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This study aims to identify the literacy skills of individuals whose highest level of education was in the field 'teacher training and educational sciences'. The study sample comprised 10,618 individuals in the field of teacher training and educational sciences, selected from 31 countries (participating in the International Adult Skills Assessment Programme during the 2014-2015 survey) using a multi-stage sampling method. The study employed multi-level latent class analysis and three-step analysis in order to determine both the number of multi-level latent classes of educators' literacy scores as well as the selected independent variables' success in predicting those latent classes. The analysis revealed that educators in Germany constituted the group with the highest literacy skills while educators from Singapore comprised the group with the lowest literacy skills. [This study was presented at the 9th International Congress of Educational Research. Ordu University, Ordu, Turkey.]

Previous research has pointed at the pivotal role of professional collegial support relationships to keep beginning teachers in the profession. In this study, we build on previous research by using follow-up mixed-method social network data to explore (1) to what extent, in what ways and for which reasons beginning teachers' work-related network (position) changes throughout a school year, and (2) how the network (position) of beginning teachers influences their job attitudes, as important precursors of teacher retention. Five follow-up case-studies of beginning teachers and their school teams were explored. The network data showed that some teachers had a central and stable position in their team, while others were more peripheral and showed considerable changes in their work-related relations. The interviews with the beginning teachers revealed several reasons for the formation, loss and retention of their work-related ties, such as physical proximity, network intentionality and the presence of a staffroom. Finally, the results indicated that the professional support in these work-related ties can play an important role in beginning teachers' job attitudes, or can act as a mitigating factor in case of experienced challenges. In this respect, the structural and cultural conditions needed for teachers to professionally connect require our attention.

This paper presents one of the first cross-nationally comparative studies on the economic and social returns to grit (perseverance and passion for long-term goals). Specifically, we investigated whether grit incrementally predicted objective (income) and subjective (job satisfaction) career success over and above cognitive skills and educational attainment; whether grit's association with career success was moderated by individual characteristics; whether grit's associations with career success varied across countries; and whether this variation could be explained by labour market conditions (unemployment rates). Multi-group structural equation models with data from 6,738 respondents from 19 countries revealed that grit was incrementally associated with income and job satisfaction in some but not all countries. Grit's effect sizes were mostly modest, yet there were some indications for variations by education and labour market conditions. Overall, these findings suggest that the associations between grit and career success are not uniform but vary across individuals and contexts.

Purpose: The goal of this inquiry is to indicate which individual, organisational and external environment factors contribute to a better understanding of the well-being of Flemish primary school principals. Design/methodology/approach: Data from a representative sample of primary schools in Flanders (n = 46) were gathered through questionnaires (principals and teachers) and semi-structured interviews (principals). Findings: The quantitative and qualitative outcomes suggest that well-being is a complex psychological phenomenon affected by a myriad of factors. The analyses indicate that general self-efficacy and achievement orientedness are significantly correlated with several aspects of positive (i.e. job satisfaction and job enthusiasm) and negative well-being (i.e. cynicism and personal accomplishment). With respect to school culture and structural characteristics, very weak almost negligible effects are noted. In addition, the analysis demonstrates the significant role school boards fulfill in explaining both positive and negative well-being. Finally, the role of central government in generally is found to affect well-being in a negative way. Practical implications: The findings of this paper provide important information for policy makers concerned with the improvement of the well-being of primary school principals. Originality/value: Although prior research investigated the influence of different antecedents on well-being, several limitations in method and conceptual framework yielded information of which the usefulness must be considered tentative. In this inquiry an attempt is made to overcome these limitations and contribute to the literature in a double way: this study adopts a concurrent mixed method approach of data collection; and well-being is examined from a positive psychology (job enthusiasm and job satisfaction) and negative psychology approach (burnout), whereas prior research almost exclusively looked at the negative pole of well-being. (Contains 4 tables and 1 figure.)

In this paper, we revisit this well‐established linear relationship of person‐organisation, demands‐abilities, and needs‐supply fit with job satisfaction, commitment, and OCBs, and propose that this relationship may be linear for affective work outcomes but curvilinear for behavioural ones. We test this idea in a two‐wave sample of 212 employees, with measures taken 4 weeks apart. The results support the idea that the relationship between fit and behavioural outcomes can, indeed, be curvilinear. Overall, this study contributes to a better understanding of the nature of the relationship between fit and work outcomes by challenging the long‐held 'more fit is better' logic that pervades much of the PE fit research to date. [ABSTRACT FROM AUTHOR]

Background:The European Disability Strategy (2010–2020) seeks to significantly raise the proportion of people with disabilities working in the open labour market. The ERGO WORK project is a collaboration of academic and industrial partners in six European countries, focused on understanding and tackling barriers to workplace inclusion for workers with disabilities. Methods:This study sought to explore the perceptions and needs of stakeholders in terms of workplace adaptation to the needs of employees with disabilities. An exploratory online survey was completed by 480 participants across six countries. Results:The analysis suggests that workplaces could be further improved to meet the needs of employees with considerable scope for training within companies to raise awareness about employees’ needs, employers’ obligations and workplace adaptation. Conclusions:This snapshot suggests there is still a gap between intent and reality in workplace inclusion and further strategies are needed to improve the opportunities for employees with disabilities. The paper argues that ergonomics may have a key role to play in tackling these challenges and adapting the workplace environment and job design to suit the needs of individual employees.Implications for rehabilitationThis study suggests there is considerable scope for workplace adaptation and improvements to meet the needs of employees with disabilities.Employers need and want further specialist practitioner guidance to facilitate workplace inclusion and support adaptation to individual needs.Organisations would benefit from training to raise awareness about potential solutions and approaches that would support more widespread employment of people with disabilities. [ABSTRACT FROM PUBLISHER]

Purpose – This paper aims to contribute to the understanding of group level differences in job satisfaction. Specifically, the authors seek to understand the shared variance in job satisfaction at the group level of jobs within organisations, in a particular industrial sector. To explain differences in job satisfaction between groups, the authors examine the role of job characteristics, particularly as these are defined within the job-demand-control-support model. Design/methodology/approach – The paper presents the results of a cross-sectional self-report questionnaire study of 2,733 Belgian bank employees working in six specific jobs and four specific organisations. Research hypotheses are tested using multilevel analyses. Findings – There are substantial and reliable between-group differences in job satisfaction within the banking sector. These effects are partially explained by job characteristics from the JDCS model at the individual level. At the aggregated level, only decision authority is statistically significant. Research limitations/implications – The research is limited to Belgium and to the banking sector. The general research question and findings are nevertheless relevant to other single-sector studies in Western European countries. Practical implications – Decision authority is more important for group level job satisfaction than job demands and social support from colleagues and supervisors. Human resources managers are therefore recommended to focus more on structural differences and organisational choices that may affect job design and work systems. Originality/value – The paper aims to make a contribution to the understanding of group level job satisfaction differences in the context of sector studies. [ABSTRACT FROM AUTHOR]

Aims: This paper is a report of a study that examines (1) whether emergency nurses differ from a general hospital nursing comparison group in terms of job and organizational characteristics and (2) to what extent these characteristics predict job satisfaction, turnover intention, work engagement, fatigue and psychosomatic distress in emergency nurses., Background: The work environment and job characteristics of nurses are important predictors of stress-health outcomes. Emergency nurses are particularly exposed to stressful events and unpredictable work conditions., Methods: This cross-sectional study (N = 254) was carried out in 15 emergency departments of Belgian general hospitals in 2007-2008 by means of the Leiden Quality of Work Questionnaire for Nurses, the Checklist Individual Strength, the Utrecht Work Engagement Scale and the Brief Symptom Inventory., Results: Emergency nurses report more time pressure and physical demands, lower decision authority, less adequate work procedures and less reward than a general hospital nursing population. They report, however, more opportunity for skill discretion and better social support by colleagues. Work-time demands appear to be important determinants of psychosomatic complaints and fatigue in emergency nurses. Apart from personal characteristics, decision authority, skill discretion, adequate work procedures, perceived reward and social support by supervisors prove to be strong determinants of job satisfaction, work engagement and lower turnover intention in emergency nurses., Conclusion: Emergency departments should be screened regularly on job and organizational characteristics to identify determinants of stress-health outcomes that can be the target of preventive interventions., (© 2011 Blackwell Publishing Ltd.)

Aim: This paper is a report of the development and psychometric testing of two refined subscales of the Psychological Reward Satisfaction Scale., Background: Besides financial and material rewards, nurses also value psychological rewards: supportive and positively evaluated outcomes of the relationship an employee develops with the supervisor. Satisfaction with these rewards influences employees' attitudes. Recently, the Psychological Reward Satisfaction Scale was developed to measure an employee's satisfaction with psychological rewards. However, this instrument needs refinement before it can be used with a nursing sample., Method: We conducted a pilot study to test the reliability of the refined subscales. Forty nurses completed an online survey twice, with a time interval of 2 weeks. Afterwards, we gathered survey data with a larger sample of 337 nurses to examine the two subscales and their influence on turnover intention and the turnover antecedents job satisfaction and organizational commitment (measured by validated scales) in more detail. Data collection took place in Belgium in 2006., Results: The two refined subscales each contained four items. A series of hierarchical regression analyses suggested that satisfaction with psychological rewards from the head nurse has a statistically significant influence on nurses' turnover intention, job satisfaction and affective commitment, whereas pay satisfaction has not. Satisfaction with psychological rewards from the physicians only explained nurses' affective commitment., Conclusion: When trying to motivate nurses through rewarding them, hospital managers should not only concentrate on financial rewards, but also pay attention to psychological rewards.

Purpose -- The purpose of the paper is to clarify the mixed empirical results concerning the association between educational level and job satisfaction. It seeks to test whether the positive relationship between educational level and job satisfaction is caused by indicators of job quality. Design/methodology/approach -- Three models are estimated. In the first model, the impact of the educational level on job satisfaction is examined using an ordinal regression analysis. The second model estimates the impact of the educational level on indicators of job quality, using the appropriate technique (OLS or binary logit), The third model reveals the "true" impact of the educational level on job satisfaction, when the job quality indicators are added as independent variables. Survey data on Flemish youth in their first job are used. Findings -- The results show that higher educated workers are more satisfied than their lower educated counterparts, because they have a job of better quality. When one controls for all job characteristics, a negative relationship appears, with higher educated workers reporting less job satisfaction. Research limitations/implications -- The hypothesis is only tested for a sample of Flemish youth in their first job (cross-sectional data). Practical implications -- Future empirical studies on job satisfaction should include indicators for job quality, in order to reveal the true effect of educational level on job satisfaction. Investing in the job quality of lower educated young workers might boost their job satisfaction and as a consequence also their productivity. Originality/value -- Suggests that the diverging results concerning the relationship between educational level and job satisfaction could be due to insufficient control for indicators of job quality. [ABSTRACT FROM AUTHOR]

Purpose - This paper aims to estimate whether human resource (HR) practices influence labour demand dynamics behaviour. Design/methodology/approach - Groups practices in terms of employees satisfaction and work organisation, financial incentives and individual's career perspectives, and explains how they may influence labour productivity and cost. Considering five HR variables, estimates two specifications of labour demand dynamics, under production constrained by demand or monopolistic competition regimes. Applies the two-step GIVIM estimator proposed by Blundell and Bond to a balanced panel of 452 Belgian firms observed during the period 1998-2002. Findings - In the complete monopolistic competition specification, estimates a positive one lag relation explaining labour demand by avenge training hours combined with an indicator of well-being of workers, the fact that they are engaged in long term contracts and stay in firms. Some evidence therefore seems to show that some combined HR practices can improve labour demand. Originality/value - Provides information on whether HR practices influence labour demand dynamics in a Belgian context. [ABSTRACT FROM AUTHOR]

Aims: To describe the monthly self‐scheduling process in nursing homes (NH), to determine how specific organizational design characteristics (including interpersonal relationships and leadership style) influence this process, and to examine the effect on individual, team, and organization‐related outcomes. Design: A multiple case study using an organizational design perspective as the overarching theoretical and explanatory framework. Methods: Data collection was performed in four Belgian NH during Spring 2019 using semi‐structured interviews (n = 39), documents, and observations. Open, axial, and selective coding was used for the data reduction process, and a within‐case and cross‐case analysis was performed. The COREQ checklist was used for reporting the findings. Results: One group (two NH) used self‐scheduling because it corresponds with their decentralized organizational design. Together with a motivating head nurse and additional resources during the core phase of the process, this led to positive outcomes. In contrast, another group used self‐scheduling under the assumption that it would solve the mismatch between their organizational design and other organizational problems, which resulted in less positive work attitudes. Conclusion: Self‐scheduling should match the organizational structure and culture. Additional resources and an adaptive leadership style can help mobilize and support employees. Future research may use quantitative methods to confirm positive outcomes. Impact This study contributes to the rare literature on self‐scheduling in NHs by focusing on the monthly self‐scheduling process and by including an organizational design perspective. NH management can become informed of different self‐scheduling methodologies and the impact of specific organizational characteristics on this process. Head nurses can become aware that they need to adapt their leadership style to obtain improved outcomes. Patient or Public Contribution: Three members of the study team met with several caregivers during field visits to conduct interviews and to observe the monthly self‐scheduling process. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has highlighted an important paradox: it has reminded us of the importance of the news media and the central place it occupies in the public space in times of crisis. At the same time, it has showed the major difficulties the industry faces in Belgium and elsewhere in the world. The lockdown disrupted the employment and practices of many journalists in ways that may reveal the contemporary tensions between professional identity and working conditions more clearly than in average news cycles. In order to understand what the Belgian French-speaking journalists went through during the first lockdown, we conducted a survey about the implications of the crisis for their employment status and work practices. This survey also covered their perceptions concerning their social role, their journalistic skills and the quality of their work covering the COVID-19 crisis. The responses show a sharp contrast between challenging working conditions (isolation, lack of expertise and job losses in worst cases) and the satisfaction that comes from the social contribution of their reporting. In order to interpret the results, we consider the theory of valuation as a framework to understand the attachment of journalists to their work and how they practise it. [ABSTRACT FROM AUTHOR]

Military academies request initiatives for better pedagogy to keep their cadets motivated and successful. Following the self-determination theory, one could promote autonomous motivation by fulfilling the three basic psychological needs of students: the need for autonomy, relatedness and competence. In this qualitative research, we investigated which motivational critical events go together with a perception of high or low autonomy, relatedness and competence. To this end, we organized four focus groups with participants from the two faculties of the Royal Military Academy of Belgium (RMA): Social and Military Sciences (SMS) and Engineering (ENG). Using the critical incident method, we searched for the facilitating and inhibiting events with regard to motivation within the learning environment. Thereafter, we used the constant comparison method as an analysis technique to link the critical events to one of the three basic needs. We found that a perception of high relatedness was the most effective in motivating SMS cadets, while the perception of high competence was the most effective in motivating ENG cadets. For both the SMS and ENG cadets, a lack of autonomy was demotivating. This study provides a model that suggests in which way context characteristics within a (military) learning environment meets students' basic psychological needs and how it is facilitating or inhibiting motivation in turn. [ABSTRACT FROM AUTHOR]

Abstract: In this paper we aim to explore the relationship between volunteer motives and task preferences in order to provide volunteer managers with better insight in how tasks can be assigned to keep youth volunteers satisfied. Earlier seminal contributions have either taken a pure functional approach – where various types of motives are supposed to be at the base of any type of volunteer work – or a differentiated approach, where particular motives relate to specific task preferences. However, empirical results reported in the literature do not justify the preference of one approach above the other. To investigate whether one of the approaches is superior, or whether a combination of both is more appropriate, we perform a canonical correlation analysis for a set of functional motives and a set of task preferences (N=2158). Five distinct relationships (canonical variate pairs) of motives and preferences are found. Results show that a ‘functional basis’ exists where all motives relate to a basic set of tasks. Additionally, a more differentiated approach towards volunteer motives and task preferences has to be taken, as we find four other relationships where specific motives are satisfied by assigning particular sets of tasks. [Copyright &y& Elsevier]

Although there is a wealth of research on the educational and broader outcomes of tracking in education, there is virtually no research that investigates teachers' track identities on such outcomes. Building on research that focuses on the determinants of teachers' job satisfaction, tracking outcomes and social categorization theory, this study tests the relationship between the perceived public regard of a teachers' track and their job satisfaction, in a Belgian context of within- (vocational, technical and general education tracks) and between-school tracking (multilateral versus categorical schools). Data of the Belgian SIS (School, Identity and Society)-survey, a large-scale dataset gathered in 2017, containing the self-reports of 324 teachers, clustered in 43 secondary schools is used to test particular hypotheses regarding this relationship. The results of a multilevel analysis show that the relationship between teachers' public track regard and their job satisfaction varies according to the track they teach and whether they work in a categorical or multilateral school. The findings highlight the importance of carrying out further research on tracked identities in education. [ABSTRACT FROM AUTHOR]

Background: Person-centred care is widely recognised as important for helping people with dementia maintain a sense of self and purpose in life - especially for those living in care facilities. Despite this, most care practices still adopt a medical approach in which physical needs are prioritized over psychosocial well-being. Addressing the need to find ways of promoting person-centred approaches in care, this study explored care professionals' reflections on a novel, technological intervention (SENSE-GARDEN) that combines multisensory stimuli and digital media to create personalized environments for people with dementia. The aim of this study was to explore the experiences of care professionals who had used SENSE-GARDEN for approximately 1 year.Methods: Three care homes in Norway, Belgium, and Portugal and 1 hospital in Romania used the SENSE-GARDEN with residents/patients with moderate to severe dementia over the course of 1 year. Qualitative data - including observations and interviews with 2 care professionals - were collected at the beginning of the study period from the Norwegian care home to explore initial impressions of the new SENSE-GARDEN room. At the end of the study period, 8 care professionals across the 4 facilities were interviewed for an in-depth exploration of their experiences. The two sets of data were analysed separately through reflexive thematic analysis.Results: At the beginning of the study period, the staffs' focus was mainly on the novelty of the new SENSE-GARDEN room and how it provided opportunities for meaningful experiences. Post-intervention, the care professionals provided reflective accounts on how care could be delivered in alternative ways to standard practice. The themes generated from the post-intervention interviews were: "shifting focus onto personalized care", "building and fostering relationships", and "continuous discoveries". Through delivering person-centred care, the professionals reported a sense of purpose and achievement in their work.Conclusions: Professionals from care facilities across 4 different countries highlighted the value of interventions such as SENSE-GARDEN as a way of creating opportunities to better know people with dementia. Thus, they experienced improved relationships and greater job satisfaction. However, delivering person-centred interventions is time-consuming, and future research should evaluate the feasibility of sustaining them on a long-term basis. [ABSTRACT FROM AUTHOR]

Against the backdrop of various and sometimes unexpected transformations of working conditions, qualitative job insecurity has become increasingly prevalent in academia and beyond. As a result, there is a great need for identifying factors that may mitigate its detrimental outcomes on employee well‐being. To do so, the current study aimed to investigate the role of two proactive participation strategies—participatory decision‐making and job crafting—as a means of counteracting the effects of qualitative job insecurity on burnout, work engagement and job satisfaction. The study was based on a sample of higher education employees in Belgium and Switzerland (N = 915). To test the hypotheses, moderation analyses were conducted in the overall sample and across different staff categories (i.e., senior and junior academic staff, administrative employees). Around 30% of the tested moderation effects were statistically significant, revealing that the negative outcomes of job insecurity were less salient at high values of the moderators. In particular, our findings suggest that encouraging participative decision‐making may serve as a means to maintain academic employees' job satisfaction and prevent burnout in turbulent times. Moreover, job crafting may be additionally targeted at preserving work engagement, even though its moderator effects were not universal. [ABSTRACT FROM AUTHOR]

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Aims and objectives: To explore how Flemish nurses working in hospitals and home care experience their involvement in the care of patients requesting euthanasia 15 years after the legalisation of euthanasia. Background: Euthanasia was legalised in Belgium in 2002. Despite prior research that charted the experiences of nurses in euthanasia care before and right after legalisation in Belgium, it remains unclear how Flemish nurses currently, 15 years after the legalisation, experience their involvement. Design: A grounded theory design, using semi‐structured in‐depth interviews. Methods: We interviewed 26 nurses working in hospitals or in home care, who had experience with caring for patients requesting euthanasia. Data were collected using a purposive sample and then a snowball sample. Data collection and data analysis were conducted simultaneously. Data were analysed by using the Qualitative Analysis Guide of Leuven. The study adhered to the COREQ guidelines. Results: Caring for a patient requesting euthanasia continues to be an intense experience characterised by ambivalence. The nature of euthanasia itself contributes to the intensity of this care process. The nurses described euthanasia as something unnatural and planned that generated many questions and doubts. Nevertheless, most interviewees stated that they were able to contribute to a dignified end of life and make a difference, giving them a profound feeling of professional fulfilment. However, when nurses were not able to contribute to good euthanasia care, they struggled with strong negative feelings and frustrations. Conclusion: Although the results suggest some subtle shifts in nurses' experiences over time, they do not indicate perceptions of euthanasia as a normal practice by the nurses involved. Relevance to clinical practice: The study reveals the need for more clarification of nurses' ethical responsibility in euthanasia care and their role as moral agents. [ABSTRACT FROM AUTHOR]

Aim: The aim was to examine the relationship between the quality of team–member exchange experienced by nursing staff and their intention to leave. Job satisfaction and affective organizational commitment are considered as mediators. Background: While the shortage of nurses is a management and policy priority, few studies have studied the relationships between nursing staff and their team, key organizational attitudes, and intentions to leave the organization. Method: A questionnaire was administered to 217 registered nurses and nurse assistants in Belgium. Data were collected in 2012. To analyse the data, descriptive statistics, correlation, regression and path analyses were conducted. Findings: Team–member exchange has a positive impact on nursing staff satisfaction and affective commitment. Job satisfaction and affective organizational commitment fully mediated the impact of team–member exchange on nursing staff's intention to leave. Conclusion and implications for nursing and health policy: This study illustrates the potential benefits of the positive influence of team–member exchange on key organizational attitudes of nursing staff, and the negative influence on intention to leave through affective commitment and job satisfaction. [ABSTRACT FROM AUTHOR]

Aim This longitudinal study examines the influence of changes over time in work and organisational characteristics on job satisfaction, work engagement, emotional exhaustion, turnover intention and psychosomatic distress in emergency room nurses. Background Organisational and job characteristics of nurses are important predictors of stress-health outcomes. Emergency room nurses are particularly exposed to stressful work-related events and unpredictable work conditions. Method The study was carried out in 15 emergency departments of Belgian general hospitals in 2008 (T1) and 18 months later (T2) ( n = 170). Results Turnover rates between T1 and T2 were high. Important changes over time were found in predictors and outcomes. Changes in job demand, control and social support predicted job satisfaction, work engagement and emotional exhaustion. In addition, changes in reward, social harassment and work agreements predicted work engagement, emotional exhaustion and intention to leave, respectively. Conclusions Work-related interventions are important to improve occupational health in emergency room nurses and should focus on lowering job demands, increasing job control, improving social support and a well-balanced reward system. Implications for nursing management Nursing managers should be aware of the causes and consequences of occupational stress in emergency room nurses in order to enable preventive interventions. [ABSTRACT FROM AUTHOR]

Aim The purpose of this study was to test the norm of reciprocity by examining relationships between perceived organisational support ( POS), the quality of leader-member exchange ( LMX) and psychological contract breach ( PCB) and important nurse retention factors identified in the literature. Background A major cause of turnover among nurses is related to unsatisfying workplaces. Previous research, mainly outside the nursing setting, found that social exchange affects employees' work-related attitudes. Method A cross-sectional survey was conducted on 217 nurses and nursing assistants to test and refine a model linking POS, LMX, PCB with job satisfaction, trust and turnover intentions. Results Hierarchical multiple linear regression revealed that POS, PCB and LMX explained significant variance in all three retention factors: job satisfaction (adjusted R² = 0.502), trust (adjusted R² = 0.462) and turnover intentions (adjusted R² = 0.196). POS and PCB predicted most strongly job satisfaction ( P < 0.001) and trust ( P < 0.001 and P < 0.01, respectively). LMX predicted most strongly intention to leave ( P < 0.01). Conclusion In our study, POS, the quality of LMX and PCB were strongly related to job satisfaction, trust and turnover intentions. Implications for nursing management Nursing managers and leaders should recognize the importance of social exchange within their organisation to build trust, satisfy and retain scarce nurses and nursing assistants. [ABSTRACT FROM AUTHOR]

Aim To study the relationships between nurse practice environment, workload, burnout, job outcomes and nurse-reported quality of care in psychiatric hospital staff. Background Nurses' practice environments in general hospitals have been extensively investigated. Potential variations across practice settings, for instance in psychiatric hospitals, have been much less studied. Design A cross-sectional design with a survey. Method A structural equation model previously tested in acute hospitals was evaluated using survey data from a sample of 357 registered nurses, licensed practical nurses, and non-registered caregivers from two psychiatric hospitals in Belgium between December 2010-April 2011. The model included paths between practice environment dimensions and outcome variables, with burnout in a mediating position. A workload measure was also tested as a potential mediator between the practice environment and outcome variables. Results An improved model, slightly modified from the one validated earlier in samples of acute care nurses, was confirmed. This model explained 50% and 38% of the variance in job outcomes and nurse-reported quality of care respectively. In addition, workload was found to play a mediating role in accounting for job outcomes and significantly improved a model that ultimately explained 60% of the variance in these variables. Conclusion In psychiatric hospitals as in general hospitals, nurse-physician relationship and other organizational dimensions such as nursing and hospital management were closely associated with perceptions of workload and with burnout and job satisfaction, turnover intentions, and nurse-reported quality of care. Mechanisms linking key variables and differences across settings in these relationships merit attention by managers and researchers. [ABSTRACT FROM AUTHOR]

Aims and objectives To examine relationships between practice environment ratings, workload, work engagement, job outcomes and assessments of quality of care in nursing personnel in psychiatric hospitals. Design Cross-sectional survey. Background A broad base of research studies in health care reveals important links between work environment factors, staff burnout and organisational outcomes that merit examination in inpatient mental healthcare settings. Work engagement, a positively framed parallel construct for burnout, may offer an additional insight into the impacts of work on staff. Methods A sample of 357 registered nurses (65·5%), licensed practical nurses (23·5%) and non-registered caregiver (10·6%) of two Belgian psychiatric hospitals were surveyed. A causal model was tested using structural equation modelling, whereby it was proposed that work engagement would be influenced by work environment factors and itself impact perceived quality of care and staff job outcomes such as job satisfaction and turnover intentions. Results An adjusted model was confirmed. Practice environment features influenced staff vigour and dedication and demonstrated positive effects on job satisfaction, turnover intentions and perceived quality of care through their effects on absorption. Conclusion The findings of this study suggest that work engagement is a likely direct consequence of practice environments that may ultimately have impacts on both staff and patient outcomes. Relevance to clinical practice Leaders, nurse managers, clinicians as well as nurses themselves should be aware of the importance of work environments in mental healthcare facilities that favour engagement. Future efforts should focus on developing and sustaining practice environments that engage mental healthcare workers within interdisciplinary teams with the goal of creating a stable workforce possessing optimal possible knowledge, skills and abilities for delivering care. [ABSTRACT FROM AUTHOR]

The aim of the current study was to address the intervening role of perceived control in the job insecurity-strain relationship. Two alternatives were investigated: (1) perceived control as a buffer of the relationship between job insecurity and outcome variables (i.e. job satisfaction, organizational commitment, psychological distress and turnover intentions); and (2) perceived control as a mediator of the relationship between job insecurity and the outcomes. Cross-sectional data of 211 employees were used to test the hypotheses. The results showed that perceived control did not buffer the relationship between job insecurity, and job satisfaction, organizational commitment, psychological distress and turnover intentions. However, perceived control was found to partially mediate the association between job insecurity and these outcomes. The results are explained using the cognitive theory of stress and coping of Lazarus and Folkman, and suggest that job insecurity is stressful because it decreases the experience of control. Copyright © 2010 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

The aim of this study was to investigate how perceptions of job insecurity and fairness associate with individual well-being (job satisfaction and general health) and organizational attitudes (organizational commitment and turnover intention), under the condition that the psychological contract as perceived by the employee includes a promise on job security, or not. More specifically, we suggest that (H1) job insecurity is negatively related to individual well-being and organizational commitment and positively related to turnover intentions when job security is expected as part of the psychological contract, (H2) that job insecurity is negatively related to fairness perceptions when job security is expected as part of the psychological contract, (H3) that fairness associates positively with individual well-being and organizational commitment and negatively with turnover intentions and (H4) that the association between job insecurity, individual well-being and organizational outcomes is mediated by fairness under the condition that job security is expected as part of the psychological contract. Thus, we propose a model of mediated moderation. Results based on a sample of Belgian employees (N = 559) supported our hypotheses for organizational outcomes. For individual well-being, the mediation framework was not conditional upon a perceived promise of job security as part of the psychological contract. We conclude that employees' perceptions of job insecurity and fairness are important factors in employees' well-being and their attitudes towards the organization. More importantly, these perceptions can in part be shaped by organizational agents such as managers and supervisors. Additionally, the active utilization of the psychological contract in management strategies seems to have favourable results for the fostering of pro-organizational attitudes among employees. [ABSTRACT FROM AUTHOR]

To estimate the proportion of nurses in Hungary who intend to change their profession or want to migrate abroad; to compare the proportion of nurses who intend to leave nursing in Hungary and in selected European countries; and to describe factors that predict nurses' intent to work in their current job another year. An exploratory research design with subsequent comparison was used, and a cross-sectional mail survey was implemented. Measures of intent to leave, to work another year as well as indicators of push and pull factors were identified and adopted from a literature review. One thousand nurses were randomly selected and mailed a questionnaire. Comparison was made with the results from the NEXT study. For statistical analyses, linear and logistic regression was used to predict nurses' intention to leave and proportional z-test for making comparisons. Nurses ( n = 754) responded the questionnaire. Approximately half of the sample did not consider changing to another health care job or leaving the profession. Compared with Hungary, the proportion of nurses who intended to leave nursing was significantly lower in Belgium and the Netherlands but was greater or the same in the rest of the European countries. Speaking a foreign language was the most significant predictor of working abroad for Hungarian nurses. Number of shifts, satisfaction with flexible scheduling and managerial support were all relevant predictors of working another year as a nurse. Both the intent to leave nursing and migrating abroad were prevalent issues in Hungary. Working conditions and social/managerial support were key factors identified as strong predictors of stay in the same job for another year. Compared with other European countries, Hungary was not in a worse position in the proportion of nurses wanting to leave nursing. All hospital managers and head nurses should be aware of their role in keeping nurses in the clinical practice and avoid staff nurses migration from the Hungarian health care system. [ABSTRACT FROM AUTHOR]

The aim of this study was to analyse the impact of the effort-reward imbalance (ERI) model on intent to leave the current organization (ITL organization) and intent to leave the nursing profession (ITL profession) in a prospective way. A total of 1,531 health care workers who remained in their job filled in a self-administered questionnaire at baseline and I year later. ERI was measured at baseline by a 23-item questionnaire. Multivariate logistic regression analyses were performed. Within a population with low intent to leave at baseline, we found that an imbalance between high efforts and low rewards (extrinsic hypothesis) increased the risk of high ITL organization (OR 4.98; 95% CI 2.07-11.97) and high ITL profession (OR 1.84; 95% CI I.O3-3.3O), I year later. A high level of overcommitment (OC; intrinsic hypothesis) was not predictive for both intent to leave outcome variables, neither was the interaction between high efforts/low rewards and a high level of OC (interaction hypothesis). Our results showed that a perceived effort-reward imbalance (ERI) at work is a significant predictor of intent to leave among health care workers. This contribution concludes with some directions aimed at boosting nurses' retention and recommendations for future research. [ABSTRACT FROM AUTHOR]

Throughout the industrialised world, promoting the retention of older workers is high on the agenda of governments, employers, unions and the media, but not at any price. If persuading older workers to stay at work longer is to benefit companies and wider society, then the employees should be committed and satisfied with their decision. This study explores the factors that keep older workers satisfied and committed at work by contrasting samples of older (aged 50 or more years) and younger workers (up to 25 years) in favourable (Sweden) and unfavourable labour markets (Belgium). The core research question is whether the influential factors are different for the two age groups, after controlling for country, gender, educational level, employment sector, supervisory position, and the employee's financial contribution to the household. The predictors included workers' self-reports of skill discretion (i.e. the range of skills used on the job), organisational fairness, and perceived job insecurity. Hierarchical linear regressions revealed that, across age groups, skill discretion and organisational fairness predicted both job satisfaction and organisational commitment. For older workers there was a negative impact of perceived job insecurity on job satisfaction and organisational commitment. The national context only affected younger workers. In the unfavourable Belgian labour market, they were more satisfied and committed to their organisation. [ABSTRACT FROM AUTHOR]

The current study's aims are twofold: first, we investigate the relationship between employability and both work-related (engagement) and general (life satisfaction) well-being. Second, we study how employability may be relevant in times of high job insecurity. Specifically, we hypothesise (1) a positive relationship between employability and employees’ well-being, (2) a negative relationship between employability and job insecurity, and (3) a negative relationship between job insecurity and employees’ well-being, so that (4) job insecurity mediates the relationship between employability and employees’ well-being. Results based on a sample of 559 respondents from divisions of seven Belgian organisations support our hypotheses. We conclude that employability may be a means to secure one's labour market position, rather than a means to cope with job insecurity. Les objectifs de cette étude sont doubles: nous étudions d’abord la relation entre l’employabilité et à la fois le bien-être relatif au travail (implication) et le bien-être global (la satisfaction provenant de l’existence). Ensuite, nous nous interrogeons sur la pertinence de l’employabilité en période de grande insécurité professionnelle. Plus précisément, nous posons les hypothèses 1) d’une relation positive entre l’employabilité et le bien-être des employés, 2) d’une relation négative entre l’employabilité et l’insécurité professionnelle et 3) d’une relation négative entre l’insécurité professionnelle et le bien-être des salariés, si bien que 4) l’insécurité professionnelle régule la relation entre l’employabilité et le bien-être des salariés. Les résultats issus d’un échantillon de 559 répondants provenant de départements de sept organisations belges confortent nos hypothèses. On conclut que l’employabilité peut être une façon de sécuriser sa situation sur le marché du travail plutôt qu’un moyen pour affronter l’insécurité professionnelle. [ABSTRACT FROM AUTHOR]