RESUMEN
Employees' work engagement may vary by work location (office vs. home office), assuming that working at home requires greater self-regulation. Hence, self-leadership may play an important role when employees work at home. The present study investigates whether employees use self-leadership strategies (self-goal setting, self-reward, self-punishment, self-cueing, and visualization of successful performance) more often on home days than on office days. We also examine how these strategies are related to daily work engagement, and whether they are more effective for promoting work engagement depending on the work location. One hundred and one employees completed daily questionnaires on office and home days, resulting in 514 observations. Multilevel analyses revealed that employees reported higher use of self-goal setting, self-reward, and visualization on home days than on office days. Furthermore, we found that applying these strategies was positively related to day-specific work engagement. Nevertheless, self-cueing had no effect and self-punishment was detrimental to work engagement. Moreover, we found no support for the idea that the effectiveness of self-leadership strategies for promoting work engagement depends on the work location. These findings contribute to our understanding of self-leadership strategies promoting work engagement on home and office days.
Asunto(s)
Liderazgo , Compromiso Laboral , Humanos , Masculino , Femenino , Adulto , Encuestas y Cuestionarios , Persona de Mediana Edad , Lugar de Trabajo/psicología , RecompensaRESUMEN
OBJECTIVES: Specialty nurses play a significant role in improving patient care; however, little is known about the factors affecting their work engagement. This study aimed to explore the relationship between role stress and work engagement among specialty nurses in China. DESIGN: A descriptive, cross-sectional study was applied in this study. SETTING: The study was conducted in the Henan Provincial People's Hospital in China. PARTICIPANTS: From March to April 2023, we conducted a cross-sectional descriptive study, using convenience sampling to recruit 972 specialty nurses from 42 specialised fields in China. METHODS: An online questionnaire survey was conducted using the Basic Information Questionnaire, Role Stress Scale and Specialty Nurse Work Engagement Scale. The collected data were analysed by using SPSS 21.0 software. The differences in total work engagement scores between subgroups were investigated using a single-factor analysis of variance. A Spearman's rank correlation and a Pearson's correlation were used to determine the relationship between general information, role stress and work engagement. A ridge regression analysis explored the impact of role stress on work engagement. RESULTS: The total score of role stress was (52.44±19.92) and the total score of work engagement was (140.27±17.76). Among the scores of various dimensions of specialty nurses' work engagement, the standardised score for work attitude was the highest (4.54±0.56), followed by work values (4.46±0.64); the standardised score of work enthusiasm and focus was the lowest (4.22±0.64). Additionally, role ambiguity (r=-0.352, p<0.001), role conflict (r=-0.367, p<0.001), role overload (r=-0.313, p<0.001) and role stress (r=-0.380, p<0.001) were negatively correlated with work engagement. The total score of role stress was negatively correlated with the total score of work engagement; the results of ridge regression analysis showed that age, professional title and role stress explain 14.6% of the variance in work engagement. CONCLUSION: Our study found that specialty nurses' work engagement was mid-level or above. Role stress was significantly and negatively correlated with specialty nurses' work engagement, which was an important predictor of their work engagement. Nursing managers should instate effective measures to reduce role stress, thereby increasing work engagement.
Asunto(s)
Estrés Laboral , Compromiso Laboral , Humanos , Estudios Transversales , China/epidemiología , Femenino , Adulto , Masculino , Encuestas y Cuestionarios , Estrés Laboral/epidemiología , Persona de Mediana Edad , Rol de la Enfermera , Personal de Enfermería en Hospital/psicología , Personal de Enfermería en Hospital/estadística & datos numéricos , Adulto JovenRESUMEN
The objective of this investigation study is to examine the levels of burnout and work engagement among nurses working on the front lines of the COVID-19 pandemic. Additionally, we aim to analyze the risk factors associated with nurse burnout. This investigation study included a sample of 1764 registered nurses from 6 tertiary comprehensive hospitals in Wuhan. A total of 1800 questionnaires were distributed via email between January 2021 and July 2021, and 1764 completed questionnaires were returned. Nurses who had been on the front lines of the COVID-19 fight for more than six months were included in the study. The Maslach Burnout Inventory-General Survey (MBI-GS) scale was utilized to assess burnout levels among all nurses. Work engagement was measured using the Utrecht Work Engagement Scale (UWES). The general health of the nurses was evaluated using the General Health Questionnaire-12 (GHQ-12) score. Demographic and clinical data, including age, sex, hospital, department, education, years of experience, daily overtime, weekly rest time, number of night shifts per month, smoking or drinking habits, marital status, etc, were also collected. Statistical analyses were performed using SPSS 25.0. The GHQ-12 scores in the FC group were significantly higher than those in the non-frontline COVID-19 (NFC) group. Compared to the average value of the 2 groups, we found that the dimension 2 average value of UWES in NFC group (3.52â ±â 1.07) were remarkably higher than that in FC group (3.40â ±â 1.08, Pâ <â .05). Furthermore, the dimension 1 (emotional exhaustion) average value and dimension 2 (depersonalization) average value of MBI-GS in NFC group were remarkably declined than that in FC group. Spearman rank correlation showed that negative correlation among the average value of each dimension and the overall average values between MBI-GS and UWES. Logistic regression analysis showed that daily Overtime, fight against COVID-19, GHQ-12 score and dimension 2 of UWES were the risk factors for nurse burnout. In summary, this study showed that the dimension 1 (emotional exhaustion) average value and dimension 2 (depersonalization) average value of MBI-GS in NFC group were remarkably declined than that in FC group. This study may provide some basis for addressing nurse burnout.
Asunto(s)
Agotamiento Profesional , COVID-19 , Humanos , Agotamiento Profesional/epidemiología , Agotamiento Profesional/psicología , Femenino , Masculino , Factores de Riesgo , Adulto , COVID-19/psicología , COVID-19/epidemiología , China/epidemiología , Encuestas y Cuestionarios , SARS-CoV-2 , Personal de Enfermería en Hospital/psicología , Personal de Enfermería en Hospital/estadística & datos numéricos , Persona de Mediana Edad , Compromiso Laboral , Enfermeras y Enfermeros/psicología , Enfermeras y Enfermeros/estadística & datos numéricosRESUMEN
The performance of platform flexible employees is a core element that contributes to the rapid growth of the sharing economy platform. It is crucial to explore strategies to improve employees' performance with the growing competition among these platforms. Only a handful of research evidence has been found evaluating platform flexible employees' psychological capital and work engagement to improve their performance. In order to remedy the gap, we draw on self-determination theory to develop a moderated mediation model, which examines how psychological capital affects platform flexible employees' job performance. We employed hierarchical regression analysis to test the theoretical model and carried out two rounds of surveys, resulting in 474 valid paired questionnaires. The questionnaire assessed the psychological capital, work engagement, job performance, and job autonomy of flexible platform employees. The results indicate that work engagement plays a mediating role between psychological capital affects platform flexible employees' job performance. Moreover, job autonomy moderates the mediating effect. The findings not only contribute to the literature on employees' psychological capital and job performance, but also broaden the research scope of self-determination theory, and provide new ideas for improving the job performance of platform flexible employees.
Asunto(s)
Autonomía Personal , Compromiso Laboral , Rendimiento Laboral , Humanos , Masculino , Femenino , Adulto , Encuestas y Cuestionarios , Persona de Mediana Edad , Satisfacción en el TrabajoRESUMEN
Background and Objectives: Many children with (CP) and their families in Saudi Arabia struggle emotionally. Unfortunately, there have not been many studies conducted on how to help them with these challenges. This research aims to bring attention to this gap and to explore how a lack of proper mental health care might affect these children's ability to participate in everyday activities. Materials and Methods: In this cross-sectional descriptive study, a survey was conducted between August and October 2023. A total of 300 parents of CP children from Saudi Arabia participated in the study. The impact of psychological care negligence on the occupational engagement of CP children and their families was assessed by designing a valid questionnaire. Results: A total of 300 parents of children with CP participated in this study. The majority of the sample, 71% of parents, said that their children did not receive any psychological care, and 59.7% of the participants said that their children did not even receive a referral to a psychologist. However, 60.3% of parents of children noticed a significant decline in the occupational performance of their children, and 65.7% predicted an improvement in their children's performance with future psychological care. Conclusions: It is clear that there is a lack of awareness about the importance of mental health care for children with CP in Saudi Arabia. This lack of care hinders these children and their families' occupational engagement and social participation.
Asunto(s)
Parálisis Cerebral , Humanos , Arabia Saudita , Masculino , Estudios Transversales , Femenino , Niño , Encuestas y Cuestionarios , Parálisis Cerebral/psicología , Parálisis Cerebral/terapia , Adulto , Adolescente , Compromiso Laboral , Preescolar , Padres/psicologíaRESUMEN
PURPOSE: The purpose of this research is to examine the relationship between high- performance work systems (HPWS) and organisational innovation in hospital settings, examining the role of employee engagement as a mediator in this relationship. Additionally, the study aims to investigate the moderating role of perspective-taking between HPWS and employee engagement as well as the moderating effect of trust in leader on the connection between employee engagement and organisational innovation. DESIGN/METHODOLOGY/APPROACH: A quantitative-deductive causal method, along with a cross-sectional approach, was utilized. Structural equation modelling was applied to analyse data from a sample of 530 doctors employed in hospitals, practicing human resources management in the public and private sectors of Sindh province, Pakistan. FINDINGS: The findings show positive effects of HPWS on employee engagement and organisational innovation. Additionally, employee's engagement partially mediates the relationship between HPWS and organisational innovation, while the moderating role of perspective-taking significantly influences the link between HPWS and employee engagement. ORIGINALITY/VALUE: While HPWS are recognized for enhancing organisational innovation, this study confirms their positive effects on individual and organisational outcomes, particularly within the healthcare sector in Pakistan. This study suggests that when HPWS are effectively perceived and implemented, these integrated practices can be beneficial for both employees and organizations, even in challenging situations.
Asunto(s)
Países en Desarrollo , Innovación Organizacional , Confianza , Compromiso Laboral , Pakistán , Humanos , Estudios Transversales , Masculino , Femenino , Adulto , Liderazgo , Encuestas y CuestionariosRESUMEN
Recent occupational health research has begun exploring unhelpful workplace social support (UWSS). UWSS refers to actions taken by a colleague that the recipient believes are intended to be helpful but are perceived as ineffective. For example, a colleague may provide help that is not wanted or do something incorrectly while providing aid. Despite the perceived good intentions of UWSS providers, empirical research suggests that UWSS is a potent workplace demand negatively associated with occupational well-being. The mechanisms that link UWSS and reduced occupational well-being, however, have yet to receive empirical examination. We integrate the job demands-resources model, conservation of resources theory, and basic needs theory to construct a multistage model linking UWSS to reduced work engagement via the frustration of basic psychological needs and the consequent experiencing of negative emotions. We test this model across two studies-a three-wave weekly study (NLevel 1 = 960, NLevel 2 = 320) and a 5-day daily diary study (NLevel 1 = 1,680, NLevel 2 = 336)-and find several significant direct and indirect effects. Across both studies (though at different levels of analysis), partial support was linked to reduced work engagement via the frustration of both the need for competence and relatedness and the experiencing of negative affect, while in Study 2, a daily link between undependable support and work engagement through relatedness frustration and the experiencing of negative affect was found. Implications for research and practice are discussed, and future research directions are offered. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
Asunto(s)
Apoyo Social , Compromiso Laboral , Lugar de Trabajo , Humanos , Lugar de Trabajo/psicología , Masculino , Adulto , Femenino , Persona de Mediana Edad , Satisfacción en el Trabajo , Encuestas y Cuestionarios , Modelos Psicológicos , Adulto JovenRESUMEN
BACKGROUND: Social isolation measures by the COVID-19 pandemic have impacted teaching work. In an "Emergency Remote Teaching" (ERT) context, it is relevant to investigate the factors that affect teachers' self-efficacy. METHODS: A total of 289 teachers from schools in southern Spain have participated in this study. They have been asked about their levels of burnout, engagement, and resilience. Comparisons were made by groups in accordance with sex, type of center they belonged to, school social context, and educational level in which the teacher taught. Using a Structural Equations Model, the multivariate relationships between the variables related to burnout, engagement, and resilience were described. RESULTS: During the ERT, teachers' self-efficacy was influenced by the 3 factors: burnout-exhaustion and cynicism-engagement, and resilience. During the ERT, the teachers in semi-private and private centers showed greater self-efficacy. In turn, the teachers in childhood and primary education showed a significantly higher level of work engagement than the teachers in compulsory and post-compulsory secondary education. CONCLUSIONS: The results in relation to ERT are discussed in the context of the exceptionality and universal globality of the pandemic phenomenon and the complex self-perception of the social value of the teaching function.
Asunto(s)
Agotamiento Profesional , COVID-19 , Resiliencia Psicológica , Maestros , Autoeficacia , Humanos , COVID-19/psicología , COVID-19/epidemiología , Maestros/psicología , Agotamiento Profesional/psicología , Agotamiento Profesional/epidemiología , Femenino , Masculino , España/epidemiología , Adulto , SARS-CoV-2 , Persona de Mediana Edad , Educación a Distancia , Compromiso Laboral , PandemiasRESUMEN
AIMS: The representation of companion animals, or pets, has been changing recently. Research concerning how pets influence employees' work-related well-being has also started to take its first steps. This research aimed to analyze (1) how managers perceive pet-friendly practices and their main effects at work, and (2) the impact of such practices on employees' well-being and work engagement. Relying on the social exchange perspective and the self-determination theory it was hypothesized that pet-friendly practices would positively influence employees' well-being and work engagement by satisfying their three basic needs (autonomy, competence, and relatedness). METHODOLOGY: Two studies with mixed methods were conducted. The first and exploratory study resorted to semi-structured interviews with six managers. The second was a two-wave study conducted with a large sample of workers (N = 379). RESULTS: The first study highlighted the primary advantages and disadvantages of pet-friendly practices, along with the various obstacles and limitations, and proposed managerial strategies to overcome them. Managers generally expressed interest and enthusiasm about the topic but also pointed out challenges in implementing a pet-friendly strategy due to the limited number of empirical studies demonstrating its benefits. The second study's findings indicated that pet-friendly practices positively impacted employees' work engagement and well-being by fulfilling their needs for competence, autonomy, and relatedness. ORIGINALITY: Overall, Portugal is seen as having a conservative culture, which slows the dissemination and implementation of these measures. To overcome these challenges, several managerial recommendations have been proposed. Raising awareness and fostering discussion on the topic are crucial steps toward integrating pet-friendly policies into human resources management.
Asunto(s)
Mascotas , Lugar de Trabajo , Humanos , Animales , Lugar de Trabajo/psicología , Lugar de Trabajo/organización & administración , Adulto , Femenino , Masculino , Persona de Mediana Edad , Compromiso LaboralRESUMEN
PURPOSE: To identify the relationship between emotional intelligence, occupational well-being, and work engagement among Chinese clinical nurses. METHODS: This cross-sectional study is based on survey responses provided by 1744 registered nurses from a Chinese hospital. The survey utilized emotional intelligence, occupational well-being, and work engagement scales. RESULTS: A questionnaire was distributed to nurses, and among them, 1744 filled it in. Work engagement was related to demographic characteristics. The nurses' work engagement score was 28.99±5.46. Work engagement was positively correlated with emotional intelligence (r=.94, p < .01) and occupational well-being (r=.96, p < .01). CONCLUSIONS: The current work engagement of nurses in China is at a medium level. It is influenced by emotional intelligence and occupational well-being.
Asunto(s)
Inteligencia Emocional , Personal de Enfermería en Hospital , Compromiso Laboral , Humanos , Femenino , Adulto , Estudios Transversales , Masculino , China , Encuestas y Cuestionarios , Personal de Enfermería en Hospital/psicología , Personal de Enfermería en Hospital/estadística & datos numéricos , Persona de Mediana Edad , Satisfacción en el Trabajo , Adulto JovenRESUMEN
BACKGROUND: Cancer patients report that they lack support from healthcare providers when it comes to returning to or maintaining employment. In the education of general practitioners (GPs) in the Netherlands, there is little attention given to discussing work participation with patients. The aim of this pilot study was to evaluate a newly developed education program for GPs in training that focuses on discussing work participation with cancer patients. METHODS: Two groups of in total twenty-one GPs in training participated in the education program. GPs were educated about the importance of discussing work participation with patients, work-related problems cancer patients can experience, and advice they can give to support cancer patients regarding work issues. In this pilot study using a mixed-method design, participants evaluated the program in two self-developed questionnaires and in a focus group discussion. RESULTS: Seventeen participating GPs (81%) indicated that the education program was suitable for implementation in the education curriculum. Eleven participants (52%) reported that they had never discussed work participation with cancer patients before. Directly after the education program, eighteen participants (86%) reported that they planned to discuss work participation more often with their patients. Four months after the program, 67% indicated they had applied their new knowledge and skills in practice by discussing work participation and by referring cancer patients to occupational health professionals or online resources. According to the GPs in training, integrating the topic of work participation into other education for GPs in training and focusing on a broader group of patients could improve the impact of the education program. CONCLUSIONS: According to the results of this pilot study, the newly developed education program increased the awareness of GPs in training on the importance of discussing work participation with cancer patients. Future studies should focus on whether cancer patients experience more support from their GPs for maintaining and returning to employment after their GP has participated in the training program.
Asunto(s)
Médicos Generales , Neoplasias , Humanos , Proyectos Piloto , Países Bajos , Masculino , Femenino , Médicos Generales/educación , Adulto , Persona de Mediana Edad , Curriculum , Relaciones Médico-Paciente , Grupos Focales , Encuestas y Cuestionarios , Compromiso Laboral , Evaluación de Programas y Proyectos de SaludRESUMEN
OBJECTIVES: This cross-sectional correlational study aimed to understand nurses' perceived overqualification and work engagement, explore their effects on job satisfaction and provide a theoretical basis for hospital management policies in a public comprehensive tertiary hospital in China. DESIGN: Cross-sectional correlational study. SETTING: The study was conducted in a public comprehensive tertiary hospital in China. The specific location is not disclosed. PARTICIPANTS: 584 nurses participated in the study, with a completion rate of 97.3%. The average age of participants was 34.8±6.7 years, with 96.4% being women. 67.8% held a bachelor's degree or higher, and 71.6% had over 5 years of work experience. PRIMARY AND SECONDARY OUTCOME MEASURES: The Scale of Perceived Overqualification was used to assess nurses' perceptions of their qualifications, demonstrating a high level of reliability with a Cronbach's alpha coefficient of 0.832. Utrecht Work Engagement Scale was used to assess nurses' work engagement, showing internal consistency coefficients (Cronbach's alpha) of 0.683 for the vigour dimension, 0.693 for the dedication dimension and 0.834 for the absorption dimension. Minnesota Satisfaction Questionnaire was used to evaluate nurses' job satisfaction, with internal consistency coefficients (Cronbach's alpha) of 0.765 for the intrinsic satisfaction scale and 0.734 for the extrinsic satisfaction scale. The primary outcome measures included perceived overqualification, work engagement and job satisfaction. RESULTS: The average scores for perceived overqualification, work engagement and job satisfaction were 26.38±3.44, 65.36±14.92 and 74.29±15.04, respectively. Perceived overqualification showed negative correlations with work engagement (r=-0.562, p<0.05) and job satisfaction (r=-0.674, p<0.05). However, work engagement was positively correlated with job satisfaction (r=0.519, p<0.05). Path analysis indicated that perceived overqualification had both a direct (ß=-0.06, p<0.001) and an indirect effect (ß=-0.35, p=0.015) on job satisfaction, with work engagement partially mediating this relationship. CONCLUSION: The perception of overqualification among nurses shows a significant correlation with both their work engagement and job satisfaction. This finding suggests that hospital administrators should pay attention to nurses' perceptions of their qualifications and take measures to enhance their job satisfaction. Furthermore, work engagement acts as a mediator between the perception of overqualification and job satisfaction, emphasising the importance of increasing work engagement. Overall, hospitals can improve nurses' work engagement and job satisfaction by providing career development opportunities, establishing feedback mechanisms and fostering work-life balance. Comprehensive management measures focusing on nurses' career development opportunities and levels of work engagement are necessary. Future research could expand the sample size, employ more diverse research designs and integrate qualitative research methods to further explore the factors influencing nurses' job satisfaction and happiness.
Asunto(s)
Satisfacción en el Trabajo , Personal de Enfermería en Hospital , Compromiso Laboral , Humanos , Estudios Transversales , Femenino , Adulto , Masculino , China , Personal de Enfermería en Hospital/psicología , Encuestas y Cuestionarios , Centros de Atención Terciaria , Actitud del Personal de SaludRESUMEN
OBJECTIVE: To investigate whether Heartfulness meditation practice, compared to Gratitude practice, leads to measurable changes in mental wellbeing among healthcare providers across the US. METHOD: Participants were randomly assigned to one of the following 6-week interventions: the trainer-guided virtual Heartfulness meditation program or the podcast-based self-guided gratitude practice group. The Professional Quality of Life Scale-5 (ProQOL-5) was used to determine Compassion Satisfaction (CS) and risk for Burnout (BO) and secondary traumatic stress (STS). The Utrecht Work Engagement Scale (UWES) was used to assess vigor, dedication, and absorption at work. Outcomes were collected at baseline and the end of the study period. Qualitative questions regarding the experience of learning and practicing were also offered at the end of the six weeks. RESULTS: The majority of participants were nurses (50%), followed by allied healthcare professionals (37%) and physicians (13%) (N = 83). There was a general trend towards increases in CS in the Heartfulness group compared to the gratitude group. However, this was not statistically significant. Strong evidence suggests there was a significant improvement in BO for the Heartfulness group between Week 0 and Week 6 (p = 0.002), as well as STS (p = 0.0004) and vigor (p = 0.0392). Qualitative data analysis revealed that the subjects in the Heartfulness arm reported improved sleep and decreased reactivity to stress. Subjects in the gratitude arm reported improved mood and favorable results using gratitude practices at home with family members. CONCLUSION: In our study, Heartfulness meditation practice was associated with a significant improvement in burnout and vigor at work, with a trend towards compassion satisfaction after six weeks compared with gratitude practices. Qualitative analysis indicates the benefits of both Heartfulness and Gratitude practices. Further randomized trials with a larger sample size are needed to explore these science-based practices for the wellbeing of healthcare workers.
Asunto(s)
Agotamiento Profesional , Personal de Salud , Meditación , Humanos , Meditación/psicología , Meditación/métodos , Femenino , Masculino , Adulto , Personal de Salud/psicología , Agotamiento Profesional/psicología , Agotamiento Profesional/prevención & control , Persona de Mediana Edad , Calidad de Vida , Compromiso Laboral , Empatía , Satisfacción en el TrabajoRESUMEN
OBJECTIVE: Oncologists' psychological health is a major challenge due to the consequential concerning the quality of the care they provide. However, only critical states of their health have been really examined by scientists. This study sought to plug this gap by investigating the mediating role of psychological flourishing in the relationship between the perception of the professional social context (i.e., perceived workplace isolation and organizational support) and positive attitudes at work among oncologists (i.e., work engagement, task adjustment and empathy). METHODS: The study was a cross-sectional, including 541 French oncologists. Participants completed a self-report questionnaire. Structural Equation Modeling was employed to test the hypotheses. RESULTS: The analysis revealed that workplace isolation and organizational support perceptions were related to oncologists' work engagement, task adjustment and empathy. Additionally, psychological flourishing acted as a partial mediator between these perceptions of professional social context and oncologists' work-related attitudes. CONCLUSIONS: This research underlined the potential of enhancing the psychological flourishing of oncologists by improving organizational support and mitigating their sense of isolation, and in turn, to enhance some dimensions of their positive attitudes at work.
Asunto(s)
Actitud del Personal de Salud , Empatía , Oncólogos , Lugar de Trabajo , Humanos , Masculino , Femenino , Estudios Transversales , Persona de Mediana Edad , Adulto , Encuestas y Cuestionarios , Oncólogos/psicología , Lugar de Trabajo/psicología , Francia , Apoyo Social , Compromiso Laboral , Aislamiento Social/psicologíaRESUMEN
PURPOSE: Ambiguity tolerance specific to the clinical context - in contrast to ambiguity tolerance as a personality trait - may vary with experience and has received considerable attention. Although this tolerance appears to be related to burnout and work engagement, few studies have examined this association among physicians. Thus, we aimed to examine the relationships between clinical context-specific ambiguity tolerance, burnout, and work engagement among physicians in Japan. METHODS: We conducted a nationwide cross-sectional study in Japan. We invited family physicians from 14 family medicine residency programs and physicians with specialties other than family medicine from monitors of an Internet survey company to participate in the study. We measured ambiguity tolerance in the clinical context using the Japanese version of the Tolerance of Ambiguity in Medical Students and Doctors (J-TAMSAD) scale, burnout using the Japanese version of the Burnout Assessment Scale (BAT-J), and work engagement using the Utrecht Work Engagement Scale (UWES). We performed a multivariable linear regression analysis to determine whether the J-TAMSAD scale score was associated with the BAT-J and UWES scores. RESULTS: 383 respondents were included in the analysis. After adjustment for possible confounders, clinical context-specific ambiguity tolerance showed a dose-dependent negative association with burnout (adjusted mean difference -0.39, 95% confidence interval (CI) -0.56 to -0.22 for the highest J-TAMSAD score quartile compared with the lowest). Ambiguity tolerance in the clinical context also showed a dose-dependent positive association with work engagement (adjusted mean difference 0.83, 95% CI 0.49 to 1.16 for the highest J-TAMSAD score quartile compared with the lowest). CONCLUSIONS: Our study showed that tolerance for ambiguity in the clinical context was negatively associated with burnout, and positively associated with work engagement. These findings will be useful in developing interventions aimed at preventing burnout and promoting work engagement among physicians.
Asunto(s)
Agotamiento Profesional , Compromiso Laboral , Humanos , Estudios Transversales , Agotamiento Profesional/epidemiología , Japón , Masculino , Femenino , Adulto , Encuestas y Cuestionarios , Médicos/psicología , Persona de Mediana Edad , Internado y Residencia , Pueblos del Este de AsiaRESUMEN
Job demands-resources (JD-R) theory is commonly used to predict employee well-being, work behaviors, and performance. This article provides a short description of JD-R theory and discusses issues and questions that have been raised regarding the theory. These issues include the differences between conservation of resources theory and JD-R theory, whether a job resource can be a job demand, the impact of job resources on strain and health, the role of hindrance and challenge job demands in JD-R theory, the relationship between job demands and resources, and the likelihood of work engagement being a redundant concept. We also discuss whether JD-R theory can be falsified, the role of personality in the theory, within- and between-person effects in JD-R theory, the question whether there is a standard JD-R questionnaire, and the existence of loss and gain spirals. Finally, we discuss the use of JD-R theory in domains other than work and answer the question whether JD-R theory is universally applicable. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
Asunto(s)
Satisfacción en el Trabajo , Teoría Psicológica , Humanos , Encuestas y Cuestionarios , Carga de Trabajo/psicología , Personalidad , Estrés Laboral/psicología , Lugar de Trabajo/psicología , Rendimiento Laboral , Compromiso LaboralRESUMEN
During the COVID-19 pandemic, the education and healthcare sectors were severely affected. There is a need to investigate the ways in which these workers in at-risk sectors can be protected and through what mechanisms. The aims of this research are, therefore, (1) to assess the mediating role of job demands and resources in the relationship between psychosocial safety climate (PSC) and work engagement and emotional exhaustion, and (2) to test for sector-specific differences among education and healthcare professionals during the COVID-19 pandemic. In the study, which employed a longitudinal design including three measurement times, 70 education professionals and 69 healthcare professionals completed a questionnaire measuring PSC, psychological demands, social support, recognition, work engagement, and emotional exhaustion. The results show that PSC was significantly higher among education professionals than among healthcare professionals. When considering both job sectors together, mediation analyses show that social support mediates the PSC-work engagement relationship, while psychological demands mediate the PSC-emotional exhaustion relationship. Moderated mediation analyses show that job sector is a moderator: among education professionals, colleague support and recognition mediate the PSC-work engagement relationship, and psychological demands mediate the PSC-emotional exhaustion relationship. PSC is associated with more balanced job demands and resources, higher work engagement, and lower emotional exhaustion among education and healthcare professionals. The study of these two sectors, which are both vital to society but also more exposed to adverse work conditions, shows the importance that managers and executives must attach to their mental health by improving their respective working conditions.
Asunto(s)
COVID-19 , Personal de Salud , Humanos , COVID-19/psicología , COVID-19/epidemiología , Personal de Salud/psicología , Femenino , Masculino , Adulto , Estudios Longitudinales , Agotamiento Profesional/psicología , Compromiso Laboral , Encuestas y Cuestionarios , Apoyo Social , Personal Docente/psicología , Persona de Mediana Edad , SARS-CoV-2 , Pandemias , Agotamiento EmocionalRESUMEN
Expert nurses, as described by the work of Patricia Benner, are at the peak of clinical nursing practice and vitally important in ensuring the best possible patient care and clinical outcomes. The development of Benner's theory and its relationship with the Dreyfus model of skill acquisition provides context for understanding the progression necessary for expert development. Contemporary healthcare challenges present implications to the development of advancing levels of nursing practice. Engagement has been identified as critical to achieving expert practice. I propose the incorporation of the philosophical framework of self-appropriation from Benard Lonergan as a strategy to develop internal engagement in nurses to facilitate expert practice. I outline the synergy between Benner's theory and the work of Lonergan, which provide overlap and opportunity to overcome barriers to developing expert nursing practice. In the challenging climate of healthcare, there is an obligation to promote engagement and facilitate expert nurse development, necessary for patient outcomes as well as clinical role models, preceptors, and leaders to guide future nurses.
Asunto(s)
Enfermeras y Enfermeros , Humanos , Enfermeras y Enfermeros/psicología , Compromiso Laboral , Competencia Clínica/normas , Desarrollo de Personal/métodos , Desarrollo de Personal/tendenciasRESUMEN
This present research aims to clarify the intricate conjunction of enterprise social media (ESM) utilization and employee agility with a main focus on uncovering the underlying mechanisms that work through the mediating influence of work engagement and the moderating influence of regulatory focus. Drawing upon regularity focus theory, 353 Chinese samples of ESM users in organizational contexts are analyzed using SPSS 23.0. The empirical findings substantiate a robust and significant positive linkage between ESM usage and worker agility. Further reinforcing the model, the mediating role of work engagement is established as it channels the impact of ESM usage on worker agility. Turning to the moderating effects, the study unveils the differential impact of prevention focus and promotion focus, wherein individuals with a lower prevention focus exhibit a more pronounced positive linkage between ESM usage and worker agility. Similarly, individuals with a higher promotion focus demonstrate a heightened positive association between ESM usage and worker agility. By comprehensively inspecting the intricate dynamics of ESM usage, work engagement, and regulatory focus, this study enhances our theoretical understanding of how these factors synergistically shape employee agility, ultimately furnishing organizations with invaluable insights to foster and cultivate an agile workforce.
Asunto(s)
Medios de Comunicación Sociales , Compromiso Laboral , Humanos , Adulto , Femenino , Masculino , Medios de Comunicación Sociales/estadística & datos numéricos , Empleo/psicología , China , Adulto Joven , Persona de Mediana EdadRESUMEN
BACKGROUND: This study aimed to identify factors associated with veterinary support staff resigning from UK companion animal veterinary practices. METHODS: Cross-sectional employment data from support staff working across a group of veterinary practices on 31 December 2020 were retrospectively analysed. The support staff were categorised as those who remained at, or resigned from, their practice over the following 12-month period. The proposed risk factors for future resignations were analysed using multivariable binary logistic regression modelling. RESULTS: In total, 398 of 2068 (19.2%) veterinary support staff resigned during the study period. Factors associated with greater odds of future resignations included lower staff engagement (employee net promoter score; odds ratio [OR] = 0.99; 95% confidence interval [CI] 0.99-1.00; p < 0.001), lower client practice engagement (net promoter score; OR = 0.98; 95% CI 0.97-1.00; p = 0.012), shorter tenure (OR = 0.92; 95% CI 0.90-0.95; p < 0.001), recent parental leave (OR = 2.37; 95% CI 1.38-4.07; p = 0.002) and younger age (OR = 0.99; 95% CI 0.98-1.00; p = 0.017). LIMITATIONS: Data were collected retrospectively and were not recorded for research purposes. CONCLUSIONS: Employee and client net promoter scores are important predictors of resignations and could be useful tools for managers. Recent parental leave is a predictor of support staff attrition, and 'return to work' interventions may present an opportunity to improve retention.