Factors of feelings of happiness at work among staff in geriatric care facilities.

AIM: To examine the factors influencing feelings of happiness at work among caregivers in geriatric care facilities. METHODS: Self-reported questionnaires were distributed to caregivers (n = 1396) at 26 geriatric care facilities. The response rate was 68%. The questionnaire had items regarding feelings of happiness at work, professionalism in dementia care (i.e. intrinsic motivation), wage adequacy, and subscales of The Social Capital and Ethical Climate in the Workplace scale (extrinsic motivations), basic attributes, and work and organizational characteristics. Data pertaining to 632 staff members were used in the multivariable logistic regression for the group with high scores on feelings of happiness at work, by sex and occupation. RESULTS: Higher professionalism in dementia caregiving was more likely to occur in the high-score groups among all staff (OR 1.21-1.55, P < 0.01). Female nurses and male professional caregivers with higher scores for social capital in the workplace (OR 3.11, P < 0.01; OR = 2.33, P < 0.05) and female professional caregivers with higher scores for ethical leadership (OR 1.78, P < 0.01) were more likely to be in the high-score group for feelings of happiness at work, whereas male professional caregivers with perceived inadequacy of wages (OR 0.33, P < 0.05) were less likely to be in the high-score group for feelings of happiness at work. CONCLUSIONS: The findings underlined the important contributory factors of feelings of happiness at work, which could motivate stakeholders to enhance social capital, ethical leadership, and remuneration and other extrinsic rewards to improve staff well-being. Geriatr Gerontol Int 2021; 21: 818-824.

[Factors of professional caregivers' intention to work: A qualitative study].

Objectives　The shortage of professional caregivers is a critical issue in care facilities, which are a key social resource in the community-based integrated care system for Japan's super-aging society. However, professional caregivers report a high intention to continue working. This study aims to reveal the factors surrounding working intentions among professional caregivers, from a positive perspective, using a qualitative design.Methods　A qualitative design, based on a content analysis approach, was used in this study. From August to November 2018, semi-structured joint interviews, using the interview guide, were conducted with 14 experienced professional caregivers working in 11 care facilities for the elderly in Japan. The participants were paired, or grouped, into three groups and were interviewed. The interviews, recorded with participant approval and transcribed in their entirety, were analyzed. The researchers identified and categorized common themes emerging from the participants' responses to each question as codes. We raised the abstraction level of the codes into subcategories, and subcategories to categories. Approval was obtained from the Institutional Ethics Committee of Setsunan University (No. 2018-018).Results　The average age of the participants was 35.0±6.45 years. Three categories, consisting of nine sub-categories across 27 codes, emerged as the main themes. The first was 'attachment to care work for older adults,' which consisted of three sub-categories, which included "love of and enjoyment in dealing with older adults." The second was 'cohesion in the workplace and linkage inside and outside the workplace,' which consisted of sub-categories, such as "cohesion of rational workplace members." The final category was 'supportive workplace management and human resource development from an on-site perspective,' which consisted of sub-categories, including "psychological rewards and support from superiors." These findings revealed that attachment to care work for older adults and the work environment influencing attachment are important factors concerning their work intentions.Conclusion　We found that 'attachment to care work for older adults,' 'cohesion in the workplace and linkage inside and outside the workplace,' and 'supportive workplace management and human resource development from an on-site perspective' were factors that affect the work intentions of professional caregivers. The findings suggest that encouraging professional caregivers to continue working, using measures that foster attachment to work, and which develop their work environment, such as cohesion and linkage based on human relationships, are required.

Factors related to turnover intentions and work-related injuries and accidents among professional caregivers: a cross-sectional questionnaire study.

BACKGROUND: The Japanese health and welfare industry has a shortage of professional caregivers, and work-related accidents and injuries among this group are therefore especially critical issues. This study aimed to examine the factors associated with turnover intentions and work-related injuries and accidents among professional caregivers in Japan. METHODS: Self-report questionnaires were distributed to care workers (N = 1396) at 26 geriatric-care facilities. The questionnaire addressed basic attributes, work and organizational characteristics, wage adequacy, and intrinsic motivations for work (e.g., "being suited to caring work"). Social-relational aspects of the work environment were assessed via three subscales of the Social Capital and Ethical Climate in the Workplace instrument (i.e., "Social Capital in the Workplace," "Exclusive Workplace Climate," and "Ethical Leadership"). Dependent variables were the experience of work-related accidents or injuries in the prior year and organizational and occupational turnover intentions. We used datasets of professional caregivers for analyses. RESULTS: The response rate was 68% (N = 949). Among the 667 professional caregivers, 63% were female. On multivariable logistic regression analysis for work-related accidents and injuries for each sex, those with higher scores for "being suited to caring work" were found to experience significantly fewer work-related accidents and injuries (odds ratio [OR] = 0.78, p < 0.01) among female caregivers. Male caregivers who perceived an exclusive workplace climate experienced more work-related accidents and injuries (OR = 1.61, p < 0.01). However, experience of work-related accidents and injuries did not show significant relationships with organizational and occupational turnover intentions. Additionally, "being suited to caring work" (OR = 0.73, p < 0.01) and ethical leadership (OR = 0.76, p < 0.05) were found to be negatively associated with organizational turnover intentions. "Being suited to caring work" (OR = 0.61, p < 0.01), inadequacy of wage (OR = 2.22, p < 0.05), and marital status (OR = 2.69, p < 0.01) were also associated with occupational turnover intentions of professional caregivers. CONCLUSIONS: These findings highlight the need to foster intrinsic motivations for work as well as providing a supportive and ethical work environment to reduce high turnover rates and work-related injuries and accidents among professional caregivers.

Generation-Common and -Specific Factors in Intention to Leave among Female Hospital Nurses: A Cross-Sectional Study Using a Large Japanese Sample.

An understanding of the conditions that determine the factors affecting nurses' intention to leave is important for countries suffering from nurse shortage. AIM: to examine factors influencing intention to leave among female hospital nurses in a large Japanese sample, classified into four generations by age and considering economic conditions. METHODS: a cross-sectional survey with convenience sampling was conducted. Anonymous self-administered questionnaires were distributed to all nurses in 30 hospitals. To assess intention to leave, basic attributes, life conditions, work characteristics, and factors of psychosocial work environment were addressed. After classifying data into four generations based on age cohorts, we conducted multivariate logistic regression analysis using the completed data (N = 5074, mean age = 36.24 years). RESULTS: regardless of the generational characteristics influenced by economic conditions, effort and monetary reward were generation-common factors. Over-commitment, social support, and the presence of a role model were generation-common factors in three generations. While having children increased intention to leave in the generation born in 1965⁻1979, having family members in need of caregiving other than children decreased the risk in the generation born in the 1980s. CONCLUSION: generational countermeasures considering factors of psychosocial work environment and life conditions are needed to avert female nurse turnover.

The Association between Quality Improvement Initiatives in Dementia Care and Supportive Psychosocial Work Environments in Nursing Homes.

Background: Quality improvement initiatives can help nursing homes strengthen psychosocial work environments. The aim of the present study was to examine the association between supportive psychosocial work environment, and professional and organizational characteristics regarding quality improvement initiatives in dementia care. Methods: A paper questionnaire survey was administered to a convenience sample of 365 professional caregivers in 12 special nursing homes in Japan. Psychosocial work environment was assessed using the Social Capital and Ethical Climate at the Workplace Scale to calculate a score of social capital in the workplace, ethical leadership, and exclusive workplace climate. Variables for quality improvement initiatives included type of home (unit-type or traditional), presence of additional benefit for dementia care, and professionalism in dementia care among caregivers evaluated using the Japanese version of the Sense of Competence in Dementia Care Staff Scale. Results: Elevated professionalism and unit-type home were significantly associated with high social capital, strong ethical leadership, and low exclusive workplace climate. The presence of dementia care benefit was not associated with any subscale of psychosocial work environment. Conclusions: Quality improvement initiatives to foster supportive psychosocial work environment should enhance professionalism in dementia care with unit-based team building of professional caregivers in special nursing homes.

The Influence of Supportive and Ethical Work Environments on Work-Related Accidents, Injuries, and Serious Psychological Distress among Hospital Nurses.

The healthcare industry in Japan has experienced many cases of work-related injuries, accidents, and workers' compensation claims because of mental illness. This study examined the influence of supportive and ethical work environments on work-related accidents, injuries, and serious psychological distress among hospital nurses. Self-reported questionnaires were distributed to nurses (n = 1114) from 11 hospitals. Valid responses (n = 822, 93% women, mean age = 38.49 ± 10.09 years) were used for analyses. The questionnaire included items addressing basic attributes, work and organizational characteristics, social capital and ethical climate at the workplace, psychological distress, and experience of work-related accidents or injuries in the last half year. The final model of a multivariate logistic regression analysis revealed that those who work less than 4 h of overtime per week (OR = 0.313), those who work on days off more than once per month (OR = 0.424), and an exclusive workplace climate (OR = 1.314) were significantly associated with work-related accidents or injuries. Additionally, an exclusive workplace climate (OR = 1.696) elevated the risk of serious psychological distress. To prevent work-related compensation cases, which are caused by these variables, strengthening hospitals' occupational health and safety is necessary.

Effect of nurses' work environment on patient satisfaction: A cross-sectional study of four hospitals in Japan.

AIM: The Magnet Recognition Program is a system in the USA that recognizes a hospital as a magnet hospital for having a high retention rate of nurses and providing high quality patient care. The purpose of this study was to examine the effect of nurses' work environment with characteristics that are similar to those of magnet hospitals on patient satisfaction in Japan. METHODS: The authors distributed anonymous self-administered questionnaires in August 2011 to all nurses via the directors of the nursing departments of four private hospitals. The response rates were 91% (n = 425) for nurses and 51% (n = 379) for patients. In the questionnaire for nurses, the items addressed basic attributes and a scale of work environment characteristics of a magnet hospital (the Japanese version of the Practice Environment Scale of the Nursing Work Index [PES-NWI]). The questionnaire for patients addressed basic attributes, information about their hospitalization, and items to assess patient satisfaction. To examine the effects of the PES-NWI subscales on patient satisfaction, the authors conducted multivariate logistic regression analysis for groups, which were dichotomized by 75 percentile of the scores of patient satisfaction. RESULTS: The result of model 1 in the multivariate logistic regression analysis demonstrated that collegial nurse-physician relations showed significant relationships with low patient satisfaction (odds ratio = 0.144, P < 0.05), while the significance was diminished in model 2, in which dummy variables of hospitals were entered into the equation. CONCLUSION: These findings suggested that a favorable work environment for nurses, which is similar to that of magnet hospitals, may influence patient satisfaction in hospitals in Japan.

Stigma towards nurses with mental illnesses: a study of nurses and nurse managers in hospitals in Japan.

In the present study, we examined the current situation of nurses with mental illnesses, the stigma associated with these illnesses, and nurses' and nurse managers' perceptions of workplace mental health issues. We conducted a questionnaire survey of 880 nurses and nurse managers in Japan. After we carried out a descriptive analysis to examine the characteristics of stigma, the data of 585 participants were used for comprehensive analyses. In all, 71% of participants reported having worked with nurses with mental illnesses, and 40% reported having supported them. Of the participants, 90% believed a growing number of nurses would have mental illnesses in the near future. Stigma scores were significantly higher for items related to nurses with mental illnesses than for those with physical health problems. There was no significant difference in stigma scores according to sociodemographic and organizational characteristics. Scores for stigma items related to nurses with mental illnesses were significantly higher for participants who had worked with or supported nurses with such illnesses than for those who had not. Our findings suggest that effective approaches are needed to decrease stigma, ensure support in the workplace, and address mental illnesses to counter nurse absenteeism.

Factors related to the intention to leave and the decision to resign among newly graduated nurses: a complete survey in a selected prefecture in Japan.

OBJECTIVE: This study examined factors related to the intention to leave and the decision to resign, including individual and psychosocial factors in the work environment, among newly graduated nurses (NGNs). METHODS: We distributed an anonymous self-administered questionnaire to all NGNs (n = 1,477) in a selected prefecture in Japan. The response rate was 41 %. We used completed female data (n = 493) for analysis. The questionnaire included a scale of the intention to leave, an item related to the decision to resign, psychosocial factors in the work environment (e.g., the Japanese short version of the Copenhagen Psychosocial Questionnaire, social support, presence of a role model), and individual factors (e.g., psychological distress, cumulative fatigue, job readiness) along with control variables. RESULTS: The results of multivariate logistic regression analysis showed that the presence of a role model coincided with the upper quartile of the intention to leave and the decision to resign. Support from supervisors and job readiness showed significant relationships with the upper quartile of the intention to leave; those who received a hospital scholarship showed a significant relationship with the decision to resign. Additionally, psychological distress, inadequate break facilities, and an insufficient amount of permitted rest time were risk factors for the decision to resign, and cumulative fatigue was a risk factor for the upper quartile of the intention to leave. CONCLUSIONS: Our findings suggest that, while investment in facilities and human capital may have short-term benefits, measures from a long-term perspective are needed for the prevention of future resignations among NGNs.

Effect of Affective Temperaments Assessed by the TEMPS-A on the Relationship between Work-Related Stressors and Depressive Symptoms among Workers in Their Twenties to Forties in Japan.

Relatively recently in Japan, immature-type depression, frequently classified in the bipolar II spectrum, has increased among workers in their twenties to forties. This study explored whether affective temperaments moderate the relationship between work-related stressors and depressive symptoms among this age group. In July 2004, self-administered questionnaires were distributed to all employees of a Japanese company. Eight hundred seventy-four employees (63%) returned the questionnaires, with 728 completed. Questionnaires included the 12-item General Health Questionnaire for assessing depressive symptoms, the Temperament Evaluation of Memphis, Pisa, Paris, and San Diego-Autoquestionnaire version for assessing affective temperaments, the Effort-Reward Imbalance Questionnaire to assess work-related stressors and overcommitment, and questions regarding individual attributes and employment characteristics. Multivariate logistic regression analysis showed that affective temperaments moderated the relationship between work-related stressors and depressive symptoms. Effort (OR = 1.078), which represents job demands and/or obligations imposed on employees, and the upper tertile of overcommitment (OR = 1.589), which represents hyperadaptation to the workplace, were risk factors for depressive symptoms. Additionally, the results for cyclothymic (OR = 11.404) and anxious temperaments (OR = 1.589) suggested that depressive symptoms among this age group may be related to immature-type depression.

Factors associated with the intention to leave among newly graduated nurses in advanced-treatment hospitals in Japan.

AIM: The early resignation of newly graduated nurses (NGNs) will become a concern in Japan as the need for nurses increases. The aim of this study was to conduct an investigation using the Effort-Reward Imbalance (ERI) questionnaire to examine the effect of stressful experiences in the work environment and over-commitment on NGNs' intention to leave and to identify the factors that were associated with their intention to leave, clarifying the appropriate times at which to conduct interventions to prevent NGNs from leaving advanced-treatment hospitals. METHODS: Anonymous self-administered questionnaires were distributed to all the NGNs (n = 1364) in 14 advanced-treatment university hospitals. Questionnaires with no missing data were returned by 737 NGNs (54%). For the development of the questionnaire, we designed a framework that consisted of the factors that occur during three stages of the NGNs' transition into the workplace. The questions addressed items for individual attributes, employment and organizational characteristics, the Role Model Scale, the ERI questionnaire, two scale items for health status, and the intention to leave. In order to determine the factors that related to the dependent variables, hierarchical multiple linear regression analyses were carried out. RESULTS: We revealed that effort, subjective health status, role models, and effort were important factors that related to the NGNs' intention to leave, as well as their age and city size. Over-commitment and reward were not significant factors. We also found that three subscales of the Job Readiness Scale independently related to the NGNs' intention to leave. CONCLUSION: These findings can help employers, supervisors, and senior staff of advanced-treatment university hospitals in Japan to improve their work environment in order to benefit NGNs and aid in their retention.

A longitudinal study of factors associated with intentions to leave among newly graduated nurses in eight advanced treatment hospitals in Japan.

This study aimed to examine the factors associated with intentions to leave among newly graduated nurses (NGNs), using a longitudinal design. We distributed self-administered questionnaires (to be returned anonymously) to all the NGNs (n=567) in nine advanced treatment hospitals in Japan on two separate occasions (Time 1 and Time 2, which were approximately 6 months apart). The questionnaire items addressed individual attributes, employment and organizational characteristics, and subjective health, and also included the 22-item Job Content Questionnaire, a scale of intentions to leave, and a novel 21-item job readiness scale. The data from 301 NGNs who had participated in both questionnaire instances was used, and a hierarchical multiple regression analysis was conducted to investigate the factors associated with intentions to leave. The results showed that while psychological distress was a more important predictor of intentions to leave than was cumulative fatigue at Time 1, cumulative fatigue was a more important predictor at Time 2. Among the job stressors, a lack of coworker support consistently led to increased intentions to leave, while a lack of supervisor support had a greater impact on intentions to leave at Time 1. "Being personally suited for nursing work", which was one of the job-readiness subscales, was found to independently and consistently influence intentions to leave. Our study findings revealed the predictors of intentions to leave among NGNs early in their careers in Japan.

The relationship between temperament, job stress and overcommitment: a cross-sectional study using the TEMPS-A and a scale of ERI.

This cross-sectional study examined the relationship between temperament, job stress, and overcommitment using the Temperament Evaluation of Memphis, Pisa, Paris and San Diego-Autoquestionnaire version (TEMPS-A) and a scale of the effort-reward imbalance (ERI) model. In July 2004, self-administered questionnaires were distributed to all employees in a Japanese IT service company through the company postal system. Total response rate was 63% (N=874), with 730 completed questionnaires. Information collected included individual attributes, employment and organizational characteristics. The TEMPS-A and the Japanese version of the ERI questionnaire were self-administered. The completed data of 637 personal computer technical support staff (87%) were used in a hierarchical regression analysis. Our results showed that depressive and anxious temperaments attenuate the influence of working hours and influence effort and rewards independently. While actual working hours had more impact on perceived high effort, our findings regarding rewards suggest that understanding anxious and depressive temperaments has a significant role in stress self-management. Temperaments explained 36% of the variance of overcommitment, and the variance was more than that of mean working hours. Our research has provided meaningful insights into occupational health, which could assist employees in self-management of job stress and contribute to better adaptation at the workplace.

A cross-sectional study of factors associated with intentions to leave among newly graduated nurses in eight advanced treatment hospitals: job stressors, job readiness, and subjective health status.

OBJECTIVES: This study was performed to examine job stressors, job readiness, and subjective health status as factors associated with intentions to leave among newly graduated nurses (NGNs) in advanced treatment hospitals in Japan. METHODS: From June to August 2007, anonymous self-administered questionnaires were distributed to all NGNs in nine advanced treatment hospitals. The questionnaire items addressed individual attributes, employment characteristics, organizational characteristics, the 22-item Job Content Questionnaire, a novel job readiness scale, and scales for subjective health status (cumulative fatigue and psychological distress) and intentions to leave. The response rate was 73% (n=414), and 377 completed questionnaire data sets from eight hospitals were analyzed. A hierarchical multiple regression analysis was performed to investigate the factors associated with intentions to leave and subjective health status. RESULTS: The results of hierarchical multiple regression analysis showed 55% of the variance in intentions to leave. "orientation as nurse", subjective health status influenced by psychological job demand, and "supervisor support" were important independent factors of intentions to leave. Psychological job demand and job readiness were also important factors of subjective health status. CONCLUSION: To intervene in early resignation of NGNs, job stressors should be minimized to improve subjective health status; while simultaneously raising job readiness.

Temperament and melancholic type: path analysis of a prospective study of depressive mood change in a nonclinical population.

BACKGROUND: Recent studies suggest that mood-disorder-related personality traits predict depressive mood changes (DMC) in nonclinical populations. SAMPLING AND METHODS: In this study we examined the predictability of DMC in a nonclinical sample consisting of 351 Japanese company employees, with temperament and melancholic type personality as measured by the Temperament Evaluation of Memphis, Pisa, Paris and San Diego and the Munich Personality Test. We also analyzed the mediating roles of dysfunctional attitudes and coping styles. Subjects were assessed for depressive mood, temperament and personality traits in May 2002 (time 1) and May 2004 (time 2), and dysfunctional attitudes and coping styles at time 2. RESULTS AND CONCLUSION: Results of hierarchical multiple regressions showed that depressive, cyclothymic and hyperthymic temperaments and melancholic type at time 1 significantly predicted DMC from time 1 to time 2, after controlling for demographic variables and the level of depressive mood at time 1. Path analysis results showed that depressive, cyclothymic and hyperthymic temperaments and melancholic type significantly predicted DMC, a certain part of the influence of depressive, cyclothymic and hyperthymic temperaments and melancholic type was significantly mediated via coping styles and that the influence of melancholic type was also mediated via dysfunctional attitudes. These findings provide clues for the targeting of interventions.

The effect of micro and macro stressors in the work environment on computer professionals' subjective health status and productive behavior in Japan.

To investigate the effect of micro and macro stressors in the work environment on the subjective health status and productive behavior of computer professionals, we conducted a web-based investigation with Japanese IT-related company employees in 53 company unions. The questionnaire consisted of individual attributes, employment characteristics, working hour characteristics, company size and profitability, personal characteristics (i.e., Growth Need Strength), micro and macro stressors scale, and four outcome scales concerning the subjective health status and productive behavior. We obtained 1,049 Japanese IT-related company employees' data (response rate: 66%), and analyzed the data of computer engineers (80%; n=871). The results of hierarchical multiple regressions showed that each full model explained 23% in psychological distress, 20% in cumulative fatigue, 44% in job dissatisfaction, and 35% in intentions to leave, respectively. In micro stressors, "quantitative and qualitative work overload" had the strongest influence on both the subjective health status and intentions to leave. Furthermore, in macro stressors, "career and future ambiguity" was the most important predictor of the subjective health status, and "insufficient evaluation systems" and "poor supervisor's support" were important predictors of productive behavior as well. These findings suggest that improving not only micro stressors but also macro stressors will enhance the subjective health status and increase the productive behavior of computer professionals in Japan.

[The effect of perceived work and organizational chracteristics on psychological distress and intention to quit of information technology professionals].

PURPOSE: The information technology (IT) and service industry in Japan is known to have many work-related stressors, and requires more effective stress reduction to control an elevated turnover rate and adverse health effects. However, little research has been performed using either individual or organizational outcomes (e.g., psychological distress and intention to quit) to determine micro and macro-level stressors on information technology (IT) professionals. This study aimed to examine the effect of perceived work and organizational characteristics (PWOC) as micro and macro-level stressors on psychological distress and intention to quit, controlling for profitability of the organization and individual characteristics on IT professionals in Japan. METHODS: We conducted a web-based questionnaire at fifty-three Japanese IT-related companies. From May to June of 2003, ten to thirty people from each company, who were chosen according to quota method indicators through the labor unions, voluntarily participated in this study. Participants accessed our webpage, which was designed with a self-administrated questionnaire and was accessible by password. The data they entered were sent to our database automatically. The questionnaire consisted of items concerning socio-demographic status; office size; employment characteristics; work hour characteristics; profitability of the organization; a novel 29-item scale (PWOC); as well as individual characteristics. The response rate was 66% (n = 1049). For the purpose of this study, we analyzed data on an IT engineers' group separately (n = 871). RESULTS: Hierarchical multiple regression analysis showed that each model explained 23% and 26% of the variance in psychological distress and intention to quit, respectively. PWOC sub-scales, which are related to macro-level stressors (e.g., undeveloped management systems and career and future ambiguity), affect not only psychological distress but also intention to quit. Objective data of macro-level stressors such as increased profitability determine intention to quit, independently controlling for their PWOC. Also, growth need strength was an important personal characteristic for psychological distress. The results allow us to speculate on macro as well as micro-level stressors for ways that organizations might reduce IT professionals' stress and increase their productivity. CONCLUSIONS: This study suggests that macro-level stressors are important factors for psychological distress and intention to quit for IT professionals, as well as micro-level stressors. Since occupational stress is costly in terms of organizational outcomes, further research on occupational stress measuring individual and organizational outcomes both within and beyond the Japanese IT industry should prove useful.