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Various interactions and their complexities at workplaces, organizational values and practices, policy decisions, managerial aspects, work satisfaction, burnout, coping, and resilience all circumscribe the employees' health and well-being and impede multiple interactions. Occupational Health Psychology (OHP) aims to promote a happy and healthy workplace. The current study was done to do the qualitative analysis of "open-ended questions" on different attributes in OHP and to study the specific effect of income, rank, and job attributes like role ambiguity, role conflict, role overload, and locus of control for different constructs. The study design adopted was Multi-Method Design (Multiple approach Design) and the two designs included were 1)Cross-sectional study (228 participants). 2) Solomon 4 group Design (64 participants) Different health care professionals, viz., Allopathic doctors, Physiotherapists, Nursing professionals, and Community Health Officers (CHOs) were study participants. The association was seen between different constructs and proportions were seen for important variables. 2/3rd of participants mentioned that they never experienced bully and harassment at work. 80% of participants mentioned that their boss is empathetic and understanding of their work concerns. 92% of participants mentioned that their work increased their self-worth. Over a period of time, many trivial, but important issues settle naturally following the regression to mean. [ABSTRACT FROM AUTHOR]

Toxic leadership is a prevalent issue within health care organizations, including emergency departments. No studies have been found specifically examining these issues among emergency nurses. This study examined the mediating effects of work-family conflict on the relationship between toxic leadership behaviors of nurse managers and psychological distress and work satisfaction among emergency nurses. A cross-sectional survey was used to gather data from 285 Filipino emergency nurses, using 4 validated measures. Mediation analyses were conducted using the PROCESS Macro with Model 4. Toxic leadership had a direct negative effect on work satisfaction (β = −0.3313, P <.001) and a direct positive effect on psychological distress (β = 0.0945, P =.0491). Work-family conflict partially mediated the relationship between toxic leadership and both psychological distress (β = 0.0217, SE =.0141, 95% CI = 0.0002-0.0538) and work satisfaction (β = −0.0438, SE = 0.0216, 95% CI = −0.0884 to −0.0049). The study findings highlighted the negative influence of toxic leadership behaviors on the overall work satisfaction and psychological well-being of emergency nurses. In addition, this study identified work-family conflict as a mechanism that explained how the toxic leadership behaviors of nurse managers influenced the psychological well-being and job satisfaction of emergency nurses. The results of this study underscore the need for interventions and strategies to address toxic leadership and mitigate the negative consequences it poses to emergency nurses' well-being. [ABSTRACT FROM AUTHOR]

This research paper investigates the temporal and mental workload as well as work satisfaction regarding bureaucratic, administrative household labor, with a focus on socio-demographic differences. The study utilizes a paid online survey with 617 socio-demographically distributed participants. The results show significant differences in the temporal workload of different chore categories and in the quality of work, whereby satisfaction and mental workload are examined. In addition, the influences of gender, age, and education are analyzed, revealing differences in temporal and mental workload as well as work satisfaction. Our findings confirm prevailing literature showing that women have lower work satisfaction and a higher workload. In addition, we also discovered that younger people and groups of people with higher incomes have a higher level of satisfaction and a higher workload. In our study, a perceived high mental workload does not necessarily go hand in hand with a low level of satisfaction. This study contributes to the understanding of the bureaucratic burden on adults in their households and the variety of activities to manage private life. [ABSTRACT FROM AUTHOR]

Purpose This project compared the time to complete investigational prescription drug order verification by investigational drug service (IDS) pharmacists in an onsite vs offsite (hybrid) staffing model, evaluating the impact of remote work on verification time. Methods Parenteral IDS drug orders from August 2019 through June 2022 were analyzed. Electronic medical records were timestamped for each order, first verification, second verification, and medication administration. The project was divided into four 6-month time periods to allow for 2 independent comparisons of onsite vs hybrid staffing models. A survey was given retrospectively to IDS pharmacists for the last hybrid timeframe to assess work satisfaction and burnout. Results A total of 4,398 orders were evaluated. The time from order entry to first verification was 14 minutes (n = 1,248) during the first onsite time period compared to 13 minutes (n = 1,042) during the first hybrid period (P = 0.003). The time for order verification was similar between the second onsite and hybrid periods (12 minutes [n = 1,041] vs 10 minutes [n = 1,067], respectively; P < 0.0001). The staff satisfaction survey for the hybrid model showed high levels of job satisfaction and no self-reported burnout. Conclusion The remote hybrid staffing model did not result in a meaningful change in the time from order placement to medication administration within the IDS pharmacy. Hybrid staffing also resulted in greater job satisfaction among IDS pharmacists. This study highlights the benefits of implementing remote work practices in the pharmacy practice setting. [ABSTRACT FROM AUTHOR]

Abstract Background The need for advanced home healthcare (HHC) is expected to increase, with registered nurses (RNs) as key figures. Given the difficulties recruiting and retaining RNs in the HHC sector, understanding their work satisfaction is imperative. Aim This study aimed to explore RNs’ experiences of work satisfaction in the municipal HHC. Methods Individual interviews were conducted with RNs (n = 8) in four municipalities in Norway. The data were evaluated using qualitative content analysis. Results Work satisfaction in HHC was organised into one theme ‘alone and together’ under four categories—the patient, the co-worker, the registered nurse, and the organisation—and 15 subcategories, including patient diversity, supportive co-workers and professional environment, appropriate workload and responsibilities, and provision of preconditions for self-management. Conclusions Patients, co-workers, and organisations were identified as crucial areas affecting RNs’ work satisfaction in the municipal HHC. Awareness of these areas is essential to promote RNs’ work satisfaction. Patients’ diversity adds positively to RNs’ work satisfaction. Notably, RNs working alone can affect their work satisfaction not only negatively but also positively.

Singapore, like many other countries in the world, is on a journey towards a culture of lifelong learning to keep its workforce competent, resilient, and future-ready in the rapidly changing world of work. In order to realise this, a significant amount of resources has been invested to the training and adult education (TAE) sector. The TAE sector is expecting considerable and evolving skills demands from the TAE professionals specifically from the adult educators who are directly involved in the training delivery and development activities. With the high skills expectations from the profession, it is important to find out the level and predictors of work satisfaction among adult educators so as to provide necessary support for their performance and development. Work characteristics or quality indicators such as income, work autonomy, complexity, intensity, security, career prospect, professional development support, as well as work expectations were examined in relation to adult educators' work satisfaction. Multivariate analyses show that work autonomy, job security, and professional development support are strong determinants of work satisfaction among adult educators, even after considering adult educators' work expectations and other employment and individual characteristics. [ABSTRACT FROM AUTHOR]

The article provides a concise yet significant overview of the emotional and financial well-being of employees at work, categorized as soft and hard aspects. Well-being is a multidisciplinary topic, now seen at the workplace as a factor in performance. Employee well-being is crucial not only for the individuals but also for the organizations, with a correlation between emotional and financial well-being and job satisfaction being assessed. Additionally, the study examined the impact of three variables - gender, age, and organization - on job satisfaction. The analysis, utilizing SPAS and R square, revealed that there is no significant association between gender (2.3%), age (0.9%), and organization (0.5%) and job satisfaction. Only a small percentage, ranging from 0.5% to 2.3%, of the variance in job satisfaction can be explained by these three variables. Furthermore, it was found that the emotional and financial well-being of employees significantly influences job satisfaction. A substantial 99.5% of the variance in these two types of well-being is linked to job satisfaction, making them strong predictors. This leads to increased job satisfaction among employees, resulting in enhanced performance at work. This mutually beneficial scenario is achieved through the use of simulation and forecasting, two methods that are both simple and complex. Organizations and their managers can use this as a starting point to comprehend the soft and hard aspects of achieving well-being and satisfaction at work to enhance performance. [ABSTRACT FROM AUTHOR]

Background: The need for advanced home healthcare (HHC) is expected to increase, with registered nurses (RNs) as key figures. Given the difficulties recruiting and retaining RNs in the HHC sector, understanding their work satisfaction is imperative. Aim: This study aimed to explore RNs' experiences of work satisfaction in the municipal HHC. Methods: Individual interviews were conducted with RNs (n = 8) in four municipalities in Norway. The data were evaluated using qualitative content analysis. Results: Work satisfaction in HHC was organised into one theme 'alone and together' under four categories—the patient, the co-worker, the registered nurse, and the organisation—and 15 subcategories, including patient diversity, supportive co-workers and professional environment, appropriate workload and responsibilities, and provision of preconditions for self-management. Conclusions: Patients, co-workers, and organisations were identified as crucial areas affecting RNs' work satisfaction in the municipal HHC. Awareness of these areas is essential to promote RNs' work satisfaction. Patients' diversity adds positively to RNs' work satisfaction. Notably, RNs working alone can affect their work satisfaction not only negatively but also positively. [ABSTRACT FROM AUTHOR]

Background: There is an increasing demand for comprehensive geriatric care. Nurse practitioners (NPs), who undergo specialized training, are situated to provide such care. In Israel, the role of a geriatric nurse practitioner was introduced in the health care system 10 years ago. However, little is known about the rate of professional satisfaction and realization of full potential among these nurses. Purpose: The aims of this study are (1) to describe the geriatric NP workforce in Israel, (2) to measure the current geriatric scope of practice, and (3) to measure the geriatric NP satisfaction from their working environment. Methodology: For this cross-sectional study, a survey, comprising three sections relating to demographics, professional qualifications and scope of practice, and career satisfaction, was sent to 53 geriatric nurse practitioners in Israel who currently work as geriatric nurse practitioners. Results: Forty-seven nurses participated in the survey. Almost 64% reported that they are satisfied with their position, and 72% reported that they are able to fulfill their full scope of practice. The mean score for scope of practice was 68.31 out of a possible score of 100. Conclusions: A number of qualifications were correlated with satisfaction at work, indicating that nurses tend to be more satisfied at work when they are able to fulfill their potential. Implications: Ensuring nurse practitioners' ability to realize their full potential should be a goal of the health care system. Interventions should be in place to encourage nurses to perform tasks related to their work, for which they are trained. [ABSTRACT FROM AUTHOR]

This research is intended to find out and analyse the impact of work environment and work satisfaction on employee performance, which is mediated by work motivation. The research was done quantitatively by using the survey method with data analysis technique using SEM PLS. The questionnaire was a data collection instrument and was spread online through Google Forms. It had a sample quota of 83 respondents from millennial-generation employees from a refinery-biodiesel plant in PT. X. The independent variable in this research is work environment (X1) and Job satisfaction (X2); the dependent variable is employee performance (Y) and, with mediating variable, namely work motivation (Z). The result from this research is that work environment (X1) and work satisfaction (X2) do not affect employee performance (Y) because the t-statistic values of 1,237 and 0,068 are successively lesser than 1,96 values with a significance of 0,05. With the mediation available in the form of work motivation (Y), it can be obtained data in which work environment (X1) and work satisfaction (X2) positively affect and signification to employee performance (Y) with t-statistic values by 2,157 and 3,872 successively with the significance lesser than 0,05. Besides that, work motivation (Y) also positively affects and is significant toward employee performance with a t-statistic value of 4,490 and a significance of 0,05. Further research is expected to research other variables that are able to support employees' increasing performance, such as organisational commitment, work-life balance, and organisational culture. [ABSTRACT FROM AUTHOR]

Introduction/Main Objectives: This study aims to decrease the intention of millennial employees to leave startup companies in Indonesia through the roles of Ambidextrous Leadership, Work-Life Balance, Career Development, and job satisfaction. Background Problems: The startup industry in Indonesia is rapidly growing alongside advancements in information and communication technology, yet still faces high turnover rates. Novelty: The uniqueness of this research lies in its focus on Ambidextrous Leadership, which combines exploration, exploitation, and flexibility, aligning well with the millennial generation's penchant for change and the development of new ideas in startup companies. Research Methods: This research adopts a quantitative method with a causal research design. A sample of 300 respondents is chosen through the snowball sampling technique. Data analysis involves utilizing SEM-PLS to examine the research hypotheses. Finding/Results: In the context of startup companies, Ambidextrous Leadership, Work-Life Balance, and Career Development play crucial roles in enhancing job satisfaction and reducing employee Turnover Intention. Conclusion: The managerial implication is that startup company leaders need to adopt an Ambidextrous Leadership approach, prioritize Work-Life Balance, and provide clear Career Development opportunities to retain talent and improve employee satisfaction.

ObjectiveTo clarify the perception of the work and satisfaction levels among personnel conducting unified elderly care needs assessment in Shanghai， to analyze the factors influencing their job satisfaction， and to provide references for optimizing the job satisfaction of unified elderly care needs assessment personnel in Shanghai.MethodsA survey was conducted among 93 assessment personnel randomly selected from 29 elderly care needs assessment agencies in Shanghai. The personnel’s perception of their work and their levels of job satisfaction were examined. Chi-square test and Fisher’s precision probability test were used to compare regional differences， while the two-factor theory was employed to analyze the factors influencing job satisfaction.ResultsRegarding perception of the work， 92.5% of the surveyed personnel believed their work was important. Moreover， 87.1% were interested in their assessment tasks， and 84.9% believed they made a positive contribution to the assessment work and the assessment position was in line with their personal preferences. Regarding job satisfaction， 83.9% of the participants were satisfied with their assessment work， 78.5% considered the workload appropriate， and 74.2% found the working hours suitable. Additionally， 65.6% expressed satisfaction with the level of cooperation from the assessment subjects， while 94.6% and 91.4% of the personnel were satisfied with the support provided by the assessment agencies and had a sense of belonging， respectively. Furthermore， 65.6% of the personnel expressed satisfaction with their job compensation and benefits. Hygiene factors affecting job satisfaction included salary and compensation， workload， time spent on the job and institutional support related to external assistance， job suitability， teamwork， and client cooperation （P

Resumen: Antecedentes y objetivo: La calidad de vida profesional se define como el bienestar derivado del equilibrio entre las exigencias del ámbito laboral y los recursos para afrontarlas, el deterioro de la calidad de vida profesional puede contribuir en el síndrome de burnout o del profesional quemado. El objetivo de este estudio consiste en evaluar mediante cuestionario validado la calidad de vida profesional de los dermatólogos españoles. Material y métodos: Se diseñó un estudio transversal que incluyó dermatólogos españoles que respondieran a un formulario autoadministrado enviado a través de aplicaciones de mensajería online. El formulario incluyó datos sociodemográficos, 3 preguntas de respuestas abiertas y el Cuestionario de Calidad de Vida Profesional (CVP-35). Resultados: Se incluyó a 106 participantes en este estudio, siendo un 58% (62/106) mujeres. La edad media fue de 41 años (intervalo de confianza [IC] del 95%: 43,3-38,8). Las puntuaciones para el dominio «carga de trabajo» de CVP-35 fueron superiores en las mujeres (p = 0,02) y en los jefes de servicio (p = 0,005). La presión asistencial fue el tema tratado con más frecuencia como factor limitante de la calidad de vida laboral, y el principal cambio identificado tras la pandemia de COVID-19. Conclusiones: En nuestro estudio las mujeres refirieron una mayor carga de trabajo. El incremento de carga asistencial y de trabajo a distancia fueron los principales cambios por la pandemia de COVID-19. La presión asistencial es una gran limitante de la calidad de vida profesional de nuestros compañeros, reducirla mejoraría la satisfacción diaria y la calidad asistencial. Abstract: Background and objective: Quality of professional life (QPL) is defined as a sense of well-being derived from a balance between the challenges of work and the resources available to deal with them. Impaired QPL can contribute to burnout. The aim of this study was to evaluate QPL in Spanish dermatologists using a validated questionnaire. Material and methods: We designed a cross-sectional study in which Spanish dermatologists were invited to complete an online questionnaire sent out by messaging applications. The dermatologists were asked to provide sociodemographic information, answer 3 open questions, and complete the 35-item Spanish QPL questionnaire (Spanish abbreviation, CVP-35). Results: We analyzed the information submitted by 106 dermatologists (62 women, 58%) with a mean age of 41 years (95% CI, 43.3-38.8 years). Women and department heads scored significantly higher in the workload domain of the questionnaire (P = .02 and P = .005, respectively). A heavy caseload was mentioned as the main factor contributing to impaired QPL and the main change in the wake of the COVID-19 pandemic. Conclusions: Female dermatologists reported heavier workloads. Heavy caseloads and more remote work were the main changes identified after the COVID-19 pandemic. Heavy caseloads have a significant impact on the QPL of dermatologists in Spain. Reducing caseloads would improve general job satisfaction and quality of care provision.

We conducted two surveys (in 2016 and 2022) to measure the work satisfaction of Chilean female journalists and applied a face-to-face version of the questionnaire to 146 male journalists. Conducting t-tests to compare means, we found that during these 6 years, work satisfaction by Chilean female journalists decreased soundly and was significantly smaller than that of male journalists. We also found that female journalists are more willing than men to quote sources of their gender and feature them as newsmakers in the news media. Conducting a regression analysis, we found that three independent variables were highly significant as they had a clear effect on the work satisfaction declared by female journalists. They were "perceived autonomy," "gender equality at work" "and having enough female editors or supervisors in their newsrooms." On the contrary, annual wage, work promotion, marital status, age and job status did not appear as relevant variables for women to assess their work satisfaction. Our results confirm that women are more satisfied when they work in an equal workplace, with a low perception of gender discrimination and having enough female editors or supervisors in their newsrooms. [ABSTRACT FROM AUTHOR]

Effective leadership plays a pivotal role in healthcare settings, particularly in the fast-paced and high-pressure environment of the emergency room, as it is closely linked to patient safety and the overall quality of care. This study assessed the mediating role of work satisfaction in the relationship between nurses' perceptions of their nurse managers' transformational leadership, reported adverse patient events, and the nurse-assessed quality of care in the emergency units. A cross-sectional survey design was carried out involving 283 emergency room nurses from the Philippines, utilizing standardized scales. Mediation testing was performed using Hayes' PROCESS macro in SPSS (Model 4). Emergency room nurses perceived their nurse managers as highly transformational. Nurses' perceptions of transformational leadership in their nurse managers were associated with a reduction in reported adverse patient events and an increase in nurse-assessed nursing care quality. Work satisfaction partially mediated the relationship between transformational leadership and nurse-assessed nursing care quality, but it did not serve as a mediator between transformational leadership and reported adverse patient events. The results suggested that enhancing transformational leadership behaviors among nurse leaders can foster work satisfaction in ER nurses, which, in effect, contributes to enhanced nursing quality of care provision in emergency settings. [ABSTRACT FROM AUTHOR]

This study discusses the influence of transformational leadership and compensation on Organizational Citizenship Behavior through the mediating variable work satisfaction at PT Jasa Raharja DKI Jakarta Branch. For this reason, this study aims to find out whether these variables have an influence on Organizational Citizenship Behavior among employees of PT Jasa Raharja DKI Jakarta Branch considering that the company has a high achievement target so that coordination and mutually helpful behavior is needed so that coordination within and between divisions can be better. solid to reduce the selfish interests of the division. This study uses a quantitative approach with data analysis methods using SEM PLS. The total population is 72 employees at PT Jasa Raharja DKI Jakarta Branch using a sampling technique using saturated sampling by the existing permanent employees, namely 72 employees. Study data was collected through distributing questionnaires. According to the study's findings, work satisfaction, remuneration, and transformational leadership all significantly and favorably influence organizational citizenship behavior. Work satisfaction is positively and significantly impacted by transformational leadership as well as compensation factors [ABSTRACT FROM AUTHOR]

Background: This article provides an update of the Reflective Practice Questionnaire (RPQ). The original RPQ consisted of 40-items with 10-sub-scales. In this article, the RPQ is streamlined into a 10-item single reflective practice construct, and a 30-item extended version that includes additional sub-scales of confidence, uncertainty/stress, and work satisfaction. Methods: A total of 501 university students filled out an online questionnaire that contained the original Reflective Practice Questionnaire, and two general measures of reflection: The Self-Reflection and Insight Scale, and the Rumination-Reflection Questionnaire. Results: Based on factor analysis, the RPQ was streamlined into a brief 10-item version, and an extended 30-item version. Small positive correlations were found between the RPQ reflective practice measure and the two measures of general reflection, providing discriminant validity evidence for the RPQ. The RPQ was found to be sensitive to differences among industries, whereas the general measures of reflection were not. Average reflective practice scores were higher for health and education industries compared to retail and food/accommodation industries. [ABSTRACT FROM AUTHOR]

Building on conservation of resources (COR) theory and following recent recommendations, this study investigates the mediating role of Psychological Capital (PsyCap) in the relationships between networking behaviors and attitudinal outcomes (i.e., work engagement and work satisfaction). We propose that networking, as an investment of personal resources to gain access to other resources, contributes to the prediction of attitudinal outcomes. We surveyed 254 employees from a public Belgian administrative company. We use structural equation modelling and the bootstrapping method. PsyCap totally mediates the relationships between networking and both attitudinal outcomes. This study contributes to theoretical development by integrating Networking and PsyCap literatures into COR theory literature, and demonstrates the legitimacy of COR theory to explain these complex variables and their relationships.

Objectives Aim of this study was to assess and compare health, quality of life, well-being, job satisfaction and job insecurity between nurses, in a tertiary hospital in Greece, working either under permanent or temporary contract. Material and Methods In this cross-sectional study, consecutively recruited nurses answered a structured questionnaire, the WHO-5 Well-being Index (WHO-5), the Job Insecurity Index (JII), the Work Ability Index (WAI), and the Well-Being at Work Scale (WBWS). Results Included were 323 nurses (87.6% women, age M±SD 43.68±8.10 years). Tem- porary contract employees had worse quality of life (p = 0.009) and higher job insecurity: both in cognitive dimension (p = 0.013) and emotional dimension (p < 0.001). They also scored worse in the positive affect (p < 0.001), negative affect (p = 0.002) and fulfillment of expectations in work environment (p < 0.001) domains of the WBWS. Additionally, they reported less frequently occupational accidents and injuries (p = 0.001), muscu - loskeletal disorders of the spine or neck (p = 0.007), cardiovascular (p = 0.017), and gastrointestinal (p = 0.010) disorders, while they reported more frequently mental disorders (p < 0.001). Multivariate linear regression analysis showed that temporary work predicted high cognitive (p = 0.010) and emotional (p < 0.001) insecurity, low positive emotions and mood index (p = 0.007), low achievement-fulfillment index (p = 0.047) and high index of negative emotions (p = 0.006), regardless of gender and age. Conclusions Temporary employment among nurses is associated with a lower sense of job security and well-being, and a higher prevalence of mental disorders, independently of age or gender without a significantly negative effect on their ability to work. Managers, as well as occupational physicians, should recognize the extent of nurses’ job insecurity and assess their ability to work, to provide them with the necessary support and to stimulate the sense of occupational security and work capacity, so that they can thrive in their workplace and therefore be more productive and provide high quality healthcare. Int J Occup Med Environ Health. 2024;37(1):98–109

This article discusses the conceptual and methodological aspects of the Translator WRQoL (Work-related Quality of Life) survey and provides some preliminary results and observations based on the first pilot study. The survey is being developed to measure translators' work satisfaction and motivation in the context of job digitalisation and automation. Literature suggests that translators' work satisfaction and their career motivation have been adversely affected. The survey being developed in this study intends to quantitatively measure the causes of the adverse effects using psychometric-strong scales. The ultimate goal is to administer the Translator WRQoL survey on a large scale, and using SEM (Structural Equation Modelling), to identify the causal relationships between the constructs measured by the scale and to determine what kind of translators (regarding worker profiles and attitudes to technology and other factors) have high/low levels of work-related quality of life and are more/less willing to stay in the profession. [ABSTRACT FROM AUTHOR]

Scholars have become increasingly interested in employees' well‐being. Despite studies on the relationships among well‐being constructs, research gaps still exist from the longitudinal and within‐person perspectives. Based on top‐down and bottom‐up theories of subjective well‐being and spillover theories, this study examines the longitudinal relationships of work satisfaction, nonwork satisfaction, and subjective well‐being. A random intercept cross‐lagged panel model was used with the data of four yearly waves collected from 8624 full‐time employees. The autoregressive and cross‐lagged coefficients were not stable but rather change across time. There were strong between‐person correlations between work satisfaction, nonwork satisfaction, and subjective well‐being. At the within‐person level, the paths from subjective well‐being to work satisfaction were not significant while the paths from subjective well‐being to nonwork satisfaction were significant over the years. The cross‐lagged effects from work satisfaction and nonwork satisfaction to subjective well‐being were not significant across the years. However, the cross‐lagged relationships between work satisfaction and nonwork satisfaction were significant. Theoretical implications, practical implications, and suggestions for future research were discussed. [ABSTRACT FROM AUTHOR]

This cross-country study proposes conceptualizing and measuring the engagement of a gendered workforce in corporate entrepreneurship by examining the influence of individual capabilities, workplace environment perception, and national culture. The study uses information from the Global Entrepreneurship Monitor and World Bank from 22 countries among a sample of employees managing projects within established firms. Results reaffirm the importance of having a job that fully aligns with the interests of employees regarding their gender; in this case, the perception of having a meaningful job and having the autonomy to develop novel activities are strong determinants. However, gender differences may be more pronounced when considering work-life balance satisfaction. These findings enrich the literature on corporate entrepreneurship and gender and establish important insights for corporations wanting to develop a workplace environment promoting entrepreneurial activity. [ABSTRACT FROM AUTHOR]

Healthcare workers' professional quality of life has been increasingly under the spotlight, even more so during the COVID-19 pandemic, which has posed a genuine challenge for them. This study aims to describe the professional quality of life profiles of a sample of Spanish palliative care professionals during the COVID-19 pandemic, encompassing aspects such as work satisfaction, burnout, compassion fatigue, and compassion satisfaction; while studying the relationships between these profiles and sociodemographic variables, clinical situations experienced during the pandemic, protectors of professional quality of life, the quality of care delivered, and the professionals' wellbeing. Data from a survey of Spanish palliative care professionals were used. The variables measured were professional quality of life, sociodemographic characteristics, COVID-19-related experiences, protectors of professional quality of life, wellbeing, and quality of care. Our research included latent profile analyses, along with chi-squared and t-tests. The results suggested two profiles of professional quality of life, namely low (32.78%) and high (67.22%). The following profile displayed a higher likelihood of having a low professional quality of life: younger professionals, registered nurses, with a decrease in their teamwork, without specific training in palliative care, in coping with death and stress or emotional training and with lower levels of self-care and self-compassion, whose patients were unable to die a dignified death. Similarly, a low professional quality of life profile was associated with reduced wellbeing and poorer quality of care offered. In conclusion, providing professionals with education and training to improve their ability to handle end-of-life care and stress, maintaining cohesive teams and promoting self-care and self-compassion are pivotal to maintaining the quality of life and wellbeing of palliative care professionals and the quality of care that they provide. [ABSTRACT FROM AUTHOR]

Introduction: COVID-19 caused job changes and influenced the behavior of university professors. Objective: To describe well-being and occupational health in research training of university professors through teleworking. Methods: A systematic analysis was carried out using the PRISMA methodology that included the entire year 2022 and the first months of 2023. The online bibliographic search tool Litmaps was applied to the included articles. Likewise, a questionnaire was used and subsequently the Likert scale. The instrument was validated with Cronbach's alpha coefficient and the one-sample T-test was considered as a descriptive hypothesis whether well-being and occupational health from research training in university professors through teleworking were satisfactory. Results: In the study, 41.2% of the review and research articles selected with the PRISMA methodology corresponded to the year 2022; however, 50.0% of the seed articles were from 2023, where their map analysis indicated that there were no citations of correspondences. Regarding the result of the assessment with the Likert scale and then with the hypothesis test, dissatisfaction was obtained among professors towards research training through teleworking. Conclusions: There was dissatisfaction regarding well-being and occupational health for research training through teleworking because university professors considered that working conditions were not favorable. [ABSTRACT FROM AUTHOR]

The work culture, work ethics, and work satisfaction factors (WC-WE-WS, hereafter) are the key elements for any organization, and are significantly associated with employee performance. However, these factors were strongly affected during the pandemic. The reason for this is that changes were made to the WC-WE-WS factors during the pandemic. This can influence the employees’ performance negatively or positively post-pandemic. Therefore, the present study aimed to examine the effects of WC-WE-WS on employees’ performance post-pandemic, in India. The method of data collection was through a survey of 198 employees and the structured questionnaire was distributed among the employees working in the private sector in India. The data were analysed using Structural Equation Modelling (SEM) using Smart PLS software. The results suggest a significant relationship between empowerment, recognition, support, and trust in employees’ performance and an insignificant relationship between innovation and organizational commitment to the employees’ performance. The changes done during the pandemic in all the factors had, in the present study, a positive influence on employees’ performance post-pandemic. The study informs about the impact of WC-WE-WS factors on employees’ performance post-pandemic.

Abstract Background The main aim of this study was to determine whether globalization experience is a predictor of work satisfaction. In addition, we inspected a regression model consisting of globalization experience, job seniority, and goal achievement to determine how much variance in work satisfaction is accounted for by globalization experience. Most the theoretical texts about globalization suggest its negative impact on everyday life. The negative effects are – work–life balance problem, weakening of mechanisms to protect against the fear of death, and uncertainty. Method 250 office workers participated in the study (M age = 38.37; 145 females and 105 males). They responded to paper-and-pencil anonymous questionnaires measuring globalization experience, achievement goals, and work satisfaction. Respondents were also asked about their job seniority. We used Spearman’s rho correlations and multiple linear regression to check the basic linear relation between variables, and hierarchical multiple regression to determine which of them is the strongest predictor of work satisfaction. Results The results indicated that globalization experience (R2 change = 0.089; p

Purpose: the aim of this paper is to analyze the evolution of understanding of hybrid telework, especially after the boom experienced in the global pandemic of COVID-19, which has given rise to new ways of working. Design: /methodology/approach: in this study, bibliometrics and scientific mapping were used to analyze the conceptual structure of hybrid telework based on 104 documents extracted from the Web of Science (WoS) database. Thanks to the co-word analysis performed with SciMAT, the main themes were mapped, and the evolution, importance and relevance of terms related to hybrid telework were identified. Findings: the body of research literature about hybrid telework is underdeveloped even though it is the most valued option of telework, both by organizations and employees. There is a lack of published studies in the public sphere and in such relevant fields as occupational health. Practical implications: this study is the first bibliometric analysis conducted for hybrid telework and demonstrates how hybrid telework is key for organizations to manage the emerging challenges in this field: new preferences from employment candidates, occupational health, etc, and how important it is to have a proper management of hybrid telework in organizations. Originality/value: this study explores in detail the evolution of hybrid telework, an underexplored telework modality, given its growth as a mode of work as a consequence of the COVID-19 pandemic. It reveals critical points, dilemmas, paradoxes, and research gaps.

Workplace incivility is a challenging global occupational risk that is frequently considered trivial by managers and organizations. Often, complaints from targets are ignored; when this occurs, complaints can quickly escalate into formal grievances that cost businesses millions of dollars. While existing studies have uncovered cultural and gendered differences in how targets and organizations respond to workplace incivility, few cross-cultural studies have empirically examined how targets and organizations react to formal complaints. This study responds to this gap by using selective incivility, the transactional stress model, and national/cultural theories to conduct a multifaceted analysis of the underlying mechanisms responsible for targets’ organizational outcomes. Specifically, we tested a moderated model with 303 Australian (152 males and 151 females) and 304 Singaporean (154 males and 150 females) employees working in multinational organizations to determine whether the degree to which organizations took incivility complaints seriously moderated the organizational outcomes of work withdrawal and work satisfaction. Overall, the results indicated that, compared to Singaporean employees and Australian female employees, Australian male employees were less tolerant of being mistreated and continued to experience heightened job dissatisfaction and withdrawal even when their complaints were taken seriously by their organization. These results suggest that complex gendered and cultural differences influence the impact of incivility complaints on work-related outcomes.

Although surrounded by theoretical confusion and methodological ambiguity, distributed leadership has been acclaimed as beneficial for teacher performance and student achievement. We set out to explore organizational identification and empowerment as two mechanisms that explain the positive and negative association between distributed leadership and teacher work-related outcomes. We build on social identity, social interdependence and cognitive schema theories to argue that teachers' cognitive dysfunctional schema of distrust and dependence moderate the association between distributed leadership on the one hand and organizational identification and empowerment on the other hand. We used multilevel mediation analyses to test our hypotheses in a sample of 3528 teachers, nested in 329 Romanian schools and our overall results reveal a negative association between distributed leadership and empowerment as well as organizational identification. Distrust cognitive schema accentuate the negative association between distributed leadership and empowerment, while dependence schema accentuate the negative association between distributed leadership and organizational identification. Finally, organizational identification mediates the association between distributed leadership and teachers' work self-efficacy as well as satisfaction, while empowerment only mediates the association between distributed leadership and work satisfaction. [ABSTRACT FROM AUTHOR]

Background: Care aides provide up to 70–90% of the direct care for residents in long-term care (LTC) and thus hold great potential in improving residents' quality of life and end-of-life (EoL) care experiences. Although the scope and necessity of the care aide role is predicted to increase in the future, there is a lack of understanding around their perceptions and experiences of delivering EoL care in LTC settings. The aim of this study was to gain an understanding of the perspectives, experiences, and working conditions of care aides delivering end-of-life care in LTC in a rural setting, within a high-income country. Methods: Data were collected over ten months of fieldwork at one long-term care home in western Canada; semi-structured interviews (70 h) with 31 care aides; and observation (170 h). Data were analysed using Reflexive Thematic Analysis. Results: Two themes were identified: (i) the emotional toll that delivering this care takes on the care aids and; (ii) the need for healing and support among this workforce. Findings show that the vast majority of care aides reported feeling unprepared for the delivery of the complex care work required for good EoL care. Findings indicate that there are no adequate resources available for care aides' to support the mental and emotional aspects of their role in the delivery of EoL care in LTC. Participants shared unique stories of their own self-care traditions to support their grief, processing and emotional healing. Conclusions: To facilitate the health and well-being of this essential workforce internationally, care aides need to have appropriate training and preparation for the complex care work required for good EoL care. It is essential that mechanisms in LTC become mandatory to support care aides' mental health and emotional well-being in this role. Implications for practice highlight the need for greater care and attention played on the part of the educational settings during their selection and acceptance process to train care aides to ensure they have previous experience and societal awareness of what care in LTC settings entails, especially regarding EoL experiences. [ABSTRACT FROM AUTHOR]

Objective: Quality of performance after stroke in working-active survivors has been poorly studied. The aim of this study is to analyze work performance after stroke not only by the probability of being active in daily job activities but also by the survivor's ability to recover capability in different cognitive and motor areas. Material and methods: We developed a 15-item survey for stroke who had returned to their work activity. The survey evaluated 11 different domains (language, memory, attention, planning, calculating, writing, motor skills, gait, visual, mood, and self-perception). Internal consistency, test-retest reliability, item-scale correlation, and factor analysis were conducted. Results: A total of 100 ischemic stroke survivors were recruited (51 [51.0%] female patients, median age 42 years [interquartile range = 34.5-54.5 years]); median time to return to work was 4 months. Work performance after stroke was high in 16% of cases, good in 58% of cases, moderate in 24%, and low in 2%. Chronbach's alpha coefficient was 0.75 for the scale. The Kaiser-Meyer-Olkin measure of sampling adequacy was 0.72 (p < 0.001). The test-retest reliability, as estimated by the intraclass correlation coefficients, was good. Memory, language, and attention explained 59.7% of the variance of the questionnaire in the extraction analysis. Conclusion: The WPQ-INNN is a reliable and valid tool for the assessment of performance quality in stroke survivors who returned to work. [ABSTRACT FROM AUTHOR]

Copyright of Mediterranean Journal of Sport Science (MJSS) is the property of Mediterranean Journal of Sport Science (MJSS) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In social sciences, it is accepted that the concept of psychological resilience reduces stress and is characterized as a personality skill and supports the ability of individuals to cope with different events and situations. On the other hand, developments in the field of science and technology directly affect the working lives of individuals. These developments also increased the responsibilities of teachers, on the one hand, adapting to technological developments, and on the other hand, the responsibility of guiding the students in this regard. This research was carried out to determine the mediating effect of technostress level and the moderator effect of psychological resilience in the effect of digital literacy levels of teachers who teach online during the COVID-19 epidemic period on job satisfaction. The research, which was designed within the framework of the causal screening model, was carried out on 403 teachers. According to the findings obtained within the scope of the research, it was determined that techno-uncertainty and techno-complexity, which are technostress factors, play a mediating role in the relationship between digital literacy and job satisfaction. However, according to the results obtained, it was determined that psychological resilience plays a moderator role in the digital literacy-technostress relationship. On the other hand, within the scope of the research, the moderator effect of technostress and psychological resilience in the relationship between digital literacy and job satisfaction was tested and the research hypotheses were supported. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The extended social cognitive career theory (SCCT) suggests that career intentions are influenced by person inputs, background contextual affordances, learning experiences, self-efficacy expectations and outcome expectations, as well as satisfaction and well-being in academic and work settings. The main purpose of the current study was to examine the career intentions of South African high school learners towards a career in the accounting field. Using proportionate stratified random sampling, 305 learners from eight high schools in a rural community were surveyed. Respondents' intentions to pursue a career in accounting were significantly positively correlated with self-efficacy expectations and outcome expectations. Work satisfaction, earning potential, self-efficacy expectations, personal interest, Accounting being offered as a subject and having a family member in the accounting field are factors influencing participants' career choice. Recommendations are made that could assist in better-informed career decision-making, guidance and support for learners who wish to pursue a career in the accounting field. [ABSTRACT FROM AUTHOR]

On May 1, 2020, the Needs Assessment Committee submitted their final report of findings and recommendations to the dean of the Oral Roberts University Library, Dr. Mark Roberts. The report represented the culmination of approximately six months of a broad-based investigation of the Library, including an internal examination of the Library and an external study of Library resources, services, and staff. This Needs Assessment was unique in that a team of Library faculty and staff conducted it. Internal members of an organization rarely perform needs assessments for many reasons, including inherent bias and the potential distrust of those not on the assessment team. Further complicating matters for the Needs Assessment team was the onset of the COVID-19 pandemic and ensuing shutdown of Oral Roberts University's (ORU) physical campus at the end of March 2020 during the period of data collection. Even before the campus shutdown created new challenges, the university administration and board of trustees mandated the significant revision of faculty promotion and appointment due by the end of February 2020. This mandate also posed some difficulties for the Needs Assessment team in managing the assessment workload and stress. This paper discusses some of the rationales for performing an internal Needs Assessment and the Needs Assessment team's process. The authors also describe how they navigated the tensions inherent in an internal assessment, the additional demands of a university mandate, and the COVID-19 pandemic impact. Finally, the authors present some of the Needs Assessment team's recommendations that the Library has already implemented and some proposals that have been postponed due to the pandemic's effects. [ABSTRACT FROM AUTHOR]

Abstract Background Pharmacists are at the core of the healthcare system and are the most accessible healthcare professionals. Their new roles involve leadership skills, among others. Work satisfaction of pharmacists might affect the quality of the services they provide. Hence, the primary objective of this study was to evaluate the management/leadership skills and work satisfaction of pharmacists and working pharmacy students. The secondary objective was to establish the relationship between management/leadership competencies and work satisfaction. Methods This cross-sectional study enrolled 415 Lebanese pharmacists and fifth-year pharmacy students (undergraduates) working in different pharmacy sectors across Lebanon from August 2021 through October 2021 using the snowball sampling technique and validated tools to assess management/leadership competencies and work satisfaction. Results Management/leadership competencies were significantly correlated with work satisfaction (B = 0.288) and inversely associated with being engaged/married (B = − 2.825) and living outside Beirut or Mount Lebanon (B = − 1.873). Pharmacy students did not significantly differ in their leadership/management level from graduate pharmacists. Work satisfaction was significantly associated with management/leadership competencies (B = 0.062) and inversely related to education level (B = − 0.644). Conclusions Pharmacists’ work satisfaction and management/leadership competencies are interrelated, although the level of satisfaction seemed lower than the declared level of competencies. These concepts are differentially affected by personal and work-related characteristics. More efforts should be exerted to improve both the satisfaction and management/leadership competencies of pharmacists in Lebanon.

Introducción: El estudio de las organizaciones, así como los estados psicológicos de sus trabajadores, que influyen en la calidad de los resultados, es un tema central en el orden social y académico. El estudio de la carga psíquica, definido como un estado no específico de deficiencia, que provoca el enfrentamiento del individuo con los síntomas de la disminución del rendimiento, reviste gran importancia en el contexto actual cubano, que rescata el análisis de los posibles riesgos psicosociales que afectan la salud del trabajador, refrendado en las normas 45001 y su relación, con la satisfacción laboral. Objetivos: Determinar la vivencia de carga psíquica y el grado de satisfacción laboral en el personal de la Oficina Central de una Empresa de Servicios. Métodos: El presente estudio se enmarca en el enfoque mixto de investigación y posee un diseño no experimental y transeccional. En cuanto a su alcance es descriptivo – exploratorio. Se aplicaron dos escalas valorativas “Mi trabajo exige de mi” y “Deseo en mi trabajo” y el cuestionario “Mi trabajo y yo”. (Martínez M, Vázquez M, 2004). El procesamiento de los datos fue a través del programa Microsoft Office Excel para Windows. Resultados: Los resultados demuestran que, aunque los sujetos perciben altas exigencias, estas no son generadoras de carga psíquica y la satisfacción laboral es positiva. Conclusiones: Se pudo cumplir con los objetivos, evidenciándose que, a pesar de las altas exigencias, no hay vivencia de carga psíquica y tampoco se afecta la satisfacción laboral Introduction: The study of organizations, as well as the psychological states of their workers, which influence the quality of the results, is a central issue in the social and academic order. The study of the psychic load, defined as a non-specific state of deficiency, which causes the individual to confront the symptoms of decreased performance, is of great importance in the current Cuban context, which rescues the analysis of the possible psychosocial risks that affect the worker's health, endorsed in the 45001 standards and its relationship with job satisfaction. Objectives: To determine the experience of mental burden and the degree of job satisfaction in the staff of the Central Office of a Service Company. Methods: This study is part of the mixed research approach and has a non-experimental and transectional design. As for its scope, it is exploratory descriptive. Two evaluative scales were applied My work demands of me and Desire in my work and the questionnaire My work and I. (Martínez M; Vázquez M, 2004) Data processing was done through the Microsoft Office Excel program for Windows. Results: The results show that, although the subjects perceive high demands, these do not generate psychological load and job satisfaction is positive. Conclusions: The objectives could be met, evidencing that, despite the high demands, there is no experience of psychological burden and job satisfaction is not affected either

Background: The main aim of this study was to determine whether globalization experience is a predictor of work satisfaction. In addition, we inspected a regression model consisting of globalization experience, job seniority, and goal achievement to determine how much variance in work satisfaction is accounted for by globalization experience. Most the theoretical texts about globalization suggest its negative impact on everyday life. The negative effects are – work–life balance problem, weakening of mechanisms to protect against the fear of death, and uncertainty. Method: 250 office workers participated in the study (Mage = 38.37; 145 females and 105 males). They responded to paper-and-pencil anonymous questionnaires measuring globalization experience, achievement goals, and work satisfaction. Respondents were also asked about their job seniority. We used Spearman's rho correlations and multiple linear regression to check the basic linear relation between variables, and hierarchical multiple regression to determine which of them is the strongest predictor of work satisfaction. Results: The results indicated that globalization experience (R2 change = 0.089; p <.05) is a statistically significant negative predictor of work satisfaction and job seniority (R2 change = 0.056; p <.05) while achievement goals (R2 change = 0.188; p <.001) are positive predictors of work satisfaction. Conclusion: We concluded that further research on globalization experience is necessary because it is the precursory individualistic approach to globalization research and we obtained a statistically significant yet small relation with work satisfaction in correlation and regression analyses. The presented results are also the rationale for promoting mastery approach goals in the workplace to improve work satisfaction as they are statistically significant positive predictors of it. Key messages: Globalization experience is negatively related to work satisfaction. Especially the impact of globalization on the sense of security may affect the workers' contentment. Achievement motivation is positively related to work satisfaction. Motives related to striving for mastery are the most important predictor of workers' contentment. Time spent in a certain company is positively correlated with work satisfaction. [ABSTRACT FROM AUTHOR]

Quarantine is an essential practice during pandemics but it could have negative effects. There are currently no studies on the experiences of health care workers (HCWs) in quarantine during the coronavirus disease pandemic. The aim of this study was to assess the psychosocial effects of quarantine on tertiary hospital HCWs who were exposed to coronavirus. A cross-sectional study on the psychological wellbeing, needs and resources of HCWs during quarantine was conducted using an online survey in a large tertiary hospital. In total, 148 quarantined HCWs participated in this study. Overall self-reported psychological wellbeing scores were high (5.22 ± 1.11). Physicians had higher psychological wellbeing compared to nurses (5.58 ± 1.05 and 4.83 ± 1.21, respectively). Being a nurse, separation from family during quarantine, experiencing public shaming and longer quarantine period were associated with lower psychological wellbeing and higher needs. Working from home and confidence in safety at work was associated with fewer needs during quarantine. Nurses might be a risk group for the negative influences of quarantine. The ability to remain connected to work by working from home could have a protective effect on HCWs' psychological wellbeing. More efforts should be implemented in order to support HCWs in quarantine and after their return to work. [ABSTRACT FROM AUTHOR]

BACKGROUND: Job satisfaction is a highly useful factor in maintaining a successful work life for the disabled. OBJECTIVE: This study aimed to evaluate how job satisfaction among workers with physical disabilities evolves over time, and to identify predictive factors that influence the trajectory of job satisfaction. METHODS: A longitudinal data analysis using the three-year databases of the 2016–2018 Employment Panel Survey for the Disabled (n = 693). A latent growth curve model analysis was conducted to determine the trajectory of the job satisfaction among workers with physical disabilities, as well as the predictive factors affecting it. RESULTS: Job satisfaction among workers with physical disabilities increased over time, and there were substantial individual differences in the trajectory of the job satisfaction. The significant predictors for the job satisfaction over the three years were degree of disability, computer usage ability, employment support services, and experience of discrimination. Gender, educational background, interpersonal relationship/organizational adaptability, convenience facilities for the disabled, job suitability, disability acceptability, and self-esteem had a considerable impact on the intercept of the job satisfaction, but not on the slope. CONCLUSION: The findings would inform healthcare providers to establish mid-to-long-term vocational rehabilitation intervention plans that could increase the job satisfaction among workers with physical disabilities. [ABSTRACT FROM AUTHOR]