Examining the relationship between flexible working arrangements and employee performance: a mini review.

This research aims to determine the relationship between flexible working arrangements (FWAs) and employee performance (EP). The research was conducted by reviewing studies in Web of Science (WoS), EBSCO and Google Scholar databases between 2010 and 2024. The research was screened in the databases in line with the inclusion criteria, which were determined as studies written in English, where data were collected by survey technique, data were analyzed by correlation, and those that met the criteria were included in the research. As a result of the preliminary screening, second screening, and screening in line with the inclusion criteria, the remaining 21 studies constituted the data set of this study. The correlation between FWAs and EP was [r (20) = 0.596, p < 0.05]. This value can be interpreted a significant and high-level relationship between them. According to the random model, Fisher's Z and 95% CI (LL = 0.52 and UL = 0.84), Z = 8.45, measured an effect size of 0.35 p = 0.000. This value shows a moderate effect size according to Cohen's d. FWAs have a positive effect on EP, productivity, job satisfaction, job stress, work-family harmony, and organizational commitment. It is recommended that organizations, managers, organizational psychology, and human resources professionals (HRP) should include FWAs in job analysis, job design, and planning.

Impact of ambidextrous leadership on innovative work behaviour and employee performance in the IT sector.

The leadership role is crucial for motivating employees to do innovative work and discover new ideas and solutions. The IT sector is known for innovation. However, more studies are needed on the impact of ambidextrous leadership on innovative work behaviour (IWB) in the IT sector. This investigation explores the effects of ambidextrous leadership on innovative work behaviour and employee performance. This study employs a cross-sectional design, in which empirical data is gathered through scales adopted and modified from previous research. A total of 371 employees from IT companies participated in this survey. The selection of participants was carried out using a systematic sampling technique, with the survey being self-administered. In order to examine the structural relationships between opening and closing leadership, IWB, and employee performance, a method known as the partial least square structural equation modelling approach is used using SmartPLS 4.0 software. The findings of this study indicate that ambidextrous leadership has a significant and positive impact on IWB. Furthermore, it is revealed that IWB plays a significant role in influencing employee performance. Moreover, the impact of ambidextrous leadership, followed by innovative work behaviour, is more significant on employee performance. From a practical standpoint, this study offers valuable insights for IT organisations, which are renowned for their innovation but face a high attrition rate within the industry.

Enhancing employee performance through motivation: the mediating roles of green work environments and engagement in Jakarta's logistics sector.

This study aims to analyze the mediating role of employee engagement and the green work environment in the relationship between motivation and the performance of logistics company employees in Jakarta, Indonesia. Employing a causal quantitative research approach, we distributed 222 questionnaires among logistics employees from four surrounding cities in Jakarta, namely Bogor, Depok, Tangerang, and Bekasi. These questionnaires were adapted from past studies. The data were processed using Structural Equation Modeling (SEM) with Partial Least Squares. The results showed that employee performance in logistics companies was positively and significantly influenced by motivation. Furthermore, a green work environment and employee engagement were found to significantly mediate the relationship between motivation and performance. These findings underscore the importance of a green work environment and employee engagement in enhancing motivation and performance in logistics companies. The study implies that employee performance in logistics companies can be elevated through the provision of a green work environment, alongside fostering employee motivation and engagement.

Factores asociados al desempeño laboral en el personal de salud del Hospital Materno Infantil Carlos Showing Ferrari, Huánuco 2022 / Factors associated with work performance among the health personnel of Hospital Materno Infantil Carlos Showing Ferrari, Huánuco, 2022

RESUMEN Objetivo: Determinar los factores asociados al desempeño laboral en el personal de salud del Hospital Carlos Showing Ferrari, Huánuco, periodo 2022. Materiales y métodos: Estudio observacional, correlacional y prospectivo, cuya población estuvo constituida por 146 profesionales de la salud y su muestra, por 86. La información se recolectó mediante un cuestionario, donde la variable desempeño laboral fue evaluada con la escala de desempeño laboral individual de Koopmans et al. (Individual Work Performance Questionaire), validada y con confiabilidad alfa de Cronbach mayor a 0,8, y los factores fueron sociodemográficos, laborares y académicos. El análisis estadístico de los datos se realizó mediante la prueba de chi cuadrado, evaluado en el programa SPSS, versión 25. Resultados: Se evidenció que la gran parte de los profesionales de salud mostró un desempeño laboral de nivel muy alto (60,47 %). De manera inferencial, los factores sociodemográficos como las edades de 31 a 45 años (p = 0,027) y de 46 a 60 años (p = 0,045) se asociaron de manera significativa al desempeño laboral de nivel muy alto. En relación con los factores laborales, el tiempo laboral mayor e igual a 21 años (p = 0,049) fue el único factor asociado de manera significativa al desempeño laboral de nivel muy alto. No hubo asociación entre los factores académicos y el desempeño laboral de nivel muy alto (p > 0,05). Conclusiones: Los factores asociados significativamente al desempeño laboral de nivel muy alto en el personal de salud fueron las edades de 31 a 45 años y de 46 a 60 años y el tiempo laboral mayor e igual a 21 años.

ABSTRACT Objective: To determine the factors associated with work performance among the health personnel of Hospital Materno Infantil Carlos Showing Ferrari, Huánuco, in 2022. Materials and methods: An observational, correlational and prospective study with a population of 146 health professionals and a sample size of 86 individuals. The information was collected through a questionnaire, where the variable work performance was evaluated with the Individual Work Performance Questionnaire by Koopmans et al. and validated with Cronbach's Alpha greater than 0.8. The factors analyzed encompassed sociodemographic, work-related and academic variables. The statistical analysis was conducted using the chi-square test and the data were analyzed with IBM SPSS Statistics V25. Results: Most health professionals showed a very high-level work performance (60.47 %). Inferentially, sociodemographic factors such as age 31 to 45 years (p = 0.027) and 46 to 60 years (p = 0.045) were significantly associated with a very high-level work performance. Concerning work-related factors, work time greater than and equal to 21 years (p = 0.049) was the only factor significantly associated with a very high-level work performance. There was no association between academic factors and a very high-level work performance (p > 0.05). Conclusions: The factors significantly associated with a very high-level work performance among the health personnel were age 31 to 45 years and 46 to 60 years and work time greater than and equal to 21 years.

The effect of pre- and post COVID-19 hazard and risk management of nurses on performance evaluation.

BACKGROUND: It is important to identify the hazards encountered by nurses before and after COVID-19, assess the potential risks and risk levels, take measures for the identified hazards and risks, and determine the effect of risk management on employee performance evaluation. OBJECTIVE: The aim of this study was to determine the effect of hazard and risk management of nurses before and after COVID-19 on performance evaluation. METHODS: The study consisted of two stages. The first stage had a descriptive design, while the second stage had a one-group pre-test and post-test design. The second stage of the study was conducted during the COVID-19 pandemic. There were 377 nurses who agreed to participate in the study in the first stage and 201 nurses in the second stage. The study data was collected via Information Form, Hazard and Risk Identification Form, and Employee Performance Scale (EPS). In the second stage of the study, training was provided using instruction cards called "Means of Protection Against Hazards and Risks" for potential moderate- and high-level hazards and risks existing after the pre-test. The post-test stage was conducted two weeks after the training. Mann-Whitney U Test, Kruskal-Wallis Test, and Spearman's correlation coefficients were used for statistical analyses of descriptive statistics. RESULTS: The mean EPS score was found to be pre training 3,85±0,60, after training was found to be 3.92±0.55. Moreover, there was a weak negative correlation between pre- and post-training risk levels during the COVID-19 pandemic. CONCLUSION: Hazard and risk management training had a positive effect on the performance of employees.

Motivation, work experience, and teacher performance: A comparative study.

This research study investigates the effect of intrinsic and extrinsic motivation on employee performance, with a specific focus on the moderating role of employees' work experience. This investigation utilizes a proposed framework, focusing on higher educational institutions in West Bengal, India. It contributes to the human resource management field by comparing teacher performance in private and government academic institutions based on their motivation levels. The study employs a quantitative approach, collecting data from 250 teachers in West Bengal, India, using a structured questionnaire. The dataset underwent analysis employing Partial Least Squares Structural Equation Modeling (PLS-SEM) due to its inherent capacity to accommodate smaller sample sizes while delivering precise and insightful outcomes. The results indicate a strong positive relationship between intrinsic and extrinsic motivation and teacher performance in both types of institutions. Work experience moderates the connection between intrinsic motivation and performance in both sectors but has no significant impact on the relationship between extrinsic motivation and performance in private academic institutions. This study links a gap in the literature by empirically exploring the impact of teacher motivation on their performance and provides valuable insights into the complex interplay among motivation, work experience, and performance. Practically, it emphasizes the importance of employee motivation and accumulated work experience in enhancing performance. This study attempts to underscore the role of work experience as a moderating variable, thereby contributing to the novel discourse in the educational landscape of the post-pandemic era. The findings demand to identification of diverse organizational developmental drivers as work experience does not exhibit a strong mediation effect. However, limitations such as potential response bias should be considered in future research in this area.

The Effect of Transformational, Transactional, and Laissez-Faire Leadership Styles on Employees' Level of Performance: The Case of Hospital in Oromia Region, Ethiopia.

Purpose: Poor performance of health service providers has a negative impact on the ability of health systems to produce desired outcomes. Lack of suitable and impactful leadership hinders employee performance in terms of providing a high standard of care. There is a paucity of evidence on the effect of leadership style on employee performance in the current study setting. Hence, this study sought to assess the effect of leadership styles on employee performance in hospitals in the Oromia region, Ethiopia, from August 1 to October, 30, 2021. Methods: A cross-sectional study was conducted using a sample of 41 hospitals and 412 employees, selected by stratified sampling from hospitals in the Oromia region. The data were collected using self-administered questionnaires. They were then coded and entered into the Epi-Info-7.2. software, and exported to SPSS-20 for analysis. The participants' characteristics were analyzed and summarized using descriptive statistics. Employee performance was rated as low, average or high, and estimated by proportion along with a 95% confidence interval (CI). The association between leadership styles and the level of employee performance was modelled using ordinal logistic regression. The magnitude of association was estimated by odds ratio with a 95% CI. Statistical significance was set at p < 0.05. Results: Employees had an increased odds of being a high performer when they experienced the following leadership styles: transformational with idealized influence (AOR=1.70; 95% CI: 1.12, 2.64), intellectual stimulation (AOR=1.60; 95% CI: 1.04, 2.48), laissez-faire approach (AOR=2.49; 95% CI: 1.71,3.62), effectiveness in terms of frequently fulfilling employees' job-related needs (AOR=2.09; 95% CI: 1.20,3.63), and the exertion of extra effort in motivating them (AOR=2.11; 95% CI: 1.22, 3.68). Conclusion: Among leadership styles, transformational with idealized influence and intellectual stimulation, laissez-faire approaches were significantly associated with employee performance. However, transactional leadership was not significantly associated with employee performance.

Results of the Last 5 Years (2018-2022) of the Specialist Title Exam of The Brazilian College of Surgeons / Avaliação dos resultados dos últimos 5 anos (2018-2022) da prova do Título de Especialista do Colégio Brasileiro de Cirurgiões

ABSTRACT The article discusses the evolution of the Brazilian College of Surgeons (CBC) specialist title exam, highlighting the importance of evaluating not only theoretical knowledge, but also the practical skills and ethical behavior of candidates. The test was instituted in 1971, initially with only the written phase, and later included the oral practical test, starting with the 13th edition in 1988. In 2022, the assessment process was improved by including the use of simulated stations in the practical test, with the aim of assessing practical and communication skills, as well as clinical reasoning, in order to guarantee excellence in the assessment of surgeons training. The aim of this study is to demonstrate the performance of candidates in the last five years of the Specialist Title Test and to compare the performance results between the different surgical training groups of the candidates. The results obtained by candidates from the various categories enrolled in the test in the 2018 to 2022 editions were analyzed. There was a clear and statistically significant difference between doctors who had completed three years of residency recognized by the Ministry of Education in relation to the other categories of candidates for the Specialist Title..

RESUMO O artigo aborda a evolução da prova de título de especialista do Colégio Brasileiro de Cirurgiões (CBC), destacando a importância de avaliar não apenas o conhecimento teórico, mas também as habilidades práticas e o comportamento ético dos candidatos. A prova foi instituída em 1971, inicialmente com apenas a fase escrita, e posteriormente foi incluída a prova prática oral, a partir da 13ª edição em 1988. Em 2022, foi aprimorado o processo de avaliação, incluindo na prova prática o uso de estações simuladas, visando avaliar habilidades práticas e de comunicação, além do raciocínio clínico, buscando garantir a excelência da avaliação da formação dos cirurgiões. O objetivo deste estudo é demonstrar o desempenho dos candidatos nos últimos cinco anos da Prova de Título de Especialista e comparar os resultados dos desempenhos entre os diferentes grupos de formação cirúrgica dos candidatos. Foram analisados os resultados obtidos pelos candidatos das diversas categorias inscritas na prova nas edições de 2018 a 2022. Ficou evidente e estatisticamente significativa a diferença entre os médicos que fizeram três anos de residência reconhecida pelo MEC em relação aos demais categorias de candidatos ao Título de Especialista.

Association between cortisol levels and performance in clinical simulation: a systematic review / Asociación entre los niveles de cortisol y el rendimiento en simulación clínica: revisión sistemática / Associação entre nível de cortisol e desempenho em simulação clínica: revisão sistemática

ABSTRACT Objective: To identify how stress measured by salivary cortisol during clinical simulation-based education, or simulation and another teaching method, impacts performance. Method: Systematic review of the association between cortisol and performance in simulations. The following databases were used: PubMed, LIVIVO, Scopus, EMBASE, Latin American and Caribbean Health Sciences Literature (LILACS) and Web of Science. Additional searches of gray literature were carried out on Google Scholar and Proquest. The searches took place on March 20, 2023. The risk of bias of randomized clinical trials was assessed using the Cochrane Collaboration Risk of Bias Tool (RoB 2). Inclusion criteria were: simulation studies with salivary cortisol collection and performance evaluation, published in any period in Portuguese, English and Spanish. Results: 11 studies were included which measured stress using salivary cortisol and were analyzed using descriptive synthesis and qualitative analysis. Conclusion: Some studies have shown a relationship between stress and performance, which may be beneficial or harmful to the participant. However, other studies did not show this correlation, which may not have been due to methodological issues.

RESUMEN Objetivo: Identificar cómo el estrés medido por el cortisol salival durante la enseñanza basada en la simulación clínica, o la simulación y otro método de enseñanza, influye en el rendimiento. Método: Revisión sistemática de la asociación entre cortisol y rendimiento en simulaciones. Se utilizaron las siguientes bases de datos: PubMed, LIVIVO, Scopus, EMBASE, Literatura Latinoamericana y del Caribe en Ciencias de la Salud (LILACS) y Web of Science. Se realizaron búsquedas adicionales de literatura gris en Google Scholar y Proquest. Las búsquedas se realizaron el 20 de marzo de 2023. El riesgo de sesgo de los ensayos clínicos aleatorios se evaluó mediante la Herramienta de Riesgo de Sesgo (RoB 2) de la Colaboración Cochrane. Los criterios de inclusión fueron: estudios de simulación con recogida de cortisol salival y evaluación del rendimiento, publicados en cualquier periodo en portugués, inglés y español. Resultados: Se incluyeron 11 estudios que midieron el estrés mediante cortisol salival y se analizaron mediante síntesis descriptiva y análisis cualitativo. Conclusión: Algunos estudios mostraron una relación entre el estrés y el rendimiento, que puede ser beneficiosa o perjudicial para el participante. Sin embargo, otros estudios no mostraron esta correlación, lo que puede no haberse debido a cuestiones metodológicas.

RESUMO Objetivo: Identificar como o estresse mensurado por cortisol salivar durante a educação baseada em simulação clínica ou simulação e outro método de ensino, tem impacto no desempenho. Método: Revisão sistemática da associação do cortisol com o desempenho em simulações. Foram utilizadas as seguintes bases de dados: PubMed, LIVIVO, Scopus, EMBASE, Literatura Latino-Americana e do Caribe em Ciências da Saúde (LILACS) e Web of Science. Pesquisa adicional de literatura cinzenta foi realizada no Google Scholar e no Proquest. As buscas ocorreram em 20 de março de 2023. O risco de viés dos ensaios clínicos randomizados, foi avaliado pela ferramenta Cochrane Collaboration Risk of Bias Tool (RoB 2). Foram critérios de inclusão: estudos de simulação com coleta de cortisol salivar e avaliação de desempenho, publicados em qualquer período em português, inglês e espanhol. Resultados: 11 estudos foram incluídos, os quais mensuraram o estresse utilizando o cortisol salivar e analisados através da síntese descritiva e da análise qualitativa. Conclusão: Alguns estudos mostraram haver relação entre estresse e desempenho, podendo ser benéfico ou prejudicial ao participante. Porém, outros estudos não apresentaram essa correlação que pode não ter ocorrido por questões metodológicas.

Relación entre las competencias profesionales de los enfermeros en emergencias y el producto del cuidado de enfermería / Relationship between emergency nurses' professional competencies and the Nursing care product / Relação das competências profissionais do enfermeiro em emergência com o produto do cuidar em enfermagem

Objetivo: relacionar las competencias profesionales de los enfermeros de urgencia y emergencia con el producto del cuidado de enfermería. Método: estudio transversal, realizado en las unidades de urgencia y emergencia de dos hospitales públicos. Participaron 91 enfermeros, 3 residentes de enfermería, 4 coordinadores y 1 gestor. Se utilizaron dos instrumentos validados: 1) Escala de Competencia de las Acciones de los Enfermeros en Emergencias y 2) Evaluación del Producto del Cuidado de Enfermería. Se utilizaron factores y dominios, respectivamente. Se aplicaron estadística descriptiva, alfa de Cronbach, pruebas de Wilcoxon y correlación de Spearman (p<0,05). Resultados: para las competencias profesionales se registraron valores más altos en la autoevaluación (p<0,001). En las 1.410 evaluaciones del producto del cuidado de enfermería, prevaleció el puntaje "bueno" (n=1034 - 73,33%). El dominio "dimensionamiento del personal de enfermería" se relacionó con los factores "práctica profesional" r=0,52719, "relaciones en el trabajo" r=0,54319, "desafío positivo" r=0,51199, "acción dirigida" r=0,43229, "conducta constructiva" r=0,25601 y "adaptación al cambio" r=0,22095; el dominio "seguimiento y transferencia del cuidado", con "práctica profesional" r=0,47244, "relaciones en el trabajo" r=0,46993, "desafío positivo" r=0,41660 y "adaptación al cambio" r=0,31905 y el dominio "satisfacción de las necesidades asistenciales", con "práctica profesional" r=0,32933, "relaciones en el trabajo" r=0,31168, "desafío positivo" r=0,29845 y "adaptación al cambio" r=0,28817. Conclusión: hay relación entre las competencias profesionales y los dominios del producto del cuidado de enfermería.

Objective: to relate urgency and emergency nurses' professional competencies with the Nursing care product. Method: a cross-sectional study conducted in the urgency and emergency units of two public hospitals. The participants were 91 nurses, 3 Nursing residents, 4 coordinators and 1 manager. Two validated instruments were used: 1) Competence Scale of Actions of Nurses in Emergencies and 2) Nursing Care Product Evaluation. Factors and domains were used, respectively. Descriptive statistics were applied, as well as Cronbach's alpha, Wilcoxon and Spearman's correlation tests (p<0.05). Results: in the professional competencies, higher values were verified for self-evaluation (p<0.001). In all 1,410 Nursing care product assessments, there was predominance of the "Good" score (n=1,034 - 73.33%). The "Nursing staffing" domain was related to the "Professional practice" (r=0.52719), "Relationships at work" (r=0.54319), "Positive challenge" (r=0.51199), "Targeted action" (r=0.43229), "Constructive behavior" (r=0.25601) and "Adaptation to change" (r=0.22095) factors; the "Care monitoring and transfer" domain, with "Professional practice" (r=0.47244), "Relationships at work" (r=0.46993), "Positive challenge" (r=0.41660) and "Adaptation to change" (r=0.31905) and the "Meeting care needs" domain, with "Professional practice" (r=0.32933), "Relationships at work" (r=0.31168), "Positive challenge" (r=0.29845) and "Adaptation to change" (r=0.28817). Conclusion: there is a relationship between professional competencies and the Nursing care product domains.

Objetivo: relacionar as competências profissionais do enfermeiro em urgência e emergência com o produto do cuidar em enfermagem. Método: estudo transversal, realizado nas unidades de urgência e emergência de dois hospitais públicos. Participaram 91 enfermeiros, 3 residentes em enfermagem, 4 coordenadores e 1 gerente. Utilizaram-se dois instrumentos validados: 1) Escala de Competências das Ações dos Enfermeiros em Emergências e 2) Avaliação do Produto do Cuidar em Enfermagem. Utilizaram-se fatores e domínios, respectivamente. Aplicaram-se estatística descritiva, alfa de Cronbach, testes Wilcoxon e correlação de Spearman (p<0,05). Resultados: em competências profissionais, verificaram-se maiores valores para autoavaliação (p<0,001). Nas 1.410 avaliações do produto do cuidar em enfermagem, predominou o escore "bom" (n=1034 - 73,33%). O domínio "dimensionamento de pessoal de enfermagem" relacionou-se com os fatores "prática profissional" r=0,52719, "relações no trabalho" r=0,54319, "desafio positivo" r=0,51199, "ação direcionada" r=0,43229, "conduta construtiva" r=0,25601 e "adaptação à mudança" r=0,22095; o domínio "acompanhamento e transferência do cuidado", com "prática profissional" r=0,47244, "relações no trabalho" r=0,46993, "desafio positivo" r=0,41660 e "adaptação à mudança" r=0,31905 e o domínio "atendimento das necessidades assistenciais", com "prática profissional" r=0,32933, "relações no trabalho" r=0,31168, "desafio positivo" r=0,29845 e "adaptação à mudança" r=0,28817. Conclusão: existe relação entre as competências profissionais e os domínios do produto do cuidar em enfermagem.

[Estudio cuasi-experimental sobre intervenciones enfermeras en la valoración, manejo y prevención del síndrome confusional agudo.] / Quasi-experimental study on nursing interventions in the assessment, management and prevention of acute confusional syndrome.

OBJECTIVE: Acute confusional syndrome (ACS) is one of the complications with the highest morbidity and mortality in hospitalization units, but it is a reversible situation if detected early, representing a clear challenge for nursing. The objectives of this study were to assess the interventions carried out by nurses for the identification and non-pharmacological preventive measures applied in acute confusional syndrome and relate them to the years of professional experience and training received. METHODS: A quasi-experimental, prospective and analytical study was carried out through a self-administered structured questionnaire pre-post intervention (extracted from the JBI PACES program-Practical Application of Clinical Evidence System) on the identification and preventive measures applied in ACS. A total of 520 questionnaires (pre and post assessment) were distributed to nurses from the emergency department and the internal medicine unit of the Miguel Servet University Hospital in Zaragoza (Aragón, Spain) from January 2021 to April 2022. Statistical analysis carried out with the program Jamovi®2.3.13. RESULTS: 180 correctly completed questionnaires (94 pre and 86 post) were received. For 100%, the ACS supposed an extra workload and significant differences were found between the ability to manage ACS with the years of professional experience (p≤0.028). 97.2% of the nurses applied non-pharmacological interventions. CONCLUSIONS: Despite being perceived as an extra burden in daily work, nurses perform non-pharmacological prevention for the management of ACS. It is necessary to improve training to provide guidance strategies.

OBJETIVO: El síndrome confusional agudo (SCA) es una de las complicaciones con mayor morbimortalidad en las unidades de hospitalización, pero es una situación reversible si se detecta a tiempo, representando un claro desafío para la enfermería. Los objetivos de este estudio fueron valorar previa y posteriormente las intervenciones realizadas por las enfermeras para la identificación y la adopción de las medidas preventivas no farmacológicas aplicadas en el síndrome confusional agudo, así como relacionarlas con los años de experiencia profesional y la formación recibida. METODOS: Se realizó un estudio cuasi experimental, prospectivo y analítico a través de cuestionario estructurado autoadministrado pre-post intervención (extraído de la JBI PACES program-Practical Application of Clinical Evidence System) sobre la identificación y las medidas preventivas aplicadas en el SCA. Se distribuyeron un total de quinientos veinte cuestionarios (valoración pre y post) a enfermeras del servicio de Urgencias y la unidad de medicina interna del Hospital Universitario Miguel Servet de Zaragoza (Aragón, España) de enero de 2021 a abril de 2022. El análisis estadístico se realizó con el programa Jamovi® 2.3.13. RESULTADOS: Se recibieron ciento ochenta cuestionarios cumplimentados correctamente (noventa y cuatro pre y ochenta y seis post). Para el 100%, el SCA supuso una carga de trabajo extra y se hallaron diferencias estadísticamente significativas entre la capacidad de manejo de SCA con los años de experiencia profesional (p≤0,028). El 97,2% de las enfermeras aplicaron intervenciones no farmacológicas. CONCLUSIONES: A pesar de percibirse como una carga extra en el trabajo diario, las enfermeras realizan prevenciones no farmacológicas para el manejo del SCA. Es necesario mejorar la formación para proporcionar estrategias de orientación.

Performance management system and its role for employee performance: Evidence from Ethiopian SMEs.

Small and mediumenterprises (SMEs) are crucial to Ethiopia's economy in creating jobs and reducing poverty. Despite the extensive literature on performance management systems (PMS) and employee productivity, there remain unanswered questions regarding which PMS predictors most effectively contribute to improved employee performance. This study aims to investigate the role of PMS in enhancing employee productivity in Ethiopian SMEs using both qualitative methods such as a literature review alongside quantitative techniques like linear regression analysis based on primary & secondary data sources. The findings provide valuable insights into effective strategies for implementing an efficient performance management system that can enhance employees' work outcomes within SMEs operating in Ethiopia.The results show that the implementation of an effective performance management system can significantly improve productivity among SMEs in Ethiopia. The five predictors identified by the linear regression model are important factors that contribute to better work outcomes among employees in Ethiopian SMEs; however, evaluation has been found to have the strongest positive relationship with improved job outcomes among those studied. Based on these findings, we recommend that SME owners/managers/HR professionals implement an effective performance management system that includes clear job responsibilities defined through performance planning, regular feedback provided about progress made towards goals set during the planning stage, periodic appraisals providing constructive criticism as well as recognition for good work done; offering training opportunities helping employees develop new skills or refine existing ones; rewarding high-performing employees who meet or exceed expectations with incentives such as bonuses or promotions can motivate them further.

The effects of post-COVID-19 fatigue in nurses on organizational outcomes.

This study was conducted to determine the effects of fatigue in nurses with confirmed COVID-19 infection on organizational outcomes. The study was carried out with the participation of 200 nurses who had tested positive for COVID-19 in the last eighteen months and had COVID-19-related fatigue complaints. Data were collected between October 2022 and February 2023 using a questionnaire consisting of the Chalder Fatigue Scale, the Work Alienation Scale, the Turnover Intention Scale, and the Employee Performance Scale. Fatigue was the most common symptom of COVID-19 in this study, as in other results. The number of being infected with COVID-19 and education levels were found to be significant predictors of post-COVID-19 fatigue. Post-COVID-19 fatigue had an effect on turnover intention and alienation to work, but it did not affect employee performance. In this study, the effects of post-COVID-19 fatigue on organizational outcomes such as employee performance, turnover intention, and work alienation were determined. Therefore, regardless of its source, fatigue should be dealt with managerially, and preventive policies and procedures should be developed.

Comparing the Performance of Emergency Department Personnel and Patients' Preferences in Breaking Bad News.

Objective: Breaking bad news (BBN) is a critical aspect of healthcare delivery that can have significant implications for patients' outcomes. Inadequate and inappropriate delivery of bad news can result in detrimental psychological and emotional effects. This study aimed to compare the performance of emergency department (ED) personnel and patients' preferences in BBN. Methods: This descriptive-analytical study was conducted in 2022, and 135 patients who were admitted to the ED were included using quota sampling. Data were collected using a demographic questionnaire, a researcher-made questionnaire, and a standard questionnaire on attitudes toward the methods of BBN in the ED. The data were analyzed using SPSS software (version 16), and a p-value<0.05 was considered statistically significant. Results: The results showed that the majority of patients (69.6%) received bad news from nurses. Based on the conditions mentioned in the standard questionnaire, the overall performance of personnel was 6.08±4.22 out of 19, while the overall attitude score (59.66±7.66 out of 76) revealed patients' high tendency to receive bad news. There was a statistically significant difference between the total score of personnel performances and the total score of patients' attitudes (p=0.001). Conclusion: The performance of ED personnel concerning patients' attitudes toward the method of BBN in the emergency department was not optimal. Therefore, it is recommended to implement appropriate training programs for medical professionals, especially physicians, and nurses, to enhance their communication skills and reduce the detrimental effects of inappropriate delivery of bad news in medical settings.

Síndrome de burnout y desempeño laboral en el sector salud del Perú / Burnout síndrome and work performance in the health sector of Peru / Síndrome de burnout e desempenho no trabalho no setor de saúde do Peru

El sector de la salud se encuentra actualmente con una alta demanda de atención tanto en la atención primaria como de emergencia dentro de los centros hospitalario. Por ello, los profesionales de la salud tienen una alta probabilidad de desarrollar cuadros de estrés laboral por las características de su trabajo, y la rapidez en la atención con la cual tienen que lidiar día tras día. Objetivo. Evaluar la relación del síndrome de burnout con el desempeño laboral en el sector salud de Perú. Materiales y métodos. El estudio se estableció bajo el enfoque cuantitativo, de análisis correlacional, con diseño no experimental, de corte transversal. La muestra considerada fue de 75 servidores de salud perteneciente a un centro de salud del territorio peruano; como la técnica se usó encuesta y el instrumento el utilizado fue el cuestionario tipo Likert. Resultados. Se evidencio que un 41,4% los encuestados consideran que existe un alto nivel de síndrome de burnout, y que se tiene un nivel regular de desempeño laboral en un 45,3%, adicionalmente un valor de -0,637 de Rho de Spearman con una significancia de 0,000. Conclusiones. El síndrome de burnout se relaciona de forma negativa moderada con el desempeño laboral en el sector salud del Perú, denotando que en la medida que se tenga un nivel bajo de síndrome de burnout, genera un mejor desempeño laboral y viceversa.

The health sector is currently facing a high demand for care in both primary care and emergency care within hospital centers. Therefore, health professionals have a high probability of developing occupational stress due to the characteristics of their work, and the speed of care with which they have to deal day after day. Objective. To evaluate the relationship between burnout syndrome and work performance in the Peruvian health sector. Materials and methods. The study was established under a quantitative approach, correlational analysis, with a non-experimental, cross-sectional design. The sample considered was 75 health workers belonging to a health center in Peru; the technique used was a survey and the instrument used was a Likert-type questionnaire. Results. It was found that 41.4% of the respondents consider that there is a high level of burnout syndrome, and that 45.3% have a regular level of work performance, in addition to a value of -0.637 of Spearman's Rho with a significance of 0.000. Conclusions. burnout syndrome is moderately negatively related to work performance in the Peruvian health sector, indicating that the lower the level of burnout syndrome, the better the work performance and vice versa.

Atualmente, o setor de saúde enfrenta uma alta demanda tanto de atendimento primário quanto de atendimento de emergência em hospitais. Como resultado, os profissionais de saúde têm uma alta probabilidade de desenvolver estresse relacionado ao trabalho devido às características de seu trabalho e à velocidade do atendimento com que têm de lidar diariamente. Objetivo. Avaliar a relação entre a síndrome de burnout e o desempenho no trabalho no setor de saúde no Peru. Materiais e métodos. O estudo foi realizado com uma abordagem quantitativa, análise correlacional, com um desenho não experimental e transversal. A amostra considerada foi de 75 profissionais de saúde pertencentes a um centro de saúde no Peru; a técnica utilizada foi uma pesquisa e o instrumento utilizado foi um questionário do tipo Likert. Resultados. Verificou-se que 41,4% dos entrevistados consideram que há um alto nível de síndrome de burnout e que 45,3% têm um nível regular de desempenho no trabalho, além de um valor de -0,637 de Spearman's Rho com uma significância de 0,000. Conclusões. A síndrome de burnout está moderadamente relacionada de forma negativa ao desempenho no trabalho no setor de saúde peruano, indicando que quanto menor o nível de síndrome de burnout, melhor o desempenho no trabalho e vice-versa.

Being a game changer with happy workers: The Ziraat Bank example.

Many companies have been implementing strategies in recent years to increase employee happiness, which has become one of their primary corporate objectives. Research has explored which initiatives are effective in promoting employee happiness, the extent to which happiness affects employee performance, and the importance of numerical evidence in this regard. Studies have found a positive correlation between employee happiness and organizational performance, making employee happiness rate a crucial indicator for measuring the health and sustainability of an organization. The aim of this research was to examine the connection between performance scores and happiness, drawing on Fisher's "happy-super worker" hypothesis proposed in 1980. Data analysis was conducted on seven quarters (21 months) of information from 4,277 employees, and the results confirmed that happiness and performance are positively correlated. The study revealed that happiness had a beneficial impact on performance at both low- and high-performance score levels, albeit with a gradual effect. In contrast, happiness had a more rapid impact on success at medium-performance levels. However, a positive association was found between happiness and success across all performance scores, including low, medium, and high performance. The study revealed a curvilinear relationship between happiness and performance. Furthermore, panel data modeling showed that an increase of 1 unit in individual happiness at any given time led to an average increase of 3.41 units in their performance score.

Comparativo de indicadores de estrutura das unidades de saúde entre os ciclos de 2013-2018 do PMAQ / Comparison of health facilities structure indicators between the 2013-2018 PMAQ cycles

O Programa Nacional de Melhoria do Acesso e da Qualidade da Atenção Básica foi parte importante do processo de negociação e pactuação das três esferas de gestão do Sistema Único de Saúde e objetiva avaliar os resultados da Atenção Básica. O objetivo deste estudo foi avaliar como se comportaram os indicadores de estrutura nas Unidades de Saúde brasileiras que participaram do segundo e terceiro ciclo do PMAQ­AB, a fim de compará-los. Trata-se de estudo ecológico transversal, com análise de banco de dados de acesso público dos municípios brasileiros. Os desfechos considerados foram o número de indicadores de estrutura para cada equipe e a variação na quantidade de indicadores de estrutura. O nordeste foi a região com maior adesão de equipes de saúde foi a Nordeste. Entre os indicadores de estrutura, houve melhora significativa na construção de salas de vacina e salas para dispensação de medicamentos.

The National Program for the Improvement of Access and Quality of Primary Health Care was an important part of the negotiation and agreement process among the three levels of management of the Brazilian Unified Health System, aiming to evaluate theresults of Primary Care.The objective of this study was to evaluate how structure indicators behaved in Brazilian health units that participated in the second and third cycles of the program, in order to discuss the hypothesis that resources produce improvements in structure indicators. This is a cross-sectional ecological study that analyzed publicly available databases of Brazilian municipalities. The outcomes considered were the number of structure indicators for each team and the variation in the quantity of structure indicators.The Northeast region had the highest adherence of health teams. Among the structure indicators, there was a significant improvement in the construction of vaccination rooms and rooms for dispensing medication.

How does organizational culture affect employees' mental health during COVID-19? The mediating role of transparent communication.

BACKGROUND: Over the years, the workplace landscape has significantly evolved, demanding an optimal psychological approach to establish an environment that values individual work and health. A firm's culture inspires it to adopt business practices that enable its employees to live healthier lives. OBJECTIVE: The study aims to measure the mediating relationship of transparent communication between organizational culture and mental health in the Pakistani healthcare industry. The study also explores the relationship between organizational culture and mental health. METHODS: The study collected primary data via purposive sampling from the healthcare employees of Pakistan between March and May 2022. The study's sample size consists of 509 respondents from the healthcare industry sector, and the research used Smart PLS software to measure the relationship through bootstrapping and algorithms. RESULTS: Organizational culture has a positive effect on the employee's mental health. The study has found significant positive mediation of transparent communication and moderation of organizational trust between organizational culture and mental health. CONCLUSION: The COVID-19 pandemic has deteriorated workers' mental health, causing considerable changes in the healthcare sector. Positive mental health at work is a critical factor that improves the working environment. As such, this study highlights the importance of mental health in the workplace setting. It extends the literature in the context of the healthcare industry, thus supporting employees' well-being. The findings suggest a significant relationship between an organization's culture and mental health. This study suggests the theoretical and practical implications for policymakers' and researchers' perspectives concerning employees and organizational culture.

Emotional intelligence on job performance: A study on Malaysian employees.

BACKGROUND: The COVID-19 pandemic has affected the emotional intelligence of employees through the negative effects on their mental health, and led to poor workplace performance. OBJECTIVE: The purpose of this research is to examine the level of EI of Malaysian employees in various sectors affecting their job performance through the mediating influence of psychological capital by using the Schutte Self-Report Emotional Test (SSEIT), 24-item Psychological Capital Questionnaire (PCQ-24) and Role-Based Performance Scale (RBPS) theories. METHOD: A quantitative study was conducted. 350 sets of questionnaires were given out to Malaysian employees, of which 311 were returned. Data were analysed through regression analysis. RESULTS: The results showed that all emotional intelligence subscales, except for utilising emotions, have a significant relationship with job performance through the effect of psychological capital. CONCLUSION: This study offers valuable and insightful implications by combining the SSEIT, PCQ-24, and RBPS models to investigate the effect of emotional intelligence on job performance in Malaysia, which is an unusual combination model to analyse employees' job performance. It helps Malaysian companies, managers, employers, and other related parties to recognise the processes and elements that influence employees' work performance. This research also successfully developed an extended SSEIT model together with PCQ-24 and RBPS and verified their applicability on workplace performance.