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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: 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]

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]

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]

The purpose of this research are to know the influence of motivation, work environment, competence and compensation toward work satisfaction and employees performance in Public Work Agency of Bali Province. 150 sample were selected by stratified proportional random sampling among Public Work Agency of Bali Province employees. Data were collected by questionnaires and SEM were applies as an analysis technique. Based on statistical analysis, motivation and work environment have not significant influence toward work satisfaction but competence and compensation does have. Motivation and competence do not have significant influence toward employees performance but work environment and compensation does have. The implication is motivation, work environment, competence, and compensation need to be increased in order to improve employees work satisfaction. The increase of work satisfaction will be able to improve employees performance. [ABSTRACT FROM AUTHOR]

Copyright of Human Review is the property of Eagora Science 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.)

Copyright of Journal of Social Research is the property of International Journal Labs 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.)

Abstract Background Midwives report a challenging work environment globally, with high levels of burnout, insufficient work resources and low job satisfaction. The primary objective of this study was to identify factors in the organisational and psychosocial work environment associated with midwives’ job satisfaction. A secondary objective was to identify differences in how midwives assess the organisational and psychosocial work environment compared to Swedish benchmarks. Methods This nation-wide, cross-sectional web survey study analysed midwives’ assessment of their organisational and psychosocial work environment using the COPSOQ III instrument. A multivariable, bi-directional, stepwise linear regression was used to identify association with job satisfaction (N = 1747, 99.6% women). A conventional minimal important score difference (MID ± 5 as a noticeable difference with clinical importance) were used to compare midwives’ results with Swedish benchmarks. Results A multivariable regression model with 13 scales explained the variance in job satisfaction (R 2 = .65). Five scales, possibilities for development, quality of work, role conflict, burnout and recognition, explained most of the variance in midwives’ job satisfaction (R 2 = .63) and had β values ranging from .23 to .10. Midwives had adverse MID compared to Swedish benchmarks with higher difference in mean values regarding quantitative demands (8.3), work pace (6.0) emotional demand (20.6), role conflicts (7.9) and burnout (8.3). In addition, lower organisational justice (-6.4), self-rated health (-8.8), influence (-13.2) and recognition at work (-5.8). However, variation and meaning of work showed a beneficial difference in mean values with 7.9 and 13.7 respectively. Conclusions Midwives reported high levels of meaningfulness in their work, and meaningfulness was associated with job satisfaction. However, midwives also reported adversely high demands and a lack of influence and recognition at work and in addition, high role conflict and burnout compared to Swedish benchmarks. The lack of organisational resources are modifiable factors that can be taken into account when structural changes are made regarding organisation of care, management and resource allocation. Midwives are necessary to a high quality sexual, reproductive and perinatal health care. Future studies are needed to investigate if job satisfaction can be improved through professional recognition and development, and if this can reduce turnover in midwives.

In school management, several variables support the effectiveness of the principal's performance. The study analyzed the effects of exogenous to endogenous, either directly or indirectly, and work satisfaction as a variable intervening. This study was a quantitative survey with a sample size are 360 state high school teachers. Data analysis uses path analysis. With the help of Smart partial least squares software, data that meets the criteria r > 0.70 will be used in the research. The results showed that organizational culture, leadership style, and work environment significantly affect work satisfaction. The organizational culture, leadership style, and work satisfaction directly affect teachers' performance. the organizational culture, leadership style, and work environment significantly indirectly affect work satisfaction on teachers' performance. In organizational culture, instruments have involved working together in bearing burdens culture as the potential of the community for empowerment again; it is a novelty of this research. The results of research that require follow-up are how to improve principal leadership style with the hope that micro-school management is more effective and macro enhancing the quality of education in Indonesia. [ABSTRACT FROM AUTHOR]

Copyright of Challenges of the Future / Izzivi Prihodnosti is the property of Fakulteta za Organizacijske Studije v Novem mestu 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.)

Background: Midwives report a challenging work environment globally, with high levels of burnout, insufficient work resources and low job satisfaction. The primary objective of this study was to identify factors in the organisational and psychosocial work environment associated with midwives' job satisfaction. A secondary objective was to identify differences in how midwives assess the organisational and psychosocial work environment compared to Swedish benchmarks.Methods: This nation-wide, cross-sectional web survey study analysed midwives' assessment of their organisational and psychosocial work environment using the COPSOQ III instrument. A multivariable, bi-directional, stepwise linear regression was used to identify association with job satisfaction (N = 1747, 99.6% women). A conventional minimal important score difference (MID ± 5 as a noticeable difference with clinical importance) were used to compare midwives' results with Swedish benchmarks.Results: A multivariable regression model with 13 scales explained the variance in job satisfaction (R2 = .65). Five scales, possibilities for development, quality of work, role conflict, burnout and recognition, explained most of the variance in midwives' job satisfaction (R2 = .63) and had β values ranging from .23 to .10. Midwives had adverse MID compared to Swedish benchmarks with higher difference in mean values regarding quantitative demands (8.3), work pace (6.0) emotional demand (20.6), role conflicts (7.9) and burnout (8.3). In addition, lower organisational justice (-6.4), self-rated health (-8.8), influence (-13.2) and recognition at work (-5.8). However, variation and meaning of work showed a beneficial difference in mean values with 7.9 and 13.7 respectively.Conclusions: Midwives reported high levels of meaningfulness in their work, and meaningfulness was associated with job satisfaction. However, midwives also reported adversely high demands and a lack of influence and recognition at work and in addition, high role conflict and burnout compared to Swedish benchmarks. The lack of organisational resources are modifiable factors that can be taken into account when structural changes are made regarding organisation of care, management and resource allocation. Midwives are necessary to a high quality sexual, reproductive and perinatal health care. Future studies are needed to investigate if job satisfaction can be improved through professional recognition and development, and if this can reduce turnover in midwives. [ABSTRACT FROM AUTHOR]

The purpose of this study was to examine the role of environmental and personal factors in sport coaches' well-being and behavioral intention. To be precise, this study measured how workplace social support, work involvement, and work satisfaction are associated with sport coaches' well-being and turnover intention, adopting the framework of the environmental psychological model. A total of 519 responses were collected from sport coaches in Singapore. In this study, confirmatory factor analysis and structural equation modeling analysis were conducted using EQS 6.3 software. Results of structural equation modeling supported all hypothesized relationships, except the paths from work involvement to turnover intention and well-being. Additionally, this study found the indirect effects of workplace social support and work involvement on turnover intention and well-being. This study provided an understanding of external and internal antecedents of sport coaches' future behavior and well-being, ultimately benefiting sport organizations. [ABSTRACT FROM AUTHOR]

Aim: This study aims at better understanding the relationships between nurses' enacted scope of practice, work environment and work satisfaction, missed care, and organizational indicators of performance. Background: The enacted scope of practice model describes the determinants and consequences of the actual enactment of the nursing scope of practice. Method: A correlational design was used to investigate nurses' enacted scope of practice in five Canadian healthcare centres. Results: Suboptimal enacted scope of practice were found in the current sample. Significant positive correlations were found between the total enacted scope of practice score, use of qualification, control over tasks, decisional latitude and psychological demand as well as role ambiguity. Moreover, a higher enacted scope of practice was correlated with lower organizational indicators of short‐term absenteeism. Conclusion: Results suggest an insufficient deployment of nurses' enacted scope of practice, likely caused by some job characteristics, leading to lower work satisfaction and negative patients and organizational outcomes. Implications for nursing management: Optimizing nurses' enacted scope of practice would be a significant integrated strategy for improving organizational performance, patient care and nurses' satisfaction and well‐being. Nurses and frontline managers must be involved in the decision‐making process necessary to improve nurses' enacted scope of practice. [ABSTRACT FROM AUTHOR]

The present study tries to analyze work satisfaction and motivation of civil servants from the Parliamentary offices of Romania's Senate in order to identify the factors that employee satisfaction and motivation depend on and the possible causes of dissatisfaction. The research methodology consists of an opinion survey conducted in Romania's Senate using a questionnaire designed by the authors. The study revealed that the majority of the respondents declared themselves satisfied with their workplace, their working activities, the working conditions, the level of remuneration, the relationship with the hierarchic superiors and colleagues, as well as the organizational climate. The participants in the study were satisfied the most about the remuneration level and job security and the least, about merit recognition and the opportunities to develop new skills. Also, the respondents considered that the main factors which can increase work motivation and satisfaction are: a higher level of remuneration and improved work conditions. [ABSTRACT FROM AUTHOR]

Aims and objectives: To report a qualitative inquiry exploring senior registered nurses' stories of experience working with new graduate nurses in the intensive care unit. Background: While new graduate nurses' perceptions of transitioning into professional practice in the intensive care unit have been examined, few studies have explored the experiences of the senior registered nurses working alongside them. Design: A narrative inquiry methodology informed by Dewey's (1938) theory of experience. Methods: Individual in‐depth, unstructured, interactive interviews were conducted with five senior registered nurses. The inquirer co‐composed individual narrative accounts with each participant. Narrative inquiry's three commonplaces of temporality, sociality and place formed the lens of analysis. Thematic analysis identified two overarching threads that resonated across the narrative accounts. This inquiry adheres to COREQ checklist reporting. Results: The overarching threads 'Reverberations' and 'Caring' depict the experiences of senior registered nurses. 'It's Dangerous', 'Patrolling Like Surf Lifesavers', 'We Carry Them', 'Survival Mode' and 'Enjoyable Moments' are minor threads describing the challenges, while 'I've Been There', 'They Must Ask Questions' and 'Not In My Backyard' reveal their insights. Conclusions: Working with new graduate nurses increased senior registered nurses' patient surveillance and workload, contributing to stress, pressure and feeling overwhelmed. However, senior registered nurses felt an obligation to care for new graduate nurses, who they perceived as still acquiring the skills to autonomously care for critically ill patients. Therefore, senior registered nurses require support themselves. Relevance to clinical practice: Senior registered nurses perceive workplace constraints as impeding their capacity to provide sufficient support and surveillance to new graduate nurses. The gap between new graduate nurses' clinical capacity and patients' needs underpins senior registered nurses' recommendation that new graduate nurses should not be placed in intensive care units unless additional workforce support is provided, safeguarding their development as well as patient safety. [ABSTRACT FROM AUTHOR]

This study aimed to determine the effect of work environment, training, and competence on work satisfaction in improving employee performance. The object in this study is PT. Asaputex Jaya, located in Tegal City, engaged in woven sarong’s trading business with the Korma Tree brand. The sample used in this study was determined by a simple random sampling method, obtaining 105 respondents. The data in this study were obtained through a questionnaire that was filled out independently. The analysis used in this study uses the analysis method of Structural Equation Modeling (SEM). This study proves and concludes that: work environment and work training have a significant positive effect on work satisfaction. However, competence does not affect work satisfaction. Besides, the work environment negatively affects employee performance, and work training does not affect employee performance. Also, competence and work satisfaction have a significant positive effect on employee performance. Further research must develop more varied models to provide different research findings, such as adding work stress variables, work motivation, work discipline, and others.

Prior research has shown that the use of Information Communication Technology (ICT) outside work hours blurs work and nonwork boundaries, exacerbates work-life conflict, and negatively impacts employees' satisfaction. Conversely, personal ICT-use at work, or cyberloafing, has become an increasing concern among employers given its putative impact on individual and organisational performance. We use the 'dual-lens' of Boundary theory and Set theory to conceptualise employees' work-related ICT-use outside work hours and cyberloafing as a set-theoretic phenomenon reflecting 'spillover social media'. Drawing on a survey of 403 Australian white-collar employees and using a set-theoretic approach (fsQCA), we discuss the following findings. First, spillover social media positively impacts work satisfaction among people who are single and do not have children. Second, spillover social media positively contributes to nonwork satisfaction among married male participants who do not have children. Third, that parents only reported nonwork satisfaction if they did not engage in spillover social media. [ABSTRACT FROM AUTHOR]

Copyright of @limentech: Ciencia y Tecnología Alimentaria is the property of Journal @limentech, University of Pamplona 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.)

Anaesthetists experience unique stressors, and recent evidence suggests a high prevalence of stress and burnout in trainee anaesthetists. There has been no in-depth qualitative analysis to explore this further. We conducted semi-structured interviews to explore contributory and potentially protective factors in the development of perceived stress, burnout, depression and low work satisfaction. We sampled purposively among participants in the Satisfaction and Wellbeing in Anaesthetic Training study, reaching data saturation at 12 interviews. Thematic analysis identified three overarching themes: factors enabling work satisfaction; stressors of being an anaesthetic trainee; and suggestions for improving working conditions. Factors enabling work satisfaction were patient contact; the privilege of enabling good patient outcomes; and strong support at home and work. Stressors were demanding non-clinical work-loads; exhaustion from multiple commitments; a 'love/hate' relationship, as trainees value clinical work but find the training burden immense; feeling 'on edge', even unsafe at work; and the changing way society sees doctors. Nearly all trainees discussed feeling some levels of burnout (which were high and distressing for some) and also high levels of perceived stress. However, trainees also experienced distinct elements of work satisfaction and support. Suggested recommendations for improvement included: allowing contracted hours for non-clinical work; individuals taking responsibility for self-care in and out of work; cultural acceptance that doctors can struggle; and embedding wellbeing support more deeply in organisations and the specialty. Our study provides a foundation for further work to inform organisational and cultural changes, to help translate anaesthetic trainees' passion for their work into a manageable and satisfactory career. [ABSTRACT FROM AUTHOR]

Workers are the most valuable and important resource in organizations, however, the specific demands of high competitiveness due to globalization, market needs and rapid changes in organizations and companies have come to complicate the work environment in which their activities are developed. The importance of work is so strong that on several occasions the value of a person is defined by their profession or work, by their location in the formal structure of an organization or company, or by the titles and honors obtained (Pérez, 2005). This has led to daily work becoming more demanding every day and generates concern, suffering and illness in the human beings who work, affecting motivation, interest and professional satisfaction. As a result, it has diminished and the perception of efficiency is affected, until it achieves a form of detachment in the workplace (Maslach, & Jackson, 1981). A growing factor in recent times is the study and investigation of what happens to man in his work experience. The work environment is one of the main sources of risk of exhaustion or chronic work stress. This stress is related to pressure factors in the work environment, greater demands than the capabilities, resources and needs of the worker. Causes emotional fatigue, lack of personalization and low professional satisfaction, this can occur in occupations that are largely oriented in the field of providing assistance and services to people, in occupations where there is a relationship between the provider and the recipient of the service, caused by different situations, among them, the pressure for the increase of the productivity, the lack of training or conflicts not solved correctly. In turn, the persistence of stress related to work can lead to the development of burnout syndrome, which is characterized as a type of chronic work stress. The purpose of this article is to determine the incidence of satisfaction and motivation in work-related stress and acceptance of wellbeing in the emergency rooms of four highly complex hospitals and two hospitals with lower levels of care, in Medellin and Bogotá by applying the Maslach Burnout Inventory- MBI whose 22 questions were related by grouping into five factors of work leading to exhaustion. The research focuses on the analysis of five variables that were selected because of their importance for the involvement of workers and that will allow creating a specific concept of the elements that motivate and discourage workers in the health area using previously conducted studies. These are: stress related to work activities, burnout syndrome, work incentives and job satisfaction, and well-being at work. The sample consisted of 360 health professionals who answered the MBI questionnaire, adapted to know their perception regarding the variables Incentives, Satisfaction and Burnout, among others. For this purpose, health professionals from different disciplines (doctors, anesthesiologists, nurses, nursing assistants, instrumentalists and administrators) were interviewed, in the search to investigate the weak points of their work, the absence of incentives, the levels of detachment, as well as the possible demotivation induced by absence of welfare programs. From the results obtained it was possible to determine that there are correlations between work activities, burnout and emotional disinterest, the lack of incentives, in relation to workplace wellness programs. Likewise, regression analyzes show the negative effect of the burnout syndrome and the negative incidence of work stress on employee motivation. [ABSTRACT FROM AUTHOR]

Background: School nurses play a crucial role in the provision of comprehensive health services to the school population. A balanced quality of work life (QWL) with favorable conditions that support and uphold employee satisfaction is imperative for school nurses to maximize their provision of care for their clientele. Among the many nursing specialties, research among school nurses is not given much attention. Purpose: This study aimed to determine the QWL of public school nurses in the Philippines. Methods: This study utilized a descriptive correlational research design with 57 public school nurses as study participants. Self-reported data were gathered utilizing Walton's QWL scale. Data were analyzed using the Mann-Whitney U test, Kruskal-Wallis test, and Spearman-rank correlation coefficient. Results: Results indicated that public school nurses had high QWL (M=4.16). Among the eight subscales, opportunities at work (M=4.04) and social integration at work (M=4.03) had the lowest mean scores. There were no significant differences in the QWL according to sex (p=0.929), marital status (p=0.326), educational attainment (p=0.391) and length of work experience (p=0.059), while there was a significant relationship between age (p=0.005) and QWL of public school nurses. Conclusion: Public school nurses generally have a high QWL. Nevertheless, to further improve their QWL, it is recommended that public school nurses must be provided with more chances for continuous professional growth and opportunities for better social integration. [ABSTRACT FROM AUTHOR]

Copyright of Polish Journal of Management Studies is the property of Czestochowa University of Technology, Faculty of Management 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.)

Aims and objectives: To examine the experience of registered nurses working in renal inpatients wards at an acute National Health Service (NHS) hospital Trust. Nurse perceptions of their experience particularly in relation to job satisfaction were analysed. Background: Increased understanding of workplace organisation and culture can contribute to improved nurse work experience and better patient care. Worldwide many studies conducted on nurse experience and job satisfaction show that job satisfaction level varies across work settings so analysis of job satisfaction at a local level such as in a ward is important for producing useful analysis and recommendations. Method: Using purposive sampling, semistructured individual interviews were conducted on twelve registered nurses working on renal inpatient wards. Results: The study identified three themes: safe care, organisational culture and work environment. Although staffing was identified as a key element to providing safe care maintaining adequate staffing levels remained a challenge. Whilst there were opportunities for professional development more support is needed for newly qualified nurses. Conclusions: Findings highlighted that renal patients were complex. It is important to maintain adequate staffing levels. Good clinical leadership is required to support and develop the positive experience of nurses. Relevance to clinical practice: The high turnover of newly qualified nurses is a particular problem and nurse managers need to develop strategies to retain such nurses. Regular audits on staffing levels as part of improving workforce planning and patient safety need to be conducted. [ABSTRACT FROM AUTHOR]

Workplace sexual identity management has drawn increasing attention in the counseling psychology literature. Disclosing a sexual minority identity at work may lead to greater levels of work satisfaction, but it may also lead to occupational barriers (e.g., lack of advancement opportunities, interpersonal harassment) when disclosing in nonaffirming workplace environments. The present study used social-cognitive career theory (SCCT)'s self-management model with a sample of 214 American sexual minority employees recruited via Facebook to examine the adaptive nature of workplace sexual identity management and its resulting impact on work satisfaction. The present model employed path analysis to hypothesize more affirmative workplace environments lead to greater levels of identity disclosure through the mediating variables of disclosure self-efficacy and outcome expectations. Further, the model posited workplace climate moderates the relationship between sexual identity disclosure and work satisfaction such that work satisfaction increases in the presence of both an affirming workplace climate and employee's decision to self-disclose. Results largely supported all hypotheses and demonstrate continued use of SCCT's self-management model for examining sexual identity management while also highlighting the importance of both an affirming workplace climate and factors that influence an employee's decision to self-disclose. Specifically, the relationship between identity disclosure and work satisfaction was strongest in the presence of more affirming workplace environments. These findings provide support for inclusive workplace policies such as nondiscrimination ordinances in order to maximize sexual minority work satisfaction. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to investigate whether the cleanliness of a work environment has influence on the productivity of employees working in office environments of non-profit organizations in The Netherlands.Design/methodology/approach In the study, an online survey (including questions about the perceived cleanliness) and two objective cleanliness assessment methods (particle counts and surface cleanliness) are used. The data are collected using an online questionnaire to determine the workers’ perception (of productivity and cleanliness) and to measure the cleanliness (visual assessment of the surface cleanliness and measured [dust] particle counts in the ambient air) at five different non-profit organizations in The Netherlands.Findings It is found that a higher objective cleanliness correlates significantly with a higher perceived productivity of employees working in office environments of non-profit organizations in The Netherlands. A higher measured cleanliness also correlates significantly with a higher work satisfaction level of employees working in office environments. Finally, a significant correlation is found between the satisfaction of employees with their work as a whole and the perceived productivity of the employees; a higher satisfaction leads to a higher perceived productivity.Research limitations/implications The cleanliness is measured in five non-profit organizations, so it is not possible to draw any strong generalization. Future studies are needed to confirm or contradict the findings in this research.Practical implications The results highlight the aspects of the cleanliness in the office environment that influence the perceived productivity. This concerns the measured cleanliness. Employees evaluate their own productivity lower at a higher level of particle counts in the ambient air in the office environment and when more dirt and stain are found on the surface (lower surface cleanliness). In response to these findings, it is recommended to carry out regular cleaning activities in the office environment where the employees perform their work. Overall, to maintain or achieve maximum personal productivity, a clean office environment is important.Originality/value This research is the first to identify the relationship between perceived productivity and measured cleanliness of the office environment. [ABSTRACT FROM AUTHOR]

Abstract: Aim: This study aimed to investigate nurses’ perceptions of the nursing work environment in Jordanian hospitals. Background: Previous research has indicated a strong relationship between nurses’ work environment and their satisfaction at work. However, little is known about the situation in Jordan. Method: A cross‐sectional and descriptive design was used. A sample of 500 nurses was recruited. The study was conducted using the Individual Workload Perception Revised scale (IWPS‐R). Results: A sum of 382 out of 500 nurses from three health care sectors in Jordan responded to the questionnaires (response rate = 76.4%). The results indicate that nurses working in the public hospitals had significantly better perceptions about their work environment than nurses working in private and university hospitals. Older nurses with lower academic qualifications are more likely to be satisfied with their work. Furthermore, nurses who have good perceptions of support from their manager and peers, and a manageable workload are more likely to stay in their jobs. Conclusion: The public hospitals are currently considered a more suitable milieu for nurses in Jordan. Other health care sectors should work to enhance nurses’ working conditions. Implication for nurse manager: Providing a supportive work environment with a manageable workload will encourage nurses to stay in their hospitals. [ABSTRACT FROM AUTHOR]

BACKGROUND: Individuals with autism spectrum disorders (ASD) have some of the highest rates of postsecondary unemployment. Predictors of successful employment for individuals with ASD include a combination of personal and external factors. However, the majority of employment supports target personal factors and give minimal consideration to the environment. OBJECTIVE: To examine the relationships between the social and sensory aspects of person-environment fit and job satisfaction from the perspective of working adults with ASD. METHODS: Participants over the age of 21 diagnosed with ASD who worked at least 10 hours a week completed the Job Satisfaction Survey, the Adult Sensory Profile, and the Work Environment Scale. RESULTS: There were significant positive associations between job satisfaction and the work environment in peer cohesion, supervisor support, autonomy, clarity, innovation and physical comfort. Individuals with more symptoms of Low Registration and Sensory Sensitivity had significantly lower scores on physical comfort in their work environments. Those with more symptoms of Sensory Avoiding reported significantly less satisfaction with their job. CONCLUSION: It is important to understand the impact of the environment in relation to the unique characteristics of the individual to improve the person-environment fit and overall job satisfaction. [ABSTRACT FROM AUTHOR]

Copyright of Education Policy Analysis Archives / Archivos Analíticos de Políticas Educativas / Arquivos Analíticos de Políticas Educativas is the property of Educational Policy Analysis Archives & Education Review 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.)

Background: The World Health Organization has encouraged improving working conditions for nurses to decrease turnover and increase nurse staffing and nursing capacity. The International Council of Nurses has pointed out that a positive work environment can improve satisfaction and decrease burnout in nurses. However, the effects of working conditions and work satisfaction on burnout in nurses remain unclear. Purpose: The purpose of this study was to explore the effects of working-condition-related flexibility and work satisfaction on burnout in nurses. Methods: A cross-sectional design was employed, and 450 nurses from a single medical center participated in this study. In addition to demographic information, three survey instruments, including the Taiwanese Hospital Nurses' Job Satisfaction Scale, the Working Conditions and Flexible System Scale, and the Maslach Burnout Inventory-Chinese Version, were used to measure working condition flexibility, work satisfaction, and burnout. Descriptive statistics, the Pearson correlation coefficient, and hierarchical linear regression were used to analyze the data. Results: Four hundred thirty-five nurses were enrolled as participants. Most were female, with a mean age of 29 years. Over four fifths (83.1%) were unmarried, and 65.5% had at least 2 years of prior experience working at other hospitals. Although the participants reported experiencing burnout several times per month, they reported feeling satisfied with their work. They noted flexibility related to working conditions, especially task-related flexibility, as important. Four variables (satisfaction/professional autonomy, interpersonal interaction, workload, and working condition flexibility/task flexibility) were found to be significant predictors of emotional exhaustion (adjusted R 2 = 0.212). However, only professional autonomy was found to significantly predict a sense of low personal accomplishment (adjusted R 2 =.077), whereas nursing competence significantly predicted depersonalization (adjusted R 2 =.086). Conclusions: Work satisfaction and flexibility related to working conditions were shown to relate negatively to burnout. Nursing managers should improve the level of satisfaction related to professional autonomy, interpersonal interaction, and workload as well as task flexibility for nurses. [ABSTRACT FROM AUTHOR]

Aim: The aim of the survey is to identify factors of the work environment which are important for general nurses when they are considering whether or not to leave their current employer. Design: The research consists of an observational and a crosssectional study. Methods: Based on a modified interpretation of Herzberg’s theory, we created a structured interview to investigate environmental factors. Interviewers carried out 1,992 interviews with hospital nurses working in the Czech Republic, between 2011 and 2012. The data gathered were analyzed with data mining tools – a decision tree and nonparametric tests. Results: If a good opportunity arose, 34.7% of nurses would leave their current employer. The analysis of the decision tree identified the factor “Patient care”, i.e. a factor concerning the nature of the work itself, as the most important. Data mining offers a new view of the data and can reveal valuable information existing within the primary data. Conclusion: Data mining has great potential in nursing. In this research, the decision tree shows that the essence of the nursing profession is the nursing work itself and it is also the most significant stabilizing factor. The management of healthcare providers should create and maintain a work environment which will ensure nursing work can be performed without impediment, thus minimizing staff turnover. [ABSTRACT FROM AUTHOR]

Objectives: The purpose of the study was to assess the level of job satisfaction of dental nurses in ambulatory care and to explore the impact of aspects of working atmosphere on and their association with job satisfaction. Methods: This cross-sectional study was based on a job satisfaction survey. Data were collected from 612 dental nurses working in 106 dental care practices. Job satisfaction was measured with the 10-item Warr-Cook-Wall job satisfaction scale. Working atmosphere was measured with five items. Linear regression analyses were performed in which each item of the job satisfaction scale was handled as dependent variables. A stepwise linear regression analysis was performed with overall job satisfaction and the five items of working atmosphere, job satisfaction, and individual characteristics. Results: The response rate was 88.3%. Dental nurses were satisfied with 'colleagues' and least satisfied with 'income.' Different aspects of job satisfaction were mostly associated with the following working atmosphere issues: 'responsibilities within the practice team are clear,' 'suggestions for improvement are taken seriously,' 'working atmosphere in the practice team is good,' and 'made easier to admit own mistakes.' Within the stepwise linear regression analysis, the aspect 'physical working condition' (β = 0.304) showed the highest association with overall job satisfaction. The total explained variance of the 14 associated variables was 0.722 with overall job satisfaction. Conclusions: Working atmosphere within this discrete sample of dental care practice seemed to be an important influence on reported working condition and job satisfaction for dental nurses. Because of the high association of job satisfaction with physical working condition, the importance of paying more attention to an ergonomic working position for dental nurses to ensure optimal quality of care is highlighted. [ABSTRACT FROM AUTHOR]

The Working Conditions Survey was designed and applied as a tool for assessing psychosocial components of job safety in a sample of 518 employees from different companies in the manufacturing sector of the Colombian Caribbean region. Reliability analysis, exploratory factor analysis and principal components analysis with VARIMAX rotation were performed. Results show acceptable internal reliability of the scale (á = 0.793) and satisfactory adequacy of factorial matrix data (KMO = 0.785). The factorial structure was represented by 17 items staggered into five groups: physical load, thermal environment, noise, occupational hazards and safety at work. In conclusion confirms the instrument adequate reliability and structural stability useful for the analysis and design of programs in order to implement changes in working conditions to achieve employee satisfaction. [ABSTRACT FROM AUTHOR]

Stress is among the most studied and often mentioned concepts in psychology and continues to be so as it manifests in everyday life a harmful factor upon our health, whether psychological or physical. The present paper approaches stress in relation to the professional environment. Three versions of the Perceived Stress Scale have been applied within a group of 219 participants in order to determine each version's predictive value in relation to aspects of professional life (such as desire to leave the workplace, absenteeism, turnover, frustration regarding the workplace) but also wellbeing - related aspects (general wellbeing, physical health, experiencing frustration). Thus, the present paper provides data regarding the predictive value of the three versions of Perceived Stress Scale (PSS) showing that the PSS-14 version is the most valid in predicting the mentioned aspects; also the study provides data describing the relation between stress and negative professional behavior and effects upon wellbeing. [ABSTRACT FROM AUTHOR]

Absenteeism is a serious workplace problem and an expensive occurrence for both employers and employees seemingly unpredictable in nature. Human resource is an important part of any business and managing them is an important task. Absenteeism is an employee's intentional or habitual absence from work. If employers fail to take action, a 'buggins turn' mentality may emerge. While employers expect workers to miss a certain number of workdays each year, excessive absences can equate to decreased productivity and can have a major effect on company finances, morale and other factors. Here, is this case we look at the causes of absenteeism identified at a manufacturing company and what employers can do to reduce absenteeism rates in the workplace. The case provides insights into and comprehension of an issue or situation. [ABSTRACT FROM AUTHOR]

The article discusses how to improve employee engagement within a department of pharmacy. A particular focus is given to the department of pharmacy at the University of North Carolina Medical Center (UNCMC). A department is advised to improve communication using different methods, to recognize the contribution of employees and to involve employees in decision-making.

Copyright of Paideia (0103863X) is the property of Paideia 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.)

This study is designed to test the mediating role of work satisfaction in the relationship between work unit climate and labour productivity. Two work unit climate facets are examined: goals and service orientation. Longitudinal data obtained from more than 14,000 employees in 171 branches of a financial services organization provided no evidence for work satisfaction as a mediator of the relationship between work unit climate and productivity. An increase in service orientation and an increase in goals orientation are both associated with an increase in work satisfaction. An increase in work satisfaction is not associated with an increase in productivity, thereby precluding a mediation effect. An increase in service orientation is related to increased labour productivity, but an increase in goals orientation is not. In addition, relationships across time are reported and interpreted. In this study no evidence was found for work satisfaction as an intermediary mechanism, however, results highlight the importance of differential effects of the two work unit climate facets on work satisfaction and labour productivity. [ABSTRACT FROM PUBLISHER]

Copyright of Electronic Turkish Studies is the property of Electronic Turkish Studies 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.)

Clinical supervision can improve staff satisfaction and reduce stress and burnout within the workplace and can be a component of organizational readiness to implement evidence-based practice. This study explores clinical supervision processes in alcohol and drug counselors working in telephone and online services, assessing how their experiences of supervision link to workplace satisfaction and well-being. Standardized surveys (Manchester Clinical Supervision Scale and the TCU Survey of Organizational Functioning) were completed by 43 alcohol and drug telephone counselors. Consistency of supervisors and good communication were the strongest predictors of satisfaction with clinical supervision, and satisfaction with supervision was a good predictor of overall workplace satisfaction. [ABSTRACT FROM AUTHOR]

Scand J Caring Sci; 2013; 27; 36-43 Work experiences among nurses and physicians in the beginning of their professional careers - analyses using the effort-reward imbalance model The aim of the study was to scrutinise how nurses and physicians, employed by the county councils in Sweden, assess their work environment in terms of effort and reward at the start of their career. The aim was also to estimate associations between work satisfaction and the potential outcomes from the effort-reward imbalance (ERI) questionnaire. The study group, 198 nurses and 242 physicians who graduated in 1999, is a subsample drawn from a national cross-sectional survey. Data were collected in the third year after graduation among the nurses and in the fourth year after graduation among registered physicians. The effort-reward imbalance questionnaire, together with a question on work satisfaction, was used to evaluate psychosocial factors at work. The results reveal that nurses scored higher on effort, lower on reward and experienced higher effort-reward imbalance, compared with physicians. Women scored higher on work-related overcommitment (WOC) compared with men. Among the physicians, logistic regression analysis revealed a statistically significant association between WOC and ERI, sex, effort and reward. Logistic regression analysis also revealed a statistically significant association between WOC and ERI and between WOC and effort among the nurses. Dissatisfaction with work was significantly higher among those who scored worst on all three ERI subscales (effort, reward and WOC) and also among those with the highest ERI ratios compared with the other respondents. In conclusion, to prevent future work-related health problems and work dissatisfaction among nurses and physicians in the beginning of their professional careers, signs of poor psychosocial working conditions have to been taken seriously. In future work-related stress research among healthcare personnel, gender-specific aspects of working conditions must be further highlighted to develop more gender-sensitive analyses. [ABSTRACT FROM AUTHOR]

Aim: The aim of this sociological research, conducted in the Central Bohemian Regional Hospital, was to analyse selected factors of motivation and job satisfaction in non-medical health professionals in order to motivate them more effectively. Respondents assessed the various factors from the list presented on the basis of two criteria: firstly motivational level, secondly satisfaction with the provision of the factors by employer. Methods: The research was conducted through a questionnaire between September - December 2010. It included all non-medical employees who filled in anonymous questionnaires distributed through the Senior Nurses. 71 % of the questionnaires were returned (250 of 353 respondents). Research was undertaken in several phases. Firstly, we conducted 18 semi-standardized interviews on selected wards; the results were partly used to prepare quantitative questionnaires. In the questionnaires, we created a list of 32 factors which were analyzed with regard to the strength of motivation and satisfaction as well as the differences in the strength of these criteria both in the hospital and on the individual wards. Results with comments, in both oral and written form, were submitted to the hospital management and then posted on the intranet. Results: We found that the strongest motivating factors for the respondents included - patient satisfaction and care for them, - good interpersonal relationships in the workplace, - recognition and achievement in job duties. It was also shown that a diverse degree of discrepancy exists between what motivated respondents and the degree of satisfaction with the provision of the same factors by employers. For example, factors of "salary" and "good atmosphere in the hospital" showed the biggest difference between higher motivation and lower satisfaction, as opposed to the factors of "possibility of catering" and "security in work" which are shown in terms of satisfaction as favourable, but with a low degree of motivation. The highest satisfaction was reflected in a "satisfactory working time" and "qualities of supervisors", on the contrary, respondents were least satisfied with the "benefits" and "salary". Conclusion: The information given to senior nurses about the preferred motivational factors among respondents on their wards, as well as an assessment of satisfaction level with the factors, could be used for managers to more effectively motivate their team. [ABSTRACT FROM AUTHOR]

Learning about working priorities of general nurses and their consequent saturation may prevent their excesive fluctuation and increasing shortage in hospitals. The aim of the study was to find out priorities of nurses working at hospital inpatient departments in relation to different factors of working environment, their perception of their saturation by the employer and the biggest differences between the wish and reality. The general intention was to develop an instrument for evaluation of work satisfaction of employees in the health care system. The questionnaire based on principles of the Hezberg 2-factor motivational theory and findings from negotiations with hospital managers and covering 16 factors of working environment was developed. It was tested in a pilot research in general nurses in 25 hospitals in the Czech Republic. The analysis of data from 1902 questionnaires showed that the most important factors for nurses are the salary, work with patients and stability of their working position; work safety and health protection was at the 10th position. The most significant difference between the priority and its saturation was found in the salary, stability of the working position and recognition of personal results. Relationships with direct authorities, provided social benefits and collaboration with other professionals were perceived as harmonious. The elaborated evaluation instrument can be used not only for monitoring work satisfaction of employees in the health care system, but also in comparison surveys among hospitals. It also enables the evaluation of effectiveness of motivational interventions when used repeatedly. [ABSTRACT FROM AUTHOR]

Copyright of Ljetopis Socijalnog Rada / Annual of Social Work is the property of Pravni Fakultet Sveucilista u Zagrebu, Studijski Centar Socijalnog Rada 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.)

Abstract: Lent and Brown [Lent, R. W., & Brown, S. D. (2006). Integrating person and situation perspectives on work satisfaction: A social-cognitive view. Journal of Vocational Behavior, 69, 236–247] recently proposed an integrative model of work satisfaction linked to social cognitive career theory. The model posits that work satisfaction is predicted by five classes of variables: work conditions, goal progress, self-efficacy, goal and efficacy relevant supports, and personality traits (e.g., positive affect). We tested this model in a sample of 366 teachers, finding good overall model-data fit. Of the five predictor classes, work conditions, self-efficacy, and positive affect were each found to explain unique predictive variance. This suggests that teachers who are most satisfied with their jobs see their work environment as supportive, are confident in their abilities to complete work-related tasks and goals, and report high levels of trait positive affect. Findings also offered support for the contention that measures of subjective person–environment fit may not be empirically distinct from work satisfaction. Implications of these findings for future research and applied efforts are considered. [Copyright &y& Elsevier]

Aims and objectives. The aim of this study was to develop and test the psychometric properties of the Nursing Workplace Relational Environment Scale (NWRES). Background. A positive relational environment in the workplace is characterised by a sense of connectedness and belonging, support and cooperation among colleagues, open communication and effectively managed conflict. A poor relational environment in the workplace may contribute to job dissatisfaction and early turnover of staff. Design. Quantitative survey. Method. A three-stage process was used to design and test the NWRES. In Stage 1, an extensive literature review was conducted on professional working relationships and the nursing work environment. Three key concepts; collegiality, workplace conflict and job satisfaction were identified and defined. In Stage 2, a pool of items was developed from the dimensions of each concept and formulated into a 35-item scale which was piloted on a convenience sample of 31 nurses. In Stage 3, the newly refined 28-item scale was administered randomly to a convenience sample of 150 nurses. Psychometric testing was conducted to establish the construct validity and reliability of the scale. Results. Exploratory factor analysis resulted in a 22-item scale. The factor analysis indicated a four-factor structure: collegial behaviours, relational atmosphere, outcomes of conflict and job satisfaction which explained 68·12% of the total variance. Cronbach’s alpha coefficient for the NWRES was 0·872 and the subscales ranged from 0·781–0·927. Conclusion. The results of the study confirm the reliability and validity of the NWRES. Replication of this study with a larger sample is indicated to determine relationships among the subscales. Relevance to clinical practice. The results of this study have implications for health managers in terms of understanding the impact of the relational environment of the workplace on job satisfaction and retention. [ABSTRACT FROM AUTHOR]

The paper sets out to stimulate interest in counsellors and therapists about the unconscious relationships which people form with their work, through describing and analysing what goes on in work-related counselling with a psychodynamic approach. The author draws on twentyfive years of experience to reflect on the changing nature of what was once termed 'vocational guidance', and offers some short case studies, as examples of ways in which a person's world of work can become intertwined with their internal world in a confusing and disabling way. The core concepts and techniques which have evolved are identified and discussed; attention is directed particularly to the importance of the client's expectations, the effect of time limitation, the place of work in the whole life, and dealing with transference. [ABSTRACT FROM AUTHOR]