[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.

Selective Detection of Picric Acid by Benzodiazepine Containing Enaminone Core as Receptor and Its Application to Real Water Sample Analysis.

Nitroaromatic compounds are highly explosive and illegitimate substances. Over a decade, chemists have been affianced in extensive research on the selective and sensitive detection of these nitroaromatic explosives for homeland security and environmental protection. The benzodiazepine-based enaminone (BDE) receptor has been synthesized by aqueous extract of onion catalyzed three-component reaction between o-phenylenediamine, dimedone with an aldehyde. The BDE probe is well analyzed and applied to a sensor that selectively detects picric acid (PA). UV-Vis and fluorescence spectroscopy were used to investigate the photophysical responses of the receptor (BDE). From the observed results BDE found turn-off fluorescence with the addition of picric acid and the lowest limit of detection and limit of quantification was achieved about 24.6 nM and 73.8 nM. The fluorescence quantum yield was attained about 0.28. The BDE-PA adduct formation was confirmed by 1H NMR titration analysis. The Job's plot analysis was performed through 1H NMR titrations and established the binding stoichiometry ratio of the BDE-PA adduct as 1:1 ratio. Further, DFT calculations supported the observed photophysical responses of BDE-PA adduct to confirm the molecular level interactions. The receptor was effectively applied to approximate level of picric acid in real water sample analysis.

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.

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.

The Impact of Mental Health Disorders and Job Demands on the Individual Job Performance of Construction Workers.

OBJECTIVES: Understanding the impact of job demands and mental health disorders on individual job performance is crucial to achieving a more productive workforce and should be empirically investigated. Therefore, the main purpose of this study is to assess the impact of job demands and mental health disorders on individual job performance among construction workers. In addition, we examined the interaction effect between job demands and some demographic characteristics (income, marital status, experience and area of residence) on the job performance of construction workers in two dimensions. METHODS: For this purpose, a new conceptual model and three different hypotheses were introduced. A survey was designed and administered to 513 construction workers. While the measurement items demographic characteristics, job demands and mental health disorders were asked to construction workers, the last part related to job performance of construction workers was asked to site managers of workers to obtain more objective results. A structural equation modelling approach was adopted to assess the validity of the model and to test the hypotheses. RESULTS: The results of this study show that while job demands have a significant and high impact on individual job performance, the effect of mental health disorders on job performance is significant with moderate level. In addition, the demographic characteristics of marital status and area of residence have a significant interaction effect on job performance when combined with job demands. CONCLUSION: Providing individualized support systems, resources and opportunities for construction workers can help mitigate the negative effects of excessive demands and mental disorders on labor productivity.

The relationship between work-family conflict and job burnout among primary and secondary school teachers: the role of depression and cognitive reappraisal.

Background: Primary and secondary school teachers are a high-risk group for job burnout, and how to alleviate their job burnout has become an increasingly urgent issue. Previous studies have paid less attention to the differential effects of the bidirectional interaction between work and family on the job burnout of the teachers. This study aim to explore the different impact of work-family conflict and family-work conflict on job burnout among primary and secondary school teachers, as well as its underlying mechanisms. Methods: This study selected 2,184 primary and secondary school teachers in China (Mage = 37.26; SD = 9.40) as participants using a random sampling method. Using the SPSS Process 4.0 macro plugin constructed a moderated mediation model, the study explored the relationships between two different forms of work-family conflict, depression, cognitive reappraisal, and job burnout. Results: The study results indicated that both forms of work-family conflict were significantly positively related to the job burnout, and this relationship was influenced by the mediating role of depression. Furthermore, cognitive reappraisal moderated the relationship between depression and job burnout. Conclusion: This study revealed the potential pathways influencing job burnout among primary and secondary school teachers in the Chinese cultural context. Focusing on and alleviating work-family conflicts for primary and secondary school teachers is crucial for mitigating their occupational burnout. Additionally, teachers should also carefully and reasonably use cognitive reappraisal as an emotional regulation strategy to adjust the impact of depression on occupational burnout.

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 stress matters: Understanding how job stress moderates the relationship between person-environment fit and innovative work behavior in the Thai food industry.

This study investigates the impact of person-environment fit and job stress on innovative work behavior within Thailand's food industry. Through a comprehensive survey conducted among supervisors in the food industry, validated scales were utilized to measure person-environment fit, job stress, and innovative work behavior while controlling demographic variables. Employing hierarchical regression analysis and moderation analysis, the study examines the direct and moderating effects of person-environment fit and job stress on innovative work behavior. Results reveal a significant positive relationship between person-environment fit and innovative work behavior, with job stress moderating this relationship. Notably, specific points of interaction between job stress levels and person-environment fit are identified, shedding light on nuanced dynamics within the food industry. This research introduces a novel approach by integrating the Job Demands-Resources Model with person-environment fit theory to explore how specific stressors unique to the food industry can influence innovation. The study also pioneers the use of industry-specific measures for assessing job stress and innovation, which were developed and validated within this context. This research contributes to both theoretical and practical knowledge by enhancing our understanding of innovation mechanisms in the food industry and providing actionable insights for fostering creativity and innovation among employees. The study's originality lies not only in its emphasis on the context of the food industry but also in its development of tailored theoretical and methodological approaches to address the sector's unique challenges and opportunities.

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.

Supply and demand in the physician workforce: an integrative review.

The medical profession faces multiple challenges worldwide in the 21st century. This integrative review of the literature published between 2014 to 2018 on supply and demand in the health care labor market was based on a search of the SciELO, Biblioteca Virtual em Saúde (Virtual Health Library), and MEDLINE databases, in addition to specific periodicals in the area of Health Economics. The final sample included 21 studies, 13 of which were related to workforce supply and 8 to demand. Physicians reported that work satisfaction was an important factor in accepting a job offer, including being close to their family, working with colleagues in the same specialty, and the possibility of career advancement. For health system users, a fundamental question is how to resolve the unequal distribution of physicians.

A profissão médica se defronta globalmente com múltiplos desafios no século XXI, entre os quais podem-se destacar o crescimento populacional e a inovação tecnológica e a sua implementação na medicina. Este artigo buscou identificar na literatura científica aspectos relevantes acerca do mundo do trabalho para a profissão médica. Trata-se de uma revisão integrativa, que considerou as publicações do quinquênio de 2014 a 2018. A seleção dos artigos para o presente estudo foi realizada nas bases de dados Scientific Electronic Library Online, Biblioteca Virtual em Saúde, Medical Literature Analysis and Retrieval System Online, além de periódicos específicos da área de economia e saúde. Como resultado desta revisão, foram selecionados 21 artigos, sendo identificados 13 com temáticas referentes à oferta da força de trabalho médico e 8 com temáticas referentes à demanda da força de trabalho, de acordo com a classificação que emergiu pelos critérios adotados. Para os profissionais médicos, um aspecto que surge durante a decisão de escolher uma vaga é a satisfação pessoal no emprego, no sentido de estar perto da família, trabalhar com colegas da mesma especialidade e poder avançar na profissão. Já com relação à demanda da força de trabalho, ou seja, para quem busca os serviços de tais profissionais, uma questão fundamental é como resolver problemas de escassez de profissionais médicos que estão relacionados a uma distribuição desigual em determinados locais.

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.

Perceived environmental uncertainty and job involvement: the mediating role of digital technology and organizational trust - a cross-sectional study in primary care facilities in the UK.

BACKGROUND: Digital maturity can help primary care facilities enhance their processes, communication, and adaptability to change, thereby fostering trust and job involvement. This study aimed to examine the causal relationships between perceived environmental uncertainty, digital maturity, organizational trust, and job involvement among managers of primary care facilities in the UK. The researchers applied socio-technical theory to examine the consequences of technology implementation on work practices and utilized contingency theory to ensure long-term stability in primary care facilities. METHODS: The study was conducted in the second quarter of 2023, surveying 200 managers from primary care facilities in the UK. The survey was conducted using a computer-assisted web interview (CAWI) method based on a purchased panel of respondents. Data were analyzed using descriptive statistics and structural equation modeling. RESULTS: The results showed that perceived environmental uncertainty moderately impacts digital maturity. A greater level of perceived environmental uncertainty is related to greater organizational digital maturity, although perceived environmental uncertainty explains only 15.0% of the variance in digital maturity. The analysis also showed that the impact of digital maturity on organizational trust is positive, significant, and strong, while its impact on job involvement is positive and significant but rather moderate. Moreover, digital maturity mediates the relationship between environmental uncertainty and job involvement among managers of primary care facilities. The weakest link in the model is the connection between organizational trust and job involvement. CONCLUSIONS: The analysis showed that digital maturity is key in shaping organizational trust in primary care facilities and job involvement among their managers. As organizations progress in their digital capabilities, they are better positioned to cultivate trust within their structures. The results of this research contribute to the literature on human resource management in the healthcare sector by deepening knowledge about the impact of environmental uncertainty and digital transformation on organizational trust and job involvement. This study provides important policy information for managers who seek tools to mitigate the adverse effects of environmental uncertainty and want to increase job involvement within primary care facilities.

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.

Job demands-resources on digital gig platforms and counterproductive work behavior.

Introduction: With the rapid expansion of digital gig platforms, counterproductive work behavior among gig workers has become increasingly prominent, adversely impacting the platform's reputation, operational efficiency, and user experience. This study aims to explore how job demands and job resources influence counterproductive work behavior among gig workers. Methods: Grounded in the Job Demands-Resources model and Job Engagement Theory, this study develops a second-order chain mediation structural model to analyze the effects of job demands (Work pace/workload, physical demands, psychological demands, and customer-related social stressors) and job resources (Compensation, job security, learning opportunities, and opportunities for professional development) on counterproductive work behavior. Cognitive, emotional, and behavioral engagement are also examined as mediators. Results: Job demands positively influence counterproductive work behavior, while job resources have a negative impact. Cognitive, emotional, and behavioral engagement each negatively affect counterproductive work behavior. Additionally, platform formalization moderates the negative influence of gig workers' engagement on counterproductive work behavior. Discussion: This research provides a comprehensive theoretical framework for digital gig platform managers to understand and predict gig workers' counterproductive work behavior. It also offers practical implications for optimizing the work environment, enhancing job engagement, and mitigating counterproductive work behavior, thus fostering mutual development between gig workers and the platform.

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.

Job demands, control, social support and mental health in workers of thermal power plants and underground mines: A comparative study.

This descriptive study was conducted to compare the job demands, job control, social support and mental health status of thermal power plant and underground coal mine workers. 158 workers in thermal power plant and 162 workers in underground coal mine participated in the study. The results unearthed that thermal power plant workers had 2.3 times better mental health (p < 0.001 OR = 2.3 CI = 1.50-3.74) and 3.0 times lower job demands (p < 0.001 OR = 3.0 CI = 1.91-4.92) than coal mine workers. In the study, it was determined that mental health was positively affected as job control and social support increased in both thermal power plant and underground mine workers (p < 0.05); there was no significant relationship between job demands and mental health (p > 0.05). These results indicate that underground mine workers are at higher risk in terms of mental health and job demands than thermal power plant workers.

The influence of job enrichment on job embeddedness and sick presenteeism among nurses.

AIM: To understand how job enrichment influences job embeddedness and sick presenteeism among nurses. BACKGROUND: Job satisfaction and retention are critical issues in healthcare, particularly among nurses. Job enrichment has been identified as a potential strategy to enhance job satisfaction and reduce turnover rates. Understanding its impact on job embeddedness and sick presenteeism can inform policies to improve nurse well-being and organizational effectiveness. METHODS: A cross-sectional descriptive design following STROBE guidelines was used. Data were collected from 360 nurses working in critical care units of a large university hospital. Three scales were used to measure job enrichment, job embeddedness, and sick presenteeism. RESULTS: Nurses reported high job enrichment and embeddedness levels. However, a significant proportion also exhibited high levels of sick presenteeism. Strong positive correlations existed between job enrichment, job embeddedness, and sick presenteeism. Regression analyses revealed that job enrichment significantly predicted job embeddedness and sick presenteeism. CONCLUSION: The findings highlight the complex interplay between job characteristics, organizational commitment, and employee health behaviors among nurses. Job enrichment emerged as a critical factor influencing job satisfaction, organizational commitment, and sick presenteeism. The study underscores the need for health policies that promote job enrichment strategies, as they can contribute to nurse retention, reduce sick presenteeism, and enhance productivity in healthcare settings. IMPLICATIONS FOR NURSING AND HEALTH POLICY: Nurse retention and job satisfaction can be improved by implementing job enrichment practices in healthcare organizations. Policies to reduce sick presenteeism should prioritize creating healthier work environments and promoting employee well-being. Understanding the cost-effectiveness and productivity gains associated with job enrichment can inform workforce planning and staffing policies, ensuring adequate nurse staffing levels and quality patient care.

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.

An examination of the curvilinear relationship between person-job fit and innovative behavior: the moderating role of abusive supervision in South Korea.

Although literature suggests that a higher person-job fit leads to more innovative behavior, some recent studies have shown inconsistent results with the assumption of such a linear relationship between the two constructs. Considering these inconsistent findings, the present study aims to examine a curvilinear relationship between person-job fit and innovative behavior. Innovative behavior represents an individual's actions that come up with, realize, and apply novel ideas within the job environment, and person-job fit, which pertains to the value congruence between the job and individual, can be a critical predictor of innovative behavior. Drawing on the triphasic model of stress and the conservation of resources theory, this study hypothesizes that person-job fit has a non-linear relationship with innovative behavior, and that abusive supervision moderates this relationship. The regression analysis results of the 180 employee-supervisor dyadic data revealed that person-job fit and innovative behavior have a non-linear relationship. Furthermore, the non-linear relationship is (1) weakened (linearly positive) when abusive supervision is high and (2) strengthened when abusive supervision is low. By integrating multiple theoretical lenses, the present study offers a more sophisticated understanding of individual employees' psychological reactions to job fit discrepancies and their innovative outcomes in organizational settings. Theoretical and practical implications and directions for future research are also discussed.