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.

Radiation therapists' perceptions of participating in Professional Supervision - a pilot study.

INTRODUCTION: Professional Supervision (PS) is a common approach used to reduce the fallout from stress and burnout. It involves monthly face-to-face meetings between a supervisor and supervisee to address well-being and professional goals. This pilot study examines 12 radiation therapists (RTs) perceptions of participating in PS. METHODS: Conducted in the Christchurch Radiation Oncology Centre, this mixed-methods pilot study introduced PS in March 2022. In August 2023, 12 RTs completed a QUALTRICS online questionnaire consisting of 33 questions, including the Supervisor Working Alliance Inventory (SWAI). The SWAI assessed the alliance of supervision from a supervisee's perspective and comprised of 19 questions on a 7-point Likert scale and nine yes/no statements with optional comments. Five demographic questions were also included. RESULTS: All 12 RTs completed the questionnaire, with quantitative results indicating a positive alliance between supervisors and supervisees. RTs found PS to be a safe and comfortable space for reflective practice and support. Thematic analysis of qualitative data from additional comments revealed PS enabled RTs to reflect on career achievements, appreciate highlights of being an RT and consider future career paths within the profession. CONCLUSIONS: Radiation therapists responded positively to PS, suggesting its potential in managing workplace stressors, promoting career advancement and providing dedicated time for reflection, support and guidance. RTs endorsed the efficacy of PS in enhancing their practice and advocated for its widespread adoption among RTs.

[Job satisfaction and violence in the clinical relationship in Physical Therapists in Spain]. / Satisfacción laboral y violencia en la relación clínica en Fisioterapia en España.

OBJECTIVE: To assess the job satisfaction (JS) of physiotherapists in Spain and their relationship with occupational violence, as with other socio-demographic, health, and occupational factors. DESIGN: A cross-sectional study was conducted. Setting Primary, community, and hospital attention level at public and private care in Spain. PARTICIPANTS: Physiotherapists in Spain who have been working for at least 3months during the last year, and with complete answer to the required variables (n=2,590). MAIN MEASUREMENTS: Information was collected through a questionnaire distributed online. A descriptive quantitative analysis and 3 logistic regression models were performed. In the first model, sociodemographic and violence variables were included as independent variables, in the second, health-related variables, and in the third, occupational variables. RESULTS: The average JS of physiotherapists is 7.26 points, being 8 or more in 46.8% of the cases, with a higher percentage in men". Referring not having suffered psychological violence was related to a higher probability of having JS, even controlling for the rest of the variables studied (OR1=0.485; OR2=0.611; OR3=0.697, respectively for each model). Variables related to health (state of health, symptoms, consumption of tobacco/alcohol/other substances) and to the work environment (working day, work area, autonomy, relationship with superiors/colleagues) were statistically significantly related to JS. CONCLUSIONS: Almost 47% of the respondents had very high JS values. Certain areas of work as well as positive health factors have been linked to very high JS. Psychological violence is the form of violence that, independently of the other factors analysed, leads to lower JS.

Laryngology Postgraduate Workforce Trends and Job Satisfaction: A Survey of US Academic and Nonacademic Laryngologists.

OBJECTIVE: To determine postgraduate job selection, percentage of career movement, factors influencing these decisions, and job satisfaction of laryngologists within academic and nonacademic fields. STUDY DESIGN: Cross-sectional survey. SETTING: Nonacademic and academic laryngology practices across the United States. METHODS: A 21-question survey including the Job Satisfaction Questionnaire (JS-Q) was electronically administered between October and December 2023. Student's t test and logistic regression analysis were used for statistical analysis. RESULTS: There were 134 (49.26%) complete responses, including 99 (64 males, 34 females, 1 undisclosed) laryngologists in the academic cohort and 35 (25 males, 9 females, 1 undisclosed) in the nonacademic cohort. No association was found between year of initial employment and probability of choosing an academic job (coefficient of variation = 0.02, odds ratio = 1.02, P = .56). A higher percentage of physicians transfer from nonacademics to academics (22.86%) than vice versa (5.05%, P = .002). Factors including lifestyle, pay, leadership, and research support influence career movement and satisfaction. There was higher job satisfaction in the nonacademic group in all domains of JS-Q except for Training and Development (3.81 vs 3.84, P = .81). CONCLUSION: Over time, the rate of laryngologists pursuing nonacademic versus academic positions has been stable, despite the increasing number of laryngologists. Career satisfaction is high in both academic and nonacademic laryngologists, although higher in nonacademic. Despite this, a higher percentage of physicians transfer from nonacademic to academic positions than the converse. Factors including lifestyle, pay, lack of leadership support, and research support influence career movement and satisfaction.

BC cancer radiation therapists' perspective on the impact of COVID-19 precautions in clinical practice.

INTRODUCTION: There were many policy and procedure (P&P) changes implemented in health care facilities to combat the spread of the coronavirus disease 2019 (COVID-19). Common changes included an increase in personal protective equipment usage, room occupancy limits, limitations in visitors/family members and the absence of volunteers. This study evaluated the current views and opinions of Radiation Therapists (RTs) in British Columbia relating to how COVID-19 P&P changes have impacted their clinical practice. The goal was to identify gaps in the areas of RT practice, allow for self-reflection among RTs and potentially guide future P&Ps with patient-centred care at the forefront. METHODS: A 24-item cross-sectional questionnaire was created and sent via e-mail to all RTs working across the province. Key sections explored in the questionnaire were: 1) patient care delivery, 2) staff-work environment, and 3) work satisfaction. Descriptive analysis was performed on the questionnaire responses. RESULTS: Of the approximate 300 invited participants, 107 responses were received from all areas of Radiation Therapy (Treatment units, CT simulation, Dosimetry, etc.) and from all cancer centres in the province. RT staff indicated that COVID-19 P&P negatively impacted patient care, including the ability to verbally and non-verbally communicate with patients (82 %), assess for side effects (85 %), and build rapport (62 %). A majority (79 %) of RT staff felt that communication with co-workers had been negatively impacted as well. When queried regarding the impact on staff environment, 51 % of RT staff agreed that the absence of volunteers increased their workload and the responses were polarized (46 % disagree, 35 % agree) when asked if RT staff have enough time for cleaning their clinical areas with new COVID-19 P&Ps in place. 78 % of RTs were aware of where to go with COVID-19 safety concerns and thought they received adequate education concerning COVID P&Ps. When asked to rank the factors that most impacted RT practice, RTs identified increased PPE usage (83 %), absence of volunteers (74 %), and room occupancy limits (70 %) as the leading P&P changes that negatively impacted their practice; while plexiglass barriers (39 %), re-arranged workspaces (37 %) and working remotely (12 %) were the least negatively impactful. CONCLUSION: The majority of RTs across BC Cancer responding to the questionnaire indicated that their ability to provide patient care and their staff-work environment were negatively impacted by implemented COVID-19 P&Ps. Views regarding COVID-19 P&P training/education was positive, yet there was no consensus regarding whether the changes were implemented smoothly. This study can facilitate reflection among both clinical leadership and RTs on how P&Ps can be implemented in the future and can encourage further retrospective analyses in aiding the development of P&Ps regarding future public health outbreaks.

Cultivating a Culture of Gratitude and Recognition Among Nurses and Staff on a Blood and Marrow Transplantation Unit.

OBJECTIVES: To measure baseline work gratitude among nurses and staff on a blood and marrow transplantation unit; to evaluate the impact of a positive workplace recognition intervention on work gratitude, sense of belonging and community, and job satisfaction; and to explore the relationships among these variables and job satisfaction. SAMPLE & SETTING: In total, 40 survey responses (preintervention =24, postintervention = 16) were collected from nurses and staff on a blood and marrow transplantation unit at a large academic hospital. METHODS & VARIABLES: A pre- and postintervention survey included a demographic questionnaire and the Work Gratitude Scale. Public-facing digital signage was installed and used to project positive recognition, including expressions of gratitude from patients and staff. RESULTS: Those with higher job satisfaction and a stronger sense of belonging and community reported higher work gratitude scores. There were no significant changes in job satisfaction, sense of belonging and community, and work gratitude scores. IMPLICATIONS FOR NURSING: Creating a positive work environment through gratitude and positive recognition could increase job satisfaction and sense of belonging and community among nurses and staff.

Enhancing Job Satisfaction for Oncology Staff: Research Versus Inquisitive Conversations.

The burden of cancer is increasing, and this is putting incredible strain on the healthcare system, specifically on frontline oncology health care providers. This is well documented in the published literature, and the situation has been exacerbated following the COVID-19 pandemic. There is ample evidence about the concerns of healthcare staff as to what changes are needed to improve their work lives and make them more efficient and effective at their jobs. There can always be more research done in this area, but, more importantly, there is an urgent need to start taking concrete steps and appropriate action to improve the situation so cancer patients can get the best available care possible.

Promoting End-of-Life Care and Healthcare Worker Well-Being: Implementing the 3 Wishes Project in an Oncology Intensive Care Unit.

This scholarly project implemented the 3 Wishes Project (3WP), which aims to fulfill the final wishes of dying critically ill patients, in a 16-bed tertiary intensive care unit (ICU). The project assessed outcomes through sur.

The joy of surgery: how gender influences surgeons' experiences.

INTRODUCTION: Burnout in medicine is an epidemic, and surgeons are not immune. Studies often focus on negative factors leading to burnout, with less emphasis on optimizing joy. The purpose of this study, conducted by the SAGES Reimagining the Practice of Surgery Task Force, was to explore how gender may influence surgeon well-being to better inform organizational change. METHODS: The study team developed a survey with the domains: facilitators of joy, support for best work, time for work tasks, barriers to joy, and what they would do with more time. The survey was emailed to 5777 addresses on the SAGES distribution list. Results were analyzed by calculating summary statistics. RESULTS: 223 surgeons completed the survey; 62.3% identified as men, 32.3% as women, and 5.4% did not indicate gender. Female compared to male respondents were younger (41.6 vs 52.5 years) and had practiced for fewer years (8.4 vs 19.4 years). The three greatest differences in facilitators of joy were being a leader in the field, leading clinical teams, and teaching, with a > 10 percentage point difference between men/women rating these highly (score of ≥ 8). Women generally perceived less support from their institutions than men. The greatest gender difference was in support for teaching, with 52.8% of men rating this highly compared to 30.2% of women. Only 52% of women felt respected by coworkers most of the time compared to 68.3% of men. Most (96.0%) respondents (men 95.7% and women 98.6%) reported wanting more time with family and friends. CONCLUSION: This study demonstrates the complexity of the personal and professional factors that influence joy in surgery, highlight gender differences that impact joy and suggests opportunities for improved gender-based support. These results can inform potential organization-level changes and further research to better understand emerging differences in joy across gender identities.

The joy of surgery: how surgeons experience joy, time, and support.

BACKGROUND: Burnout is a crisis in medicine, and especially in surgery it has serious implications not only for physician well-being but also for patient outcomes. This study builds on previous SAGES Reimagining the Practice of Surgery Task Force work to better understand how organizations might intervene to increase the "joy in surgery." METHODS: This was a cross-sectional, descriptive study utilizing a REDCap survey with closed-ended questions for data collection across 5 domains: facilitators of joy, support for best work, time for work tasks, barriers to joy, and what they would do with more time. We calculated average scores and "percentage of respondents giving a high score" for each item. RESULTS: There were 307 individuals who started the survey; 223 completed it and were surgeons who met the inclusion criteria. The majority (85.7%) were trained in general surgery, regardless of sub-specialty. Surgeons found joy in operating and its technical skills, curing disease, patient relationships, and working with a good team. They reported usually having what they needed to deliver care. A majority felt valued and respected. Most were dissatisfied with reimbursement, perceiving it as unfair. The most commonly worked range of hours was 51-70 per week. They reported having little time for paperwork and documentation, and if they had more time, they would spend it with friends and family. CONCLUSION: Organizations should consider interventions to address the operative environment, provide appropriate staff support, and foster good teamwork. They can also consider interventions that alleviate time pressures and administrative burden while at the same time promoting sustainable workloads.

Effects of on-site Supportive Communication Training (On-site SCT) on doctor-patient communication in oncology: Study protocol of a randomized, controlled mixed-methods trial.

BACKGROUND: The quality of communication in oncology significantly impacts patients' health outcomes, as poor communication increases the risk of unnecessary treatment, inadequate pain relief, higher anxiety levels, and acute hospitalizations. Additionally, ineffective communication skills training (CST) is associated with stress, low job satisfaction, and burnout among doctors working in oncology. While acknowledging the importance of effective communication, the specific features of successful CST remain uncertain. Role-play and recorded consultations with direct feedback appear promising for CST but may be time-consuming and face challenges in transferring acquired skills to clinical contexts. Our aim is to bridge this gap by proposing a novel approach: On-site Supportive Communication Training (On-site SCT). The concept integrates knowledge from previous studies but represents the first randomized controlled trial employing actual doctor-patient interactions during CST. METHODS: This randomized multicenter trial is conducted at three departments of oncology in Denmark. Doctors are randomized 1:1 to the intervention and control groups. The intervention group involves participation in three full days of On-site SCT facilitated by a trained psychologist. On-site SCT focuses on imparting communication techniques, establishing a reflective learning environment, and offering emotional support with a compassionate mindset. The primary endpoint is the change in percentage of items rated "excellent" by the patients in the validated 15-item questionnaire Communication Assessment Tool. The secondary endpoints are changes in doctors' ratings of self-efficacy in health communication, burnout, and job satisfaction measured by validated questionnaires. Qualitative interviews will be conducted with the doctors after the intervention to evaluate its relevance, feasibility, and working mechanisms. Doctors have been actively recruited during summer/autumn 2023. Baseline questionnaires from patients have been collected. Recruitment of new patients for evaluation questionnaires is scheduled for Q1-Q2 2024. DISCUSSION: This trial aims to quantify On-site SCT efficacy. If it significantly impacts patients/doctors, it can be a scalable CST concept for clinical practice. Additionally, qualitative interviews will reveal doctors' insight into the most comprehensible curriculum parts. TRIAL REGISTRATION: April 2023 - ClinicalTrials.gov (NCT05842083). April 2023 - The Research Ethics Committee at the University of Southern Denmark (23/19397).

Síndrome de burnout en pandemia y satisfacción laboral en médicos serumistas de Ayacucho / Pandemic burnout and job satisfaction among doctors from Ayacucho engaged in the SERUMS program

RESUMEN Objetivo: Evaluar la asociación entre el síndrome de burnout (SB) y la satisfacción laboral (SL) en los médicos serumistas de Ayacucho en el contexto de la pandemia por la COVID-19. Materiales y métodos: Estudio observacional, transversal, que usó un modelo crudo y ajustado para evaluar la asociación entre el SB, valorado por medio del cuestionario Maslach Burnout Inventory (MBI), y la SL, por medio del cuestionario de satisfacción S20/23. Las asociaciones se presentaron como razón de prevalencia (RP) con sus respectivos intervalos de confianza al 95 % (IC al 95 %). Resultados: De los 70 médicos serumistas, se encontró que el 77,14 % tenía entre 18-33 años, el 52,86 % eran hombres, el 51,43 % tenía menos de un año de experiencia laboral y el 88,57 % laboró en un centro de salud del Ministerio de Salud (Minsa). La prevalencia del SB fue de 45,71 %. La prevalencia del SB con insatisfacción fue del 30 %; con satisfacción, 32,86 %, y los indiferentes, 37,14 %. En el análisis crudo encontramos significancia estadística entre el SB y la SL (RP = 13,5; IC del 95 %:3,08-59,24), y en el análisis ajustado por sexo, estado civil y tiempo de experiencia laboral, la asociación entre el SB y la SL permaneció estadísticamente significativa (RP = 14,15; IC del 95 %: 3,02-66,32). Conclusiones: El SB se asocia a la SL de manera negativa, encontrando uno de cada dos médicos con SB. Además, se sugiere que existe mayor probabilidad de insatisfacción laboral en el personal con SB. Ello da a entender que podría usarse como indicador en diferentes áreas de la gestión y ser un punto a evaluar en la toma de decisiones en las directivas de salud. La solución de estos problemas contribuiría a mejorar las condiciones laborales actuales y, por ende, el sistema de salud.

ABSTRACT Objective: To determine the association between psychosocial work factors and symptoms of anxiety or depression among healthcare personnel in the Intensive Care Unit (ICU) at Hospital Regional Eleazar Guzmán Barrón in Nuevo Chimbote. Materials and methods: An observational, cross-sectional study was conducted, using both crude and adjusted models, to determine the association between burnout syndrome (BS), evaluated through the Maslach Burnout Inventory (MBI), and job satisfaction (JS), assessed via the Job Satisfaction Questionnaire S20/23. The associations were expressed as prevalence ratios (PR) with their respective 95 % confidence intervals (95 % CI). Results: Out of the 70 doctors engaged in the SERUMS program, 77.14 % were aged between 18 and 33 years, 52.86 % were males, 51.43 % had less than one year work experience and 88.57 % worked at a health center of the Ministry of Health. The prevalence of BS was 45.71 %. The prevalence of JS was as follows: dissatisfaction 30 %, satisfaction 32.86 % and indifference 37.14 %. In the crude analysis, a statistically significant association between BS and JS was found (PR = 13.5; 95 % CI: 3.08 59.24) and in the analysis adjusted for sex, marital status and length of work experience, the association between BS and JS remained statistically significant (PR = 14.15; 95 % CI: 3.02 66.32). Conclusions: BS is negatively associated with JS, with one in two doctors experiencing BS. Moreover, there appears to be a higher likelihood of job dissatisfaction among personnel with BS. This suggests that BS could serve as an indicator in different management areas and be considered in health management decision-making. Solving these issues could contribute to improving current working conditions and, therefore, the healthcare system.

The health workforce conundrum for burn care in Uttar Pradesh, India: a qualitative exploration.

Delivering specialised care for major burns requires a multidisciplinary health workforce. While health systems 'hardware' issues, such as shortages of the healthcare workforce and training gaps in burn care are widely acknowledged, there is limited evidence around the systems 'software' aspects, such as interest, power dynamics, and relationships that impact the healthcare workforce performance. This study explored challenges faced by the health workforce in burn care to identify issues affecting their performance. Qualitative in-depth interviews were conducted with a purposively selected sample (n = 31, 18 women and 13 men) of various cadres of the burn care health workforce in Uttar Pradesh, India. Inductive coding and thematic analysis identified three major themes. First, the dynamics within the multidisciplinary team where complex relations, power and normative hierarchy hampered performance. Second, the dynamics between health workers and patients due to the clinical and emotional challenges of dealing with burn injuries and multitasking. Third, dynamics between specialised burn units and broader health systems are narrated in challenges due to inadequate first response and delayed referral from primary care facilities. These findings indicate that burn care health workers in India face multiple challenges that need systemic intervention with a multipronged human resource for health framework.

Job satisfaction, depression severity and quality of life ratings of perioperative nurses in robotic-assisted and laparoscopic surgery.

The rapid introduction of technological developments into healthcare systems adds another layer of complexity to the already demanding jobs of nurses, particularly for those working in perioperative care. In the present study, our primary aim is job satisfaction, whereas the secondary outcomes are psychological well-being and quality of life (QoL) ratings of perioperative nurses who take part in robotic-assisted and pure laparoscopic surgery. A total of 101 perioperative nurses in six different centers were included in the study. Fifty-one of the nurses were working in robotic-assisted laparoscopic surgery and 50 of them were working in pure laparoscopic surgery. All participants responded to Minnesota Job Satisfaction Questionnaire (MJSQ), Beck Depression Inventory (BDI) and SF-36 QoL Measurement Survey. The two groups did not differ in their total MJSQ, BDI and SF-36 QoL scores (pMJSQ:0.066, pBDI:0.329, pSF-36-QoL:0.136). In addition, there were no differences between the two groups in their intrinsic job satisfaction and extrinsic job satisfaction sub-scores (pintrinsic: 0.473, pextrinsic:0.121). Overall, 18.9% of the nurses reported having moderate to extreme depressive symptoms and most of them (87.1%) had low to moderate levels of job satisfaction. Finally, QoL ratings was generally at moderate levels. Perioperative nurses who work in robotic-assisted laparoscopic surgery do not differ from those working in pure laparoscopic surgery in terms of their job satisfaction, psychological well-being, and QoL ratings. In addition, across groups' psychological well-being, job satisfaction, and QoL ratings were not particularly high, suggesting that more attention needs to be paid to improving the work conditions of perioperative nurses.

Desempeño docente percibido por una población de estudiantes asociado al nivel de satisfacción autorreportada por los profesores de la Licenciatura de Cirujano Dentista de la Facultad de Estudios Superiores Zaragoza de la Universidad Nacional Autónoma de México / Teaching performance perceived by a population of students associated with the level of satisfaction self-reported by the professors of the Degree of Dental Surgeon of the Facultad de Estudios Superiores Zaragoza of the Universidad Nacional Autonoma de México / Desempenho docente percepcionado por uma população de estudantes associado ao nível de satisfação autoreportado pelos professores do curso de Cirurgião Dentista da Facultad de Estudios Superiores Zaragoza da Universidad Nacional Autónoma de México

RESUMEN Objetivo : Describir la asociación del desempeño docente percibido por una población de estudiantes y el nivel de satisfacción autorreportada por los profesores de la Licenciatura de Cirujano Dentista de la Facultad de Estudios Superiores Zaragoza de la Universidad Nacional Autónoma de México. Materiales y métodos: Estudio observacional, prolectivo, transversal, descriptivo, realizado en dos fases. En la primera se mostró la satisfacción laboral autorreportada por 123 académicos; en la segunda fase se encuestó a 120 estudiantes para que evaluaran a sus 6 docentes muy satisfechos, y a 140 para los 7 muy insatisfechos, para lo cual se les aplicó una encuesta adaptada del Departamento de Evaluación Docente de la facultad. Resultados : Al asociar el desempeño de los 6 docentes más satisfechos laboralmente con la percepción que de ellos tienen sus 120 estudiantes, los resultados muestran que el 2 % (n = 2) considera que los académicos tienen un mal desempeño vs. el 44 % (n = 53) que considera que tienen un desempeño excelente. En cuanto a los 7 docentes identificados como muy insatisfechos, desde la mirada de los estudiantes, el 10 % (n = 14) considera que el desempeño es malo; y para el 49 % (n = 68) es excelente. La satisfacción laboral autorreportada por los 13 académicos y el desempeño docente percibido por sus estudiantes no mostró diferencias estadísticamente significativas. Para los estudiantes, un docente tiene un excelente ejercicio de su actividad pese a su insatisfacción laboral, así como un mal desempeño aun cuando se autopercibe como muy satisfecho. Conclusiones : Los resultados de la investigación muestran que no hay una asociación entre el rendimiento docente y la satisfacción laboral según los estudiantes. La actitud de un profesor hacia los estudiantes no siempre coincide con su nivel de satisfacción laboral.

ABSTRACT Objective : To describe the association between the teaching performance perceived by a population of students and the level of satisfaction self-reported by the professors of the bachelor's degree program in Dental Surgery of the Facultad de Estudios Superiores Zaragoza of the Universidad Nacional Autónoma de México. Materials and methods : Observational, prolective, cross-sectional, descriptive study, conducted in two phases. The first phase showed the self-reported job satisfaction of 123 academics; in the second phase, 120 students were surveyed to evaluate their 6 very satisfied teachers and 140 for the 7 dissatisfied ones, for which a survey adapted from the Department of Teaching Evaluation of the faculty was applied. Results : When associating the performance of the 6 teachers most satisfied with their job with the perception that their 120 students have of them, the results show that 2 % (n = 2) consider that the academics have a poor performance vs. 44 % (n = 53) who consider that they have an excellent performance. As for the 7 teachers identified as very dissatisfied, from the students' point of view, 10 % (n = 14) consider the performance poor; and for 49 % (n = 68), it is excellent. The job satisfaction self-reported by the 13 academics and the teaching performance perceived by their students did not show statistically significant differences. For the students, a teacher has excellent performance despite job dissatisfaction and poor performance even when he or she perceives himself or herself as very satisfied. Conclusions : The research results show no association between teaching performance and job satisfaction according to students. A teacher's attitude towards students does not always coincide with his or her level of job satisfaction.

RESUMO Objetivo : Descrever a associação entre o desempenho docente percepcionado por uma população de estudantes e o nível de satisfação autoreportado pelos professores da Licenciatura em Cirurgia Dentária na Facultad de Estudios Superiores Zaragoza da Universidad Nacional Autónoma de México. Materiais e métodos : Estudo observacional, proletivo, transversal e descritivo realizado em duas fases. Na primeira fase, foi analisada a satisfação profissional autorreferida de 123 académicos; na segunda fase, 120 estudantes foram inquiridos para avaliar os seus 6 professores altamente satisfeitos e 140 para os 7 insatisfeitos, utilizando um inquérito adaptado do Departamento de Avaliação do Ensino da faculdade. Resultados : Ao associar o desempenho dos 6 professores mais satisfeitos com o seu trabalho à percepção que os seus 120 alunos têm deles, os resultados mostram que 2 % (n = 2) consideram que os académicos têm um mau desempenho contra 44 % (n = 53) que consideram que têm um excelente desempenho. Quanto aos 7 professores identificados como muito insatisfeitos, do ponto de vista dos estudantes, 10 % (n = 14) consideram que o seu desempenho é mau; e para 49 % (n = 68) é excelente. A satisfação profissional autorrelatada pelos 13 académicos e o desempenho docente percepcionado pelos seus estudantes não revelaram diferenças estatisticamente significativas. Para os estudantes, um professor tem um desempenho excelente apesar da sua insatisfação profissional e tem um desempenho fraco mesmo quando se considera muito satisfeito. Conclusões : Os resultados da investigação mostram que não existe uma associação entre o desempenho docente e a satisfação profissional, segundo os estudantes. A atitude de um professor em relação aos alunos nem sempre coincide com o seu nível de satisfação profissional.

Surgical trainee experiences from 2013 to 2023 within the United Kingdom as reported by the General Medical Council National Training Survey.

INTRODUCTION: The General Medical Council (GMC) issues annual surveys to all doctors within the United Kingdom (UK) in a formal postgraduate training scheme. This facilitates the monitoring of experiences for quality assurance purposes. Low job satisfaction has been associated with heightened levels of burnout and staff turnover, alongside deteriorating clinical care and productivity levels. METHODS: We gathered and extracted data from the publicly available online GMC reporting tool. Data ranged from 2013 to 2023 and spanned 12 postgraduate surgical training programmes across all 18 indicators available. In total, 198 individual metrics were recorded, in addition to burnout. We conducted trend analysis and yearly average mean scores for individual metrics, burnout and geographical differences for 141 individual training programmes within the 16 training regions. RESULTS: Of the 198 metrics analysed, 83 (42 â€‹%) were found to have statistically significant negative trends (P â€‹< â€‹0.05), in comparison to 24 (12 â€‹%) with positive trends. 5 specialities had over 50 â€‹% of metrics showing a significant negative trend. Overall satisfaction was negative in all 12 programmes, with eight reaching significance (P â€‹< â€‹0.05). Of 141 individual training programmes, 29 â€‹% showed a significantly negative trend in overall satisfaction, with 1 â€‹% demonstrating a significant positive trend (P â€‹< â€‹0.05). CONCLUSION: Our study is the first to explore long-term trends in trainee reported surgical training experiences within the UK. Our data have revealed widespread worsening trainee reported experiences and dissatisfaction across multiple specialities and geographical regions, especially in key areas of overall satisfaction, self-development, and clinical supervision.

Predictors of musculoskeletal disorders and job satisfaction among office workers of an oil company: A cross-sectional study in Iran.

BACKGROUND: Musculoskeletal disorders are among the significant causes of disabilities and occupational injuries all over the world and can reduce the quality of life and job satisfaction. These disorders prevail among the office workers of the Iranian Oil Company, though research on the involved factors is limited. OBJECTIVE: The present study investigated the incidence and risk factors of musculoskeletal disorders and their association with job satisfaction among the office workers of the Iranian Oil Company. METHODS: The present research was a cross-sectional descriptive-analytical study on 210 male office workers of the Iranian Oil Company. The prevalence of musculoskeletal disorders and the rate of job satisfaction were measured by Nordic Musculoskeletal and Minnesota job Satisfaction Questionnaires, respectively. The relationship between the variables was analyzed by the SPSS 28 software. RESULTS: The most prevalent musculoskeletal disorders among office workers in the past 12 months were associated with the neck, waist, and knee organs, with 45.70, 41, and 38.10 percentages. Smoking, second jobs, and physical injury histories were identified as three risk factors connected to musculoskeletal disorders (p < 0.05). Forty-one percent of the participants were moderately satisfied with their jobs, and this number was significantly related to musculoskeletal disorders in the shoulders, elbows, back, waist, and knees (p < 0.05). CONCLUSION: The results of this study indicate that second jobs, smoking, and physical injury histories are three risk factors for musculoskeletal disorders among office workers of the Iranian Oil Company. Thus, it is imperative to identify at-risk office workers and train and encourage them to take preventive actions and employ ergonomic job equipment.

Job satisfaction and practice characteristics of shoulder and elbow surgeons: a survey of American Shoulder and Elbow Surgeons society members.

BACKGROUND: The purpose of this study is to assess the current trends in fellowship training, career satisfaction, practice characteristics, and surgical case volume among shoulder and elbow surgeons. METHODS: A web-based, anonymous 25-item survey was sent to the membership of the American Shoulder and Elbow Surgeons (ASES) in October of 2022. Questions posed included respondent demographics, fellowship training, career satisfaction, practice characteristics, and surgical case characteristics. Descriptive statistics were performed to report demographic information, assess job and training satisfaction rates, and evaluate practice characteristics. Chi-squared and independent samples t-tests were performed to analyze satisfaction rates, job applications, and surgical case volume with regard to years in practice and practice setting. RESULTS: Twenty percent (243/1248) of ASES members satisfactorily completed the survey. Of the 243 ASES member respondents, 97% (236/243) stated that they would pursue their fellowship training again. Ninety-eight percent (239/243) of respondents were satisfied with their specialty choice. One-hundred percent (242/243) were satisfied with their training in shoulder. Seventy-two percent (176/243) were satisfied with their training in elbow. Seventy-four percent (179/243) were satisfied with their job availability and 85% (207/243) were satisfied with their job location. The mean total number of orthopedic surgical cases per year was 393 ± 171. The mean total number of shoulder cases per year was 253 ± 149. The mean total number of elbow cases per year was 41 ± 41. Physicians who have been in practice for 11 years or more were comparatively more satisfied (90% vs. 80%) with their job location (P value = .008) and job availability (81% vs. 64%, P value < .001). Additionally, senior surgeons completed more orthopedic (431 vs. 347, P value < .001) and shoulder (279 vs. 220, P value = .002) cases annually than surgeons earlier in their careers. Satisfaction rates, job applications, and surgical case volume did not associate with practice setting. CONCLUSIONS: The majority of ASES member shoulder and elbow surgeons are satisfied with their training, their case volume and complexity, and their specialty choice. Fewer surgeons are satisfied with their elbow training and overall elbow case volume remains low among shoulder and elbow surgeons. Shoulder and elbow surgeons earlier in their careers perform fewer surgical cases, are less satisfied with their job availability and location, and completed more job applications for their first job after fellowship when compared to more senior surgeons.

Team climate and job satisfaction in a mobile emergency service: a multilevel study / Clima en equipo y satisfacción laboral en un servicio de atención móvil de urgencia: estudio multinivel / Clima em equipe e satisfação no trabalho em um serviço de atendimento móvel de urgência: estudo multinível

Objective: to investigate the relationship between team climate and job satisfaction among professionals working in mobile pre-hospital care. Method: this is a quantitative, correlational study carried out in a mobile pre-hospital care service in the São Paulo Metropolitan Region. The participants were 95 professionals, allocated to 40 teams, who answered three questionnaires: sociodemographic/labor data, Team Climate Scale and S20/23 Job Satisfaction Scale. Descriptive statistics and multilevel linear models were used for the analysis, including moderation effects. The Backward method was used to ascertain the order of significance. Results: in the models, the relationships between satisfaction with hierarchical relationships and the factor "support for new ideas" moderated for men and "task orientation" for women were significant. For satisfaction with the physical environment, "working hours" and "participation in the team" were significant and, for intrinsic satisfaction, the regime, working hours and the factors "team objectives", "participation in the team" and "support for new ideas" remained significant, as did the moderation effect between length of service, "participation in the team" and "support for new ideas". Conclusion: team climate is influenced by job satisfaction in a heterogeneous way and the moderating effect of this relationship is associated with gender and length of service.

Objetivo: examinar la relación entre el clima en equipo y la satisfacción laboral de los profesionales que trabajan en servicios de atención prehospitalaria móvil. Método: estudio cuantitativo y correlacional realizado en un servicio de atención prehospitalaria móvil en la Región Metropolitana de São Paulo. Participaron 95 profesionales, distribuidos en 40 equipos, que respondieron a tres cuestionarios: datos sociodemográficos/laborales, Escalas de Clima en Equipo y de Satisfacción Laboral S20/23. Para el análisis, se utilizaron estadísticas descriptivas y modelos lineales multiniveles, incluyendo efectos de moderación. Se empleó el método Backward para determinar el orden de significancia. Resultados: en los modelos, fueron significativas las relaciones entre la satisfacción con las relaciones jerárquicas y el factor "apoyo para nuevas ideas" moderado por el género masculino y "orientación hacia las tareas" en mujeres. Para la satisfacción con el ambiente físico, fueron significativos "jornada laboral" y "participación en el equipo", y para la satisfacción intrínseca, se mantuvieron significativos el régimen, la jornada y los factores "objetivos del equipo", "participación en el equipo" y "apoyo para ideas nuevas", y el efecto de moderación entre el tiempo de actuación, "participación en el equipo" y "apoyo para ideas nuevas". Conclusión: el clima en equipo es influenciado por la satisfacción laboral de manera heterogénea y el efecto moderador de esta relación se asocia con el género y el tiempo de actuación en el servicio.

Objetivo: examinar a relação entre clima em equipe e satisfação no trabalho de profissionais atuantes em atendimento pré-hospitalar móvel. Método: estudo quantitativo, correlacional, realizado em um serviço de atendimento pré-hospitalar móvel da Região Metropolitana de São Paulo. Participaram 95 profissionais, alocados em 40 equipes, os quais responderam a três questionários: dados sociodemográficos/laborais, Escalas de Clima na Equipe e de Satisfação no Trabalho S20/23. Para a análise, foram usados a estatística descritiva e os modelos lineares multiníveis, incluindo efeitos de moderação. Empregou-se o método Backward para averiguar a ordem de significância. Resultados: nos modelos, foram significantes as relações entre satisfação com relações hierárquicas e fator "apoio para novas ideias" moderado ao gênero homem e "orientação para as tarefas" às mulheres. Para satisfação com ambiente físico, foram significantes "jornada de trabalho" e "participação na equipe" e, para satisfação intrínseca, permaneceram significantes o regime, a jornada e os fatores "objetivos da equipe", "participação na equipe" e "apoio para ideias novas", e efeito de moderação entre tempo de atuação, "participação na equipe" e "apoio para ideias novas". Conclusão: clima em equipe é influenciado pela satisfação no trabalho de modo heterogêneo e o efeito moderador dessa relação associa-se ao gênero e ao tempo de atuação no serviço.

Escala de Satisfação no Trabalho: Comparação entre Três Modelos Estruturais / Escala de Satisfacción Laboral: Comparación entre Tres Modelos Estructurales / Scale of Job Satisfaction: Comparison among Three Structural Models

Resumo A estrutura original da Escala de Satisfação no Trabalho (EST) é constituída por cinco fatores de primeira ordem (Modelo 1), correspondendo ao nível específico do construto satisfação no trabalho (ST). Contudo, estudos sugeriram duas outras estruturas, com um ou dois fatores de segunda ordem, respectivamente, nível geral (Modelo 3) e nível intermediário (Modelo 2). Este estudo testou esses três modelos estruturais para a EST, a fim de verificar qual deles apresentaria melhor ajuste. Foram analisados os dados de 200 trabalhadores que responderam à versão reduzida da EST, por meio de análise fatorial confirmatória e teste da diferença do qui-quadrado. Nos resultados, encontrou-se bom ajuste para os três modelos. Entretanto, o melhor ajuste foi para o Modelo 2, seguido dos Modelos 1 e 3. Concluiu-se que a EST pode ser utilizada para mensuração dos três níveis do constructo ST.

Abstract The original structure of the Scale of Job Satisfaction (SJS) consists of five first-order factors (Model 1), corresponding to the specific level of the job satisfaction (JS) construct. However, studies suggested two other structures, each with one or two second-order factors, representing the overall level (Model 3) and the intermediate level (Model 2) respectively. This study aimed to test these three structural models for the SJS to determine which one provided the best fit. Data from 200 workers who completed the short version of the SJS were analyzed using confirmatory factor analysis and a chi-squared difference test. The results indicated a good fit for all three models. However, Model 2 showed the best fit, followed by Models 1 and 3. It was concluded that the SJS can be used to measure the three levels of the JS construct.

Resumen La estructura original de la Escala de Satisfacción Laboral (ESL) consta de cinco factores de primer orden (Modelo 1), los cuales corresponden al nivel específico del constructo satisfacción laboral (SL). Sin embargo, estudios han sugerido otras dos estructuras, con uno o dos factores de segundo orden, respectivamente correspondientes al nivel general (Modelo 3) y nivel intermedio (Modelo 2). Este estudio probó estos tres modelos estructurales para la ESL, con el fin de verificar cuál presentaría el mejor ajuste. Se analizaron los datos de 200 trabajadores que respondieron a la versión reducida de la ESL, mediante un análisis factorial confirmatorio y la prueba de diferencia de chi-cuadrado. En los resultados, se encontró un buen ajuste para los tres modelos. No obstante, se observó que el Modelo 2 mostró el mejor ajuste, seguido por los Modelos 1 y 3. Se concluyó que la ESL se puede utilizar para medir los tres niveles del constructo SL.