Organizational climate, job satisfaction and burnout in the administrative staff at the Daniel Alcides Carrión National University / Clima organizacional, satisfacción laboral y burnout en el personal administrativo en la universidad nacional daniel alcides carrión

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ABSTRACT Objective: To determine the correlation between the organizational climate, job satisfaction and burnout in the administrative staff of the Daniel Alcides Carrión National University. Methodology: The research was designed as a quantitative study applied with a correlational approach. A cross-sectional non-experimental design was used, since the measurements of the variables were made at a single time. The study population corresponded to a total of430 employees of the Daniel Alcides Carrión National University, which is why a simple random sampling was applied, with a confidence level of 95 % and a margin of error of 5 %, which allowed to determine a sample of 157 employees. For data collection, the survey technique was applied, therefore, three questionnaires were designed as instruments, one for each variable, with a Likert-type response scale. In the case of the Organizational Climate variable, this was based on three dimensions, namely: a) Recognition, b) Teamwork and c) Innovation, which helped to configure a total of 15 items to be evaluated. For the Job Satisfaction variable, it was based on three dimensions, which were: a) Job satisfaction, b) Satisfaction with remuneration and c) Satisfaction with the physical environment, constituting in turn 15 items to be evaluated, while for the Burnout variable, three dimensions were considered: a) Personal exhaustion, b) Depersonalization and c) Demotivation, for a total of 15 items to be evaluated. The questionnaires were subjected to a validity process according to the opinion of experts, who considered that they were suitable in their construction for application, in addition a pilot test was applied with a sample of 85participants, who were not part of the one included in the study, which allowed to determine that these instruments had an internal consistency of Cronbachs Alpha of0.97, 0.95 and 0.89 for the organizational climate, job satisfaction and burnout variables respectively. The data were systematized in an Excel spreadsheet to perform the descriptive statistical analysis, using measures of central tendency to check the frequency and behavior of the variables. Then, the SPSS version 22 program was used to perform inferential statistical calculations. the distribution of the normality of the data was statistically verified using the Kolmogorov-Smirnov test, since the number of the sample was greater than fifty. For the determination of the correlation between the variables, the Spearman rank correlation coefficient was used, because the sample presented a non-normal distribution. The significance of the correlation was established by a level of p<0.05 for hypothesis testing. Results: The results showed that between the Organizational climate variable and the Recognition dimension there is an average level of satisfaction (61.14 %), 35.67 % showed a high level of satisfaction and 3.19 % a very high level of satisfaction. Between the Organizational climate and the Teamwork dimension, a result of 2.23 was obtained, which indicates a perception that there is good teamwork. Regarding the Organizational climate and Innovation, it was found that 52.23 % of employees almost alwaysfeel stimulated to innovate, 33.12 % always feel motivated to innovate and 14.6 5 % sometimes feel that motivation. With respect to the variable Job Satisfaction and the dimension satisfaction with work, it was obtained that 60.5 % feel indifferent with respect to job satisfaction and 39.5 % are satisfied. For the Satisfaction with Remuneration dimension, 36.4 % of employees feel indifferent about their remuneration, 39.8 % feel satisfied and 13.1 % feel very satisfied with their remuneration. Regarding the dimension Satisfaction with the physical environment, 38.8 % declared themselves indifferent with respect to this dimension, 23.2 %o feel satisfied and 0.8 % of the samplefeel very satisfied with the physical environment. With respect to the Burnout variable and the Personal exhaustion dimension, 47.13 % of the employees presented a high level of personal burnout, 33.12 % revealed to have an average level of burnout and 19.75% showed a very high level of burnout. As for the aspect of Depersonalization, the results showed that the majority represented by 85.35% has a very high level of depersonalization, only 0.64 % presented a high level of depersonalization and 14.01 % presented an average level of depersonalization. As for the Demotivation dimension, it was obtained that 30.57 % of employees showed an average level of demotivation, while 69.43 % of workers showed a high level. Finally, the results revealed a positive and significant correlation (Spearman's Rho = 0.299) between organizational climate and job satisfaction. Likewise, a weak negative correlation (-0.153) was observed between organizational climate and burnout. In relation to the organizational climate and burnout variables, a weak negative correlation was observed with a coefficient of-0.153. While for the variables job satisfaction and burnout, a correlation coefficient of-0.024 was observed very close to zero. Conclusion: There is a positive and significant correlation between organizational climate and job satisfaction, and a negative and significant correlation between organizational climate and burnout, suggesting that a better organizational climate is associated with higher satisfaction and lower burnout in workers. This relationship highlights the importance of promoting a positive and conducive work environment to improve the job satisfaction of administrative staff. The need to focus on recognition as an essential component to promote greater job satisfaction is highlighted, it is also observed that teamwork and innovation are key aspects that contribute to the favorable organizational climate at the university. These conclusions emphasize the importance of implementing policies and practices that promote recognition, teamwork and the promotion of innovation as strategies to improve job satisfaction and prevent burnout in administrative staff. It is also highlighted that at higher levels of organizational climate, lower levels of administrative staff are observed, which is why it is important to create a healthy work environment and support the emotional well-being of employees to prevent job burnout. Ultimately, the relationship between organizational climate, job satisfaction and burnout are a multidimensional dynamic that requires a holistic approach. By continuing to research and apply effective approaches to improving the work climate, organizations can cultivate an environment where employees feel valued, motivated, and able to contribute meaningfully. Doingso will not only benefit the workers and the organization, but also set a higher standardfor well-being in the overall work environment.

Respiratory Residency: Establishing Excellence for the Newly Licensed Respiratory Therapist.

BACKGROUND: Workforce issues have highlighted the fact that newly graduated respiratory therapists (RTs) need more support during their transition to practice; however, there are few data on best practices for RT residency programs. METHODS: The aim of this project was to evaluate the feasibility and effectiveness of a residency program for licensed RTs with < 1 y of experience post graduation. The approach to improve new graduate transition to practice included a streamlined clinical-based orientation, didactic learning, evidence-based practice plan, and incorporated simulation. Data were collected in a secure electronic database at a multi-campus health care system utilizing anonymous questionnaires. The participants responded to questions about demographic information, overall confidence, clinical skills, and knowledge base topic confidence. RESULTS: Participant responses reported an increase in their overall factor score measures for role confidence, clinical skills, and knowledge-based topics. CONCLUSIONS: The collected responses showed an increase in a wide range of clinical skills and other soft skills. These results indicate that a respiratory care residency program adds value to the training, overall well-being, and retention of the newly graduated RT.

Prevalence and impact of remote and hybrid work in academic health sciences libraries.

Objective: This study assesses the prevalence, usage, and impact of remote/hybrid work in academic health science libraries in 2022 and 2023. Due to differences in survey distribution, we focus primarily on the results of the second survey. Methods: Researchers surveyed administrators at Association of Academic Health Sciences Libraries (AAHSL) member libraries in the United States in March 2022 and library staff at academic health sciences libraries in March 2023. Results: The first survey received 71 responses that met inclusion criteria. Ninety-five percent of respondents indicated that remote/hybrid work was allowed in their libraries. Majorities indicated that remote/hybrid work had a positive impact on morale (86%), recruitment (53%) and retention (67%). The second survey received 383 responses that met inclusion criteria. 78% of respondents indicated they were allowed to work remotely, and majorities indicated remote/hybrid work positively impacted work/life balance (75%), morale/job satisfaction (69%), likelihood of staying at their current institution (64%), and productivity/overall effectiveness (58%). Respondents were less likely to accept a fully onsite (45% unlikely) or fully remote (20% unlikely) position than a hybrid one (1% unlikely). In a list of 9 factors associated with recruitment, retention, and job satisfaction, only salary and benefits ranked higher than remote/hybrid work. Conclusions: Remote/hybrid work is common in academic health science libraries and highly valued by employees. While not without challenges, remote/hybrid work appears to be a valuable tool to support recruitment, retention, and job satisfaction of workers in academic health sciences libraries. The findings of this study can inform library decision makers about future use of remote/hybrid work.

Exploring the Experience of CRNAs Choosing to Quit Their Jobs: A Qualitative Study.

The purpose of this study was to explore the experience of certified registered nurse anesthetists (CRNAs) choosing to quit their primary place of employment. Interpretative phenomenological analysis is the qualitative framework for this study. Ten CRNAs were interviewed about their experience of quitting their job. Interview transcripts were analyzed for common themes. Common themes were the desire for better work-life fit, the impact of stressful work intensity, and exposure to poor leadership. This study suggests that a focus on ensuring job fit for personal goals outside of work may improve CRNA retention. This study also provides practice implications for hospital leadership, as well as direction for future qualitative and quantitative research.

Meditating role of career sustainability in the relationship between teachers' self-efficacy and job satisfaction and subject well-being.

The main purpose of this study, explore the mediating role of career sustainability in the relationships between teacher self-efficacy, job satisfaction, and subjective well-being. Teachers should have an acceptable level of satisfaction regarding self-efficacy, career sustainability, and job satisfaction to secure well-being. In a sense, this claim mandates revealing the relationships between these variables. Accordingly, we collected data from 369 Turkish language teachers aged 24-55 years employed in public schools using the Teacher Self-Efficacy Scale, Short Index of Job Satisfaction, Career Sustainability Scale, and Subjective Well-Being Scale and tested a mediation model to seek answers to our hypotheses. We collected the data using an online questionnaire battery web-based survey (Google Forms) which was created using data collection measures and demographic items. After creating the survey using Google Forms, we distributed it through various channels such as email lists, social media platforms, and professional networks (e.g., teacher WhatsApp groups, teacher Telegram groups, etc.). Respondents were invited to participate in the survey voluntarily. The findings showed that career sustainability mediated the relationships between teacher self-efficacy, job satisfaction, and subjective well-being. Accordingly, we may claim that teachers with desirable career sustainability are likely to have increased job satisfaction and well-being, contributing to their self-efficacy. This research emphasises the essential significance of career sustainability in the overall well-being and work satisfaction of teachers. Future study should investigate treatments aimed at improving career sustainability and examine these linkages in other cultural settings.

Effects of organizational climate on employee job satisfaction and psychological well-being: the role of technological influence in Chinese higher education.

BACKGROUND: In the Chinese education sector, educators' job satisfaction (JoS) is considered critical to educational quality and student outcomes. One critical area of inquiry is the organizational climate (OC) and its impact on JoS, and psychological well-being (PW), with technological influence (TI) moderating effect. PURPOSE: The current study has tried to look at the exact relationship among OC, PW, and JoS for educators working in the Chinese higher education setting. It also discusses the moderating role of TI on OC and JoS. DESIGN/METHODOLOGY: This study uses a quantitative cross-sectional survey design, grounded in post-positivism assumptions. Data collection involved sampling 690 respondents in the Chinese higher education setting via WeChat. FINDINGS: The study methodology part included a pre-test, translation validation, demographic characteristics of participants, and results that showed a significant positive influence on JoS for PW and OC. The study also confirms the positive effect of PW on JoS. Moreover, the mediating role of PW within the OC-JoS link is also supported. Furthermore, TI positively moderates the OC-JoS relationship, thus it implies a supportive role of technology in enhancing the educators' satisfaction. The model indicated that OC, PW, and TI explain 72.4% of the variation in JoS. CONCLUSION: In this respect, the findings offer some practical insights for educational institutions and policymakers to facilitate enhancement strategies for OC, thus recognizing its influence on JoS and the well-being of educators. Understanding how technology can play a moderating role presents the strategic occasion to utilize technological tools for a more satisfying work environment.

Understanding Career Adapt Abilities, Career Stress, Work Stress, Career Regret, Job Satisfaction Among Nursing Professionals.

AIM: This study aims to conduct a comprehensive analysis of the interrelationships among career stress, work stress, career regret, job satisfaction and career adapt abilities within the nursing profession. DESIGN: The research involved a sample of 576 nurses from ten urban hospitals, distributed across five distinct cities in Turkiye, between December 2023 and January 2024. The study employed regression models to systematically test hypotheses, providing nuanced insights into the complex dynamics of the variables under investigation. METHODS: Regression models were utilized to test the hypotheses systematically, considering the moderating role of career adapt abilities. The study included a sample of 576 nurses from 10 urban hospitals in Turkey, distributed across five distinct cities. This approach allowed for a detailed examination of the intricate relationships between career stress, work stress, career regret, job satisfaction and career adapt abilities within the nursing profession. RESULTS: The findings underscore the delicate balance between the positive gains of job satisfaction and the challenges posed by career stress, work stress and career regret in the multifaceted landscape of nursing. CONCLUSION: In nursing, the relationship between career stress, work stress, career regret and job satisfaction include progress, resilience and obstacles. Developing strategies requires a cooperative effort from health care organizations, nursing leaders and individual nurses. IMPACT: The research provides valuable insights into the interplay of these factors and emphasizes the moderating role played by career adapt abilities. The implications of the study extend to healthcare organizations, nursing leaders and individual nurses. The research advocates for collaborative strategies aimed at enhancing job satisfaction, alleviating stressors and addressing career regret. The ultimate goal is to contribute to the retention of a resilient nursing workforce, emphasizing the importance of strategies that support the well-being and satisfaction of nurses in their careers. PATIENT OR PUBLIC CONTRIBUTION: No patient or public contribution.

Burnout and associated factors among nurses in psychiatric and general tertiary hospitals in Botswana: A cross-sectional study.

Introduction: Research has consistently documented that nurses are at a higher risk for developing burnout syndrome due to the nature of their jobs. The high prevalence of burnout among nursing staff negatively affects healthcare delivery. Nurses experiencing burnout cannot provide quality care or actively participate in health promotion, and those experiencing emotional exhaustion are unlikely to be able to tend to the emotional needs of patients. Objective: The study aimed to determine the prevalence and factors associated with burnout syndrome among nursing staff in Botswana referral general and psychiatric hospitals. Methods: A cross-sectional survey was conducted among 249 nursing staff working in a referral psychiatric and general hospital. The job satisfaction survey, Maslach burnout inventory, and the OCEAN-20 were used to assess job satisfaction, burnout occurrence, and personality traits, respectively. A researcher-designed sociodemographic questionnaire was used to capture demographic data. Variables identified to be associated with burnout on bivariate analyses were entered into a regression analysis to determine to what extent these factors predicted burnout. Results: The prevalence of emotional exhaustion, depersonalization, and reduced personal accomplishment was 65.7%, 56.9%, and 54%, respectively. Being in a general hospital, neuroticism, poor operating condition, and poor communication predicted emotional exhaustion, R 2 = 28%, F (9, 229) = 9.937, p < 0.001. Depersonalization was predicted by neuroticism and poor operating conditions, R 2 = 17%, F (9, 229) = 4.709, p < 0.001. Reduced personal achievement was significantly predicted by the number of people in the household, time at the current hospital, agreeableness, and nature of work, R 2 = 21%, F (7, 203) = 7.875, p < 0.001. Conclusions: Our findings highlight the need for interventions to be developed to address burnout among nursing staff to optimize healthcare delivery.

Increased risk of hallucinations among people with cancer: Role of loneliness, job satisfaction, sleep and a moderated-mediated model of anxiety and life satisfaction.

Being diagnosed with cancer and coping with fears about potential death might trigger acute distress. Previous research found that patients with cancer are 1.85 times more at risk of developing mental illness. Whereas previous studies investigated the risk of schizophrenia, no studies have investigated the risk of individual psychotic symptoms such as hallucinations. This was an analysis of the English Longitudinal Study of Ageing involving 7586 adults of whom 1082 have cancer. There were 19 (0.3%) who self-reported hallucinations, and logistic regression showed that cancer patients had higher odds of hallucinating. Loneliness, discrimination, poor job satisfaction, poor life satisfaction, anxiety, low level of autonomy/control and having restless sleep were also associated with hallucinations. Cancer patients had higher odds of poor life satisfaction, which was also predicted by loneliness, discrimination, job satisfaction, anxiety symptoms, autonomy/control and restless sleep. Further results of a moderated mediation model showed that cancer, loneliness, and job satisfaction were directly associated with hallucinations, and life satisfaction was a mediator. Anxiety symptoms also moderated the relationships with hallucinations. Cancer is associated with a higher risk of hallucinations, and other aspects of mental wellbeing (e.g., anxiety and life satisfaction) are also important. Interventions are needed which safeguard mental health after cancer diagnosis and during treatment.

Compensation for metabolic dietitians practicing in the United States: 2023 genetic metabolic dietitians international professional status survey.

Background: Genetic Metabolic Dietitians International (GMDI) conducted a professional status survey of metabolic dietitians working in the United States to describe job satisfaction and establish salary and compensation benchmarks specific to metabolic dietitians. Methods: The survey was anonymously administered in a web-based format via REDCap between October and November 2023. Registered dietitians working with inborn errors of metabolism (IEM) were eligible to participate. Results: A total of 178 surveys were received and 147 were included in the final analysis. Most respondents were female (96 %), worked in a clinical setting (83 %), and held a graduate degree (75 %), while 30 % had one or more board certifications and 8 % were faculty. Respondents specialized in genetic metabolic nutrition for a median of 6 years (IQR 2-15). Overall satisfaction with one's professional focus in IEM was high among respondents (87 %), though 40 % reported dissatisfaction with earnings potential in their current position.The median annual, full-time salary for US-based metabolic dietitians in all work settings was $80,400 (IQR $67,100-96,000). After excluding dietitians working in the pharmaceutical and/or nutrition industry (n = 14), the median annual salary decreased to $76,200 (IQR $66,700-91,000). Increased years' experience, responsibility (e.g., supervisor), expertise (i.e., board certification), and categorization as a Level II dietitian or higher were associated with higher annual salary. Conclusion: The results of the 2023 GMDI Professional Status Survey provide insight into the current compensation and benefits of metabolic dietitians practicing in the US. These data can be used to support individual efforts to secure equitable compensation for the metabolic dietitian's critical role in the medical nutrition therapy for individuals with IEM.

An Initial Exploration into Job Satisfaction Among Long-Term Care Administrators and State Tested Nursing Assistants in Ohio.

This pilot study examines Ohio's licensed nursing home administrators and state tested nursing assistant's perspectives about job satisfaction, future career and employment plans, potential beneficial changes to their organizations, and their thoughts on reducing turnover rates in their field. Ohio Board of Executives of Long-Term Services and Supports provided their contact list of all 1,969 licensed nursing home administrators in Ohio in the fall of 2023. Two surveys were created for licensed nursing home administrators and state tested nursing assistants. Results were analyzed for themes within the open-ended responses; 28 surveys were received from licensed nursing home administrators and 17 surveys were received from state tested nursing assistants. Residents and their families are among the top reasons for job satisfaction, many employees face symptoms of burnout, and wages are a concern among both state tested nursing assistants and licensed nursing home administrators. Future career plans differed between the two professions and had distinct driving factors. A discussion of licensed nursing home administrators' opinions on improving retention and turnover rates should include more accountability, personal responsibility, and adding opportunities for professional growth and development.

Work Situation of Midwives in Spain: Perception of Autonomy and Intention to Leave the Profession: A Cross-Sectional Study.

BACKGROUND: Developed countries report specific issues regarding the declining midwifery workforce, and their shortage could have serious consequences for women's sexual and reproductive health. The aim was to understand the perception of autonomy among midwives working in Spain, as well as factors related to their intention to leave the profession and their work environment. METHOD: A descriptive and cross-sectional study using an online questionnaire. POPULATION: midwives working in Spain in any field (clinical, research, teaching, or management). RESULTS: A sample of 1060 midwives was obtained. Of these, 53.7% (n = 569) feel autonomous in their work, 92.4% (n = 978) perceive that their profession frequently suffers from external interference, 46.6% (n = 494) have experienced sexist behaviors at work, and 53% (n = 561) have considered leaving the profession in the last year. Midwives with less than 10 years of experience (57.7%), those aged 31-45 years (59.8%), those with temporary contracts (38.3%), and those working in hospital care (71.9%) show a higher rate of considering leaving the profession (p < 0.001). CONCLUSIONS: Considering the current midwifery workforce crisis in Spain, it seems urgent to improve the working conditions of midwives to ensure the continuity and quality of women's sexual and reproductive healthcare.

Job satisfaction and career plans among Irish radiography services managers and clinical specialist radiographers.

INTRODUCTION: Radiography Service Managers (RSMs) and Clinical Specialist Radiographers (CSRs) play a pivotal role in the overall provision and seamless operation of the diagnostic imaging services provided to patients. The essential role played by these professionals makes it important to consider both job satisfaction and career plans amongst this cohort as both these variables are inextricably linked with the quality of care provided to patients and the occupational performance of staff. This study explored the job satisfaction and career plans of RSMs and CSRs. METHOD: A well-established, validated, questionnaire-based job satisfaction assessment tool, the Job Satisfaction Survey (JSS), was used to provide data relating to 36 statements across nine subscales related to job satisfaction in healthcare. Additionally, there were four open-ended questions which provided participants the opportunity to provide input related to career plans. An email link with access to the electronic survey was circulated to the National RSMs Group who further distributed the survey to other RSMs and all CSRs at their respective clinical sites. The collected data was analysed in Excel with the data analysis add-in to assess statistical significance. RESULTS: The findings of this study demonstrated predominately 'ambivalent' opinions among CSRs and RSMs, with regard to job satisfaction. Areas of highest satisfaction amongst both cohorts included 'Nature of work', 'Co-workers', and 'Supervision', while areas of dissatisfaction included 'Pay', unclear systems of 'Contingent Rewards', and 'Operating Conditions'. CONCLUSION: This study highlighted areas where measures could be explored to increase job satisfaction and encourage the retention of both RSMs and CSRs in diagnostic imaging departments. IMPLICATIONS FOR PRACTICE: The enhancement of job satisfaction at management levels should translate through to other grades of radiographers, impacting the overall quality of patient care and professional well-being in the department.

Examining the Influence of Health-Related Quality of Life on Job Satisfaction Among Nurses in Kazakhstan.

AIMS: This study evaluated health-related quality of life (HRQOL) and job satisfaction among Kazakh nurses and investigated the relationship between HRQOL and job satisfaction. BACKGROUND: Nurses' HRQOL may, directly and indirectly, affect their job satisfaction, which could subsequently result in poorer productivity and quality patient care. METHODS: A cross-sectional research design utilizing a standardized questionnaire was employed among 615 nurses working at the University Medical Center in Astana, Kazakhstan. RESULTS: Nurses generally reported moderate HRQOL and low job satisfaction. Marital status and the number of children were significant predictors of high HRQOL. Married nurses had lower job satisfaction than single nurses. Nurses' number of children contributed to an increase in job satisfaction. Experiencing better environmental health may lead to greater general, intrinsic and extrinsic job satisfaction among nurses. Positive physical health is associated with higher levels of extrinsic and general job satisfaction. Better social health is linked to better intrinsic and general job satisfaction, whereas positive psychological health is related to better intrinsic job satisfaction. CONCLUSION: This investigation provided evidence of the influence of HRQOL on nurses' job satisfaction in Kazakhstan. Healthcare facilities can create organizational cultures and working environments that prioritize the well-being of healthcare workers.

The impact of the nurse practice environment, workload, and professional support on job outcomes and standards of care at primary health care clinics in South Africa: A structural equation model approach.

Background: There is substantial evidence on the associations between a positive nurse practice environment and improved nurse and patient outcomes, as well as the factors that mediate these associations, in high-income countries and in hospital settings. The knowledge gaps in African and primary health care settings motivated this empirical study. Objective: The objective of this study was to examine the impact of the dimensions of the nurse practice environment, specifically human resource management, foundations for nursing care, and participation in clinic affairs, on job outcomes and standards of care. Design: A cross-sectional study was conducted between November 2021 and June 2022. Setting: 180 primary health care clinics in two South African provinces of Gauteng and North West. Participants: 665 nurses of all categories. Methods: A causal model was developed with pathways between the nurse practice environment dimensions and the outcomes of job satisfaction, intention to leave, and standards of care. A set of standardised instruments was used to measure the study variables. Using structural equation modelling, workload and professional support were tested as potential mediators between the nurse practice environment and the outcome variables. Results: The nurses scored the domain of foundations for nursing care 71.2 out of 100 on average, indicating high agreement, while the mean scores for nurses' participation in clinic affairs and human resources management were lower at 68.0 and 61.7 respectively. Although nurses expressed moderate satisfaction with professional support (67.7), they were less satisfied with their workload (52.2). The mean score of overall job satisfaction was moderate (58.9), with 53.8 % of the nurses reporting that they intended leaving the clinic where they were working. Thirty-six percent intended leaving the nursing profession, indicating low intention to stay. The final mediation model was judged to fit the data adequately based on goodness-of-fit indices, confirming that workload and professional support had a mediating role between the nurse practice environment dimensions of interest and both nurses' job outcomes and standards of care. Conclusions: We have highlighted the value of supportive practice environments, effective workload management, and enhanced professional support in improving nurses' job outcomes and satisfaction with standards of care. Improving nurses' practice environments at primary health care level may have a wide-ranging impact on the performance of the health system. Therefore, primary health care facility managers should ensure that workload is distributed equitably, professional support for nurses is enhanced, and the overall work environment is improved.

The effect of work-family conflict on employee well-being among physicians: the mediating role of job satisfaction and work engagement.

BACKGROUND: Work-family conflict among physicians has many adverse consequences, like reduced work engagement and impaired well-being. However, relatively little research has been conducted on the impact of work-family conflict on specific pathways of physician well-being. The aim of this study was to determine the relationship between work-family conflict and employee well-being among physicians and to explore the mediating role of job satisfaction and work engagement in this relationship. METHODS: Using data from a cross-sectional survey of 2,480 physicians in Jilin Province, China, partial least squares structural equation modeling (PLS-SEM) was applied in this study to examine the direct and indirect effects of work-family conflict on employee well-being and to assess the mediating roles of job satisfaction and work engagement therein. RESULTS: The employee well-being score of physicians in Jilin Province was 5.16 ± 1.20. The univariate analysis results indicated significant disparities in employee well-being scores across different age groups, marital statuses, and professional titles. Work-family conflict was significantly negatively associated with employee well-being, while job satisfaction and work engagement were significantly positively associated with employee well-being. In addition, job satisfaction and work engagement were found to mediate the association between work-family conflict and employee well-being, and work engagement was considered to mediate the association between job satisfaction and employee well-being. CONCLUSIONS: Our study confirms that work-family conflict negatively affects physicians' employee well-being. Moreover, our investigation revealed that the association between work-family conflict and employee well-being is influenced by both job satisfaction and work engagement and that work engagement plays a mediating role in the link between job satisfaction and employee well-being. Therefore, we propose that hospital administrators should rationally allocate organizational resources and develop manageable schedules to enhance physicians' employee well-being.

Job Satisfaction among Medical Doctors in Nepal: A Descriptive Cross-sectional Study.

INTRODUCTION: Job satisfaction is an attitudinal variable representing the extent to which people like or dislike their jobs. It is a critical factor influencing healthcare quality, patient outcomes, and overall well-being in medical professionals. This study aimed to determine Job Satisfaction among medical doctors in Nepal. METHODS: A descriptive cross-sectional study was conducted among medical doctors of Nepal between June 2023 and August 2023 after obtaining ethical approval from the Ethical Review Board of Nepal Health Research Council. A convenience sampling method was used. The point estimate was calculated at a 95% Confidence Interval. RESULTS: Among 380 participants, 63 (16.58%) (12.84-20.32 at 95% Confidence Interval) expressed satisfaction. The number of satisfied participants above 40 years were 10 (16%) and less than 40 years were 53 (84%). Out of 63, 46 (73.02%) were male and 17 (26.98%) were females. CONCLUSIONS: Job satisfaction among doctors practicing in Nepal was found to be lower than the studies conducted in similar settings.

[Preliminary Study on the Relationship Between Organizational Climate, Leadership Style, and Job Satisfaction in the Context of Nurse Practitioners].

BACKGROUND: Job satisfaction in nurse practitioners is influenced by the level of autonomy and empowerment they perceive within their practice environment. Little in-depth research has been done to explore the relationship among organizational climate, leadership style, and job satisfaction in the context of nurse practitioners. PURPOSE: This study was developed to explore the relationship among organizational climate, leadership style, and job satisfaction in nurse practitioners with the goal of enhancing their job satisfaction. METHODS: A cross-sectional correlational approach and snowball sampling method were employed to recruit 400 qualified nurse practitioners to complete an online survey. This survey was a structured questionnaire consisting of the Practice Organizational Climate Scale, Leadership Style Scale, and Job Satisfaction Scale. Statistical analyses used included the independent t test, one-way ANOVA, Pearson's correlation, and multiple linear regression analysis. RESULTS: Most of the participants were 31 to 50 years old. A significant and positive correlation was identified among overall organizational climate, leadership style, and job satisfaction. In terms of organizational climate components, only professional visibility was not found to significantly correlate with job satisfaction. Transformational leadership, servant leadership, independent work, and relationships with support and management departments collectively explained nearly 72.4% of overall job satisfaction. CONCLUSIONS / IMPLICATIONS FOR PRACTICE: The findings demonstrate job satisfaction in nurse practitioners to be significantly influenced by organizational climate and leadership style. Thus, fostering a positive organizational climate and enhancing transformational and servant leadership styles may be expected to improve job satisfaction in this group substantively. Therefore, it is recommended healthcare institutions focus on improving the organizational climate, providing more autonomy and support, and enhancing leadership training for supervisors with the goal of increasing overall job satisfaction and retention rates among nurse practitioners.

Understanding the Experiences of Nurses' Work: Development and Psychometric Evaluation of an End of Shift Survey.

AIM: To explore and validate an end of shift survey with a low response burden, practical application and generated evidence of related associations between workload, quality of work and patient care, missed care and job satisfaction. DESIGN: A retrospective cross-sectional survey of the experiences of nursing staff. METHODS: Data were collected from 265 nurses who responded to a questionnaire at the end of their shift in 2022. Exploratory factor analysis was undertaken using IBM SPSS v.27 and confirmatory factor analysis was undertaken using IBM AMOS v27. Hypotheses testing was undertaken using IBM SPSS v.27 using multiple regression analyses. RESULTS: All of the hypotheses were supported. There was a negative association between workload and quality of work and job satisfaction. Quality of work was negatively associated with workload and missed care and positively associated with job satisfaction. The association between missed care and job satisfaction was negative. CONCLUSION: The EOSS is a valid and reliable tool with a low response burden. The tool supports previous research which demonstrated there is a negative relationship between level of workload and shift type with satisfaction, quality of work and potentially nurse retention. IMPLICATIONS FOR THE PROFESSION AND/OR PATIENT CARE: In the context of a global nursing shortage nursing leaders must ensure that care we provide is of the highest quality. We must take every action to address high workload to reduce the risk that fundamental care is not sacrificed, job satisfaction is improved and nurses remain in the profession. The EOSS gives nurse leaders a reliable, practical, consistent, applied tool that will better enable associations to be observed between resource configuration, workload and critical impacts on nursing and patient care. REPORTING METHOD: We have adhered to the relevant EQUATOR guidelines using the STROBE reporting method. PATIENT OR PUBLIC CONTRIBUTION: No Patient or Public Contribution.

Job satisfaction and happiness keys in the prosocial behavior of citizens in Europe.

BACKGROUND: Satisfaction and happiness are two widely studied topics in current literature. Human beings need to find happiness. However, for many authors, satisfaction is a prerequisite for happiness. Satisfaction, in turn, can be approached from different perspectives, such as job satisfaction, health satisfaction, and social life satisfaction. This research analyses the relationship between these variables and their influence on proactive social behaviour. METHODS: The present study utilised the European Social Survey, an academic survey conducted across Europe in its round 10, carried out between 2022 and 2023, with a database of 25,311 valid responses. Structural equation modelling analysis conduct using PLS-SEM with the Smart PLS software. RESULTS: The results demonstrate a direct and significant relationship between overall satisfaction and happiness and between happiness and prosocial behaviour. Similarly, a solid indirect relationship exists between satisfaction and prosocial behaviour in society. Furthermore, job satisfaction is among the variables influencing overall satisfaction and happiness. However, it is not the most important, with satisfaction with social life being the most influential on satisfaction. CONCLUSIONS AND IMPLICATIONS: Happiness is one of the main variables that influence people's lives. As we have observed, this happiness has a direct and solid relationship with the individual's level of satisfaction, with job satisfaction and satisfaction with social life being the most influential in this relationship between satisfaction and happiness. Therefore, these conclusions must be understood by both workers and employers and public administrations. Additionally, the relationship between happiness and prosocial behaviour is an interesting topic that the governments of countries and regions in Europe should consider.