Your browser doesn't support javascript.
loading
Mostrar: 20 | 50 | 100
Resultados 1 - 20 de 30.137
Filtrar
1.
J Affect Disord ; 320: 517-524, 2023 Jan 01.
Artigo em Inglês | MEDLINE | ID: mdl-36191645

RESUMO

BACKGROUND: The first goal of this study was to assess longitudinal changes in burnout among psychotherapists prior to (T1) and during the COVID-19 pandemic (T2). The second objective was to assess the effects of job demands, job resources (including organizational support for evidence-based psychotherapies, or EBPs) and pandemic-related stress (T2 only) on burnout. METHOD: Psychotherapists providing EBPs for posttraumatic stress disorder in U.S. Department of Veterans Affairs (VA) facilities completed surveys assessing burnout, job resources, and job demands prior to (T1; n = 346) and during (T2; n = 193) the COVID-19 pandemic. RESULTS: Burnout prevalence increased from 40 % at T1 to 56 % at T2 (p < .001). At T1, stronger implementation climate and implementation leadership (p < .001) and provision of only cognitive processing therapy (rather than use of prolonged exposure therapy or both treatments; p < .05) reduced burnout risk. Risk factors for burnout at T2 included T1 burnout, pandemic-related stress, less control over when and how to deliver EBPs, being female, and being a psychologist rather than social worker (p < .02). Implementation leadership did not reduce risk of burnout at T2. LIMITATIONS: This study involved staff not directly involved in treating COVID-19, in a healthcare system poised to transition to telehealth delivery. CONCLUSION: Organizational support for using EBPs reduced burnout risk prior to but not during the pandemic. Pandemic related stress rather than increased work demands contributed to elevated burnout during the pandemic. A comprehensive approach to reducing burnout must address the effects of both work demands and personal stressors.


Assuntos
Esgotamento Profissional , COVID-19 , Veteranos , Humanos , Feminino , Masculino , COVID-19/epidemiologia , COVID-19/prevenção & controle , Pandemias/prevenção & controle , Psicoterapeutas , Esgotamento Profissional/epidemiologia , Esgotamento Profissional/psicologia , Inquéritos e Questionários , Satisfação no Emprego
2.
Health Care Manage Rev ; 48(1): 42-51, 2023.
Artigo em Inglês | MEDLINE | ID: mdl-35713572

RESUMO

PURPOSE: The purpose of this study was to examine the effects of psychological capital on the relationship between physical violence and mental health issues of nurses and personal care assistants (PCAs) working in aged care using the job demands-resources theory. METHODOLOGY: Data were collected from 254 nurses and PCAs of the Australian Nursing Midwifery Federation located in Victoria, Australia. The study takes a quantitative approach and tests the hypotheses through regression analyses. FINDINGS: The results indicate that experiencing physical violence increases levels of stress, depression, and anxiety. This, in turn, increases nurses' and PCAs' intention to leave. However, increased psychological capital can assist nurses and PCAs in dealing with physical violence. RESEARCH IMPLICATIONS: The study acknowledges that physical violence is a factor in nurses' intention to leave. The significant finding is that psychological capital plays a protective role in ameliorating the negative impact of physical violence on individual well-being and intentions to leave. We note, however, that this is a cross-section study, and more longitudinal research needs to be undertaken. PRACTICAL IMPLICATIONS: There are clear implications for managers to create a supportive organization that cultivates hope, self-efficacy, and resilience, thereby increasing psychological capital. Leadership development programs could build a supportive foundation for nurses to seek support and build resilience. Job construction should be focused on protecting nurses from risk by utilizing manageable workloads to limit stress, depression, and anxiety. ORIGINALITY: Our study extends research on retention of these skilled and important health care workers in a demanding environment that has largely been absent from the literature. Specifically, physical violence is often considered part of nursing work, but its impact on mental health, well-being, and intention to leave are underexplored in this sector, as well as the effectiveness of specific measures that bolster the negative impact of physical violence on nurses.


Assuntos
Satisfação no Emprego , Reorganização de Recursos Humanos , Humanos , Idoso , Abuso Físico , Saúde Mental , Inquéritos e Questionários , Austrália
3.
Health Care Manage Rev ; 48(1): 61-69, 2023.
Artigo em Inglês | MEDLINE | ID: mdl-36066549

RESUMO

BACKGROUND: Existing studies that seek to understand nurses' experiences of burnout are dominated by cross-sectional, quantitative survey designs employing predetermined measures, often overlooking important job-related stressors that can be highly dependent on industry and professional contexts. Cancer nurses are a group of professionals who warrant special attention, as burnout in this profession is often attributed to high job demands and the challenge of caring for a vulnerable cohort of patients. A deeper understanding of the job demands associated with cancer nursing is required to provide insights about the work experiences of cancer nurses and identify aspects that mitigate burnout and stress. PURPOSE: This study describes the antecedents of burnout among Australian cancer nurses by focusing on the demands and resources inherent in their work. We aim to build on the existing literature by identifying job resources that may serve to mitigate the antecedents of burnout. METHODOLOGY/APPROACH: An in-depth interview study of cancer nurses across a spectrum of age and experience in Australian metropolitan public health care services was conducted over a 2-year period that coincided with the COVID-19 pandemic. The job demands and resources model framed this study of job-related factors associated with burnout and conversely job resources that may foster work engagement. RESULTS: Patient aggression, workload, emotional demands, and abusive peers and managers were reported as distinct job demands, whereas job significance and supportive peers who demonstrated leadership, along with task variety, were identified as job resources. CONCLUSION: Australian cancer nurses work in an environment where job demands are increasingly disproportionate to job resources, leading to significant risk of burnout. PRACTICE IMPLICATIONS: Our study identifies modifiable strategies for improving work conditions for this group who play a critical role in the health care system.


Assuntos
Esgotamento Profissional , COVID-19 , Neoplasias , Enfermeiras e Enfermeiros , Humanos , Satisfação no Emprego , Estudos Transversais , Pandemias , Austrália , Esgotamento Profissional/psicologia , Carga de Trabalho/psicologia , Inquéritos e Questionários
4.
Health Care Manage Rev ; 48(1): 80-91, 2023.
Artigo em Inglês | MEDLINE | ID: mdl-36279316

RESUMO

BACKGROUND: The COVID-19 pandemic has been an unusually comprehensive crisis that has taken a toll on people in their roles both at work and at home, giving rise to a new normal. PURPOSE: Relational coordination theory shows how communicating and relating for the purpose of task integration drives positive outcomes for workers, their clients, and their employers. The ecological theory of work-family spillover shows how relational dynamics from work spillover into family life, and vice versa. We build upon these two theories to understand how relationships at work impact work-life balance and worker well-being, especially in times of crisis. METHODOLOGY: This study was based on surveys of clinicians affiliated with a large California health system during the COVID-19 pandemic. Mediation and multilevel logistic regression models were used to assess how relational coordination among colleagues impacts well-being (job satisfaction and lack of burnout) through its effects on work-life balance (schedule control and personal time). RESULTS: A 1-point increase in relational coordination tripled clinician odds of having schedule control ( OR = 3.33, p < .001) and nearly doubled the odds of having adequate personal time ( OR = 1.83, p < .001). A 1-point increase in relational coordination nearly quadrupled odds of being satisfied with their job ( OR = 3.92, p < .001) and decreased odds of burnout by 64% ( OR = 0.36, p < .001). The impact of relational coordination on worker well-being was mediated by greater schedule control and personal time. CONCLUSION: Relational coordination among colleagues impacts worker well-being by enabling greater control over one's schedule and more personal time, thus creating a positive spillover from work to home in times of crisis. PRACTICE IMPLICATIONS: In times of crisis, leaders should prioritize relational coordination among colleagues in order to support their resilience both at work and at home.


Assuntos
Esgotamento Profissional , COVID-19 , Humanos , Equilíbrio Trabalho-Vida , Pandemias , Satisfação no Emprego , Inquéritos e Questionários
5.
Int Arch Occup Environ Health ; 95(3): 559-571, 2022 Apr.
Artigo em Inglês | MEDLINE | ID: mdl-35220487

RESUMO

OBJECTIVE: Estimate the effort-reward imbalance prevalence (ERI) among physicians. METHODS: A systematic review was conducted from 2005 to 2019 using PRISMA guidelines on the PubMed and EBSCOhost search engines. Data were classified according to the ERI definition used by the authors. A meta-analysis was performed on effort and reward scores and on ERI prevalence rates. RESULTS: Out of 3787 results, we selected 41 studies. The physicians' ERI prevalence rate ranged from 3.50 to 96.9%. The standardized pooled effort mean score was 58.5 for effort and 48.9 for a reward out of 100, respectively. The overall combined ERI rate (when the ratio between effort and reward scores was above 1) was 40.2% among 21,939 practitioners (31.7% in the working European population). ERI rate was 70.2% using a four-point Likert scale and 21.1% using a five-point Likert scale. The highest rate (96.9%) was observed among German rural general practitioners and the lowest rate (3.50%) among Swiss hospital practitioners. The low percentage of variability (I2 = 27%) attributed to effort scores heterogeneity between studies suggested that this dimension is not discriminant in the physician ERI assessment. The high heterogeneity in reward scores (I2 = 83%) indicated that this dimension is sensible in ERI assessment among physicians. The number of items used did not appear as a significant source of heterogeneity. CONCLUSION: Physician job ERI appeared to be higher than in the working population. Studying each dimension and item indicators could help improve psychosocial risk prevention.


Assuntos
Satisfação no Emprego , Médicos , Humanos , Médicos/psicologia , Prevalência , Recompensa , Estresse Psicológico/epidemiologia , Estresse Psicológico/psicologia , Inquéritos e Questionários , Carga de Trabalho/psicologia
6.
Rev. urug. enferm ; 17(2): 1-10, dic. 2022.
Artigo em Espanhol | LILACS, BDENF - Enfermagem | ID: biblio-1393223

RESUMO

El clima organizacional constituye uno de los elementos a considerar en los procesos organizativos y la calidad de los servicios públicos de salud. En este artículo se realiza una valoración sobre el tema, con el objetivo de caracterizar el trabajo de nuestros Centros de Diagnóstico Integral (CDI). Entre varios argumentos se analizan las técnicas propuestas por Letwin y Stinger. Se enfatiza en las técnicas de exploración del clima organizacional a través de cuatro dimensiones básicas: motivación, liderazgo, reciprocidad y participación. Se realizó análisis de contenido de documentos, que incluyó artículos originales y de revisión publicados desde el año 2001 al 2021, se identificaron y revisaron artículos que fueron útiles para el desarrollo de la revisión, así como monografías de varias revistas y tesis doctorales actualizadas que permitieron el análisis histórico lógico de la evolución de la definición del clima organizacional. La sistematización de los términos relacionados con el clima organizacional permitió definirlo con sus características, dimensiones e importancia, sin embargo se hace necesario su conocimiento para el mejoramiento de la calidad en las instituciones laborales.


The organizational climate constitutes one of the elements to be considered in the organizational processes and the quality of public health services. In this article an assessment is made on the subject, with the aim of characterizing the work of our Comprehensive Diagnostic Centers (CDI). Among several arguments, the techniques proposed by Letwin and Stinger are analyzed. Emphasis is placed on the techniques for exploring the organizational climate through four basic dimensions: motivation, leadership, reciprocity, and participation. Document content analysis was carried out, which included original and review articles published from 2001 to 2021, identifying and reviewing articles that were useful for the development of the review, as well as monographs from various journals and updated doctoral theses that allowed the logical historical analysis of the evolution of the definition of organizational climate. The systematization of the terms related to the organizational climate, allowed to define it, with its characteristics, dimensions and importance, however its knowledge is necessary for the improvement of quality in labor institutions.


O clima organizacional constitui um dos elementos a serem considerados nos processos organizacionais e na qualidade dos serviços públicos de saúde. Neste artigo é feita uma avaliação sobre o assunto, com o objetivo de caracterizar o trabalho de nossos Centros de Diagnóstico Integral (CDI). Entre vários argumentos, são analisadas as técnicas propostas por Letwin e Stinger. A ênfase é colocada nas técnicas de exploração do clima organizacional por meio de quatro dimensões básicas: motivação, liderança, reciprocidade e participação. Foi realizada análise de conteúdo documental, que incluiu artigos originais e de revisão publicados de 2001 a 2021, identificando e revisando artigos que foram úteis para o desenvolvimento da revisão, além de monografias de diversos periódicos e teses de doutorado atualizadas que permitiram a análise histórica lógica da evolução da definição de clima organizacional. A sistematização dos termos relacionados ao clima organizacional, permitiu defini-lo, com suas características, dimensões e importância, porém seu conhecimento é necessário para a melhoria da qualidade nas instituições trabalhistas.


Assuntos
Humanos , Atenção Primária à Saúde , Qualidade da Assistência à Saúde , Venezuela , Condições de Trabalho , Planejamento Estratégico , Cultura Organizacional , Engajamento no Trabalho , Satisfação no Emprego , Liderança , Motivação
7.
Front Public Health ; 10: 970780, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-36438210

RESUMO

Background: Village doctors (VDs) in China undertook arduous primary healthcare missions. However, they received little attention in comparison to doctors in urban public secondary and tertiary hospitals. There is an urgent need to explore the overall situation of turnover intention and job burnout among VDs to evaluate and adjust current health manpower policy. Methods: In this study, seven databases like PubMed, EMBASE, Web of Science (WOS), WanFang, China Science and Technology Journal Database (VIP), Chinese BioMedical Literature Database (CBM), and China National Knowledge Infrastructure (CNKI) were systematically searched, relevant experts were consulted, and empirical research on job burnout and turnover intention among VDs in international publications was evaluated. Therefore, we evaluated the prevalence of job burnout among VDs in general, across all dimensions and different severity levels, as well as the scores of each category. For turnover intention, we assessed the prevalence of different groups and their overall situation and also identified significant contributors. Results: In this study, we integrated 20 research evidences on job burnout and turnover intention among 23,284 VDs from almost all provinces in China, and the prevalence of turnover intention among VDs in China was as high as 44.1% [95% confidence interval (CI): 34.1-54.2], which was two to four times that of primary health workers in high-income countries, but not much different from some developing countries. Simultaneously, VDs with the highest risk of turnover intention were men [odds ratio (OR): 1.22 (1.05-1.43)], those with a monthly income below USD 163.4 [OR: 0.88 (0.78-0.98)], those with a high educational level [OR: 0.88 (0.78-0.98)], and those <40 years old [OR: 1.27 (1.16-1.40)]. Similarly, the detection rate of job burnout toward them was 59.8% (95% CI: 38.7-79.1) with the MBI-GS score being 44.44 (95% CI: 37.02-51.86) in a total of 90, while the detection rate of job burnout in moderate and above almost reached 20%. The most significant contributor that affects job burnout was low personal accomplishment (LPA), and the detection rate for moderate and higher severity was 65.2% (95% CI: 58.7-71.7). Conclusion: Attention should be paid to the high turnover intention and severe job burnout of primary health workers in rural areas of developing countries, and targeted measures should be taken to improve the situation. Health policymakers should increase financial subsidies for VDs, set a reasonable workload, improve various health policies such as pension insurance for VDs, and encourage "targeted training" for medical students to enrich and expand their team. Systematic review registration: https://www.crd.york.ac.uk/PROSPERO/, identifier: CRD42021289139.


Assuntos
Esgotamento Profissional , Intenção , Masculino , Humanos , Adulto , Feminino , Satisfação no Emprego , Estudos Transversais , Esgotamento Profissional/epidemiologia , China/epidemiologia
8.
Front Public Health ; 10: 1022823, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-36438239

RESUMO

Background: Psychological empowerment is generally understood to be associated with job satisfaction among nurses. However, recently published literature has questioned this association. Objective: We aimed to systematically investigate through a meta-analysis the association of psychological empowerment with job satisfaction among nurses. Methods: PubMed, Medline, Cochrane Library, PsycInfo, and Embase were used to search targeted studies from conception to 20 January 2022. The correlation coefficients of each study were extracted and converted into Fisher's Z. Finally, pooled r was calculated by Fisher's Z and standard error (SE). Results: A total of 28 studies encompassing 27 articles with 7,664 registered nurses were included. The pooled correlation coefficient between psychological empowerment and job satisfaction was 0.55. Subgroup analyses were conducted according to ethnicity, and the correlation in the Asian participants (P < 0.01) was significantly stronger (P < 0.05) than that of the Caucasian nurses (P < 0.01). Conclusions: Psychological empowerment is strongly correlated to job satisfaction for registered nurses, especially among those from Asian countries. Interventions designed for psychological empowerment could be one of the strategies to promote the retention of nurses. Nonetheless, additional future studies are essential for more investigations.


Assuntos
Satisfação no Emprego , Poder Psicológico , Humanos , Ásia
9.
Medicina (Kaunas) ; 58(11)2022 Oct 25.
Artigo em Inglês | MEDLINE | ID: mdl-36363475

RESUMO

Background and Objectives: Burnout syndrome is caused by a number of factors, including personal, organizational, and professional problems. Data from the literature reported a strong relationship between burnout syndrome and job satisfaction among emergency medical personnel. Materials and Methods: We studied a sample of 80 nurses working in the Emergency Department of Emergency Clinical County Hospital "Sfântul Apostol Andrei" of Galati Romania. Participants signed an informed consent and then completed a socio-demographic questionnaire and the MBI-HSS (Maslach Burnout Inventory-Human Services Survey) questionnaire to assess the level of burnout and JSS (Job Satisfaction Survey) to assess the level of professional satisfaction. The aim of this study was to measure the levels of burnout and satisfaction among nurses in the Emergency Department as well as the relationship between these two variables and a group of selected socio-demographic characteristics. Results: This study found that 36.25% of nurses reported a high level of burnout. Additionally, emotional exhaustion is directly proportional to professional experience and age. Participants also reported a sense of ambivalence and satisfaction with the workplace, but were satisfied with the nature of their work. Conclusions: The results of this study suggest the relationship between variables and this could be used to implement psychoactive intervention strategies at both individual and organizational levels, which could lead to a decrease in burnout levels. Burnout is a predictor of job satisfaction for Emergency Department nurses. Personal achievement was relatively commensurate with the nature of the work. Additionally, the increase in burnout among nurses is directly proportional to the nature of the work.


Assuntos
Esgotamento Profissional , Satisfação no Emprego , Humanos , Hospitais de Condado , Romênia , Estudos Transversais , Esgotamento Psicológico , Esgotamento Profissional/etiologia , Inquéritos e Questionários , Serviço Hospitalar de Emergência
10.
Surgery ; 172(6): 1744-1747, 2022 Dec.
Artigo em Inglês | MEDLINE | ID: mdl-36333248

RESUMO

BACKGROUND: Increasing levels of burnout among trainees and faculty members at all levels is a major problem in academic medicine. Junior faculty members may be at unique risk for burnout and have unique needs and barriers that contribute to attrition, job satisfaction, and overall workplace well-being. METHODS: Twenty-seven faculty members at the assistant professor level at a large, quaternary referral academic medical institution were interviewed. A qualitative analyst with no reporting relationship to faculty was used as the proctor. Seven scripted questions targeting faculty well-being and institutional barriers to well-being were administered, and the responses were coded for common themes between respondents. RESULTS: Respondents most commonly identified clinical work (26%), research (19%), and teaching (19%) as the best aspects of their job. Among respondents, 3% stated they were not able to devote as much time as they would like to work they enjoyed and found most meaningful. Of these respondents, 44% cited "insufficient help" as the root cause. Also, 33% stated time spent writing and managing institutional review board requirements was a major contributor, and 22% cited both clinical volume/performance benchmarks and administrative responsibilities as significant barriers. The most common responses to departmental factors that can be improved included moving meetings to during the workday versus after hours, establishing a similar value system/metric for all faculty, and providing more opportunities to interact with faculty across divisions. The most common barriers to change identified were difficulty hiring research support, patient volume and clinical demands, and a pervasive culture of continuing to work after the workday has ended. At an institutional level, provision of childcare and promotion of basic science research were identified as areas for improvement. More actionable items were identified at the departmental rather than institutional level (53 vs 34). CONCLUSIONS: Junior faculty well-being is most affected at the department level. Qualitative data collection from junior faculty regarding barriers to well-being and academic/clinical productivity can be invaluable for departments and institutions seeking to make cultural or systemic improvements.


Assuntos
Esgotamento Profissional , Docentes de Medicina , Humanos , Centros Médicos Acadêmicos , Satisfação no Emprego , Esgotamento Profissional/prevenção & controle , Inquéritos e Questionários
11.
Artigo em Inglês | MEDLINE | ID: mdl-36360989

RESUMO

Most current studies on the mental health of construction project management professionals (CPMPs) are conducted from a negative psychological perspective, lacking a comprehensive understanding of the positive-negative interwoven mechanism. This study developed a positive-negative dual-process psychological model of CPMPs to explore the interwoven mechanisms among five variables: family-supportive supervisor behavior (FSSB), work-family conflict, work-family enrichment, job burnout, and work engagement. We conducted a large-scale questionnaire survey among Chinese CPMPs. A total of 656 questionnaires were returned; 446 were considered valid. The groups of CPMPs prone to occupational psychological problems were identified, which enhanced the targeted organizational management in the construction industry. The hypothetical model was verified with SEM. The results revealed that the effect of work-family enrichment was more significant than work-family conflict, which implies that the positive psychology process may play a more prominent role than the negative process. There was a significant correlation between FSSB and work-family conflict/ enrichment; but no direct correlation between FSSB and job burnout/work engagement. This implies that the improvement of the work-family relationship plays a full mediating role in improving CPMPs' occupational psychological health. This research provides a thorough understanding of CPMPs' interwoven occupational psychological problems and gives suggestions to enhance their occupational psychological health.


Assuntos
Esgotamento Profissional , Indústria da Construção , Humanos , Satisfação no Emprego , Engajamento no Trabalho , Esgotamento Profissional/epidemiologia , Esgotamento Profissional/psicologia , Conflito Familiar , Inquéritos e Questionários
12.
Artigo em Inglês | MEDLINE | ID: mdl-36361111

RESUMO

During the COVID-19 pandemic, nurses were exposed to many stressors, which may have been associated with some mental health problems. However, most of the studies carried out on nurses' quality of life and workplace wellbeing during the COVID-19 pandemic took a pathogenic approach. Given that current scientific knowledge in this field presented too many gaps to properly inform preventive and therapeutic action, the aim of this study was to explore whether protective factors (resilience, perceived social support, and professional identification) and stressors (perceived stress and psychosocial risks in the workplace) influenced the quality of life and workplace wellbeing perceived by Portuguese nurses during the COVID-19 pandemic. Data for this cross-sectional study was collected through online self-administered questionnaires. Linear regression models were used to analyze the relationships between variables. Results showed that perceived stress, resilience and job satisfaction were associated with quality of life and workplace wellbeing among Portuguese nurses. The study's findings could serve to inform health policy and should draw the attention of nursing managers to the needs and difficulties reported by nurses, to the importance of providing them with emotional support, and to the relevance of promoting a good work environment.


Assuntos
COVID-19 , Enfermeiras e Enfermeiros , Humanos , COVID-19/epidemiologia , Local de Trabalho/psicologia , Pandemias , Qualidade de Vida , Estudos Transversais , Fatores de Proteção , Portugal/epidemiologia , Satisfação no Emprego , Inquéritos e Questionários
13.
Artigo em Inglês | MEDLINE | ID: mdl-36361094

RESUMO

Job satisfaction has a huge impact on overall life quality involving social relationships, family connection and perceived health status, affecting job performances, work absenteeism and job turnover. Over the past decades, the attention towards it has grown constantly. The aim of this study is to analyze simultaneously knowledge, attitudes, and practices toward job satisfaction in a general population in a large metropolitan area. The data acquired from 1043 questionnaires-administered to subjects with an average age of 35.24 years-revealed that only 30% is satisfied by his job. Moreover, among all the tested sample, 12% receive, or often receive intimidation by their superior, and 23% wake up unhappy to go to work. Marital status and having children seem to be an important factor that negatively influences job satisfaction through worst behaviours. The multiple linear regression analysis shows how knowledge is negatively correlated to practices; although this correlation is not present in a simple linear regression showing a mediation role of attitudes in forming practices. On the contrary, attitudes, correlated both to knowledge and practices, greatly affect perceived satisfaction, leading us to target our proposed intervention toward mindfulness and to improve welfare regulation towards couples with children.


Assuntos
Conhecimentos, Atitudes e Prática em Saúde , Satisfação no Emprego , Criança , Humanos , Adulto , Reorganização de Recursos Humanos , Atitude do Pessoal de Saúde , Inquéritos e Questionários
14.
J Korean Acad Nurs ; 52(5): 511-521, 2022 Oct.
Artigo em Coreano | MEDLINE | ID: mdl-36373467

RESUMO

PURPOSE: This study aimed to examine the moderating effect of organizational justice on the relationship between self-efficacy and nursing performance among clinical nurses. METHODS: In January 2021, a cross-sectional survey was conducted with 224 clinical nurses recruited from a university-affiliated hospital in Suwon, South Korea. Participants completed online-based, self-report structured questionnaires. Collected data were analyzed using multiple regression and a simple model of PROCESS macro with a 95% bias-corrected bootstrap confidence interval. RESULTS: Self-efficacy and organizational justice were found to be significant predictors of nursing performance. These two predictors explained the additional 34.8% variance of nursing performance in the hierarchical regression model, after adjusting the other covariates. In addition, organizational justice moderated the relationship between self-efficacy and nursing performance among the clinical nurses. In particular, at low self-efficacy level, participants with high organizational justice had higher nursing performance compared to those with low organizational justice. CONCLUSION: Enhancing organizational justice can be used as an organizational strategy for improving the organizational culture in terms of distribution, procedure, and interaction. Ultimately, these efforts will contribute to the improvement of nursing performance through a synergistic effect on organizational justice beyond nurses' individual competency and self-efficacy.


Assuntos
Recursos Humanos de Enfermagem no Hospital , Cultura Organizacional , Humanos , Justiça Social , Estudos Transversais , Autoeficácia , República da Coreia , Inquéritos e Questionários , Satisfação no Emprego
15.
J Korean Acad Nurs ; 52(5): 479-498, 2022 Oct.
Artigo em Coreano | MEDLINE | ID: mdl-36373465

RESUMO

PURPOSE: This study aimed to examine effect sizes of leadership styles of nursing managers on turnover intention of hospital nurses. METHODS: A systematic review and meta-analysis were conducted in accordance with the PRISMA and MOOSE guidelines. Participants were nurses working in hospitals. The intervention involved nursing managers' leadership styles; the outcome assessed was nurses' turnover intention. This was an observational study design. Eleven databases were searched to obtain articles published in Korean or English. Of the 14,428 articles reviewed, 21 were included in systematic review and meta-analysis. Comprehensive Meta-Analysis and R software programs were used. RESULTS: The total effect size r (ESr) was -0.25 (95% confidence interval: -0.29 to -0.20). Effect sizes of each leadership style on turnover intention were as follows: ethical leadership (ESr = -0.34), transformational leadership (ESr = -0.28), authentic leadership (ESr = -0.23), transactional leadership (ESr = -0.21), and passive avoidant leadership (ESr = 0.13). Ethical leadership was the most effective style in decreasing turnover intention of hospital nurses. CONCLUSION: Positive leadership styles of nurse managers effectively decrease turnover intention of hospital nurses, and negative leadership styles of nurse managers effectively increase turnover intention of hospital nurses. The ethical leadership style is the most effective in decreasing turnover intention of hospital nurses; however, it requires careful interpretation as its effects are reported by only two studies. This study contributes to addressing the high turnover rate of hospital nurses and developing positive leadership styles of nurse managers in hospital settings.


Assuntos
Enfermeiras Administradoras , Recursos Humanos de Enfermagem no Hospital , Humanos , Liderança , Intenção , Satisfação no Emprego , Inquéritos e Questionários , Reorganização de Recursos Humanos , Hospitais , Estudos Observacionais como Assunto
16.
AORN J ; 116(6): 499-515, 2022 Dec.
Artigo em Inglês | MEDLINE | ID: mdl-36440945

RESUMO

AORN conducted its 20th annual compensation survey for perioperative nurses in June of 2022. A multiple regression model was used to examine how several variables, including job title, education level, certification, experience, and geographic region, affect perioperative nurse compensation. Comparisons between the 2022 data and data from previous years are presented. The effects of other forms of compensation (eg, on-call compensation, overtime, bonuses, shift differentials, benefits) on total compensation are also examined. Additional analyses explore the current state of the nursing shortage and the sources of job satisfaction and dissatisfaction.


Assuntos
Satisfação no Emprego , Salários e Benefícios , Humanos , Escolaridade , Capsaicina , Certificação
17.
PLoS One ; 17(11): e0276784, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-36367852

RESUMO

The COVID-19 pandemic has brought about serious consequences in business world practices. Among these, flexible working policies have increased to a great extent. This has resulted in serious problems in the work-life balance. In this context, conditions such as having children and marital status have been important factors that can affect work engagement among flexible workers in the post pandemic era. Therefore, this study investigates the relationship of marital status, job experience and having children with work engagement among white-collar workers who work in flexible hours. Data is collected through surveys from 199 flexible working employees. ANOVA and T-tests were employed to analyze the data. The results indicate that only one of the sub-dimensions of work engagement-namely absorption- changes according to their marital status, and yet, the work engagement is not related to having children. In addition, it is seen that there is a significant relationship between job experience and work engagement.


Assuntos
COVID-19 , Engajamento no Trabalho , Criança , Humanos , COVID-19/epidemiologia , Pandemias , Inquéritos e Questionários , Estado Civil , Satisfação no Emprego
18.
BMC Health Serv Res ; 22(1): 1418, 2022 Nov 26.
Artigo em Inglês | MEDLINE | ID: mdl-36434716

RESUMO

BACKGROUND: Home care staff (HCS) provide essential service to enable older adults to age in place. However, unreasonable demands in the work environment to deliver a safe, effective service with high quality has a negative impact on the individual employee's well-being and the care provided to the older adults. The psychosocial work environment is associated with employees´ well-being, although, knowledge regarding which individual and organisational factors that contribute to job strain for HCS is limited. These factors need to be identified to develop targeted interventions and create sustainable work situations for HCS. This study aimed to explore how HCS´s perceived job strain is associated with, and to what extent can be explained by, individual and organisational factors of the psychosocial work environment and psychosomatic health. METHOD: An explorative cross-sectional questionnaire survey design was used in a large Swedish county. Five home care agencies with a total of 481 HCS were asked to respond to a questionnaire regarding their perceived level of job strain (Strain in Dementia Care Scale), psychosocial work environment (QPSNordic34+), and psychosomatic health (Satisfaction with Work Questionnaire). Multiple linear regression (MLR) analyses were conducted to explore the association between job strain and individual and organisational factors. RESULTS: In total, 226 (46%) HCS responded to the questionnaire. Both individual and organisational factors were significant predictors of job strain and explained a variance ranging between 39 to 51% (p = 0.001). The organisational factor job demand and the individual factor feeling worried and restless was most frequently represented in these MRL models. A higher job strain was also associated with adverse outcomes regarding leadership, organisational culture and climate, and control at work. CONCLUSION: This study indicates that there is an intertwined complexity of individual and organisational factors that are associated with the HCS´s perception of job strain. Implementation of new multidimensional work strategies, such as a reablement approach, could support the development of efficient strategies for HCS and reduce the level of job strain. Policy changes for the provision of home care are also needed to support the development of a sustainable and healthy psychosocial work environment.


Assuntos
Serviços de Assistência Domiciliar , Satisfação no Emprego , Humanos , Idoso , Estudos Transversais , Suécia/epidemiologia , Local de Trabalho/psicologia
19.
Zhonghua Yi Xue Za Zhi ; 102(41): 3321-3327, 2022 Nov 08.
Artigo em Chinês | MEDLINE | ID: mdl-36319185

RESUMO

Objective: To analyze the influence of intrinsic motivation on work burnout and the mediating effects of work stress. Methods: In 2020, questionnaire survey was conducted in 1 655 gastroenterologists working in 28 provinces of China. Mediation model was used to analyze the mediating effects of work stress in the relationship between intrinsic motivation and burnout. Resutls 1655 valid questionnaires were collected, including 1 132 women and 523 men, with an average age of 39.26. Intrinsic motivation was related to reduced level of burnout, including emotional exhaustion, dehumanization and low sense of accomplishment (ß=-2.06, -1, 77 and-4.20;P<0.001). Job stress partially mediated the negative correlation between intrinsic motivation and job burnout in three dimensions, accounting for 40%, 15% and 5% (ß=-1.58, -0.36 and-0.21;P<0.05), respectively. In female physicians, the intrinsic motivation was more directly related to the reduction of burnout, especially in the dimension"emotional exhaustion"(direct effect accounting for 62% in female gastroenterologists and 46% in male). Conclusions: Enhancing the intrinsic motivation of gastroenterologists can directly reduce burnout and indirectly reduce burnout by alleviating work stress. In the same work environment, female physicians' intrinsic motivation had a greater and more direct effect on reducing burnout.


Assuntos
Esgotamento Profissional , Gastroenterologistas , Estresse Ocupacional , Feminino , Masculino , Humanos , Adulto , Satisfação no Emprego , Gastroenterologistas/psicologia , Motivação , Esgotamento Profissional/psicologia , Esgotamento Psicológico , Inquéritos e Questionários
20.
J Nurs Educ ; 61(11): 617-623, 2022 Nov.
Artigo em Inglês | MEDLINE | ID: mdl-36343191

RESUMO

BACKGROUND: Higher education wants a satisfied workforce to ensure the organization reaches their stated or evolving goals; however, if faculty are dissatisfied, there can be harmful and long-term consequences on productivity and organizational outcome. This study examined nursing faculty's job satisfaction and intent to stay in universities in the United States and Canada. METHOD: This study used a nonexperimental, survey research design with correlational analysis. The sample included 746 U.S. and Canadian nursing faculty. A secondary data source from the Collaborative on Academic Careers in Higher Education also was used; the data contained responses to an online survey. RESULTS: Job satisfaction demonstrated statistically significant positive relationships with personal and family policies, collaboration, tenure clarity, institutional leadership, shared governance, and engagement. CONCLUSION: Understanding the different factors influencing job satisfaction and intent to stay is one step toward meeting the challenge of a diversified academic nursing workforce. [J Nurs Educ. 2022;61(11):617-623.].


Assuntos
Docentes de Enfermagem , Satisfação no Emprego , Humanos , Estados Unidos , Canadá , Inquéritos e Questionários , Liderança
SELEÇÃO DE REFERÊNCIAS
DETALHE DA PESQUISA
...