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1.
BMC Psychol ; 9(1): 35, 2021 Feb 23.
Artigo em Inglês | MEDLINE | ID: mdl-33622408

RESUMO

BACKGROUND: Work engagement is one of the most important outcomes for both employees and employers. Although the findings to date, integrated 40 intervention studies aiming to improve work engagement, consistent results have not yet been produced, suggesting the importance of further intervention studies. This study aims to investigate the effects of gratitude intervention programs focused on two important work engagement factors among Japanese workers: personal and job resources. METHODS: This study will be a two-arm, parallel-group cluster (organization) randomized control trial. Japanese organizations and nested employees will be recruited through the first author's acquaintances using snowball sampling. Organizations that meet the inclusion criteria will be randomly allocated to intervention or control groups in a 1:1 ratio within the company unit. The intervention groups will be provided with a 1-month long gratitude intervention program, which aims to promote reciprocal gratitude exchanges within the same organization. The program consists of psychoeducation, gratitude lists, and behavioral gratitude expression. The control groups will not receive any intervention. The primary outcome will be work engagement measured by the Japanese version of the Utrecht Work Engagement Scale at baseline and after 1 (immediate post-survey), 3, and 6 months. Multilevel latent growth modeling will be conducted to examine the effectiveness of the intervention program. DISCUSSION: This study will be the first cluster randomized controlled trial applied to the investigation of gratitude intervention aimed at improving work engagement among Japanese workers; to promote reciprocal gratitude exchanges within a given organization; and to include both gratitude lists and behavioral gratitude expression. Gratitude interventions have several strengths in terms of implementation: the objectives of the exercises are easy to understand and implement; it does not require much time or expense; they tend to have lower dropout rates; and they do not require experts in psychology. Although implementation difficulties have been common in previous interventions targeting work engagement, gratitude intervention may be suitable even for workers who have limited time to devote to the tasks. TRIAL REGISTRATION: This study was registered at the University Hospital Medical Information Network Clinical Trials Registry (UMIN-CTR, ID=UMIN000042546): https://upload.umin.ac.jp/cgi-open-bin/ctr/ctr_view.cgi?recptno=R000048566 on November 25, 2020.


Assuntos
Terapia Cognitivo-Comportamental , Engajamento no Trabalho , Terapia Comportamental , Exercício Físico , Humanos , Japão
2.
Neurología (Barc., Ed. impr.) ; 36(1): 16-23, ene.-feb. 2021. graf
Artigo em Espanhol | IBECS | ID: ibc-192760

RESUMO

El confinamiento debido a la pandemia de la COVID-19, realizado a nivel mundial, ha tenido consecuencias casi siempre negativas en los pacientes con esclerosis múltiple (EM). OBJETIVO: Hemos comparado el efecto sociolaboral que el confinamiento ha podido tener en pacientes con EM de dos poblaciones tan diferentes como son España y China. MÉTODO: Se elaboraron unos cuestionarios a lo que respondieron un grupo de pacientes de EM que son revisados en la unidad de EM del hospital Vithas (Fundación DINAC) en Sevilla, y pacientes con EM atendidos en varias provincias de China durante el mes de abril de 2020, con el objetivo de analizar las diferencias y similitudes del efecto sociolaboral entre ambas poblaciones. Para llevar a cabo este análisis se creó una base de datos que se analizó posteriormente. RESULTADOS: La población china tiene una mayor proporción de pacientes más jóvenes y no hay diferencia respecto al género. La mayoría de las variables estudiadas se comportaron de igual forma en los pacientes con EM tanto españoles como chinos. Los pacientes españoles presentaron menos impacto (30,7%) en su situación socioeconómica que los chinos (44%), p < 0,05. No hubo diferencias importantes en el resto de las variables entre las dos poblaciones. Las redes sociales fueron muy utilizadas en la mayoría de los enfermos de ambas poblaciones. CONCLUSIONES: Los pacientes con EM padecen de forma muy similar las consecuencias de la pandemia en su situación sociolaboral y utilizan de forma parecida las redes sociales y el apoyo de la familia. Los pacientes españoles disfrutan de más estabilidad económica, probablemente gracias al apoyo social que reciben


The confinement due to the global COVID-19 pandemic has almost had negative consequences in patients with multiple sclerosis (MS). OBJECTIVE: We wanted to compare the socio-labor effect of confinement in two populations as different as Spain and China, in patients with MS. METHOD: Questionnaires were applied to a group of MS patients who have been reviewed in the MS unit of the Vithas hospital (DINAC Foundation) in Seville, and MS patients attended in various provinces of China during the month of April 2020, with the aim of analyzing the differences and similarities of the socio-labor effect between both populations. To carry out this analysis, a database was created and subsequently analyzed. RESULTS: The Chinese population has a higher proportion of younger patients and there is no difference regarding gender. Most of the variables studied behaved the same way in both Spanish and Chinese MS patients. Spanish patients had less impact (30.7%) on their socio-economic situation than Chinese (44%), P < .05. There were no important differences in the rest of the variables between the two populations. Social networks were widely used in the majority of patients in both populations. CONCLUSIONS: MS patients suffer in a very similar way from the consequences of the pandemic on their socio-labor situation and similarly use social networks and family support. Spanish patients seem to have more economic stability, which may be due to social economic support


Assuntos
Humanos , Masculino , Feminino , Criança , Adolescente , Adulto Jovem , Adulto , Pessoa de Meia-Idade , Idoso , Infecções por Coronavirus/epidemiologia , Pneumonia Viral/epidemiologia , Pandemias , Isolamento Social , Análise Socioeconômica , Desempenho Profissional , Engajamento no Trabalho , Esclerose Múltipla , Inquéritos e Questionários , Espanha , China
3.
J Appl Psychol ; 106(1): 62-70, 2021 Jan.
Artigo em Inglês | MEDLINE | ID: mdl-33444048

RESUMO

With many employees returning to work after lockdowns and quarantines in the current COVID-19 pandemic, research that seeks to identify effective ways to help them regain focus at work is warranted. However, the small body of applied psychology literature on large-scale disruptive events has paid insufficient attention to this important topic. Further, different from acute events (e.g., disasters), the ongoing pandemic poses an additional challenge for organizations as they seek to effectively protect employees' job engagement from health and safety threats in the workplace. To address these gaps, we drew from job reattachment research and investigated it as an important antecedent of job engagement for employees returning to work. Moreover, we incorporated leader safety commitment as a moderator that can strengthen the effectiveness of job reattachment in enhancing job engagement. We further linked engagement to work withdrawal, use of personal protective equipment (e.g., wearing a mask), and task performance to underscore the downstream implications of job reattachment. To test our research model, we collected multiwave, multisource data from the original epicenter of the COVID-19 pandemic-Wuhan, China-where many employees were returning to work. The results provide strong support for our model. In addition to extending research on large-scale disruptive events, the current study has important implications for organizations and employees in the COVID-19 pandemic. (PsycInfo Database Record (c) 2021 APA, all rights reserved).


Assuntos
/prevenção & controle , Liderança , Engajamento no Trabalho , Local de Trabalho/psicologia , Adulto , China , Feminino , Humanos , Estudos Longitudinais , Masculino
4.
Artigo em Inglês | MEDLINE | ID: mdl-33401745

RESUMO

Creative employees are treasured assets for organizations. However, relatively little is known about what specific actions employees can take to manage their own creative process. Taking a motivational perspective, this study examined how job crafting behaviors positively link to employee creative performance through work engagement, and whether perceived work group status diversity moderates this relationship. We conducted a weekly diary study in which 55 employees from a Chinese energy company were asked to fill in diaries over four consecutive weeks (176 observations in total). Results of the multilevel analyses showed that weekly job crafting behaviors were positively related to weekly creative performance through increasing weekly work engagement. In contrast to our expectation, we found that weekly job crafting behaviors were more positively related to weekly creative performance when perceived work group status diversity was high. In summary, our study suggests that job crafting behaviors are effective actions employees can take to manage their creative processes through increasing work engagement. In addition, we stress that status diversity in existing work environments is an important contextual factor that shapes the job crafting process.


Assuntos
Criatividade , Satisfação no Emprego , Motivação , Engajamento no Trabalho , Local de Trabalho , China , Humanos , Análise Multinível
5.
Sichuan Da Xue Xue Bao Yi Xue Ban ; 52(1): 87-91, 2021 Jan.
Artigo em Chinês | MEDLINE | ID: mdl-33474895

RESUMO

Objective: To understand the level of job satisfaction and work engagement of physicians in public hospitals, to analyze the interaction between job satisfaction and work engagement, and to discuss how each dimension of job satisfaction affects work engagement so as to provide information and reference for improving the level of work engagement of physicians in public hospitals. Methods: Covering 6 public hospitals in Sichuan (3 tertiary-level hospitals and 3 secondary-level hospitals), 638 questionnaires were obtained from physicians through convenient sampling for data description and analysis. Pearson correlation method was used to analyze the correlation between job satisfaction and work engagement, and multiple linear stepwise regression method was used to analyze work engagement and the influencing factors of each dimension. Results: With regard to job satisfaction, physicians showed high levels of satisfaction in personal safety (3.77±0.87), leadership identification and support (3.59±0.77), and job pressure (3.51±0.81). The mean points of work engagement and each dimension were as follows: total mean points of work engagement (4.02±0.99), dedication (4.21±1.13), absorption (4.19±1.08) and vigor (3.63±1.04). In job satisfaction, salary and benefits, work environment, social recognition, organizational management, leadership identification and support are positively correlated to work engagement and all dimensions. In job satisfaction, 5 dimensions, including social recognition, leadership recognition and support, work achievement, personal safety and organizational management, had a significant influence on work engagement and all dimensions. Conclusion: Emphasis on the high-level needs for recognition and self-actualization of doctors, doctor-patient communication, and personal development of doctors may improve doctors' job satisfaction and work engagement.


Assuntos
Satisfação no Emprego , Médicos , Estudos Transversais , Hospitais Públicos , Humanos , Inquéritos e Questionários , Engajamento no Trabalho
6.
PLoS One ; 15(12): e0243726, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-33320911

RESUMO

Extending previous studies on job crafting, the aim of the present study is to analyze the effect of job crafting on quality of care in residential homes for elderly people in two European countries (Spain and Sweden). We hypothesize that cognitive crafting could be a consequence of behavioral crafting and that it will mediate the relationship between behavioral crafting and the perception of quality of care. A correlational design was used, with two-waves approximately 12 months apart (n = 226). Our results indicate that behavioral job crafting at T1 had an effect on cognitive job crafting at T2, relational job crafting at T1 increases quality of care at T2, and the mediation effect of cognitive job crafting. These results indicate that we must differentiate between the two forms of crafting (behavioral and cognitive), not as indicators of the same latent construct, but as aggregates. Additionally, we point out two main implications for managerial practice. First, as relational job crafting has a direct effect on quality of care, it is important to assure an organizational culture oriented towards employees. Secondly, due to the mediation effect of cognitive job crafting, managers should facilitate meaningful work environments. To do so, jobs should be re-designed, increasing skills variety, identity and significance.


Assuntos
Pessoal de Saúde/organização & administração , Instituição de Longa Permanência para Idosos/organização & administração , Qualidade da Assistência à Saúde/organização & administração , Engajamento no Trabalho , Local de Trabalho/organização & administração , Idoso , Cognição , Feminino , Pessoal de Saúde/psicologia , Pessoal de Saúde/estatística & dados numéricos , Instituição de Longa Permanência para Idosos/estatística & dados numéricos , Humanos , Satisfação no Emprego , Masculino , Papel Profissional/psicologia , Espanha , Inquéritos e Questionários/estatística & dados numéricos , Suécia , Local de Trabalho/psicologia , Local de Trabalho/estatística & dados numéricos
7.
Artigo em Inglês | MEDLINE | ID: mdl-33375635

RESUMO

Although many studies have been conducted to evaluate the risk and protective factors on psychological health among academic staff, little attention has been paid to fixed-term researchers, the weakest figures in the academic context. By using the Job Demands-Resources model as theoretical framework, we investigated: (1) the role of some job demands (workload, mental load, and emotional dissonance) in predicting the need for recovery; (2) the role of some job resources (independence, career opportunities, and work-life balance) in predicting work engagement; and (3) the moderating role of the contract type (more or less precarious). We focused in particular on emotional dissonance (the discrepancy between emotions that need to be displayed and what is really felt), assuming its unique role in predicting fatigue. Results of structural equation modeling analysis generally supported our hypotheses and highlighted a so far undiscovered path between mental load and work engagement. Specifically, mental load leads to fatigue only indirectly through workload and emotional dissonance, while significantly predicting the absorption and the dedication of fixed-term Italian researchers. The latter relationship was also moderated by the contract type, so that mental load predicts dedication especially among researchers in the most precarious condition.


Assuntos
Esgotamento Profissional , Emoções , Pesquisadores/psicologia , Engajamento no Trabalho , Humanos , Itália , Satisfação no Emprego , Inquéritos e Questionários , Carga de Trabalho
8.
Artigo em Inglês | MEDLINE | ID: mdl-33333913

RESUMO

Supported Wellbeing Centres have been set up in UK hospital trusts in an effort to mitigate the psychological impact of COVID-19 on healthcare workers, although the extent to which these are utilised and the barriers and facilitators to access are not known. The aim of the study was to determine facility usage and gather insight into employee wellbeing and the views of employees towards this provision. The study included (i) 17-week service use monitoring, (ii) employee online survey with measures of wellbeing, job stressfulness, presenteeism, turnover intentions, job satisfaction, and work engagement, as well as barriers and facilitators to accessing the Wellbeing Centres. Over 17 weeks, 14,934 facility visits were recorded across two sites (peak attendance in single week n = 2605). Facilities were highly valued, but the service model was resource intensive with 134 wellbeing buddies supporting the centres in pairs. 819 hospital employees completed an online survey (88% female; 37.7% working in COVID-19 high risk areas; 52.4% frontline workers; 55.2% had accessed a wellbeing centre). There was moderate-to-high job stress (62.9%), low wellbeing (26.1%), presenteeism (68%), and intentions to leave (31.6%). Wellbeing was higher in those that accessed a wellbeing centre. Work engagement and job satisfaction were high. Healthcare organisations are urged to mobilise access to high-quality rest spaces and psychological first aid, but this should be localised and diversified. Strategies to address presenteeism and staff retention should be prioritised, and the high dedication of healthcare workers should be recognised.


Assuntos
Pandemias , Recursos Humanos em Hospital/psicologia , Adolescente , Adulto , Feminino , Hospitais , Humanos , Satisfação no Emprego , Masculino , Pessoa de Meia-Idade , Reino Unido , Engajamento no Trabalho , Adulto Jovem
9.
Front Public Health ; 8: 566896, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-33330313

RESUMO

Context: COVID-19 pandemic is a serious health emergency that has affected countries all over the world. Health emergencies are a critical psychosocial risk factor for nurses. In general, psychosocial risks constitute serious problems as they impact workers' health, productivity, and efficiency. Despite their importance, few studies analyze nurses' psychosocial risks during a health emergency caused by a pandemic or analyze their perception of the emergency and its relation to such risks. Objectives: To analyze the perception of COVID-19 by nurses, especially about measures, resources, and impact on their daily work. Also, to analyze these professionals' psychosocial risks and the relationship between perception of COVID-19 and these risks. Methods: A descriptive correlational study was performed in a convenience sample of 92 nurses from two public hospitals in the Valencian Community (Spain), (74 women, 79.1%), aged 24-63 (M = 43.37, SD = 11.58). Data were collected via an online self-completed questionnaire during the rise of the pandemic from March 29 to April 8, when the number of infections went from 78,797 to 146,690. Results: The measures and resources available about COVID-19 are relatively low, and the impact on their work is high. Similarly, the most prominent psychosocial risks appear to be emotional work and workload. In contrast, nurses' work engagement is medium, and their satisfaction is high. Finally, there seems to be a negative and significant relationship between the information available to nurses, the measures implemented, and resources with some of their psychosocial risks, and a positive one with job satisfaction and work engagement. There is also a positive and significant relationship only between the impact of COVID-19 and their work inequality, but not for other risks. Conclusions: The resources, measures, and information can be a protective factor facing nurses' psychosocial risks, especially during a pandemic. Studying the relationships between psychosocial risk and perception of a health emergency would be relevant and fundamental to protecting and caring for nurses, health professionals, and society.


Assuntos
Esgotamento Profissional/psicologia , /psicologia , Satisfação no Emprego , Recursos Humanos de Enfermagem no Hospital/psicologia , Engajamento no Trabalho , Carga de Trabalho/psicologia , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Pandemias/estatística & dados numéricos , Fatores de Risco , Espanha , Inquéritos e Questionários
10.
J Appl Psychol ; 105(11): 1218-1233, 2020 Nov.
Artigo em Inglês | MEDLINE | ID: mdl-33030924

RESUMO

Coronavirus disease 2019 (COVID-19) is a disruptive event devastating to the workplace and the global community. Drawing on terror management theory, we develop and test a model that explains how COVID-19-triggered mortality salience influences employees' state anxiety and their responses at and outside work. We conducted an experience sampling method study using employees from an information technology firm in China when COVID-19 was surging there and two experiments using employees from a variety of industries in the United States when it became a new epicenter of the global outbreak. Results from 3 studies largely supported our theoretical hypotheses. Specifically, our research showed that mortality salience concerning COVID-19 was positively related to employees' state anxiety (general anxiety in Study 1 and Study 2 and death-specific anxiety in Study 3). Our studies also found that servant leadership is particularly crucial in guiding employees with state anxiety associated with COVID-19 mortality salience to be engaged in their jobs and to contribute more to the broader community. Our findings offer timely, valuable implications for theory and practice. (PsycInfo Database Record (c) 2020 APA, all rights reserved).


Assuntos
Ansiedade/psicologia , Atitude Frente a Morte , Infecções por Coronavirus/psicologia , Liderança , Pneumonia Viral/psicologia , Comportamento Social , Engajamento no Trabalho , Adulto , Betacoronavirus , China , Feminino , Humanos , Masculino , Pandemias
11.
An. psicol ; 36(3): 533-542, oct. 2020. tab, graf
Artigo em Espanhol | IBECS | ID: ibc-195670

RESUMO

La personalidad se ve integrada por una serie de atributos individuales caracterizados por cómo uno piensa, siente o actúa, influyendo en ella tanto factores endógenos, como exógenos. En este sentido, la personalidad presenta una influencia sobre diversos constructos, como la percepción sobre la creatividad en el trabajo y el engagement. Este trabajo tiene como objetivo analizar el efecto de la personalidad y la percepción sobre la creatividad en el trabajo sobre el engagement en enfermería. Se evaluó una muestra de 1268 profesionales de enfermería, entre los 22 y 63 años. Para la recogida de datos se aplicaron diferentes instrumentos como el Big Five Inventory (BFI-10), la escala Creative Environment Perceptions (CEP), y la Utrecht Work Engagement Scale (UWES). Los datos obtenidos sugieren que el Neuroticismo se relaciona negativamente con la percepción de la creatividad y con el engagement, al igual que el factor Bloqueos a la creatividad no se vio relacionado con el engagement. Así, el personal de enfermería más creativo y comprometido con su trabajo presenta mayor estabilidad, menores niveles de ansiedad y tensión, así como menor número de dificultades ante las dificultades de la organización, mostrándose más entusiasmado y alegre y, consigo, siendo más competente y creativo ante la organización institucional de la que forma parte


Personality is made up of a set of individual attributes, which in interaction with both endogenous and exogenous factors, characterize how one thinks, feels and acts. From this perspective, in the work context, personality can be related with the perception of creativity and with engagement acquired on the job. The purpose of this study was to analyze the involvement of personality and perception of creativity on the job in engagement of nursing professionals. The sample evaluated was made up of 1268 nurses aged 22 to 63, of whom 85.3% were women and 14.7% men, with a mean age of 32.24 years (SD = 6.68) and 32.79 years (SD = 6.27), respectively. The instruments used to collect the data were the Big Five Inventory (BFI-10), the Creative Environment Perceptions Scale (CEP) and the Utrecht Work Engagement Scale (UWES). The mediation model confirmed that perception of creativity in the work context exerted a mediating role in the relationship between personality and engagement. In particular, the data confirmed that having a personality profile with high scores in all the personality dimensions except neuroticism, in addition to providing adequate characteristics for the job, favors creativity, which in turn, has a positive repercussion on engagement. This study presents important implications for professional practice, emphasizing the strong relationship between engagement and perception of creativity, a relationship which points toward improved engagement of nurses with their work, improving emotional stability and reinforcing the enthusiasm and inspiration for being more creative and competent with the institutional organization they are part of


Assuntos
Humanos , Masculino , Feminino , Adulto Jovem , Adulto , Pessoa de Meia-Idade , Personalidade , Criatividade , Enfermeiras e Enfermeiros/psicologia , Engajamento no Trabalho , Inventário de Personalidade , Estudos Transversais , Análise de Regressão , Ambiente de Trabalho
12.
Artigo em Inglês | MEDLINE | ID: mdl-32867095

RESUMO

This study examines how working parents' work attitudes (i.e., workaholism and work engagement) are associated with their child's psychological well-being. Based on the Spillover-Crossover model (SCM), we hypothesize that (a) work-to-family spillover (i.e., work-to-family conflict and facilitation) and (b) employee happiness will sequentially mediate the relationship between parents' work attitudes and their child's emotional and behavioral problems. A cross-sectional survey was conducted among Japanese dual-earner couples with pre-school child(ren). On the basis of valid data from 208 families, the hypothesized model was tested using structural equation modeling. For both fathers and mothers simultaneously, workaholism was positively related to work-to-family conflict, which, in turn, was negatively related to happiness. In contrast, work engagement was positively related to work-to-family facilitation, which, in turn, was positively related to happiness. Fathers' and mothers' happiness, in turn, were negatively related to their child's emotional and behavioral problems. Results suggest that parents' workaholism and work engagement are related to their child's emotional and behavioral problems in opposite ways, whereby parents' spillover and happiness mediate this relationship. These findings support the SCM and suggest that decreasing workaholism and improving work engagement may not only improve employees' happiness, but also decrease their child's emotional and behavioral problems.


Assuntos
Bem-Estar da Criança , Conflito Familiar , Engajamento no Trabalho , Adulto , Criança , Saúde da Criança , Pré-Escolar , Estudos Transversais , Pai , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Mães , Carga de Trabalho
13.
BMC Public Health ; 20(1): 1463, 2020 Sep 29.
Artigo em Inglês | MEDLINE | ID: mdl-32993607

RESUMO

BACKGROUND: Healthcare facilities are notorious for occupational health and safety problems. Multi-level interventions are needed to address interacting exposures and their overlapping origins in work organization features. Worker participation in problem identification and resolution is essential. This study evaluates the CPH-NEW Healthy Workplace Participatory Program (HWPP), a Total Worker Health® protocol to develop effective employee teams for worker safety, health, and wellbeing. METHODS: Six public sector, unionized healthcare facilities are enrolled, in three pairs, matched by agency. The unit of intervention is a workplace health and safety committee, adapted here to a joint labor-management "Design Team" (DT). The DT conducts root cause analyses, prioritizes problems, identifies feasible interventions in light of the constraints and needs of the specific setting, makes business-case presentations to facility leadership, and assists in evaluation. Following a stepped-wedge (cross-over) design, one site in each pair is randomly assigned to "immediate intervention" status, receiving the full coached intervention at baseline; in the "lagged intervention" site, coaching begins about half-way through the study. Program effectiveness and cost-effectiveness outcomes are assessed at both organizational (e.g., workers' compensation claim and absenteeism rates, perceived management support of safety) and individual levels (e.g., self-rated health, sleep quality, leisure-time exercise). Targeted pre-post analyses will also examine specific outcomes appropriate to the topics selected for intervention. Process evaluation outcomes include fidelity of the HWPP intervention, extent of individual DT member activity, expansion of committee scope to include employee well-being, program obstacles and opportunities in each setting, and sustainability (within the available time frame). DISCUSSION: This study aims for a quantitative evaluation of the HWPP over a time period long enough to accomplish multiple intervention cycles in each facility. The design seeks to achieve comparable study engagement and data quality between groups. We will also assess whether the HWPP might be further improved to meet the needs of U.S. public sector healthcare institutions. Potential challenges include difficulty in pooling data across study sites if Design Teams select different intervention topics, and follow-up periods too short for change to be observed. TRIAL REGISTRATION: ClinicalTrials.gov NCT04251429 (retrospectively registered January 29, 2020), protocol version 1.


Assuntos
Promoção da Saúde/métodos , Saúde do Trabalhador/estatística & dados numéricos , Engajamento no Trabalho , Local de Trabalho/organização & administração , Análise Custo-Benefício , Exercício Físico , Humanos , Grupos Populacionais , Avaliação de Programas e Projetos de Saúde/métodos , Estudos Prospectivos , Indenização aos Trabalhadores
14.
Pflege ; 33(5): 299-307, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-32996863

RESUMO

Work engagement and stress experience of health professionals in times of the corona pandemic Abstract. Background: The corona pandemic, caused by the novel viral disease COVID-19, has led to excessive strain in health professionals whose general occupational situation in itself is associated with high levels of stress. So far, there is no quantitative data on the stress experience caused by the COVID-19 pandemic in German health professionals and on the consequences of this experience for their commitment to work. METHOD: With a cross-sectional design, German health professionals were asked about their stress experience, health concerns and work commitment. The snapshot survey used self-developed questions plus items of a validated scale measuring work engagement. A convenience sample of health professionals was recruited through social media. The E-Survey reached 1168 valid cases, the majority of which were nurses (80.4 %, n = 855). RESULTS: The evaluation shows that health professionals in direct contact with COVID-19 patients show higher stress levels than participants with no contact and that their main concern is about the health of relatives, friends and family. In addition, it was found that the participants' work commitment decreased parallel to the increase in pandemic-related stress. DISCUSSION: The study shows significant correlations between work demands, stress experience and work engagement. In contrast to earlier studies, the results for work engagement in the sample are relatively low. There is a growing number of international recommendations for reducing work-related stress factors in a pandemic which should now be implemented in Germany on a large scale. These include, amongst others, pandemic specific catalogues of prevention measures and the creation of a blame-free work environment.


Assuntos
Infecções por Coronavirus/epidemiologia , Pessoal de Saúde/psicologia , Estresse Ocupacional/epidemiologia , Pneumonia Viral/epidemiologia , Engajamento no Trabalho , Betacoronavirus , Estudos Transversais , Alemanha , Humanos , Pandemias
15.
BMJ Open ; 10(9): e039711, 2020 09 14.
Artigo em Inglês | MEDLINE | ID: mdl-32928867

RESUMO

OBJECTIVES: High levels of organisational citizenship behaviour can enable nurses to cooperate with coworkers effectively to provide a high quality of nursing care during the outbreak of COVID-19. However, the association between autonomy, optimism, work engagement and organisational citizenship behaviour remains largely unexplored. This study aimed to test if the effect of autonomy on organisational citizenship behaviour through the mediating effects of optimism and work engagement. STUDY DESIGN: This was a cross-sectional study. SETTING: The study was conducted in the Wuhan Jinyintan Hospital in China. PARTICIPANTS: In total, 242 nurses who came from multiple areas of China to work at the Wuhan Jinyintan hospital during the COVID-19 epidemic participated in this study. METHODS: A serial mediation model (model 6) of the PROCESS macro in SPSS was adopted to test the hypotheses, and a 95% CI for the indirect effects was constructed by using Bootstrapping. RESULTS: The autonomy-organisational citizenship behaviour relationship was mediated by optimism and work engagement, respectively. In addition, optimism and work engagement mediated this relationship serially. CONCLUSION: The findings of this study may have implications for improving organisational citizenship behaviour. The effects of optimism and work engagement suggest a potential mechanism of action for the autonomy-organisational citizenship behaviour linkage. A multifaceted intervention targeting organisational citizenship behaviour through optimism and work engagement may help improve the quality of nursing care among nurses supporting patients with COVID-19.


Assuntos
Comportamento Cooperativo , Infecções por Coronavirus/enfermagem , Enfermeiras e Enfermeiros/psicologia , Otimismo/psicologia , Pneumonia Viral/enfermagem , Autonomia Profissional , Engajamento no Trabalho , Atitude do Pessoal de Saúde , Betacoronavirus , China , Humanos , Pandemias , Comportamento Social , Inquéritos e Questionários
16.
Artigo em Inglês | MEDLINE | ID: mdl-32947955

RESUMO

This study explored the influencing factors of safety behavior from the perspective of employees, studied the mechanism of the psychological contract on employees' safety behavior in the context of the Chinese epidemic situation, tested the mediating role of job burnout and perceived insider status in the process of work resumption, and provided preventive suggestions for combating the global spread of COVID-19. A questionnaire survey was utilized to collect data and, combined with the necessary protective measures taken for employees in China, was used to modify the mature safety behavior scale. Finally, through the analysis of 402 employees' questionnaires, the hypotheses were verified; that is, in the process of Chinese enterprises returning to work to cope with COVID-19, the psychological contract has a positive role in promoting employees' safety behavior, while job burnout plays a weakened mediating role, and perceived insider status plays a strengthening mediating role. The psychological contract negatively affects job burnout but positively affects perceived insider status. Job burnout negatively affects employees' safety behavior, but perceived insider status positively affects employees' safety behavior. The results show that employees' conscious participation in safety behavior plays an irreplaceable role in the prevention of COVID-19 and safety of work resumption.


Assuntos
Esgotamento Profissional , Infecções por Coronavirus/psicologia , Saúde do Trabalhador , Pneumonia Viral/psicologia , Engajamento no Trabalho , Betacoronavirus , China , Humanos , Pandemias , Inquéritos e Questionários
17.
Artigo em Inglês | MEDLINE | ID: mdl-32882886

RESUMO

Work engagement is an important topic in the field of nursing management. Meanwhile, spiritual leadership has been demonstrated to have a positive impact on healthcare workers. However, the relationship between spiritual leadership and work engagement is unclear. The main purpose of this study was to investigate the influence of spiritual leadership on work engagement through increased spiritual well-being and psychological capital. This study used a cross-sectional survey to collect data in Taiwan. The sample included 164 nurses, with empirical testing carried out by PROCESS Macro for SPSS. The results show that spiritual leadership has a positive influence on work engagement and that spiritual well-being (i.e., calling) and psychological capital mediate the effect of spiritual leadership on work engagement. According to the results of this study, nursing leaders must be aware of the role of spiritual leadership in promoting work engagement.


Assuntos
Liderança , Enfermeiras e Enfermeiros , Engajamento no Trabalho , Estudos Transversais , Humanos , Enfermeiras e Enfermeiros/psicologia , Taiwan
18.
An. psicol ; 36(2): 348-360, mayo 2020. tab, graf
Artigo em Inglês | IBECS | ID: ibc-192072

RESUMO

The purpose of this research was to empirically test the hypothesis that the organizational psychological safety climate and the perception of organizational politics predict the extent to which employees feel engaged in their work. Using hierarchical linear modeling and data collected from 1,244 employees in 64 organizations, organizational level psychological safety climate and employee-level perception of organizational politics predicted employee work engagement. There was also significant cross-level interaction, so that the negative effect of the perception of organizational politics was amplified in organizations with a positive psychological safety climate. In other words, organizational psychological safety benefits the work engagement of individuals more when they perceive the existence of low organizational politics. The results offer insight into the mechanisms by which the perceived organizational context may influence employees' work engagement and highlight the importance for the perceived organizational consistency in the promotion of work engagement within their organization. Human Resource professionals and managers should promote frequent meetings with the workers and apply other practices that can boost a safe climate for the employees


El propósito de esta investigación fue probar empíricamente la hipótesis de que el clima de seguridad psicológica de la organización y la percepción de las políticas de la organización predicen hasta qué punto los empleados se sienten comprometidos con su trabajo. El uso de modelos jerárquicos lineales y los datos recopilados de 1,244 empleados en 64 organizaciones mostraron que el clima de seguridad psicológica a nivel organizativo y la percepción de la política organizacional a nivel de los empleados predijo el compromiso con el trabajo de los empleados. También hubo una inesperada interacción significativa entre los niveles, de modo que el efecto negativo de la percepción de las políticas organizacionales se amplificó en organizaciones con un clima de seguridad psicológica positivo. En otras palabras, la seguridad psicológica organizacional beneficia más el compromiso de los individuos cuando ellos perciben la existencia de políticas organizacionales bajas. Los resultados ofrecen información sobre los mecanismos por los cuales el contexto organizativo percibido puede influir en el compromiso laboral de los empleados y resaltar la importancia de la coherencia organizativa percibida en la promoción del compromiso laboral dentro de su organización


Assuntos
Humanos , Masculino , Feminino , Adolescente , Adulto Jovem , Adulto , Pessoa de Meia-Idade , Idoso , Percepção , Política Organizacional , Engajamento no Trabalho , Gestão da Segurança , Análise Multinível , Emprego/psicologia , Local de Trabalho/psicologia
19.
Interv. psicosoc. (Internet) ; 29(3): 141-151, sept. 2020. graf, tab
Artigo em Inglês | IBECS | ID: ibc-194491

RESUMO

The study aimed to test mediator and moderator factors in the relationship between workplace social support (i.e., perceived support from colleagues and supervisors) and intentions to quit in a sample of teaching professionals. Specifically, utilizing job-demands-resources theory to focus on social support, we examined whether work engagement mediated the relationship between workplace social support and intentions to quit. Moreover, the potential moderator role of emotional intelligence in the proposed model was tested. The study sample comprised 1,297 teaching professionals (64.8% females) working as preschool, primary, and secondary teachers in several centers in eastern and southern Spain. The main results demonstrated that work engagement totally mediated the relationship between social support from colleagues/supervisors and intentions to quit. The findings showed that teachers' levels of emotional intelligence significantly moderated the indirect paths between perceived support from colleagues/supervisors and intentions to quit. Teachers with the lowest levels of work engagement reported low support from colleagues or supervisors, togetherwith low emotional intelligence. Similarly, highest intentions to quit was reported by those teachers reporting low work engagement and low emotional intelligence. Finally, we discuss the relevance of these findings for basic and applied research seeking to retain a more engaged teaching force


Este estudio pretende evaluar los factores mediadores y moderadores en la relación entre el apoyo social organizacional (apoyo percibido de compañeros y supervisores) y los niveles de intención de abandono en una muestra de profesionales de la enseñanza. Específicamente, usando la teoría de demandas y recursos laborales y centrándose en el apoyo social, se examina si el engagement laboral media la relación entre apoyo social organizacional e intención de abandono. Además, se analiza el posible papel moderador de la inteligencia emocional en el modelo propuesto. La muestra del estudio esta compuesta por 1,297 profesionales de la enseñanza (64.8% mujeres) que trabajaban como docentes de Infantil, Primaria y Secundaria en varios centros del este y sur de España. Los resultados principales demostraron que el engagement laboral mediaba totalmente la relación entre el apoyo social de compañeros y supervisores y la intención de abandono. Los hallazgos mostraron que el nivel de inteligencia emocional de los docentes moderaba significativamente las relaciones indirectas entre el apoyo percibido de compañeros y supervisores y la intención de abandono. Los docentes con un nivel más bajo de engagement laboral informaron de bajo apoyo de compañeros y supervisores, así como de un bajo nivel de inteligencia emocional. Igualmente, aquellos docentes con bajo engagement laboral y baja inteligencia emocional informaron de mayores niveles de intención de abandono. Finalmente, se discute la importancia de estos hallazgos para la investigación básica y aplicada enfocada a la retención de un capital docente comprometido


Assuntos
Humanos , Masculino , Feminino , Adulto Jovem , Adulto , Pessoa de Meia-Idade , Apoio Social , Inteligência Emocional , Docentes/psicologia , Modelos Teóricos , Engajamento no Trabalho , Desenvolvimento de Pessoal/organização & administração
20.
PLoS One ; 15(8): e0237250, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-32776992

RESUMO

Job crafting is beneficial for employees and organizations. To better predict these behaviors, we introduce the concept of job crafting self-efficacy (JCSE) and define it as an individual's beliefs about their capability to modify the demands and resources of their job to better fit their needs. This article describes the development and validation of a scale to measure JCSE. We conducted a qualitative study to design and four quantitative studies to test the psychometric properties of this scale among Polish and American employees in both paper-and-pencil and online versions. Three independent (N1 = 364; N2 = 432; N3 = 403) confirmatory factor analyses demonstrated a good fit to a 3-factor solution comprising JCSE beliefs about increasing (a) structural job resources, (b) social job resources, and (c) challenging job demands. The 9-item JCSE Scale had good internal consistency, high time stability, and good validity. It correlated positively with general self-efficacy. JCSE explained unique variance in job crafting behaviors over and above general self-efficacy, and was more important in predicting job crafting than contextual factors. We demonstrate the role of social cognitions in shaping job redesign behaviors and provide a useful tool to evaluate the effectiveness of interventions dedicated to empowering JCSE.


Assuntos
Satisfação no Emprego , Psicometria , Autoeficácia , Engajamento no Trabalho , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Psicologia Industrial/métodos , Psicometria/métodos , Adulto Jovem
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