1.

Introduction
Career, been defined by Oxford Dictionary as an occupation undertaken for a

significant period of a persons life and with opportunities for progress. Meanwhile, motives is defined as a reason for doing something. Career motives is generally defined as the reason why someone works at a certain place. We are studying about career motives among RCMP staffs and we are observing for satisfaction in money, power, meaning, expertise, innovation, autonomy, security and status. There are a lot of study like this been done before but, there are no specific study regarding RCMP staffs or in medical fields. In order to get the result, we are using RSI system. This system will present the result in form of graph that shows which aspect that subject prefer the most. We choose this study so that we can explore more about Human Resource in an organization. However, there are several problems that we face. Among all that are, cooperation from subject that feels this study is to private and they refuse to answer.

2.0

Objectives
1) To study why people stay in an organization 2) To study what are the factors that may contribute one to quit from the organization 3) To observe which aspect that subjects prefer the most

3.0

Methodology 3.1 Study Design This is a retrospective case-control study which will be conducted at Royal ollege Medicine Perak. This study also will not expose respondents identity in order to maintain confidentiality and privacy.

3.2

Study Population

The study involved medical lecturers. The study population will be 30 medical lecturers of Royal College Medicine Perak Inclusion criteria: Patients will be selected if: A medical lecturer (senior/part time/ full time) Registered to UniKL Royal College Medicine Perak Exclusion criteria: Patients will not be selected if: Not a medical lecturer Not Registered to UniKL Royal College Medicine Perak.

a. b.

a. b.

3.3 Study Frame/Field

3.4 Sample Size Our sample size will be 30medical lecturersof UniKL Royal College Medicine Perak.

3.5 Sampling Method The study will be done by meeting the lecturers and distribute the questionnaires.

3.6 Variable Variable Conceptual Number of years someone has lived or something has existed The amount of money that one will obtain, regarding their work and position/ title. Operational Age of the respondent at the time of survey measured in study interval Salary of subject, wether depends from their position in RCMP or title Scale of Measurement

Age

Quantitative

Salary

Qualitative

3.7 Ethical Consideration The researchers will request permission from lecturers and if they feel some questions are private, they are free to leave the question

3.8 Data Collection The study will be a retrospective uantitative technique based on observation using standard checklist from Hospital Raja Permaisuri Bainun, Ipoh. 3.9 Data Analysis This retrospective analysis will be done with patients present with symptoms of upper gastrointestinal bleeding. The evaluation will be compiled into five (5) tables based on the questionnaire attached

4.0

RESULTS

5.0 Appendix
Demographic Data: 1. Staffs Identification Number : __________________

2. Age : ______

3. Range of Income : RM 1,000.00 RM 5,000.00 ( RM 5,001.00 RM 10,000.00 ( RM 10,001.00 RM 15,000.00 ( RM 15,001.00 RM 20,000.00 ( RM 20,001.00 RM 25,000.00 ( ) ) ) ) )

RM 25,001.00 RM 30,000.00 ( > RM 30,000.00 ( )

4. Career History :

Number

Period of service

Place of institute/organization/ university/college

Reason for leaving

1 2 3 4 5 6

Table1.1 Instructions : There are two statements a and b for each of these question themes below. Higher marks represent statement that suits you the most. For each theme, each statement is given 3, 2, 1, or 0 points and another statement with the same choice of points but do make sure that the total of marks from these two statement is 3. Example: 3 for a and 0 for b (3+0=3) , 2 for a and 1 for b (2+1=3)
Theme 1 Alphab et a. Points

Statement I will only be satisfied with a usually high standard of living.

2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21

b. a. b. a. b. a. b. a. b. a. b. a. b. a. b. a. b. a. b. a. b. a. b. a. b. a. b. a. b. a. b. a. b. a. b. a. b. a. b. a. b.

I wish to have considerable influence over other people. I only feel satisfied if the output from my job has real value in itself. I want to be an expert in the things I do. I want to use my creativity abilities in my work. It is especially important to me that I work with people whom I like. I would obtain particular satisfaction by being able to freely choose what I do. I want to make quite sure that I will be financially secure. I enjoy feeling that people look up to me. Not to put too fine a point on it, I want to be wealthy. I want a substantial leadership role. I do that which is meaningful to me, even though it may not gain tangible rewards. I want to feel that I have gained a hard-won expertise. I want to create things, which people associate with me, alone. I seek deep social relationships with other people in my work. I would get satisfaction from deciding how I spend my time. I will not be content unless I have ample material possessions. I want to demonstrate to my own satisfaction that I really know my discipline. My work is part of my search for meaning in life. I want the things that I produce to bear my name. I seek to be able to afford anything I want. A job with long term security really appeals to me. I seek a role, which gives me substantial influence over others. I would enjoy being a specialist in my field. It is important to me that my work makes a positive contribution to the wider community Close relationship with other people at work is important to me. I want my personal creativity to be extensively used. I would prefer to be my own master. Close relationship with other people at work will give me special satisfaction. I want to look ahead in my life and feel confident that I will always be OK. I want to be able to spend money easily. I want to be genuinely innovative in my work. Frankly, I want to tell other people what to do. For me, being close to others is really the important thing. I look upon my career as part of search for greater meaning in life. I have found that I want to take full responsibility for my own decisions. I would enjoy a reputation as a real specialist. I would only feel relaxed if I was in a secure career. I desire the trappings of wealth. I want to get to know new people through my work. I like to play roles, which give me control over how others perform. It is important that I can choose for myself the tasks that I undertake.

22

a. b.

I would devote myself to work if I believed that the output would be worthwhile in itself. I would take great comfort from knowing how I will stand on my retirement day.

23

a. b.

Close relationship with people at work would make it difficult for me to make a career move. Being recognized as part of the Establishment is important to me. I would enjoy being in charge of people and resources. I want to create things that no one else has done before. At the end of the day, I do what I believe is important, not that which simply promotes my career. I seek public recognition. I want to do something distinctively different from others. I usually take the safe option. I want other people to look to me for leadership. Social status is an important motivator for me. A high standard of living attracts me. I wish to avoid being tightly controlled by a boss at work. I want my products to have my own name on them. I seek formal recognition by others of my achievements. I prefer to be incharge. I feel concerned when I cannot see a long way ahead in my career. I would enjoy being a person who had valuable specialist knowledge. I would get satisfaction from not having to answer to other people. I dislike being a cog in a large wheel. It would give me satisfaction to have a high-status job. I am prepared to do most things for material reward. I see work as a means of enriching my personal development. I want to have a prestigious position in any organization for which I work. A secure future attracts me every time. When I have congenial social relationships nothing else really matters. Being able to make an expert contribution would give me particular satisfaction. I would enjoy the status symbols which come with senior positions.

24

a. b.

25

a. b.

26

a. b.

27

a. b.

28

a. b.

29

a. b.

30

a. b.

31

a. b.

32

a. b.

33

a. b.

34

a. b.

35 36

a. b. a.

b.

I aspire to achieve a high level of specialist competence.

6.0 Discussion and Conclusion.

Why people choose Health Care as their career

Money

Hobby

Forced

Care

Attraction

Personal

Fun

Interest

Help

Interest

Current studies show many factors why the workers especially in medical field choose their career. These factors are contributing to their work. Indirectly frame the behaviour of the workers themselves in doing their job. Based on a research done in 2001, relations between working conditions and mental health status of female hospital workers were studied in a sample of 1505 women: 43% were nurses, 32% auxiliaries, and 7% ancillary staff; 13% were other qualified health care staff, mainly head nurses; 5% had occupations other than direct health care; 63% worked on the

morning, 20% on the afternoon, and 17% on the night shift. Data were collected at the annual routine medical visit by the occupational health practitioner, using self-administered questionnaires and clinical assessments. Otherwise, Empirical research on Karasek's job demandcontrol (JD-C) model has often failed to demonstrate the predicted interaction effect of high job demands and low job control on measures of strain. It has been suggested that the conceptualization of the control dimension as well as the neglect of workers' individual characteristics in the JD-C model may be responsible for its relative lack of empirical support. In the current study among 367 Dutch nurses from 18 intensive care units, a more focused measure of control was used. In addition, two individual characteristics (i.e. active coping and need for control) were included as potential moderators in the JD-C model. The demand-control interaction effect as predicted by the JD-C model could not be demonstrated. However, active coping turned out to moderate the interaction between job demands and job control. A misfit between level of control and individual coping style intensified the stress-enhancing effect of job demands. Both are researched done on stress among health care workers and job demand among workers. Back to the hypothesis, the factors contributing to workers career especially in medical field. A research is done to classify the career motive among the workers.

5.0

References

Fallah, M. A., Prakash, C., and Edmundowicz, S., (2000),. Acute Gastrointestinal Bleeding. Journal of Med Clin North Am. Vol 85. 1183-208pp. Lakhwani, M. N., Ismail, A. R., Barras, C. D. J., Tan, W. J., (2000). Upper Gastrointestinal Bleeding in Kuala Lumpur Hospital, Malaysia. Journal of Med J Malaysia. Vol 55. 498-505pp. Rome, J., and Dennis, M. J., (2011). Uncommon Causes of Upper Gastrointestinal Bleeding, Journal of UpToDate. 1-21pp.

Luis, A. G. R., Chiara, C., Maria, G. T., and Luisa, A., (1998). Risk of Hospitalization for Upper Gastrointestinal Bleeding Associated with Ketorolac, Other NSAIDs, Calcium Antagonists and Other Antihypertensive Drugs. Journal of Achieved of Internal Medicine. Vol 158. 33-39pp.

Kenneth, E. L. M., (2010). Helicobacter pylori Infection and the Development of Gastric Cancer. The New England Journal of Medicine. Vol 345. 1597-1604pp. Olaiide, 0., Odelowo, M. D., Duane, T., Smoot, M. D., Kyungsook K., (2002). Upper Gastrointestinal Bleeding in Patients with Liver Cirrhosis. Journal of the National Medical Association. Vol 94. 712715pp. Mitchell, S. C., David F., (2008). Initial Management of Acute Upper Gastrointestinal Bleeding: From Initial Evaluation Up to Gastrointestinal Endoscopy. Journal of the medical clinics of North America. Vol 92. 491-509pp.

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