanks again for the comment. We have corrected the flow of ideas and incorporated global, national and regional data on time management practices in the main document.

Methods

Start with study setting and tell us your reference. Thanks reviewer for the comment. We have started with study setting and put the reference i.e. from North Gondar health department’s plan office data and corrected accordingly in the main document.

You didn’t mentioned study design. Thanks reviewer for the comment. We have mentioned the study design i.e. institutional based cross-sectional study design was used for this study in the main document.

Why you used systematic sampling? Thank you reviewer for this fruitful comment. Systematic sampling was inappropriate technique for this study and we have used appropriate sampling technique i.e. Simple random sampling and corrected accordingly in the main document.

Is there no difference between male and female health care professionals? Between diploma and degree holders? Between nurses and medical doctors Thanks again for the comment. In this study the difference is their profession but regarding to our outcome variable every healthcare worker are expected to have almost the same time management practice for their own task because every task performance according to their time in the health care setting has a great place in the accomplishment of organizations goal.

Result

Why don’t you classify residence as urban and rural rather than presenting it as highlanders and lowlanders? Thanks reviewer for the comment. In this study residence is classified as highlanders and lowlanders but not as urban and rural because all primary hospitals are located in the surrounding rural districts of North Gondar zone. Rather primary hospitals are found in the highlands and lowlands that is why we classified residence as highlanders and lowlanders. Those employees who are working in hospitals found in the highland were classified as highlanders and those working in hospitals found in lowland were classified as lowlanders.

When do we say an individual is satisfied with performance appraisal?

Thanks again for the comment. In this study when individuals are satisfied with performance appraisal if their response to the five items of five point likert scale questionnaires is above or equal to the mean score value of performance appraisals.

What is your case to variable ratio?

Thank again for the comment. In this study case to variable ratio is 0.565 (i.e. 221: 391 or 221/391).

Present some of your findings e.g. Proportion of Procrastination Thanks for the comment. We have presented the findings clearly in the main document e.g. proportion of procrastination was 81.1% (i.e. 317 out of 391), planning was 80.8% (i.e. 316 out of 391) and also for others.

Discussion

Avoid presenting frequencies. Thanks reviewer for the comment. We avoid frequencies from the main document and corrected it according to your inquiry.

Reference for your justification is needed. For example “This might be due to unfair relationships between some workers and with the department..” what does that mean? Do you have data on it? Thanks reviewer for this golden comment. We have put reference for justifications in the main document.

What does organizational policy? Is that norm or some other guiding document? Is that endorsed from ministry of health or?

Thanks again for the comment. It is from the guiding document from ministry of health of Ethiopia that fosters positive working environment in the primary hospitals and the tools were prepared to assess the implementation of the policy and the working cultures of the hospitals as a factor for their time management practice.

What are the types of compensations and benefits? Do you have evidence? Needs reference? Thanks for the comment. Types of compensations and benefits like financial, material, training, educational etc… are expected to be fulfilled for health care workers as to their educational level and performance. The evidence was from the human resource management for health guidelines of Ethiopian primary hospitals (EHRIG, 2014).

You collected data of 65% from diploma holders and you are concluding for all types of health care workers?

Thanks reviewer for the comment. In Ethiopian context most of the primary hospitals are equipped with diploma holders staffs, hence degree and above degree holder staffs are low in number as compared to diploma holders, as our study showed from nine primary hospitals 65% of employees were diploma holders. This is according to the Ethiopian primary hospital standard guideline profession mix.

The word ‘poor’ is not ethical

Thanks reviewer for the comment. We have used good or poor time management practice according to literature’s but now we have changed into high or low time management practice and corrected accordingly in the main document.

Implications were missed Thanks again for the comment and we have included the implications of the study in the main document. The study could have valuable implication to formulate appropriate strategies by different stakeholders involved in hospital administration and management programs, and other related public health interventions. It has helped to enhance and upgrade participants’ understanding about time management; and to equip them with major techniques of time management. This study could also provide information to subsequent researchers on time management practices and factors associated with it.

Lacks recommendation

Thanks again for the comment. We have added recommendation in the main document. Thus it is recommended that hospital employees must give special emphasis about planning to improve their time management practice. Hospital Managers need to assess and improve organizational policies and strategies and performance appraisal systems practicing in the respective hospitals to treat employees fairly and equally. It is recommended that Amara National Regional Health Bureau strengthen regular supportive supervision to the hospitals and time management training programs must be provided to hospital staffs in varies level at different health setting. It is recommended to conduct further research on the issue by extending the study setting and the study population.

Submitted filename: Response to reviewer.docx

Click here for additional data file.

15 Nov 2019

PONE-D-19-24146R1

Assessment of time management practices and associated factors among employees of primary hospitals in north Gondar, northwest Ethiopia

PLOS ONE

Dear Erkihun Tadesse,

Thank you for submitting your manuscript to PLOS ONE. After careful consideration, we feel that it has merit but does not fully meet PLOS ONE’s publication criteria as it currently stands. Therefore, we invite you to submit a revised version of the manuscript that addresses the points raised during the review process.

==============================

I do appreciated that you tend to incorporate the comments and feed backs given on the first submission. The second submission seems to be more organized and includes opinions relevant information to improve this manuscript. Being said that I have notice  few gaps that need to be address and bridge the gap and move forward to the  next phase of your manuscript.

The introduction in the abstract section need to be shorten and depict time management and purpose of the study in a clear fashion. In general, this section must show the entire study with limited words if possible with in one page.

The introduction looks more organized and includes relevant literature that could be useful to make good argument.

Methods:- I haven't seen a single statement that show the operational definition of your study variable. It would be also very useful to include the dependent and independent variable and its operational definition to provide a clear picture of this study.

The result section appears to be improved at a different perspective, however, I recommend you to separate the subtopic organization policy, employment performance and personal factors. Perhaps, that would help you to show the detail analysis of this study.

The discussion well written and improved significantly. However, still you need to keep the flow of the write up based on the analysis on the result section, which will help you maintain  the coherence of statement in alignment with the result section.

==============================

We would appreciate receiving your revised manuscript by Dec 30 2019 11:59PM. When you are ready to submit your revision, log on to https://www.editorialmanager.com/pone/ and select the 'Submissions Needing Revision' folder to locate your manuscript file.

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Please include the following items when submitting your revised manuscript:

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An unmarked version of your revised paper without tracked changes. This file should be uploaded as separate file and labeled 'Manuscript'.

Please note while forming your response, if your article is accepted, you may have the opportunity to make the peer review history publicly available. The record will include editor decision letters (with reviews) and your responses to reviewer comments. If eligible, we will contact you to opt in or out.

We look forward to receiving your revised manuscript.

Kind regards,

Solomon Assefa Woreta

Academic Editor

PLOS ONE

Additional Editor Comments (if provided):

I do appreciated that you tend to incorporate the comments and feed backs given on the first submission. The second submission more organized and include opinions relevant to improve this manuscript. Being said that I have notice few gaps that need to be address to move the next phase of your manuscript.

- The introduction in the abstract section need to be shorten and show time management and purpose of the study. Overall, this section should briefly depict the entire study as least in one page.

-The introduction looks more organized and includes relevant literature that could be useful to make good argument.

-Methods:- I haven't seen a single statement that show the operational definition of the study variable in this study. Would be also very useful to include the dependent and independent variable and its operational definition to provide a clear picture of this study.

-The result section appears to be improved at a different perspective, however, I recommend you to separate the subtopic organization policy, employment performance and personal factors. Perhaps, that would help you to show the detail analysis of this study.

-The discussion well written and improved significantly. However, still you need to keep the flow of the write up based on the analysis on the result section, which will help you maintain the coherence of statement in alignment with the result section.

[Note: HTML markup is below. Please do not edit.]

[NOTE: If reviewer comments were submitted as an attachment file, they will be attached to this email and accessible via the submission site. Please log into your account, locate the manuscript record, and check for the action link "View Attachments". If this link does not appear, there are no attachment files to be viewed.]

While revising your submission, please upload your figure files to the Preflight Analysis and Conversion Engine (PACE) digital diagnostic tool, https://pacev2.apexcovantage.com/. PACE helps ensure that figures meet PLOS requirements. To use PACE, you must first register as a user. Registration is free. Then, login and navigate to the UPLOAD tab, where you will find detailed instructions on how to use the tool. If you encounter any issues or have any questions when using PACE, please email us at figures@plos.org. Please note that Supporting Information files do not need this step.

29 Nov 2019

We would like to thanks for these constructive, building and improvable comments on this manuscript that would improve substance and content of the manuscript. We considered each comments and clarification questions of editors and reviewers on the manuscript thoroughly. Our point-by-point responses for each comment and questions are described in detailed on the following pages. Further, the details of changes were shown by track changes in the supplementary document attached.

Editor questions/comments Response

Abstract

The introduction in the abstract section need to be shorten and depict time management and purpose of the study in a clear fashion. In general, this section must show the entire study with limited words if possible with in one page.

Thanks editor for your constructive comment. We have corrected this section by depicting time management practice and purpose of the stud in the main document according to your query.

Methodology

I haven't seen a single statement that shows the operational definition of your study variable. It would be also very useful to include the dependent and independent variable and its operational definition to provide a clear picture of this study. Dear editor thanks for your constructive comments. We have included the dependent and independent variable, and its operational definition in the main document as shown in the truck number from 146 – 192.

Result

The Result section appears to be improved at a different perspective, however, I recommend you to separate the subtopic organization policy, employment performance and personal factors.

Thank you editor for the comment. We have separated the organization related factors of respondents, Employees performance related factors and personal related factors of respondents separately in the main document.

Discussion

The discussion well written and improved significantly. However, still you need to keep the flow of the write up based on the analysis on the result section, which will help you maintain the coherence of statement in alignment with the result section.

Thank you editor for the comment. We have arranged the discussion section according to the result section in the main document.

Submitted filename: Response to reviewer final.docx

Click here for additional data file.

27 Dec 2019

PONE-D-19-24146R2

Assessment of time management practice and associated factors among primary hospitals employees of in north Gondar, northwest Ethiopia

PLOS ONE

Dear Dr Amsalu,

Thank you for submitting your manuscript to PLOS ONE. After careful consideration, we feel that it has merit but does not fully meet PLOS ONE’s publication criteria as it currently stands. Therefore, we invite you to submit a revised version of the manuscript that addresses the points raised during the review process.

We would appreciate receiving your revised manuscript by Feb 10 2020 11:59PM. When you are ready to submit your revision, log on to https://www.editorialmanager.com/pone/ and select the 'Submissions Needing Revision' folder to locate your manuscript file.

If you would like to make changes to your financial disclosure, please include your updated statement in your cover letter.

To enhance the reproducibility of your results, we recommend that if applicable you deposit your laboratory protocols in protocols.io, where a protocol can be assigned its own identifier (DOI) such that it can be cited independently in the future. For instructions see: http://journals.plos.org/plosone/s/submission-guidelines#loc-laboratory-protocols

Please include the following items when submitting your revised manuscript:

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Please note while forming your response, if your article is accepted, you may have the opportunity to make the peer review history publicly available. The record will include editor decision letters (with reviews) and your responses to reviewer comments. If eligible, we will contact you to opt in or out.

We look forward to receiving your revised manuscript.

Kind regards,

Solomon Assefa Woreta

Academic Editor

PLOS ONE

Journal Requirements:

Additional Editor Comments (if provided):

I would like again to commend authors for the prompt work to improve the manuscript. The manuscripts appears to be further improved from the original submission.

Abstract:

Briefly illustrate the overall of the study and provides precise information.

Introduction:

I have noted the significant change made on the background section. I advise you to remove the last statement after the purpose of the study that appears to be a recommendation and the quote to refer previous study, you don’t have a tangible assertion whether the same topic conducted or not in Ethiopia setting. Please remove the following paragraph “which was not studied previously. Thus the findings from the study would provide valid information for policy makers, managers and stakeholders for taking appropriate action to improve time management practice.”

Methods:

This section seems well written and have significant improvement. It composed of necessary tools to undertake the study.

Result:

It seems to have included the comments provided by the reviewers. The statistical analysis sound and genuine.

Discussion:

The big gap I have noticed in this section is most of the arguments have never been supported by study or evidence. Your arguments need to have reasonable evidence. Your assumption to elucidate the discrepancy originally inferred based on what you thought about it, which is not scientifically sound even if your arguments are correct. There is plenty of research out there that would support your assumption, hence I recommend you to rewrite this section using references that bolster your assertion.

Conclusion:

Make sure your conclusion and recommendation based on merely on the finding of this study. Don’t try to additional points out this study context.

[Note: HTML markup is below. Please do not edit.]

Reviewers' comments:

[NOTE: If reviewer comments were submitted as an attachment file, they will be attached to this email and accessible via the submission site. Please log into your account, locate the manuscript record, and check for the action link "View Attachments". If this link does not appear, there are no attachment files to be viewed.]

While revising your submission, please upload your figure files to the Preflight Analysis and Conversion Engine (PACE) digital diagnostic tool, https://pacev2.apexcovantage.com/. PACE helps ensure that figures meet PLOS requirements. To use PACE, you must first register as a user. Registration is free. Then, login and navigate to the UPLOAD tab, where you will find detailed instructions on how to use the tool. If you encounter any issues or have any questions when using PACE, please email us at figures@plos.org. Please note that Supporting Information files do not need this step.

31 Dec 2019

Rebuttal letter Date: January/01/2020

PONE-D-19-24146

Assessment of time management practice and associated factors among primary hospitals employees in north Gondar, northwest Ethiopia

Erkihun Tadesse

PLOS ONE

Dear all,

We would like to thanks for these constructive, building and improvable comments on this manuscript that would improve substance and content of the manuscript. We considered each comments and clarification questions of editors and reviewers on the manuscript thoroughly. Our point-by-point responses for each comment and questions are described in detailed on the following pages. Further, the details of changes were shown by track changes in the supplementary document attached.

Editor questions/comments Response

Introduction

I advise you to remove the last statement after the purpose of the study that appears to be a recommendation and the quote to refer previous study, you don’t have a tangible assertion whether the same topic conducted or not in Ethiopia setting.

Please remove the following paragraph “which was not studied previously. Thus the findings from the study would provide valid information for policy makers, managers and stakeholders for taking appropriate action to improve time management practice.” Thanks editor for your constructive comment. We have removed the paragraph “which was not studied previously. Thus the findings from the study would provide valid information for policy makers, managers and stakeholders for taking appropriate action to improve time management practice.” Expressed as Therefore, this study aimed to assess time management practices and associated factors among employees of primary hospitals in North Gondar Zone.

Discussion

Your arguments need to have reasonable evidence. Your assumption to elucidate the discrepancy originally inferred based on what you thought about it, which is not scientifically sound even if your arguments are correct. There is plenty of research out there that would support your assumption, hence I recommend you to rewrite this section using references that bolster your assertion. Thank you editor for the comment. We have supported the arguments/assumptions using references and corrected according to your inquiry in the main documents.

Conclusion

Make sure your conclusion and recommendation based on merely on the finding of this study. Don’t try to additional points out this study context.

Thank you editor for constructive comments. We have presented the conclusion and recommendation based on the finding of this study and corrected according to your inquiry.

Submitted filename: Response to reviewer 3@.docx

Click here for additional data file.

6 Jan 2020

Assessment of time management practice and associated factors among primary hospitals employees in north Gondar, northwest Ethiopia

PONE-D-19-24146R3

Dear Dr. Erkihun Tadesse,

We are pleased to inform you that your manuscript has been judged scientifically suitable for publication and will be formally accepted for publication once it complies with all outstanding technical requirements.

Within one week, you will receive an e-mail containing information on the amendments required prior to publication. When all required modifications have been addressed, you will receive a formal acceptance letter and your manuscript will proceed to our production department and be scheduled for publication.

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With kind regards,

Solomon Assefa Woreta

Academic Editor

PLOS ONE

Additional Editor Comments (optional):

Reviewers' comments:

10 Jan 2020

PONE-D-19-24146R3

Assessment of time management practice and associated factors among primary hospitals employees in north Gondar, northwest Ethiopia

Dear Dr. Amsalu:

I am pleased to inform you that your manuscript has been deemed suitable for publication in PLOS ONE. Congratulations! Your manuscript is now with our production department.

If your institution or institutions have a press office, please notify them about your upcoming paper at this point, to enable them to help maximize its impact. If they will be preparing press materials for this manuscript, please inform our press team within the next 48 hours. Your manuscript will remain under strict press embargo until 2 pm Eastern Time on the date of publication. For more information please contact onepress@plos.org.

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Thank you for submitting your work to PLOS ONE.

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on behalf of

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Academic Editor

PLOS ONE

Table 2

Socio-demographic characteristics of primary hospital employees in north Gondar zone, 2018 (n = 391).

Variable	Category	Frequency	Percentage
Age (years)	20–24	55	14.1
	25–29	178	45.5
	30–34	107	27.4
	≥35	51	13.0
Sex	Male	232	59.3
	female	159	40.7
Marital status	Single	194	49.6
	married	179	45.8
	divorced	18	4.6
Educational level	diploma and below	254	65.0
	degree	127	32.5
	masters	10	2.5
Religion	orthodox	377	96.4
	Muslim	11	2.8
	protestant	3	0.8
Residence	lowland	157	40.2
	highland	234	59.8
Salary(ETB)	<3137	194	49.6
	3137–4086	81	20.7
	4086–4726	41	10.5
	>4726	75	19.2

Table 3

Organizational policy, employee’s performance and personal related factors of respondents in North Gondar zone, 2018 (n = 391).

Variable	Category	Frequency	Percentage
Punctuality	Yes	337	86.2
	No	54	13.8
Organizational policy	Satisfied	148	37.9
	unsatisfied	243	62.1
Performance appraisal	Satisfied	152	38.9
	unsatisfied	239	61.1
Work environment	Good	119	30.4
	bad	272	69.6
Compensation and benefit	satisfied	43	11.0
	unsatisfied	348	89.0
Recognition and reward	satisfied	95	24.3
	unsatisfied	296	75.7
Planning	Yes	316	80.8
	No	75	19.2
Implementation	High	307	78.5
	Low	84	21.5
Responsibility	High	222	56.8
	Low	169	43.2
Procrastination	High	317	81.1
	Low	74	18.9
Time waster	High	335	85.7
	Low	56	14.3

Table 4

Bi-variable and Multivariable logistic regression analysis of factors associated with time management practices among primary hospitals employees in north Gondar zone from March to April 28, 2018 (n = 391).

Variable	Category	Time management practice		COR(95% CI)	AOR(95%CI)
		good	Poor
Punctuality	Yes	39	15	0.63(0.33–1.22)	0.67(0.28–1.65)
	No	271	66	1	1
Organizational policy	satisfied	132	16	3.01(1.67–5.44)	2.16(1.02–4.68)*
	unsatisfied	178	68	1	1
Performance appraisal	satisfied	134	18	2.67(1.51–4.71)	2.11(1.32–4.67)*
	unsatisfied	176	63	1	1
Work environment	good	96	23	1.13(0.66,0.94)	0.78(0.39–1.57)
	bad	214	58	1	1
Recognition and reward	satisfied	84	11	2.36(1.19–4.68)	1.53(0.65–3.57)
	unsatisfied	226	70	1	1
Planning	yes	264	52	3.20(1.84–5.56)	2.86(1.42–5.75)**
	no	46	29	1	1
Implementation	high	259	48	3.49(2.04–5.96)	1.87(0.91–3.88)
	low	51	33	1	1
Compensation and benefit	satisfied	199	23	4.52(2.65–7.73)	4.18(2.19–7.99)**
	unsatisfied	111	58	1	1
Residence	lowland	178	56	0.60(0.36–1.02)	2.08(1.08–4.01)*
	highland	136	25	1	1
Procrastination	high	259	23	2.01(1.14–3.56)	1.33(0.06–2.83)
	low	51	66	1	1
Time waster	high	269	66	1.49(0.78–2.85)	0.96(0.39–2.33)
	low	41	15	1	1

COR: Crude odds ratio, CI: Confidence interval, AOR: adjusted odds ratio, 1: Reference category

*: significant at p< 0.05

**: Significant at p< 0.001