Work-life balance mediating stress and quality of life in academics during COVID-19 in Malaysia.

Background: Following the implementation of the Movement Control Order (MCO) during the coronavirus disease 2019 (COVID-19) pandemic, academicians from the universities in Malaysia needed to ensure that the quality-of-service delivery to the stakeholders is undisturbed by adopting new challenging norms. This compromises the work-life balance (WLB), causes more stress and potentially affects their quality of life (QoL). Aim: This study investigates how perceived stress (PS) impacts the QoL of Malaysian academicians during the COVID-19 pandemic, focusing on the mediating role of WLB. Setting: Academics working in Malaysia during COVID-19 pandemic. Methods: A cross-sectional study, using a voluntary response sampling method, was conducted among 417 academicians from universities in Malaysia in September 2021. A self-reported online questionnaire, measuring PS, WLB and QoL, was distributed. Results: The QoL scored a mean of 50 (standard deviation [s.d.] = 9.84), PS scored a mean of 24.26 (s.d. = 8.19) and WLB had a mean score of 51.12 (s.d. = 18.73). Work-life balance was a significant mediator of PS and QoL (ß = -0.43, 95% confidence interval [CI] = -0.52 to -0.35, p = 0.0001). Perceived stress was a significant predictor of WLB (ß = 1.62, p = 0.0001). Conclusion: Institutions should consider implementing flexible working arrangements, and providing workshops on crisis management, time management, and resilience. Stress coping methods are recommended for enhancing WLB among academicians. Contribution: This study contributes to the pool of evidence to support intervention strategies and policy recommendations aimed to enhance well-being.

Ethical Implications of Mentor Influence on Career Choices in Dermatology.

Mentorship is a critical aspect of personal and professional development throughout anyone's life. Unlike many other fields, a medical career is a long multistep process that can begin in high school and continue throughout a physician's career. When considering competitive specialties such as dermatology, mentors are increasingly crucial in helping students successfully match to programs of their choice, but the variability and extent of mentorship can raise ethical concerns. We discuss the evolution of mentorship in dermatology and the potential ethical issues involved. We propose possible solutions to the ethical conflict between mentor and mentee.

Is Access to Leadership Roles Contributing to the Gender Pay Gap in the Pharmaceutical Sciences?

Gender disparity in the pharmaceutical sciences contributes to the overall gender pay gap. The gender pay inequity is worse at later career stages. Salary data for pharmaceutical scientists has been reviewed from both the American Association of Pharmaceutical Sciences (AAPS) Salary Survey and the American Association of Colleges of Pharmacy (AACP) Pharmacy Faculty Demographics and Salaries report. We share some potential causes of the pay inequity, including implicit bias, pipeline issues, family responsibilities, and others. We suggest how organizations can put processes in place to help narrow the gender pay gap. Additionally, we share suggestions for how women must take a proactive role to ensure they reach their full potential and pay equity.

[Supporting career development of female physicians and researchers].

The proportion of female doctors among younger generations has increased in recent years, and support for reemployment after childbirth and childcare leave is important for maintaining stability of local healthcare. We conducted a questionnaire with doctors in the Department of Pediatrics at Ehime University School of Medicine and it's affiliated hospitals to identify issues in the career development of female doctors. Although many female physicians want to pursue career development by obtaining subspecialty qualifications and PhD degrees, a high percentage have not actually obtained them. This is not only due to interruptions in work caused by childbirth and childcare but also because they are busy with housework, childcare, and daily work, and lack sufficient information about career development. In this regard, it appears that beyond improving work-life balance, female doctors must always keep in mind their career design and future goals, as well as their social mission as a physician. For administrators of these departments, acceptance of diversity, providing adequate support for female physicians to return to work after maternity/childcare leave, and balancing childcare and work are important for expanding female doctors' opportunities and career development.

Insights and solutions for advancing and empowering women in oncology from the Gulf Cooperation Council Countries.

This report addresses a notable knowledge gap concerning the work experiences and challenges of female oncologists in the Gulf Cooperation Council (GCC). It aims to bridge this gap by providing an in-depth analysis of the various obstacles and disadvantages encountered in their professional environment. Furthermore, the article proposes targeted interventions to alleviate these challenges, thereby aiming to encourage the presence and active participation of women oncologists in the region. It also outlines the current progress and future outlook for female oncologists. We aim to have this report as a reference to further advance Women in Oncology in the GCC.

Less smartphone and more physical activity for a better work satisfaction, motivation, work-life balance, and mental health: An experimental intervention study.

Employees' work satisfaction and mental health are crucial for an organization's productivity. The current experimental study on employees (Ntotal = 278) from different professional sectors and workplaces in Germany investigated how to improve both by changes of daily non-work-related smartphone use time and physical activity time. For one week, the smartphone group (N = 73) reduced its daily smartphone use by one hour, the physical activity group (N = 69) increased its daily physical activity by 30 minutes, the combination group (N = 72) followed both interventions, the control group (N = 64) did not change its behavior. Online surveys assessed work-related and mental health-related variables at three measurement time points (baseline; post-intervention; two-week follow-up). The reduction of smartphone use time and the combination of both interventions increased work satisfaction, work motivation, work-life balance, and positive mental health significantly; experience of work overload and problematic smartphone use significantly decreased. All interventions decreased depressive symptoms and enhanced sense of control significantly. Following the present findings, a conscious and controlled reduction of non-work-related smartphone use time and its combination with more physical activity could improve employees' work satisfaction and mental health in the organizational context either as an addition to established training programs or as a separate time- and cost-efficient low threshold program.

Meaning of Work-life Balance for Workers With Disabilities.

Background: This article aims to show that work-life balance (WLB) for workers with disabilities can have important meanings that can affect turnover intention and exclusion from the labor market. Methods: Using the Korean Panel Survey of Employment for the Disabled (1st-8th), panel logit models were applied to analyze the effect of WLB on the voluntary turnover intention and behavior of workers with disabilities. WLB types were categorized into four groups (Work-Life Dissatisfaction Group, Only Work Dissatisfaction Group, Only Life Dissatisfaction Group, and Work-Life Balance Group) based on the integration of job satisfaction and life satisfaction. Results: Turnover intention was significantly higher in the work-life imbalance groups (Work-Life Dissatisfaction Group, Only Work Dissatisfaction Group), which is commonly associated with job dissatisfaction. The effect of WLB on turnover intention was 1.38 times higher in Only Work Dissatisfaction Group ( ß : 2.25, 99% confidence interval [CI]: 1.50, 2.31), characterized by dissatisfaction solely with their job, than in Work-Life Dissatisfaction Group ( ß : 1.90, 99% CI: 1.97, 2.53), which was experiencing dissatisfaction with both work and life. Only Work Dissatisfaction Group resulted in actual turnover, with females (ß: 0.73, 95% CI: 0.37, 1.09) more likely to exit the labor market and males (ß: 0.66, 99% CI: 0.41, 0.89) showing a higher tendency to change jobs. Conclusion: WLB policy should focus on job dissatisfaction, a key predictor of turnover intention that leads to actual turnover behavior. Furthermore, women workers with disabilities are a priority policy target group to prevent exclusion from labor.

Participatory leadership and supportive organisational culture Panacea for job satisfaction regulatory role of work-life balance.

This study examines the direct influence of participatory leadership (PL) and supportive organisational culture (SOC) on employee job satisfaction (JC). Additionally, the research delves into the mediating role of work-life balance in the relationship between PL, SOC, and job satisfaction. Data was collected using 450 questionnaires through random sampling from hotels managing food security in Saudi Arabia. These findings indicate a direct correlation between participatory leadership, supportive organisational culture, and job satisfaction. Furthermore, work-life balance was found to mediate the relationship between PL, SOC, and job satisfaction. Given the importance of a supportive organisational culture for robustness, this study suggests that hotels, particularly those managing food security in Saudi Arabia, should prioritise fostering a supportive culture. They should also encourage democratic leadership and formulate strategies to help employees achieve work-life balance (WLB), leading to enhanced job satisfaction.

Under pressure - Nursing staff's perspectives on working hours and recovery during the COVID-19 pandemic: A qualitative study.

Background: The COVID-19 pandemic contributed to increased pressure on healthcare systems. During periods when the demands exceed the capacity of healthcare organizations, adaptive strategies are used to meet these demands. During the COVID-19 pandemic, working hours for nursing staff were reorganized and extended. This has posed challenges for recovery, which may be a key factor for maintaining health and safety under such conditions. Objectives: The aim of the study was to bring insights into how nursing staff perceived their working hours and recovery during the COVID-19 pandemic, and if they experienced any changes in their sleep and well-being. Design: A qualitative descriptive design was chosen, as it is suitable for gaining insight into perceptions and experiences. Methods: Qualitative semi-structured interviews were conducted using an interview guide. The interviews were analyzed using thematic analysis. Sixteen registered nurses and six certified nursing assistants from four Swedish hospitals participated in the study. Results: The organization of working hours during the COVID-19 pandemic was considered suboptimal and resulted in more demanding working hours and poor recovery. Nursing staff experienced loss of control as they lost influence over working hours, working hours became more unpredictable and the boundaries between work and leisure became blurred. Nursing staff also experienced a decline in their health and well-being, including extreme fatigue, impaired sleep and physical/mental changes. Conclusion: The strategies used by healthcare organizations to meet increasing demands during the COVID-19 pandemic contributed to impaired recovery and well-being of nursing staff, which could generate negative feedback loops contributing to depletion of resources at the organizational level.

Discovering nurse mode: A phenomenological study of nursing student role micro-transitions.

AIM: To explore the experiences of undergraduate nursing students in navigating daily micro-transitions between nursing and non-nursing roles. BACKGROUND: Nursing students develop professional role identity through socialization, experience, and practice while simultaneously managing pre-existing personal roles. This dynamic creates a training ground for future sustainable practice. DESIGN: Qualitative, cross-sectional, interpretive phenomenological design with hermeneutics. METHODS: Seventeen undergraduate nursing students participated online in semi-structured, audiovisual-recorded interviews until data saturation was reached. RESULTS: Three main themes emerged: 1) Strategies for Getting In and Out of Nurse Mode, 2) Cultivating Mindful Nursing Practice, and 3) Nursing Student Socialization and Immersion. Findings indicated that nursing students noticed benefits in their personal and professional lives as they developed this skill. Findings also suggested that students need support from their educators to ensure they are not trapped in nurse mode while learning to navigate nurse role identity. CONCLUSIONS: Understanding and supporting nursing students in managing role micro-transitions are crucial. Findings indicated a functional need for nursing students to understand and apply knowledge and skills regarding a) when to initiate a role micro-transition and b) how to complete a micro-transition effectively between a nursing and non-nursing role. Educational strategies and support systems addressing this need may improve future nursing professionals' quality of life and clinical practice.

Challenges and aspirations of neurosurgery residents in Germany: Insights from a questionnaire-based survey.

OBJECTIVE: Neurosurgery residents in Germany face numerous challenges including receiving comprehensive surgical training with adequate learning opportunities, achieving balanced work life equilibrium, maintaining a positive work environment and navigating career prospects. The objectives of this study are to assess overall satisfaction with the training program, identify factors contributing to dissatisfaction, explore various dimensions of the training program, evaluate the psychological well-being of residents, and ascertain their preferences for future subspecialties. METHODS: A questionnaire-based survey was conducted anonymously among neurosurgery residents from various training hospitals, nationwide. The survey utilized a quantitative questionnaire as data collection tool. The data collection took place from June 2021 to January 2023. RESULTS: The survey encompassed 120 neurosurgery residents, with a gender distribution of 55 % male and 45 % female. The respondents were primarily from university hospitals (53 %), followed by community hospitals (38 %) and private hospitals (9 %). In terms of training program satisfaction, 37 % reported moderate satisfaction, 39 % indicated below-moderate satisfaction, and 28 % experienced above-moderate satisfaction. The predominant causes of dissatisfaction identified were insufficient surgical exposure (reported by 39 % of respondents), suboptimal educational content (38 %), and inadequate research opportunities (32 %). Additionally, 24 % of respondents highlighted psychological stress, and 36 % reported frequent experiences of burnout. A majority (63 %) indicated a workload of 60-80 h weekly. About half of the residents indicated a future specialization interest in neurosurgical oncology. CONCLUSION: The results of the survey findings provide valuable insights into the challenges and aspirations of neurosurgery trainees in Germany. These results serve as a basis for improving the training system, enhancing the working environment, and guiding future planning in this field. To optimize the training of residents, it is important to address issues such as limited surgical and research opportunities and psychological well-being. The expressed interest in subspecializing offers guidance for shaping the training program's future direction.

An Interpretative Phenomenological Analysis That Seeks to Describe and Understand the Personal Experience of Burnout in General Practitioners.

Minimal research has explored the personal experience of burnout in doctors from any medical speciality. Consequently, we aimed to provide a relatable description and understanding of this globally recognised problem. We employed an interpretative phenomenological analysis (IPA) of face-to-face interviews with seven general practitioners (GPs) in Northern Ireland, having selected interviewees best able to speak about burnout. We sought to understand how these GPs understood their burnout experiences. Our participants' continuous work involved more than their busy weekdays and also working on supposedly off evenings and weekends. In addition, draining intrusive thoughts of work filled most, if not all, of their other waking moments. There was no respite. Work was 'always there.' Being constantly busy, they had no time to think or attend to patients as doctors. Instead, participants were going through the motions like GP automatons. Their effectiveness, efficiency, and caring were failing, while their interactions with patients had changed as they tried to conserve their now-drained energy and empathy. There was no time left for their families or themselves. They now "existed" to continuously work rather than "living" their previous, more balanced lives that at one time included enjoying being a doctor. Worryingly, participants were struggling, isolated, and vulnerable, yet unwilling to speak to someone they trusted. We intend our burnout narrative to promote discussion between medical colleagues and assist in its recognition by GPs and other doctors. Our findings warn against working excessively, prioritising work ahead of family and oneself, and self-isolation rather than seeking necessary support.

Work-life balance: A landscape mapping of two decades of scholarly research.

Work-life balance has gained increasing popularity among scholars and practitioners since the beginning of the century. Despite significant attempts to consolidate this burgeoning field, the scholarly knowledge on work-life balance research remains fragmented and detached due to extant number of publications in the area and the mostly subjective approaches used to encapsulate the literature. As such, the current study presents an objective overview of work-life balance research between 2000 and 2020. Using bibliometric techniques, the authors examined 1190 articles indexed in Scopus database to identify the conceptual structure and current dynamics in the field. During the critical period between the reconceptualization of word-life balance and the emergence of COVID-19 pandemic, the findings reveal that the field was growing exponentially as a multidisciplinary research area. Most of the scholarly work originated in the US, UK, and Australia with a "locally-centralized-globally-discrete" collaboration pattern among scholars. The most relevant and developed research themes included, in addition to work-life balance, topics related to gender and family life. Furthermore, new emerging research directions had evolved beyond the traditional constructs including job security, flexible working hours, individual productivity, and work-life conflicts. The study contributes to the current knowledge on work-life balance by providing critical insights into the evolution of the field and offers potential avenues for scholars who are interested in this critical research domain and the changes it has experienced post pandemic.

Finding the optimal balance: father-athlete challenges facing elite Nordic skiers.

Background: In the last decade, a growing body of research has focused on the many aspects and challenges of combining parenthood with elite sport. Although the number of father-athletes is significantly higher than the number of mother-athletes, few studies to date have focused on male athletes' experiences in a parenting context. Aim: The aims of the present study were to explore how father-athlete challenges manifest among elite Nordic skiers in Norway, and to better understand how male athletes balance their priorities as they initiate, maintain, and/or discontinue their athletic career as a father-athlete. Methods: Qualitative data were collected through semi-structured interviews with 10 world-class male Nordic skiers in Norway (3 athletes without a child, 4 current father-athletes and 3 former father-athletes) and the content was analyzed using thematic analysis. Results: Four main stages were identified in the father-athlete transition: (a) Expecting incompatibility (b) Taking the step, (c), The first blow, and (d) Finding the optimal balance. Through these stages the informants expected/had experienced challenges such as performance decline, disturbed sleeping patterns, fear of sickness and role conflicts. To manage these challenges, the father-athletes had developed various strategies to balance their dual roles (e.g., adapting training and competition seasons). Among the benefits, the father-athletes mentioned that they had become more structured, time efficient and ruthless with their priorities, enhanced motivation to train and a better work-life balance. Conclusion: This study offers valuable insights into father-athlete challenges that can be used to support career longevity and work-life balance among male athletes.

[Exploration of professional and working conditions among community pharmacists in Gipuzkoa]. / Exploración sobre la situación profesional y laboral de los farmacéuticos comunitarios de Gipuzkoa.

The purpose of this study is to explore the professional and working conditions of community pharmacists in the province of Gipuzkoa.The methodology employed involved: 1) A discussion with owner pharmacists and associate pharmacists, 2) A survey on satisfaction and work-life balance of pharmacists working in community pharmacies, and 3) Analysis of the reasons for cancelling membership of the association of pharmacists in the last 3 years. Data were analysed qualitatively and quantitatively.There was evidence of a range of issues including difficulty in recruiting associate pharmacists, unfavourable work-life balance, low job satisfaction and lack of professional development, poor business hours and other working conditions. Owner pharmacists reported a higher level of job satisfaction and work-life balance than associate pharmacists (p<0.001). However, both groups had a poor work-life balance. The issue of work-life balance is seen as being better in pharmacies with continuous business hours, as opposed to those with split (morning/afternoon) hours. Seventy percent (n=67) of pharmacists who cancelled their membership of the association over the last three years moved to another professional domain, particularly education and industry.In-depth deliberation is required into the professional and working situation of pharmacists working in community pharmacies, with a view to positing global strategies to improve job satisfaction and work-life balance.

Work-Life Conflict, Burnout, and Associated Factors Among Hydroelectric Power Plant Employees: A Cross-Sectional Study in Turkey.

INTRODUCTION: Power plants are associated with numerous occupational health and safety risk factors, with psychosocial risks being particularly significant. This study examines work-life conflict and burnout among power plant employees and discusses the factors associated with these issues. MATERIALS AND METHODS: This cross-sectional study focused on employees at three hydroelectric power plants in Turkey. The inclusion criteria included employees with at least one year of tenure. Using cluster sampling, three plants were selected in Adana, Ankara, and Samsun. The sample size was determined to be 262, and 201 employees participated, yielding a 76.7% response rate. Data were collected via face-to-face interviews using a structured questionnaire, which encompasses the sub-dimensions of a valid and reliable scale: The Work-Life Conflict and Burnout sub-dimensions of the Copenhagen Psychosocial Questionnaire-III (COPSOQ-III) were used to measure the dependent variables. The independent variables included age, education level, total and weekly working hours, perceived health status, and department. The dependent variables were work-life conflict and burnout. Ethical approval was obtained from the Gazi University Ethics Committee. Statistical analysis compared the Pearson chi-square test, Fisher's exact test, and Yates correction with a significance threshold of p < 0.05. RESULTS: The mean age was 40.83 years, with an average tenure of 11.54 years and a weekly work time of 43.51 hours. Most participants (94.5%) were male; technical unit workers comprised 71.6%. Health issues included smoking (39.8%) and chronic diseases (19.9%). Concerns about the working environment include insufficient knowledge about safety (25.4%) and lack of knowledge about risk assessments (32.3%). Many workers reported lacking personal protective equipment (11.4%) and rest areas (15.4%). Negative health impacts from work were noted by 31.8%. In addition, 51.2% believed that noise levels were outside the acceptable range. Two-thirds of employees reported inadequate measures against physical risks in the workplace. Many participants experienced work-life conflict (13.9%) and burnout (14.5%). High work-life conflict was significantly associated with younger age groups, less tenure, and negative perceived health status. Burnout was significantly related to the duration of employment, weekly working hours, and perceived health status. CONCLUSION: The study highlights the seriousness of burnout and work-life conflict among hydropower plant workers, emphasizing the need for administrative and organizational interventions to alleviate these issues. Regular occupational health and safety training, involvement in risk assessments, fair workload distribution, supportive work environments, and counseling services are recommended to reduce burnout and improve work-life balance.

Dual career in sport and non-sport work: Exploring experiences of North American professional female ice hockey players.

Grounded in role strain theory, this study explored the dual career experiences of North American female ice hockey players who were also involved in full-time non-sporting work, focusing on factors that produced and reduced their role strain. We interviewed ten professional ice hockey players who held full-time non-sport jobs at the time of their interview. Our reflexive thematic analysis revealed that the multitude of factors leading to role strain among professional female working-athletes were notably significant, spanning societal expectations and environmental complexities. The imposition of the superwoman persona, demanding excellence in both hockey and work roles, combined with inconsistent expectations from professional and athletic supervisors intensified stress and undermined well-being. The study's findings emphasize the need for robust support systems and adaptive strategies, such as effective communication, careful planning, and proactive self-care, which can mitigate these pressures. Furthermore, the athletes' narratives revealed a pressing call for empathy and flexibility from coaches, employers, and the broader sports community, suggesting that improvements in these areas could enhance the professional and personal experiences of these working-athletes. The findings provide valuable insights into the challenges faced by dual career female athletes, as well as current strategies aimed at supporting and enhancing their experiences. Furthermore, these results deepen our understanding of how professional female athletes in North America can achieve greater well-being by addressing the factors that produce and reduce role strain factors.

Challenges in Medicine, Magnified by the Pandemic: A Dual Battle for Female Physicians.

INTRODUCTION:  We aimed to understand how the pandemic impacted work hours and employment status of female physicians.  Methods: An anonymous survey of female physicians was distributed through social media and email lists from 12/2021 to 2/2022. Primary outcomes were changes in physicians' work schedules and employment status. Analyses included descriptive statistics of closed-ended items and qualitative content analysis of open-ended responses. RESULTS:  We restricted our analysis to four specialties: obstetrics and gynecology, internal medicine, anesthesia, and pediatrics (n=626). The majority (92%) of respondents had caretaking responsibilities; 43% changed work schedules to accommodate those responsibilities. Around 17% of physicians changed jobs. The most common reasons for job changes included: negative work environment, lack of work-life balance, burden of work, and lack of efforts to mitigate COVID-19.  Conclusion: The pandemic highlighted the need for flexibility, improvements in workplace culture, and financial incentives to increase retention.