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19 pages, 1504 KiB

Open AccessArticle

Communication Skills and Transformational Leadership Style of First-Line Nurse Managers in Relation to Job Satisfaction of Nurses and Moderators of This Relationship

by Nadežda Jankelová and Zuzana Joniaková

Healthcare 2021, 9(3), 346; https://doi.org/10.3390/healthcare9030346 - 18 Mar 2021

Cited by 40 | Viewed by 29260

Abstract

The job satisfaction of nurses is reflected in almost all organizational outputs of medical facilities. First-line nurse managers (FLNMs), who are directly related to subordinate nurses, have a great influence on this satisfaction. The aim of our paper is to examine the connection [...] Read more.

The job satisfaction of nurses is reflected in almost all organizational outputs of medical facilities. First-line nurse managers (FLNMs), who are directly related to subordinate nurses, have a great influence on this satisfaction. The aim of our paper is to examine the connection between communication skills and the transformation style of FLNMs management with the job satisfaction of nurses and to verify the influence of three moderators on the strength of this relationship. The chosen moderators—the practice of managing FLNMs, the degree of control (span of control) and psychosocial work—follow from theoretical studies. The moderating effect of the variable management practice is also significant from the point of view of Slovak legislation. The sample consisted of 132 FLNMs from five university hospitals in Slovakia. Data collection took place in the form of a questionnaire. All data were processed using the SPSS 24 software package. A series of regression analyzes were used to identify the proposed hypotheses. ANOVA analysis was used to analyze multiple dependencies. We worked at a 5% level of significance. The findings point to the strong direct effects of communication skills and the transformational leadership style of FLNMs on nurses’ job satisfaction. Moderation effects are mild, but significant in the case of management and span of control practices. The lower values of both variables reinforce the positive relationships among the two predictors and the job satisfaction of nurses. The third moderator, psychosocial work factors, also have a significant moderating effect, which is negative, and the higher value of this moderator mitigates both positive direct effects. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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13 pages, 454 KiB

Open AccessArticle

Understanding Why All Types of Motivation Are Necessary in Advanced Anaesthesiology Training Levels and How They Influence Job Satisfaction: Translation of the Self-Determination Theory to Healthcare

by Parisa Moll-Khosrawi, Stefan Zimmermann, Christian Zoellner and Leonie Schulte-Uentrop

Healthcare 2021, 9(3), 262; https://doi.org/10.3390/healthcare9030262 - 1 Mar 2021

Cited by 4 | Viewed by 3059

Abstract

Studies applying the self-determination theory have shown that intrinsic motivation and autonomous regulation lead to job satisfaction and to better job performance. What has not been worked out clearly yet are the effects of extrinsic motivation and controlled regulation on affect, job performance [...] Read more.

Studies applying the self-determination theory have shown that intrinsic motivation and autonomous regulation lead to job satisfaction and to better job performance. What has not been worked out clearly yet are the effects of extrinsic motivation and controlled regulation on affect, job performance and job satisfaction. However, it has been described that controlled regulation is often necessary for mundane tasks. In anaesthesiology, routine daily tasks can be perceived as mundane by those who have achieved a certain level of training (e.g., consultants). Therefore, it was hypothesised that consultants have high expressions of all motivational qualities. Furthermore, it was hypothesised that job satisfaction of anaesthesiologists is correlated with autonomous motivation. The hypotheses were tested in a cross-sectional study design within a group of anaesthesiologists. The study participants reported the same pattern throughout the motivational continuum. Consultants reported the highest levels of all motivational qualities, including controlled regulation, as well as the highest levels of job satisfaction. Junior residents reported high levels of amotivation and extrinsic regulation. The lowest levels of identified regulation and job satisfaction were reported by the group of attendings. Job satisfaction was positively correlated with intrinsic motivation and negatively correlated with amotivation. Therefore, our findings from the field of anaesthesiology show that the expressions of high levels of controlled regulation might be necessary for specialists to engage in mundane daily tasks. Intrinsic motivation and autonomous regulation are necessary for job satisfaction and the presence of controlled regulation and extrinsic behavioural regulation have no declining effects. Furthermore, the decrease of amotivation will lead to enhanced job satisfaction and the resulting consequences will be extensive. Junior residents need to be supported with the aim to enhance their feeling of autonomy and competence in order to decrease amotivation and to foster autonomous regulation and hence to increase job satisfaction and well-being. Further special focus should be on attendings to counteract their lacking identification with the job. Hereby, the provision of feedback and professional perspectives might foster the process of re-identification. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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17 pages, 269 KiB

Open AccessArticle

Characteristics of Elderly Care Work That Influence Care Workers’ Turnover Intentions

by Jeongmi Lim

Healthcare 2021, 9(3), 259; https://doi.org/10.3390/healthcare9030259 - 1 Mar 2021

Cited by 12 | Viewed by 3039

Abstract

Turnover and retention of care workers in long-term care (LTC) settings is an important issue. However, much research about turnover in LTC settings has focused on licensed nurses or nurse assistants. Moreover, many studies have utilized quantitative methods. The purpose of this study [...] Read more.

Turnover and retention of care workers in long-term care (LTC) settings is an important issue. However, much research about turnover in LTC settings has focused on licensed nurses or nurse assistants. Moreover, many studies have utilized quantitative methods. The purpose of this study was to understand the characteristics of elderly care work that influence the turnover intentions of care workers in LTC. In-depth interviews were conducted with 10 care workers and analyzed using the content analysis method. As a result, seven categories were extracted as the characteristics of the elderly care work associated with turnover, including low social appreciation about care work, precarious employment, unprotected labor rights and safety, an unfair wage system, unclear scope and role of work, absence of training and supervision to enhance professionalism, and emotional labor. For the turnover prevention and retention of care workers, it is necessary to resolve the insecurity of care work. In particular, guidelines for improving the wage level and working conditions of care workers should be instituted, and at the same time, government supervision is required. Education is necessary to strengthen the professionalism of care workers and ensure skilled care work. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

19 pages, 503 KiB

Open AccessArticle

The Key Role of Strategically and People-Oriented HRM in Hospitals in Slovakia in the Context of Their Organizational Performance

by Nadežda Jankelová

Healthcare 2021, 9(3), 255; https://doi.org/10.3390/healthcare9030255 - 1 Mar 2021

Cited by 7 | Viewed by 3230

Abstract

The main objective and purpose of our paper is to verify the positive congruence between the synergistic effect of the mixed roles of human resources management departments in healthcare facilities and their organizational performance. Such congruence is mediated by means of a transformational [...] Read more.

The main objective and purpose of our paper is to verify the positive congruence between the synergistic effect of the mixed roles of human resources management departments in healthcare facilities and their organizational performance. Such congruence is mediated by means of a transformational leadership style and information sharing. The research was carried out on a sample of 44 hospitals in the Slovak Republic, which are included in the ranking according to a comprehensive indicator of their performance (medical and non-medical). Data were obtained using a questionnaire for 44 top managers from these hospitals. Mediation was used as a tool to examine the relevant variables relationship mechanism. All data was analyzed using the SPSS 24.0 software package with the help of selected analytical tools. A series of regression analysis were used to identify the proposed hypotheses. ANOVA was used to analyze the multiple dependence. We worked at a significance level of 5%. The main conclusion of our study is the significant impact of the implementation of the new—mixed role of human resources management departments on organizational performance. Another finding is that the direct effect between the two variables examined is more significant than the mediated effect. This means that if management unambiguously declares and implements the policy of mixed roles of human resources management departments, less influence from the mediator—transformational leadership is sufficient to transmit the effect of this variable onto organizational performance. Completed specialization studies in the field of management play a significant role in the studied relationships. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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15 pages, 593 KiB

Open AccessArticle

Self-Reported Assessment of Empathy and Its Variations in a Sample of Greek Social Workers

by Maria Moudatsou, Areti Stavropoulou, Athanasios Alegakis, Anastas Philalithis and Sofia Koukouli

Healthcare 2021, 9(2), 219; https://doi.org/10.3390/healthcare9020219 - 17 Feb 2021

Cited by 2 | Viewed by 2981

Abstract

The aim of the study was twofold: (a) to examine the way in which professional social workers perceive and apply in their practice the concept of empathy; (b) to explore sociodemographic factors, education/special training and work characteristics associated with their empathic skills. This [...] Read more.

The aim of the study was twofold: (a) to examine the way in which professional social workers perceive and apply in their practice the concept of empathy; (b) to explore sociodemographic factors, education/special training and work characteristics associated with their empathic skills. This is a cross-sectional study with a purposive sample of 203 Greek social workers. For the assessment of empathy, the Empathy Scale for Social Workers (ESSW) was used. The sample consisted mainly of female social workers with a mean age of 43.8 years. More than 70% of them were practicing the profession for more than 10 years. Nearly one-third participated in psychotherapy courses, and only half of them have been certified. On average, they reported high levels of empathy. Initial univariate analyses showed that empathy scores were significantly higher for older social workers, married, the more experienced, those who referred to working experience with disabled people or people having problems with substance use and the professionals who had obtained a certification in psychotherapy. ‘Having a middle work experience of 10–19 years’ was a significant correlate in all scales and related negatively to empathy indicating a burnout effect. The implications for social work education and future training are discussed. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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18 pages, 2499 KiB

Open AccessArticle

Does Employee Care Trigger Innovation Under a Healthy and Safe Working Environment? Evidence from the Pharmaceutical Industry in China

by Minghui Yang, Qian Lin and Petra Maresova

Healthcare 2021, 9(2), 194; https://doi.org/10.3390/healthcare9020194 - 10 Feb 2021

Cited by 7 | Viewed by 3572

Abstract

Sustainability of the workforce becomes a crucial issue, of which responsible care for employees can increase job satisfaction and human capital that impact corporate ability to absorb and generate new knowledge. Firms are obligated to provide a healthy and safe working environment for [...] Read more.

Sustainability of the workforce becomes a crucial issue, of which responsible care for employees can increase job satisfaction and human capital that impact corporate ability to absorb and generate new knowledge. Firms are obligated to provide a healthy and safe working environment for their employees, but it may in turn hinder innovation due to rigid and structured institutional regulations. Drawing on data of 308 China’s pharmaceutical firms from 2010 to 2017, we investigated whether employee care can trigger innovation under corporate adoption of the occupational health and safety management system (OHSMS). Our results suggest that both employee care and OHSMS adoption have a positive impact on innovation. Moreover, the positive relationship between employee care and innovation was more pronounced in firms that had adopted the OHSMS certification. These findings are valuable to policymakers and corporate managers in emerging economies through corroborating the important role of workforce sustainability in facilitating firm innovation. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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11 pages, 905 KiB

Open AccessArticle

Understanding the Links between Inferring Mental States, Empathy, and Burnout in Medical Contexts

by Naira Delgado, Helena Bonache, Moisés Betancort, Yurena Morera and Lasana T. Harris

Healthcare 2021, 9(2), 158; https://doi.org/10.3390/healthcare9020158 - 3 Feb 2021

Cited by 15 | Viewed by 4608

Abstract

It is generally accepted that empathy should be the basis of patient care. However, this ideal may be unrealistic if healthcare professionals suffer adverse effects when engaging in empathy. The aim of this study is to explore the effect of inferring mental states [...] Read more.

It is generally accepted that empathy should be the basis of patient care. However, this ideal may be unrealistic if healthcare professionals suffer adverse effects when engaging in empathy. The aim of this study is to explore the effect of inferring mental states and different components of empathy (perspective-taking; empathic concern; personal distress) in burnout dimensions (emotional exhaustion; depersonalization; personal accomplishment). A total of 184 healthcare professionals participated in the study (23% male, Mage = 44.60; SD = 10.46). We measured participants’ empathy, the inference of mental states of patients, and burnout. Correlation analyses showed that inferring mental states was positively associated with perspective-taking and with empathic concern, but uncorrelated with personal distress. Furthermore, emotional exhaustion was related to greater levels of personal distress and greater levels of inferences of mental states. Depersonalization was associated with greater levels of personal distress and lower levels of empathic concern. Personal accomplishment was associated with the inference of mental states in patients, lower levels of personal distress, and perspective-taking. These results provide a better understanding of how different components of empathy and mental state inferences may preserve or promote healthcare professionals’ burnout. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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13 pages, 954 KiB

Open AccessArticle

The Influence of Social Support on the Relationship between Emotional Demands and Health of Hospital Nurses: A Cross-Sectional Study

by Hyoung Eun Chang and Sung-Hyun Cho

Healthcare 2021, 9(2), 115; https://doi.org/10.3390/healthcare9020115 - 22 Jan 2021

Cited by 11 | Viewed by 3165

Abstract

Social support reduces the negative results of emotional labor. A more detailed analysis should be performed to facilitate adequate social support for nurses. Therefore, this study was conducted to examine the relationships among nurses’ emotional demands, social support, and health. A cross-sectional survey [...] Read more.

Social support reduces the negative results of emotional labor. A more detailed analysis should be performed to facilitate adequate social support for nurses. Therefore, this study was conducted to examine the relationships among nurses’ emotional demands, social support, and health. A cross-sectional survey was conducted at two tertiary hospitals in South Korea. A sample of 117 nurses from eight units participated. Between-group differences in the main variables were analyzed using the t-test or Mann–Whitney test, and analysis of variance or the Kruskal–Wallis test. Nurses were classified into eight groups according to emotional demands and type of social support, and the effects of social support were analyzed based on mean scores. Greater social support from colleagues was associated with better health on all measures. However, greater social support from supervisors was associated with a higher incidence of burnout, stress, and sleeping troubles. Nurses’ high emotional demands must be managed actively by hospitals to maintain and promote their health. Providing appropriate social support with consideration of the nurse’s unit experience would help decrease the effects of emotional demands. Enhancing social support from nursing colleagues is a powerful way to manage the negative effects of nurses’ emotional demands. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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10 pages, 534 KiB

Open AccessArticle

Using Residual Dynamic Structural Equation Modeling to Explore the Relationships among Employees’ Self-Reported Health, Daily Positive Mood, and Daily Emotional Exhaustion

by Ya-Tzu Kung, Shyh-Ching Chi, Yung-Chou Chen and Chia-Ming Chang

Healthcare 2021, 9(1), 93; https://doi.org/10.3390/healthcare9010093 - 18 Jan 2021

Cited by 5 | Viewed by 2845

Abstract

This study examined the relationships among self-reported health, daily positive mood, and daily emotional exhaustion among employees in health and fitness clubs using residual dynamic structural equation modeling (RDSEM). A questionnaire was completed by 179 employees at recruitment and then a diary survey [...] Read more.

This study examined the relationships among self-reported health, daily positive mood, and daily emotional exhaustion among employees in health and fitness clubs using residual dynamic structural equation modeling (RDSEM). A questionnaire was completed by 179 employees at recruitment and then a diary survey over 10 consecutive workdays. Results of RDSEM analyses revealed that daily positive mood was negatively associated with daily emotional exhaustion at both within-person and between-person levels. Self-reported health was positively related to the person’s mean of daily positive mood and negatively associated with the person’s mean of daily emotional exhaustion. Self-reported health moderated the relationship between daily positive mood and daily emotional exhaustion; employees with higher self-reported health levels tend to respond with larger changes in their daily emotional exhaustion when their daily positive mood changes. These findings provide important insights for organizations aiming at their employees’ health, happiness, and job burnout. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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14 pages, 414 KiB

Open AccessArticle

Are Your Vitals OK? Revitalizing Vitality of Nurses through Relational Caring for Patients

by Jung Hwan Park, Young Kyun Chang and Sooyeol Kim

Healthcare 2021, 9(1), 46; https://doi.org/10.3390/healthcare9010046 - 5 Jan 2021

Cited by 4 | Viewed by 2133

Abstract

This study offers an alternative approach to address on-going concerns about burnout of healthcare employees. Departing from the existing job-demand based approach proposing that healthcare employees’ burnout can be resolved by reducing demands, we theorize that patient-centered prosocial behavior, even if it often [...] Read more.

This study offers an alternative approach to address on-going concerns about burnout of healthcare employees. Departing from the existing job-demand based approach proposing that healthcare employees’ burnout can be resolved by reducing demands, we theorize that patient-centered prosocial behavior, even if it often increases job demands, could serve as potential job resources that fuel positive energy to vitalize nurses at work. We further theorize that this possibility could be more pronounced among a group of nurses with a strong sense of ethical membership regarding their hospital (i.e., moral identification). To test our hypotheses, we used a sample of 202 nurses from 104 South Korean hospitals. We found that, even controlling for workloads as an indicator of job demand, nurses who engage in patient-centered prosocial behavior (i.e., relational caring) are likely to feel vitalized, and this pattern is more salient among a group of nurses with high moral identification. Results indicate that prosocial behavior could be an alternative job resource that helps nurses flourish at work. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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15 pages, 431 KiB

Open AccessArticle

Exploring the Relationship between Innovative Work Behavior, Job Anxiety, Workplace Ostracism, and Workplace Incivility: Empirical Evidence from Small and Medium Sized Enterprises (SMEs)

by Madeeha Samma, Yan Zhao, Samma Faiz Rasool, Xiao Han and Shahzad Ali

Healthcare 2020, 8(4), 508; https://doi.org/10.3390/healthcare8040508 - 23 Nov 2020

Cited by 38 | Viewed by 8431

Abstract

The aim of this study is to explore the relationship between workplace ostracism (WO), workplace incivility (WI), and innovative work behavior (IWB), using job anxiety as a mediating variable. Building on the conservation of resource (COR) theory, this study proposes a theoretical framework. [...] Read more.

The aim of this study is to explore the relationship between workplace ostracism (WO), workplace incivility (WI), and innovative work behavior (IWB), using job anxiety as a mediating variable. Building on the conservation of resource (COR) theory, this study proposes a theoretical framework. In this framework, workplace ostracism and workplace incivility are theorized to strengthen innovative work behavior, directly and indirectly, through job anxiety. Data were collected from the workers of small and medium sized enterprise (SME) entrepreneurs located in Pakistan. To estimate the proposed relationships in the conceptual model, we used structural equation modeling (SEM) through AMOS-21. The outcomes of this study confirmed that workplace ostracism and workplace incivility had a negative impact on innovative work behavior. It was also confirmed that job anxiety mediates in the relationship between workplace ostracism, workplace incivility, job anxiety, and innovative work behavior. At the end of the study, we thoroughly discussed the conclusions, practical implications, limitations, and future research directions of the study. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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13 pages, 239 KiB

Open AccessArticle

An Examination of Burnout Predictors: Understanding the Influence of Job Attitudes and Environment

by Katelyn J. Cavanaugh, Hwa Young Lee, Diane Daum, Shine Chang, Julie G. Izzo, Alicia Kowalski and Courtney L. Holladay

Healthcare 2020, 8(4), 502; https://doi.org/10.3390/healthcare8040502 - 20 Nov 2020

Cited by 13 | Viewed by 5526

Abstract

Burnout amongst healthcare employees is considered an epidemic; prior research indicates a host of associated negative consequences, though more research is needed to understand the predictors of burnout across healthcare employees. All employees in a cancer-focused academic healthcare institution were invited to participate [...] Read more.

Burnout amongst healthcare employees is considered an epidemic; prior research indicates a host of associated negative consequences, though more research is needed to understand the predictors of burnout across healthcare employees. All employees in a cancer-focused academic healthcare institution were invited to participate in a bi-annual online confidential employee survey. A 72% response rate yielded 9979 complete responses. Participants completed demographic items, a validated single-item measure of burnout, and items measuring eight employee job attitudes toward their jobs and organization (agility, development, alignment, leadership, trust, resources, safety, and teamwork). Department-level characteristics, turnover, and vacancy were calculated for group level analyses. A univariate F test revealed differences in burnout level by department type (F (3, 9827) = 54.35, p < 0.05) and post hoc Scheffe’s tests showed employees in clinical departments reported more burnout than other departments. Hierarchical multiple regression revealed that employee demographic and job-related variables (including department type) explained 8% of the variance of burnout (F (19, 7880) = 37.95, p < 0.001), and employee job attitudes explained an additional 27% of the variance of burnout (F (8, 7872) = 393.18, p < 0.001). Relative weights analysis at the group level showed that, of the constructs measured, alignment is the strongest predictor of burnout, followed by trust and leadership. The relationships are inverse in nature, such that more alignment is related to less burnout. Turnover and vacancy rates did not predict group level burnout. The results reported here provide evidence supporting a shift in the focus of research and practice from detection to prevention of employee burnout and from individual-focused interventions to organization-wide interventions to prevent burnout. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

17 pages, 584 KiB

Open AccessArticle

When and How Does the Job Insecurity of Salespersons Become a Sleep Problem? The Moderating Roles of Organizational Control Systems

by Chang Mo Jung, Tae-Won Moon and Won-Moo Hur

Healthcare 2020, 8(4), 422; https://doi.org/10.3390/healthcare8040422 - 22 Oct 2020

Cited by 4 | Viewed by 2879

Abstract

The present study examines the effect of the emotional exhaustion associated with salespersons’ job insecurity on their sleep (i.e., insomnia symptoms). We identified two types of formal organizational control systems (i.e., outcome-based and behavior-based controls) as boundary conditions that strengthen/weaken the positive relationship [...] Read more.

The present study examines the effect of the emotional exhaustion associated with salespersons’ job insecurity on their sleep (i.e., insomnia symptoms). We identified two types of formal organizational control systems (i.e., outcome-based and behavior-based controls) as boundary conditions that strengthen/weaken the positive relationship between job insecurity and emotional exhaustion. To test this moderating effect, we collected online panel surveys from 187 Korean salespersons at two time points, which were separated by three months. Like our predictions, the positive relationship between job insecurity and negative sleep quality (i.e., insomnia symptoms) was found to be mediated by emotional exhaustion. We further found a significant three-way interaction between job insecurity, outcome-based control, and behavior-based control, which is mediated by emotional exhaustion, indicating that the positive relationship between job insecurity and emotional exhaustion was strongest when the outcome-based control and behavior-based control of salespersons were high and low, respectively. The indirect effect of the emotional exhaustion associated with job insecurity on sleep quality was also weakest when the outcome-based control and behavior-based control were both high. These results provide theoretical and practical implications for managing employees in job insecurity contexts. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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12 pages, 557 KiB

Open AccessArticle

What Happens at Work Comes Home

by Anna Stowe Alrutz, Stephen Buetow, Linda D. Cameron and Peter Kenneth Huggard

Healthcare 2020, 8(3), 350; https://doi.org/10.3390/healthcare8030350 - 21 Sep 2020

Cited by 12 | Viewed by 4189

Abstract

Emergency responders (police, fire, ambulance and defence force personnel) risk exposure to dangerous and traumatic events, and the possible subsequent development of post-traumatic stress disorder. Consequently, partners of these emergency responders risk developing secondary traumatic stress (STS) from vicarious exposure to the trauma [...] Read more.

Emergency responders (police, fire, ambulance and defence force personnel) risk exposure to dangerous and traumatic events, and the possible subsequent development of post-traumatic stress disorder. Consequently, partners of these emergency responders risk developing secondary traumatic stress (STS) from vicarious exposure to the trauma through communication and engagement with their responders. A mixed-methods study of the partners of emergency responders in New Zealand examined the extent of such partner-associated STS. This article focuses on two research questions: to what extent were risk factors for STS identified within that population, and what did the participants believe may help them to mitigate the impact of STS. An online anonymous survey was developed and eligible participants completed a 17-item STS scale, a social support measure, and answered several open-ended questions. Of the 646 participants, twenty percent appear to be experiencing intrusion, arousal, and avoidance symptoms related to the trauma experienced by their responder. Almost half stated they have little or no emotional/informational support related to their responder’s work. Thematic analysis of free-text responses identified the need for additional support and more direct communication/engagement from the organisations for partners to navigate their experiences of STS and the level of social support received and required. The authors conclude with recommendations to emergency responder organisations. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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17 pages, 433 KiB

Open AccessArticle

The Influence of Managerial Psychology on Job Satisfaction among Healthcare Employees in Ghana

by Baozhen Dai and Benedicta Akey-Torku

Healthcare 2020, 8(3), 262; https://doi.org/10.3390/healthcare8030262 - 11 Aug 2020

Cited by 15 | Viewed by 3899

Abstract

Background: Employee job satisfaction has been established to be one of the important factors that work towards addressing the subject matter of productivity in organizations. Healthcare professionals deserve some level of basic psychological need satisfaction in the area of job autonomy. Reasons that [...] Read more.

Background: Employee job satisfaction has been established to be one of the important factors that work towards addressing the subject matter of productivity in organizations. Healthcare professionals deserve some level of basic psychological need satisfaction in the area of job autonomy. Reasons that lead to employees achieving job autonomy and job satisfaction have been researched by industrial and organizational psychologists but very few of such studies have directed their attention towards the role psychological capital can play. Therefore, this study sought to find out how much of an impact positive psychology can make on the job autonomy of healthcare employees leading to the fulfillment of job satisfaction. Methods: Data were collected from 385 healthcare professionals from the public sector. A structural equation model was performed to analyze the relationship that exists between the constructs of psychological capital and job autonomy leading to job satisfaction on the part of the employees. Results: Results showed both a direct and indirect positive relationship between hope and job satisfaction and indirect through job autonomy. Apart from self-efficacy, that had a very low positive relationship, optimism largely influenced job autonomy of healthcare professionals. Results also showed that psychological capital positively related to job autonomy while job autonomy minimally influenced job satisfaction. Conclusions: It is concluded from this study that healthcare professionals deserve some level of basic psychological need satisfaction in the area of job autonomy and that can stimulate positive work ethic. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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11 pages, 245 KiB

Open AccessArticle

Psychological Capital Mediates the Association between Job Stress and Burnout of among Korean Psychiatric Nurses

by Sooyeong Kim and YoungRan Kweon

Healthcare 2020, 8(3), 199; https://doi.org/10.3390/healthcare8030199 - 6 Jul 2020

Cited by 23 | Viewed by 5175

Abstract

This study examined the mediating effect of psychological capital in the relationship between job stress and burnout of psychiatric nurses. The participants were 108 psychiatric nurses working in three psychiatric hospitals located in South Korea. Data were collected from 10 August to 15 [...] Read more.

This study examined the mediating effect of psychological capital in the relationship between job stress and burnout of psychiatric nurses. The participants were 108 psychiatric nurses working in three psychiatric hospitals located in South Korea. Data were collected from 10 August to 15 September 2018 using self-report questionnaires. Data were analyzed using descriptive statistics, t-test, one-way ANOVA, Pearson’s correlation coefficient, and multiple linear regression by IBM SPSS 24.0 program. In addition, a bootstrapping test using the SPSS PROCESS macro was conducted to test the statistical significance of the mediating effect. There was significant correlation between job stress, psychological capital, and burnout. Psychological capital showed partial mediating effects in the relationship between job stress and burnout. Job stress explained 29.7% of the variance in burnout, and the model including job stress and psychological capital explained 49.6% of the variance in burnout. The bootstrapping showed that psychological capital was a significant sub-parameter and decreased job stress and burnout (LLCI = −0.1442, ULCI = −0.3548). These findings suggest that psychiatric nurses’ burnout can be reduced by implementing various health care programs designed to increase psychological capital. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

12 pages, 228 KiB

Open AccessArticle

Objective Work-Related Factors, Job Satisfaction and Depression: An Empirical Study among Internal Migrants in China

by Nannan Zhang and Dinghong Chai

Healthcare 2020, 8(2), 163; https://doi.org/10.3390/healthcare8020163 - 9 Jun 2020

Cited by 14 | Viewed by 3461

Abstract

This study examines the associations between objective work-related factors, job satisfaction and depression among migrants in China. Data from a representative sample of Chinese migrants named Management and Services of Migrants Study (MSMS) were used after excluding 1068 self-employed participants. We employed multivariate [...] Read more.

This study examines the associations between objective work-related factors, job satisfaction and depression among migrants in China. Data from a representative sample of Chinese migrants named Management and Services of Migrants Study (MSMS) were used after excluding 1068 self-employed participants. We employed multivariate linear regression analysis. Depression was measured by the Centre for Epidemiologic Study Depression (C-ESD) scale. Objective work-related factors included firm size, job classification, mode of employment, working hours per week, union membership and working overtime compulsorily. Measurement of job satisfaction was derived from the Job Descriptive Index. We found that migrants in the sales/services sector and the clerical/technical/managerial sector had more depressive symptoms compared with those in the manufacturing/transportation sector. Working more than 55 h per week was associated with more depressive symptoms. Working overtime compulsorily and joining a labour union were all associated with more depressive symptoms. In addition, job satisfaction was negatively associated with depressive symptoms. The research findings on the relationship between work-related factors and depressive symptoms may serve as a guide for vocational rehabilitation counselling programs and for further research on depression in workplaces. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

Review

Jump to: Research

14 pages, 704 KiB

Open AccessReview

The Impact of COVID-19 on Physician Burnout Globally: A Review

by Shabbir Amanullah and Rashmi Ramesh Shankar

Healthcare 2020, 8(4), 421; https://doi.org/10.3390/healthcare8040421 - 22 Oct 2020

Cited by 195 | Viewed by 18318

Abstract

Background: The current pandemic, COVID-19, has added to the already high levels of stress that medical professionals face globally. While most health professionals have had to shoulder the burden, physicians are not often recognized as being vulnerable and hence little attention is [...] Read more.

Background: The current pandemic, COVID-19, has added to the already high levels of stress that medical professionals face globally. While most health professionals have had to shoulder the burden, physicians are not often recognized as being vulnerable and hence little attention is paid to morbidity and mortality within this group. Objective: To analyse and summarise the current knowledge on factors/potential factors contributing to burnout amongst healthcare professionals amidst the pandemic. This review also makes a few recommendations on how best to prepare intervention programmes for physicians. Methods: In August 2020, a systematic review was performed using the database Medline and Embase (OVID) to search for relevant papers on the impact of COVID-19 on physician burnout–the database was searched for terms such as “COVID-19 OR pandemic” AND “burnout” AND “healthcare professional OR physician”. A manual search was done for other relevant studies included in this review. Results: Five primary studies met the inclusion criteria. A further nine studies were included which evaluated the impact of occupational factors (n = 2), gender differences (n = 4) and increased workload/sleep deprivation (n = 3) on burnout prior to the pandemic. Additionally, five reviews were analysed to support our recommendations. Results from the studies generally showed that the introduction of COVID-19 has heightened existing challenges that physicians face such as increasing workload, which is directly correlated with increased burnout. However, exposure to COVID-19 does not necessarily correlate with increased burnout and is an area for more research. Conclusions: There is some evidence showing that techniques such as mindfulness may help relieve burnout. However, given the small number of studies focusing on physician burnout amidst a pandemic, conclusions should be taken with caution. More studies are needed to support these findings. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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27 pages, 8120 KiB

Open AccessReview

Facilitators and Barriers Surrounding the Role of Administration in Employee Job Satisfaction in Long-Term Care Facilities: A Systematic Review

by Kimberly Lee, Michael Mileski, Joanna Fohn, Leah Frye and Lisa Brooks

Healthcare 2020, 8(4), 360; https://doi.org/10.3390/healthcare8040360 - 24 Sep 2020

Cited by 14 | Viewed by 7911

Abstract

Previous literature has shown how associate engagement has positively impacted on productivity, job satisfaction, safety, retention, consumer sentiment, and financial performance in hospitals and healthcare systems. However, a lack of research showing the relationship between associate engagement and job satisfaction within the long-term [...] Read more.

Previous literature has shown how associate engagement has positively impacted on productivity, job satisfaction, safety, retention, consumer sentiment, and financial performance in hospitals and healthcare systems. However, a lack of research showing the relationship between associate engagement and job satisfaction within the long-term care environment has existed. Our objective was to investigate characteristics within the long-term care environment that promote and detract from associate job satisfaction and extrapolate the best practices in maintaining job satisfaction and engagement. This systematic review queried CINAHL, PubMed (MEDLINE), and Academic Search Ultimate databases for peer-reviewed publications for facilitators and barriers commensurate with employee job satisfaction in long-term care facilities using the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) and the Kruse Protocols. The authors identified 11 facilitators for job satisfaction and 18 barriers to job satisfaction in the 60 selected articles. The top four facilitators were Supportive Leadership, Capable and Motivated Employees, Positive Organizational Values, and Social Support Mechanisms. The top four barriers were condescending management style, high job demands, lack of self-care, and lack of training with medically complex patients. The systematic review revealed the importance of maintaining satisfied employees in the long-term care workplace through am emphasis leadership and on the facilitators identified to best serve their associates and improve care for residents. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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8 pages, 186 KiB

Open AccessReview

Embitterment: The Nature of the Construct and Critical Issues in the Light of COVID-19

by Avinash De Sousa and Russell D’souza

Healthcare 2020, 8(3), 304; https://doi.org/10.3390/healthcare8030304 - 27 Aug 2020

Cited by 4 | Viewed by 3407

Abstract

Embitterment is a construct that is vast and complex and may be seen in a variety of conditions and circumstances. The following paper reviews the construct of embitterment and tries to explain the concept from a psychological perspective. It also looks at the [...] Read more.

Embitterment is a construct that is vast and complex and may be seen in a variety of conditions and circumstances. The following paper reviews the construct of embitterment and tries to explain the concept from a psychological perspective. It also looks at the role of embitterment in the genesis of psychiatric disorders like depression, anxiety, and PTSD, while focusing on the nature and factors needed to make a diagnosis of Posttraumatic Embitterment Disorder. Situations due to the current pandemic where embitterment may develop are discussed and this is coupled with a need to manage embitterment when it develops, as it may progress to a chronic condition where its effects may be both physical and psychological. Embitterment and its management from a psychotherapy standpoint is also discussed and the same is done from a workplace perspective. Full article

(This article belongs to the Special Issue Burnout, Perceived Efficacy, Compassion Fatigue and Job Satisfaction)

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