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Corbière M, Charette-Dussault É, Larivière N. Recognition During the Return-to-Work Process in Workers with Common Mental Disorders. JOURNAL OF OCCUPATIONAL REHABILITATION 2023; 33:486-505. [PMID: 36462069 DOI: 10.1007/s10926-022-10087-y] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 11/18/2022] [Indexed: 06/17/2023]
Abstract
Purpose Considering worker's perspective, the purpose of this study was twofold: (1) to document the meaning of the experience of recognition in the return to work (RTW) process of work after a sick leave due to a common mental disorder (CMD) and (2) to investigate the phenomenon of recognition for workers in the process of RTW after a sick leave due to a CMD, by evaluating the presence or absence of marks of recognition from salient RTW stakeholders stemming from different systems. Methods The Relational Caring Inquiry phenomenological method was used to explore the meaning of recognition during the return-to-work process and marks of recognition in a group of 20 workers who returned to their employment after a sick leave due to a CMD. In depth individual interviews were conducted with each participant. Results The definition of recognition that emerged from workers experiencing the RTW process is related to the behaviours and attitudes of various stakeholders, stemming from the work, health, insurance and social systems that allow them to feel appreciated, valued and respected, throughout the RTW process. Recognition was most often described as showing support, trust, respect for recovery and pace, and providing positive feedback. Conclusion The findings from this study could serve as guidelines in organizations regarding the RTW process, and in particular clarifying the roles and actions that different stakeholders could take in the workplace to stimulate expressions of meaningful recognition.
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Affiliation(s)
- Marc Corbière
- Department of Education and Pedagogy - Career Counseling, Université du Québec à Montréal, Montreal, QC, Canada.
- Research Center of the Institut, Universitaire en Santé Mentale de Montréal, Montreal, QC, Canada.
| | - Élyse Charette-Dussault
- Research Center of the Institut, Universitaire en Santé Mentale de Montréal, Montreal, QC, Canada
- Department of Psychology, Université du Québec à Montréal, Montreal, QC, Canada
| | - Nadine Larivière
- Research Center of the Institut, Universitaire en Santé Mentale de Montréal, Montreal, QC, Canada
- School of Rehabilitation, Faculty of Medicine and Health Sciences, Université de Sherbrooke, Sherbrooke, QC, Canada
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2
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Mori T, Nagata T, Odagami K, Nagata M, Adi NP, Mori K. Workplace Social Support and Work Engagement Among Japanese Workers: A Nationwide Cross-sectional Study. J Occup Environ Med 2023; 65:e514-e519. [PMID: 37167962 DOI: 10.1097/jom.0000000000002876] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 05/13/2023]
Abstract
OBJECTIVES We investigated the relationship between employees' perceptions of the number of sources of workplace social support and work engagement and whether each type of workplace social support is independently related to work engagement. METHODS A cross-sectional study was conducted using a questionnaire survey in Japan. In total, 12,017 participants were analyzed. Participants were asked about 4 sources of workplace social support: supervisors, colleagues/subordinates, occupational health staff, and external counselors contracted by the workplace. Work engagement was measured using the 9-item Utrecht Work Engagement Scale. Coefficients were estimated using multiple regression analyses. RESULTS The coefficient of work engagement increased as the number of sources of perceived workplace social support increased. Each support was also positively related to work engagement. CONCLUSIONS Organizations should develop systems comprising various sources of workplace social support to increase employee work engagement.
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Affiliation(s)
- Takahiro Mori
- From the Department of Occupational Health Practice and Management, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan (T.M., T.N., K.O., N.P.A., K.M.); Department of Occupational Medicine, School of Medicine, University of Occupational and Environmental Health, Japan (M.N.); and Department of Community Medicine, Faculty of Medicine, Universitas Indonesia, Jakarta, Indonesia (N.P.A.)
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Ginbeto T, Debie A, Geberu DM, Alemayehu D, Dellie E. Work engagement among health professionals in public health facilities of Bench-Sheko zone, southwest Ethiopia. BMC Health Serv Res 2023; 23:697. [PMID: 37370107 DOI: 10.1186/s12913-023-09680-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/31/2022] [Accepted: 06/10/2023] [Indexed: 06/29/2023] Open
Abstract
BACKGROUND The level of health professional work engagement affects retention, burnout, job satisfaction, patient satisfaction, and outcomes; however, there is a paucity of evidence that benefit health professional work engagement. Therefore, this study aimed to assess work engagement and associated factors among health professionals at public health facilities in the Bench-Sheko zone in southwest Ethiopia. METHODS Facility-based cross-sectional study was conducted among 605 health professionals from 29 March to 29 April 2021. A simple random sampling technique was used to select the participants. Data were collected using a self-administered questionnaire. Linear regression was fitted and those variables with p-value < 0.2 in simple linear regression were entered into multiple linear regression analysis. Unstandardized β-coefficient with 95% CI and p-value < 0.05 were used as the cut of points to determine the factors associated with work engagement. RESULTS Mean score percentage of work engagement was 71.8%. Health center staff (β = 0.31; 95% CI: 0.22, 0.40), married professionals (β = 0.10; 95% CI: 0.005, 0.17), co-worker support (β = 0.06; 95% CI: 0.004, 0.11), role clarity (β = 0.14; 95% CI: 0.07, 0.21), reward (β = 0.10; 95% CI: 0.05, 0.15), resilience (β = 0.14 95%; CI: 0.07, 0.21), self-efficacy (β = 0.24; 95% CI: 0.16, 0.31) and optimism (β = 0.20; 95% CI: 0.15, 0.26) were positively associated with work engagement. On the contrary, cognitive demand (β= -0.06; 95% CI: -0.11, -0.01) was negatively associated with work engagement. CONCLUSION In this study, health professionals had a moderate level of work engagement. Health facilities shall improve their culture of co-worker support, role clarity, reward, resilience, self-efficacy, and optimism to enhance work engagement. Future researchers shall be done further studies to evaluate the relationship between cognitive demand and work engagement among health professionals.
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Affiliation(s)
- Temesgen Ginbeto
- Department of Public Health, School of Public Health, College of Health Sciences, Mizan-Tepi University, Tepi, Ethiopia
| | - Ayal Debie
- Department of Health Systems and Policy, Institute of Public Health, University of Gondar, Gondar, Ethiopia.
- College of Medicine and Public Health, Flinders University, Adelaide, Australia.
| | - Demiss Mulatu Geberu
- Department of Health Systems and Policy, Institute of Public Health, University of Gondar, Gondar, Ethiopia
| | - Dereje Alemayehu
- Department of Public Health, School of Public Health, College of Health Sciences, Mizan-Tepi University, Tepi, Ethiopia
| | - Endalkachew Dellie
- Department of Health Systems and Policy, Institute of Public Health, University of Gondar, Gondar, Ethiopia
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Çemberci M, Civelek ME, Ertemel AV, Cömert PN. The relationship of work engagement with job experience, marital status and having children among flexible workers after the Covid-19 pandemic. PLoS One 2022; 17:e0276784. [PMID: 36367852 PMCID: PMC9651564 DOI: 10.1371/journal.pone.0276784] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/18/2022] [Accepted: 10/13/2022] [Indexed: 11/13/2022] Open
Abstract
The COVID-19 pandemic has brought about serious consequences in business world practices. Among these, flexible working policies have increased to a great extent. This has resulted in serious problems in the work-life balance. In this context, conditions such as having children and marital status have been important factors that can affect work engagement among flexible workers in the post pandemic era. Therefore, this study investigates the relationship of marital status, job experience and having children with work engagement among white-collar workers who work in flexible hours. Data is collected through surveys from 199 flexible working employees. ANOVA and T-tests were employed to analyze the data. The results indicate that only one of the sub-dimensions of work engagement-namely absorption- changes according to their marital status, and yet, the work engagement is not related to having children. In addition, it is seen that there is a significant relationship between job experience and work engagement.
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Affiliation(s)
- Murat Çemberci
- Business Administration, Yıldız Technical University, Istanbul, Turkey
| | | | | | - Perlin Naz Cömert
- Business Administration, Yıldız Technical University, Istanbul, Turkey
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Dunn A, Costello S, Imlach F, Jo E, Gurney J, Simpson R, Sarfati D. Using national data to model the New Zealand radiation oncology workforce. J Med Imaging Radiat Oncol 2022; 66:708-716. [PMID: 35768935 PMCID: PMC9542613 DOI: 10.1111/1754-9485.13448] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/03/2022] [Accepted: 06/03/2022] [Indexed: 11/30/2022]
Abstract
Introduction Demand for radiation therapy is expected to increase over time. In Aotearoa/New Zealand, the radiation oncology workforce experiences high numbers of clinical hours but an intervention rate that is lower than in comparable countries, suggesting unmet treatment need. Accurate models on the supply and demand for radiation oncologists (ROs) are needed to ensure adequate staffing levels. Methods We developed a demand model that predicted the future number of ROs required, using national data from the Radiation Oncology Collection (ROC) and a survey of ROs. Radiation therapy intervention and retreatment rates (IR/RTRs), and benign and non‐cancer conditions being treated, were derived from the ROC and applied to Census population projections. Survey data provided definitions of treatment by complexity, time spent in different activities and time available for work. Results were linked to radiation oncology workforce forecasts from a supply model developed by the Ministry of Health. Results The demand model showed that 85 ROs would be needed in 2031, if current IR/RTRs were maintained, an increase from 68 in 2021. The supply model predicted a decrease in ROs over time, leaving a significant shortfall. Model parameters could be modified to assess the impact of workforce or practice changes; more ROs would be needed if average working hours reduced or IR/RTRs increased. Conclusion Workforce models based on robust data collections are an important tool for workforce planning. The RO demand model presented here combines detailed information on treatment and work activities to provide credible estimates that can be used to inform actions on training, recruitment and retention.
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Affiliation(s)
- Alex Dunn
- Te Aho o Te Kahu/Cancer Control Agency, Wellington, New Zealand
| | | | - Fiona Imlach
- Te Aho o Te Kahu/Cancer Control Agency, Wellington, New Zealand
| | - Emmanuel Jo
- Health Workforce Directorate, Ministry of Health, Wellington, New Zealand.,Department of Medicine, School of Medicine, University of Auckland, Auckland, New Zealand
| | - Jason Gurney
- Te Aho o Te Kahu/Cancer Control Agency, Wellington, New Zealand.,Cancer and Chronic Conditions (C3) Research Group, Department of Public Health, University of Otago, Wellington, New Zealand
| | - Rose Simpson
- Te Aho o Te Kahu/Cancer Control Agency, Wellington, New Zealand
| | - Diana Sarfati
- Te Aho o Te Kahu/Cancer Control Agency, Wellington, New Zealand
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Sousa F, Somoano M, Jourani Y, Van Gestel D. Qualitative evaluation of the role of RTTs IGRT specialists and their influence on treatment delivery. Tech Innov Patient Support Radiat Oncol 2022; 22:9-15. [PMID: 35425870 PMCID: PMC9003568 DOI: 10.1016/j.tipsro.2022.03.002] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/08/2021] [Revised: 03/02/2022] [Accepted: 03/15/2022] [Indexed: 11/24/2022] Open
Abstract
Radiation Therapists specialised in image-guided radiation therapy (RTT spIGRT) experience their role positiveltly. The RTT spIGRT role is perceived to have a positive influence on radiotherapy treatment delivery. A legal framework to provide formal RTT training and continuous education in order to increase radiotherapy treatment quality is of utmost importance.
Purpose The study aims to investigate qualitatively how Radiation Therapist IGRT specialists (RTT spIGRTs) experience their role and whether they have an impact on the treatment delivery. Methods Eleven RTTs, i.e. six RTT spIGRTs and five RTTs not specialised in IGRT (RTTs noIGRT) were interviewed during October and November 2020. RTTs noIGRT having knowledge of the daily practice before and after the creation of this RTT spIGRT role, served as control group capable of weighing its impact on the work environment. A qualitative method using face-to-face semi-structured questionnaires was used. Interviews lasted approximately 10–20 min, and were after coded and analysed for thematic content. Results Five themes and twelve sub-themes were drawn from the analysis. RTT spIGRTs experience their role positively, despite the limited role perception and different work experiences. The implemented role increased autonomy and facilitated decision-making and Radiotherapy (RT) treatment delivery. Interviewees considered the new role useful to very useful. The raised concerns are related to a bigger role involvement and improvement, with focus on visibility, regular meetings and training. Interviewees considered the RTT spIGRT role to have an influence on the treatment delivery when properly carried out. Conclusion RTT spIGRTs experience their role positively. Their knowledge confidence seems to rely on the training received. The RTT spIGRT role is perceived to have a positive influence on the treatment delivery. Continuous follow up and training were amongst the suggested solutions to improve the RTT spIGRT’s role. This study stresses the urgent need for a legal framework to provide formal RTT training and continuous education in order to increase RT treatment quality.
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Affiliation(s)
- Filipa Sousa
- Radiation Oncology Department, Institut Jules Bordet, Université Libre de Bruxelles, Brussels, Belgium
- Inholland University of Applied Sciences, School of Health, Haarlem, The Netherlands
- Corresponding author.
| | - Monica Somoano
- Radiation Oncology Department, Institut Jules Bordet, Université Libre de Bruxelles, Brussels, Belgium
| | - Younes Jourani
- Medical Physics Department, Institut Jules Bordet, Université Libre de Bruxelles, Brussels, Belgium
| | - Dirk Van Gestel
- Radiation Oncology Department, Institut Jules Bordet, Université Libre de Bruxelles, Brussels, Belgium
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Sodeify R, Habibpour Z. [Nurses' perceptions of co-worker support in the workplace: Qualitative research]. ENFERMERÍA CLÍNICA (ENGLISH EDITION) 2021; 31:355-362. [PMID: 34756239 DOI: 10.1016/j.enfcle.2020.04.003] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/14/2018] [Accepted: 04/22/2020] [Indexed: 11/27/2022]
Abstract
OBJECTIVE Although the psychological factors of the work environment affect the quality of employees' performance more than physical factors, they have not been broadly explained yet. This study is conducted to explore nurses' perceptions of the co-worker support as psychological resource in the workplace. METHOD The present study is a qualitative research. Fourteen staff nurses who were working in hospitals affiliated to the Khoy University of Medical Sciences, Iran were selected based on purposeful sampling and interviewed using un-structured in-depth interviews. All interviews were recorded, transcribed, and analyzed using conventional content analysis approach through constant comparative method. RESULTS Data analysis revealed four major themes with 11 sub themes. The four major themes include 'emotional support', 'effective working relationship and collaboration', 'suitable social relationships', and 'guidance and teaching'. CONCLUSION The results showed that, nurses had a positive perception of their colleagues' support in the workplace. Co-worker support is a multidimensional phenomenon and is influenced by various factors. Perceiving support from the colleague and having a sense of support can promote the quality of care and increase dealing with stressful situations in nursing. Therefore, communication and flexibility skills should be taught to both staff and managers in this regard.
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Affiliation(s)
- Roghieh Sodeify
- Assistant Professor of Nursing, Khoy University of Medical Sciences, Khoy, Irán.
| | - Zeinab Habibpour
- Ph. D of Nursing, Khoy University of Medical Sciences, Khoy, Irán
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Polat Ş, Terzi B. Relationships between perceived support types and the job satisfaction levels of nurses. Perspect Psychiatr Care 2021; 57:1202-1211. [PMID: 33145771 DOI: 10.1111/ppc.12675] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 05/27/2020] [Revised: 10/16/2020] [Accepted: 10/20/2020] [Indexed: 11/30/2022] Open
Abstract
PURPOSE To identify the relationships between nurses' perceived support and their job satisfaction levels. DESIGN AND METHODS The sample of this descriptive and correlational study comprised 655 nurses working at a medical faculty hospital in Istanbul. FINDINGS A statistically significant positive relationship was detected between the total score means of nurses' job satisfaction and perceived administrative support (r = 0.275; p = .001; p < .01), perceived coworker support (r = 250; p = .001; p < .01) and perceived organizational support levels (r = 0.262; p = .001; p < .01). The linear regression model was found to be statistically significant (F = 24.625; p = .001; p < .01). PRACTICE IMPLICATIONS Training and corporate regulations (e.g., performance system involving promotion, reward, wages) for increasing nurses' perceptions for organizational support should be planned. Activities that increase nurses' perception of social support could also increase their job satisfaction.
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Affiliation(s)
- Şehrinaz Polat
- Directorate of Nursing Services, Istanbul Faculty of Medicine, İstanbul Tıp Fakültesi Hastanesi, Istanbul University, Çapa, Turkey
| | - Banu Terzi
- Fundamentals of Nursing Department, Faculty of Nursing, Akdeniz Üniversitesi Dumlupınar Bulvarı, Akdeniz Üniversitesi Yerleşkesi Konyaaltı, Akdeniz University, Antalya, Turkey
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Siekkinen M, Kuokkanen L, Kuusisto H, Leino-Kilpi H, Rautava P, Rekunen M, Seppänen L, Stolt M, Walta L, Sulosaari V. Work empowerment among cancer care professionals: a cross-sectional study. BMC Health Serv Res 2021; 21:502. [PMID: 34034734 PMCID: PMC8146678 DOI: 10.1186/s12913-021-06528-8] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/24/2020] [Accepted: 05/13/2021] [Indexed: 12/09/2022] Open
Abstract
BACKGROUND There is a growing understanding that empowerment of interprofessional personnel is linked to job satisfaction levels and quality of care, but little is known about empowerment in the context of cancer care. This study describes how interprofessional cancer care personnel perceive their performance and factors that promote work empowerment. METHODS This cross-sectional study enrolled 475 (45.2%) of the 1050 employees who work at a regional cancer centre. The participants used two self-administered questionnaires - the Performance of an Empowered Personnel (PEN) questionnaire and Work Empowerment Promoting Factors (WEP) questionnaire - to report perceptions of work empowerment. Both questionnaires' categories comprise moral principles, personal integrity, expertise, future orientation, and sociality. The data were analyzed using IBM SPSS Statistics, Versions 24 and 25. RESULTS Overall, the performance of work empowerment was evaluated as being rather high (overall sum score mean: 4.05; range: 3.51-4.41; scale: 1-5). The category that rated highest was moral principles (4.41), and the one rated lowest was the social category (3.51). The factors that promoted work empowerment also ranked high (3.93; range: 3.55-4.08; scale: 1-5), with personal integrity (4.08) the highest and future orientation (3.55) the lowest. Performance and factors that promoted work empowerment correlated positively, moderately, and highly statistically significantly (r = 0.531; p < 0.001). Statistically significant associations also were found between empowered performance of personnel and empowerment promoting factors (sex, education, leadership position, belonging to an interprofessional team, and time elapsed since training in interprofessional cooperation). CONCLUSION The personnel rated their performance and the factors perceived to promote work empowerment rather highly. Personal empowerment can be promoted through teamwork training and supportive management in interprofessional cancer care.
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Affiliation(s)
- Mervi Siekkinen
- Turku University Hospital, FICAN West Cancer Centre, P.O. Box 52, FI-20521, Turku, Finland.
| | | | | | - Helena Leino-Kilpi
- University of Turku, Department of Nursing Science, Turku University Hospital, Turku, Finland
| | - Päivi Rautava
- University of Turku, Public Health and Turku University Hospital, Clinical Research Services, Turku, Finland
| | - Maijastiina Rekunen
- Turku University Hospital, FICAN West Cancer Centre, P.O. Box 52, FI-20521, Turku, Finland
| | - Laura Seppänen
- Finnish Institute of Occupational Health, Helsinki, Finland
| | - Minna Stolt
- University of Turku, Department of Nursing Science, Turku University Hospital, Turku, Finland
| | - Leena Walta
- Turku University of Applied Sciences, Turku, Finland
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Jonsdottir IJ, Kristinsson K. Supervisors' Active-Empathetic Listening as an Important Antecedent of Work Engagement. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:E7976. [PMID: 33142984 PMCID: PMC7662981 DOI: 10.3390/ijerph17217976] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 09/23/2020] [Revised: 10/17/2020] [Accepted: 10/28/2020] [Indexed: 11/16/2022]
Abstract
Social support from supervisors is a job resource that has been found to be an important antecedent to work engagement. However, there is a knowledge gap in understanding one of the key features of social support-i.e., supervisors' active-empathetic listening-and its relation to employees' work engagement. To bridge this gap, this study explores how supervisors' active-empathetic listening is associated with employees' work engagement. Using a national representative sample (N = 548), the results show that supervisors' active-empathetic listening has a significant positive relationship with employee work engagement. Additionally, we show that active-empathetic listening does not affect all three dimensions of work engagement equally, with dedication being the most affected by supervisors' active-empathetic listening. We argue that supportive leadership which uses conscious and active listening-centred communication is highly significant for employees' work engagement. Therefore, we suggest that organisations experiment in training their supervisors in active-empathetic listening as part of a broader strategy to increase employees' engagement at work.
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Sodeify R, Habibpour Z. Nurses' perceptions of co-worker support in the workplace: Qualitative research. ENFERMERIA CLINICA 2020; 31:S1130-8621(20)30305-3. [PMID: 32680793 DOI: 10.1016/j.enfcli.2020.04.005] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/14/2018] [Revised: 03/06/2020] [Accepted: 04/22/2020] [Indexed: 10/23/2022]
Abstract
OBJECTIVE Although the psychological factors of the work environment affect the quality of employees' performance more than physical factors, they have not been broadly explained yet. This study is conducted to explore nurses' perceptions of the co-worker support as psychological resource in the workplace. METHOD The present study is a qualitative research. Fourteen staff nurses who were working in hospitals affiliated to the Khoy University of Medical Sciences, Iran were selected based on purposeful sampling and interviewed using un-structured in-depth interviews. All interviews were recorded, transcribed, and analyzed using conventional content analysis approach through constant comparative method. RESULTS Data analysis revealed four major themes with 11 sub themes. The four major themes include 'emotional support', 'effective working relationship and collaboration', 'suitable social relationships', and 'guidance and teaching'. CONCLUSION The results showed that, nurses had a positive perception of their colleagues' support in the workplace. Co-worker Support is a multidimensional phenomenon and is influenced by various factors. Perceiving support from the colleague and having a sense of support can promote the quality of care and increase dealing with stressful situations in nursing. Therefore, communication and flexibility skills should be taught to both staff and managers in this regard.
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Affiliation(s)
- Roghieh Sodeify
- Assistant Professor of Nursing, Khoy University of Medical Sciences, Khoy, Iran.
| | - Zeinab Habibpour
- Ph. D of Nursing, Khoy University of Medical Sciences, Khoy, Iran
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12
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Mukaihata T, Fujimoto H, Greiner C. Factors influencing work engagement among psychiatric nurses in Japan. J Nurs Manag 2020; 28:306-316. [DOI: 10.1111/jonm.12923] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/09/2019] [Revised: 11/27/2019] [Accepted: 12/02/2019] [Indexed: 11/27/2022]
Affiliation(s)
- Tsuyoshi Mukaihata
- Department of Nursing Hyogo University of Health Sciences Kobe Japan
- Department of Nursing Graduate School of Health Sciences Kobe University Kobe Japan
| | - Hirokazu Fujimoto
- Department of Nursing Hyogo University of Health Sciences Kobe Japan
| | - Chieko Greiner
- Department of Nursing Graduate School of Health Sciences Kobe University Kobe Japan
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Effect of Work Environment on Presenteeism among Aging American Workers: The Moderated Mediating Effect of Sense of Control. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2019; 17:ijerph17010245. [PMID: 31905810 PMCID: PMC6981642 DOI: 10.3390/ijerph17010245] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 11/25/2019] [Revised: 12/20/2019] [Accepted: 12/27/2019] [Indexed: 12/26/2022]
Abstract
With the rapid increase of aging workforces, companies worldwide are concerned with improving the health and working status of older workers. Sense of control is an important psychological variable in sociology but has attracted less attention in studies of occupational health and management. This study examined the association of sense of control with presenteeism among aging workers in the United States. Data from the Health and Retirement Survey were analyzed, specifically, 2308 observations in 2012. Structural equation modeling was used to assess work environment, sense of control (measured in relation to personal mastery and perceived constraints), and associations with presenteeism. The moderating effect of subjective social status on the association between sense of control and presenteeism was examined with a moderated mediation model. In the final structural equation modeling model, work environment was directly inversely associated with presenteeism, and work environment was significantly inversely associated with perceived constraints. There was a direct positive association between work environment and personal mastery, a direct positive association between perceived constraints and presenteeism, and a significant inverse association between personal mastery and presenteeism. The significant indirect effects between work environment and presenteeism were significantly mediated by sense of control. Subjective social status inversely moderated the relation between presenteeism and perceived mastery, a dimension of sense of control. To increase the performance of aging workers in the United States, managers should create a work environment that facilitates access to job resources, as this might improve personal sense of control, particularly among those with high subjective social status.
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Fløvik L, Knardahl S, Christensen JO. The Effect of Organizational Changes on the Psychosocial Work Environment: Changes in Psychological and Social Working Conditions Following Organizational Changes. Front Psychol 2019; 10:2845. [PMID: 31920874 PMCID: PMC6932979 DOI: 10.3389/fpsyg.2019.02845] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/11/2019] [Accepted: 12/02/2019] [Indexed: 11/29/2022] Open
Abstract
Purpose: The present study aimed to clarify the prospective effects of various types and frequencies of organizational changes on aspects in the psychosocial work environment. Methods: The study had a prospective, full-panel, repeated measures design. Data were collected by self-administered, online questionnaires, with a 2-year interval between measurement occasions. Five types of organizational change were assessed - company restructuring, downsizing, layoffs, partial closure, and partial outsourcing. The effects of change on eleven, specific work factors were measured utilizing QPS Nordic. At baseline, 12652 employees participated, while 8965 responded at follow-up. Generalized estimating equations were utilized to estimate the effects of change taking place within the last 12 months or more than 24 months prior. Results: Cross-sectional analyses, i.e., changes occurring within the last 12 months, showed all 11 work factors to be statistically significantly associated with the organizational changes restructuring, downsizing, and partial closure (coefficients ranging -0.28 to 0.04). In the prospective analyses, i.e., the effects of change taking place more than 24 months prior, associations were no longer significant for a number of work factors, although all types of organizational change remained significantly associated with at least three work factors (coefficients ranging -0.14 to 0.05). Following repeated organizational changes, statistically significant associations were shown for all 11 work factors (coefficients ranging from 0.39 to -0.04). Conclusion: Following both separate and repeated organizational change, various psychological and social work factors were altered, with the most pronounced effects following repeated change. These results suggest the implementing organizational change, especially repeated change, may have an adverse effect on various parts of the psychosocial work environment. The negative effects of a company's psychosocial working conditions may contribute to the adverse health effects often observed following such changes and help explain why many change initiatives fail to reach its intended results.
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Affiliation(s)
- Lise Fløvik
- Department of Work Psychology and Physiology, National Institute of Occupational Health (STAMI), Oslo, Norway
| | | | - Jan Olav Christensen
- Department of Work Psychology and Physiology, National Institute of Occupational Health (STAMI), Oslo, Norway
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15
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Yang T, Ma T, Liu P, Liu Y, Chen Q, Guo Y, Zhang S, Deng J. Perceived social support and presenteeism among healthcare workers in China: the mediating role of organizational commitment. Environ Health Prev Med 2019; 24:55. [PMID: 31481032 PMCID: PMC6724257 DOI: 10.1186/s12199-019-0814-8] [Citation(s) in RCA: 22] [Impact Index Per Article: 4.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/24/2019] [Accepted: 08/27/2019] [Indexed: 12/19/2022] Open
Abstract
Objectives We assessed the role of social support in presenteeism by examining organizational commitment among Chinese healthcare workers. Methods One thousand four hundred thirty-four healthcare workers from 6 hospitals in 4 Chinese cities completed a questionnaire measuring presenteeism, social support, and organizational commitment. With organizational commitment as the mediator, regression analyses and structural equation modeling were used to test the model. Results Organizational commitment was directly inversely associated with presenteeism (β = − 0.42, p < 0.001). Coworker support was moderately but significantly inversely associated with presenteeism (β = − 0.15, p < 0.001), but the path from supervisor support to presenteeism was not significant (β = 0.05, p > 0.05). The correlation between supervisor support and coworker support was significant (β = 0.71, p <0.001). Supervisor support and coworker support were significantly positively associated with organizational commitment (β = 0.41, p < 0.001, and β = 0.14, p < 0.001, respectively). Conclusions Supervisor support was more important in promoting organizational commitment, while coworker support was more effective in reducing presenteeism. The mediating effect of organizational commitment was significant.
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Affiliation(s)
- Tianan Yang
- School of Management and Economics, Beijing Institute of Technology, Beijing, 100081, China.,Sustainable Development Research Institute for Economy and Society of Beijing, Beijing, 100081, China.,Chair of Sport and Health Management, School of Management, Technical University of Munich, Uptown Munich Campus D, Georg-Brauchle-Ring 60/62, 80992, Munich, Germany
| | - Tengyang Ma
- School of Management and Economics, Beijing Institute of Technology, Beijing, 100081, China.,Sustainable Development Research Institute for Economy and Society of Beijing, Beijing, 100081, China
| | - Pucong Liu
- School of Management and Economics, Beijing Institute of Technology, Beijing, 100081, China.,Sustainable Development Research Institute for Economy and Society of Beijing, Beijing, 100081, China
| | - Yuanling Liu
- Human Resources Department, Guangdong Women's and Children Hospital, Guangzhou, 510180, China
| | - Qian Chen
- Medical Affairs Department, Peking Union Medical College Hospital, Beijing, 100010, China
| | - Yilun Guo
- School of Management and Economics, Beijing Institute of Technology, Beijing, 100081, China.,Sustainable Development Research Institute for Economy and Society of Beijing, Beijing, 100081, China
| | - Shiyang Zhang
- Hospital Infection Management Department, The First Affiliated Hospital of Xiamen University, Xiamen, 361003, China
| | - Jianwei Deng
- School of Management and Economics, Beijing Institute of Technology, Beijing, 100081, China. .,Sustainable Development Research Institute for Economy and Society of Beijing, Beijing, 100081, China.
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16
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Cao X, Chen L. Relationships among social support, empathy, resilience and work engagement in haemodialysis nurses. Int Nurs Rev 2019; 66:366-373. [PMID: 31016716 DOI: 10.1111/inr.12516] [Citation(s) in RCA: 30] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/05/2023]
Abstract
AIM To describe the levels of work engagement, and to analyse the reciprocal relationships between social support, empathy, resilience and work engagement among haemodialysis nurses in China. BACKGROUND Work engagement is a critical workplace health indicator. Previous studies have examined work engagement perceived by nurses working in diverse hospital wards, or a specialty area (emergency care or intensive care), no previous studies have highlighted work engagement and its affecting factors among haemodialysis nurses. METHODS Participants in the cross-sectional study were 345 haemodialysis nurses employed in 17 hospitals in Chengdu, China. Hierarchical regression analyses were carried out to analyse the relationships between social support, empathy, resilience and work engagement in haemodialysis nurses. RESULTS Resilience was the strongest positive significant contributor to work engagement, followed by other support and perspective taking (cognitive empathy). Nurses with longer occupational tenure reported higher levels of work engagement. Male nurses also reported greater work engagement than female nurses. DISCUSSION Influence of work engagement was explored by social support, empathy and resilience, reflecting the need of haemodialysis nurses to understand the significance of focusing on their personal and environmental factors. CONCLUSIONS Positive resilience, other support and cognitive empathy can result in increased work engagement. IMPLICATIONS FOR NURSING Training programs, such as mindfulness meditation training and empathy skills training, are recommended for nursing managers to enhance resilience and empathic capacity in nurses. IMPLICATIONS FOR NURSING POLICY Nursing policies should be developed to establish supportive work environments in clinical practice settings and to support the education and training of psychological resilience and empathic capacity in order to foster work engagement.
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Affiliation(s)
- X Cao
- Department of Nephrology, Hemodialysis Center, West China Hospital, Sichuan University, Chengdu, Sichuan Province, China
| | - L Chen
- Department of Nephrology, Hemodialysis Center, West China Hospital, Sichuan University, Chengdu, Sichuan Province, China
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17
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Supervisor Support, Coworker Support and Presenteeism among Healthcare Workers in China: The Mediating Role of Distributive Justice. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2019; 16:ijerph16050817. [PMID: 30845703 PMCID: PMC6427268 DOI: 10.3390/ijerph16050817] [Citation(s) in RCA: 25] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 01/28/2019] [Revised: 02/28/2019] [Accepted: 03/01/2019] [Indexed: 11/17/2022]
Abstract
Healthcare workers in China are exposed to extremely high job stress and inequitable work conditions, and the Healthy China 2030 blueprint has made them an important focus of policymakers. To examine the importance of distributive justice in Chinese medical reform, we analyzed data from 1542 healthcare workers employed in 64 primary, secondary and tertiary hospitals in 28 Chinese cities in Western, Central and Eastern China in 2018. Supervisor support, coworker support, distributive justice, and presenteeism were assessed with the supervisor support scale, coworker support scale, distributive justice scale and perceived ability to work scale, respectively. Structural equation modeling was used to examine relationships among variables. The mediating effect of distributive justice on associations between supervisor support, coworker support, and presenteeism was examined with the Sobel test. The results revealed that significant indirect effects between supervisor support and presenteeism and between coworker support and presenteeism were significantly mediated by distributive justice. Better supervisor and coworker support might improve distributive justice among healthcare workers in Chinese hospitals, thereby increasing their performance.
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18
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Poulsen M, Poulsen AA. Optimising motivation and reducing burnout for radiation oncology trainees: A framework using self-determination theory. J Med Imaging Radiat Oncol 2018; 62:684-691. [DOI: 10.1111/1754-9485.12725] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/29/2017] [Accepted: 03/02/2018] [Indexed: 11/28/2022]
Affiliation(s)
- Michael Poulsen
- Radiation Oncology Princess; Alexandra Hospital Raymond Tce; Brisbane Queensland Australia
- School of Health & Rehabilitation Sciences; The University of Queensland; Brisbane Queensland Australia
- Radiation Oncology Centres; South Brisbane Queensland Australia
| | - Anne A Poulsen
- School of Health & Rehabilitation Sciences; The University of Queensland; Brisbane Queensland Australia
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19
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Yagil D, Goldblatt H, Cohen M. Dyadic resources in the return to work of cancer survivors: exploring supervisor-employee perspectives. Disabil Rehabil 2018; 41:2151-2158. [PMID: 29631449 DOI: 10.1080/09638288.2018.1459885] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/26/2023]
Abstract
Purpose: The number of working-age people recovering from cancer is gradually on the rise; yet, cancer survivors have higher rates of unemployment compared to other employees. Cancer survivors returning to work cope with symptoms of fatigue, distress, cognitive difficulties and physical limitations. The present article addresses the supervisor-cancer survivor dyad as the unit of analysis, in an attempt to identify the dyadic resources that underlie the coping of the supervisor-employee unit with return to work. Materials and methods: In-depth, semi-structured individual interviews were conducted with 12 dyads of cancer survivors and their supervisors, representing successful return to work, followed by comparative content analysis of the data. Results: Four themes were revealed: (1) Congruent supervisor-cancer survivor views regarding personalized/standard management of cancer survivors' returning to work; (2) Return to work as a team work approach; (3) Commitment and persistence in the face of obstacles, and (4) Supervisor and cancer survivor mutual appreciation. Conclusions: Joint coping of supervisors and cancer survivors with the difficulties of the return to work process is perceived to contribute significantly to the success of return to work. Training of cancer survivors and supervisors conducted by rehabilitation professionals regarding aspects of the orientation toward return to work is suggested. Implication for rehabilitation Cancer survivors have different preferences regarding standard versus exceptional organizational treatment following return to work. Organizational acknowledgment of the cancer survivor's value for the organizations supports cancer survivors' return to work. Cancer survivors can benefit from a sense of responsibility and involvement in decision making regarding the process of return to work.
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Affiliation(s)
- Dana Yagil
- a Department of Human Services , University of Haifa , Haifa , Israel
| | | | - Miri Cohen
- c School of Social Work , University of Haifa , Haifa , Israel
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20
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Lee MK, Kang HS, Lee KS, Lee ES. Three-Year Prospective Cohort Study of Factors Associated with Return to Work After Breast Cancer Diagnosis. JOURNAL OF OCCUPATIONAL REHABILITATION 2017; 27:547-558. [PMID: 27858198 DOI: 10.1007/s10926-016-9685-7] [Citation(s) in RCA: 39] [Impact Index Per Article: 5.6] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/06/2023]
Abstract
Purpose The purpose of this prospective cohort study of breast cancer survivors was to identify factors before diagnosis, during treatment, and after treatment that are associated with return to work (RTW). Methods A total of 288 women with breast cancer (stage I-III) and whose age were 18-65 years-old answered questionnaires at 4-6, 12, 24, and 36 months after diagnosis. The surveys asked about performance of regular exercise and health-related quality of life issues. "RTW at 36 months" was assigned to patients who reported any of the following: working at least twice; no job at baseline but working more than once; job at baseline, stopped working, and then started working again; and working during all 3 years. Results We classified 107 of 288 of the women (37.1%) as having returned to work. Analysis of pre-diagnostic factors indicated that more education and practice of regular endurance exercise were positively associated with RTW. Analysis of factors during treatment indicated that appetite loss and fatigue were negatively associated with RTW. Analysis of factors at post-treatment indicated that better body image, better physical function, better existential well-being, and participation in regular endurance and resistance exercise were positively associated with RTW. Childbirth at 12-24 months was negatively associated with RTW. Conclusion Women who participate in exercise before, during, and after treatment for breast cancer are more likely to RTW. A woman's need to care for children, perceived body image, and existential well-being may also affect her RTW.
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Affiliation(s)
- Myung Kyung Lee
- College of Nursing, Research Institute of Nursing Science, Kyungpook National University, Daegu, Republic of Korea
| | - Han Sung Kang
- Center for Breast Cancer, National Cancer Center, 323 Ilsan-ro, Ilsandong-gu, Goyang-si, Gyeonggi-do, 10408, Republic of Korea
| | - Keun Seok Lee
- Center for Breast Cancer, National Cancer Center, 323 Ilsan-ro, Ilsandong-gu, Goyang-si, Gyeonggi-do, 10408, Republic of Korea
| | - Eun Sook Lee
- Center for Breast Cancer, National Cancer Center, 323 Ilsan-ro, Ilsandong-gu, Goyang-si, Gyeonggi-do, 10408, Republic of Korea.
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21
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Employer’s management of employees affected by cancer. Support Care Cancer 2017; 26:681-684. [DOI: 10.1007/s00520-017-3998-8] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/18/2017] [Accepted: 11/24/2017] [Indexed: 12/17/2022]
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22
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Dias D, Leite Â, Ramires A, Bicho P. Working with cancer: motivation and job satisfaction. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2017. [DOI: 10.1108/ijoa-12-2016-1096] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Affiliation(s)
- Diana Dias
- Universidade Europeia, Laureate International Universities, Lisbon, Portugal
| | - Ângela Leite
- Universidade Europeia, Laureate International Universities, Lisbon, Portugal
| | - Ana Ramires
- Universidade Europeia, Laureate International Universities, Lisbon, Portugal and Research Unit on Governance, Competitiveness and Public Policies (GOVCOPP), Universidade de Aveiro, Aveiro, Portugal
| | - Paula Bicho
- Universidade Europeia, Laureate International Universities, Lisbon, Portugal
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Orgambídez-Ramos A, de Almeida H. Work engagement, social support, and job satisfaction in Portuguese nursing staff: A winning combination. Appl Nurs Res 2017; 36:37-41. [PMID: 28720237 DOI: 10.1016/j.apnr.2017.05.012] [Citation(s) in RCA: 53] [Impact Index Per Article: 7.6] [Reference Citation Analysis] [Abstract] [Key Words] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/08/2017] [Accepted: 05/27/2017] [Indexed: 10/19/2022]
Abstract
BACKGROUND Job Demands-Resources model assumes the mediator role of work engagement between social support (job resource) and job satisfaction (organizational result). However, recent studies suggest that social support can be considered as a moderator variable in the relationship between engagement and job satisfaction in nursing staff. AIM The aim of this study is to analyze the moderator role of social support, from supervisor and from co-workers, in the relationship between work engagement and job satisfaction in a Portuguese nursing sample. METHOD We conducted a cross-sectional and correlational study assessing a final sample of 215 participants (55.56% response rate, 77.21% women). Moderation analyses were carried out using multiple and hierarchical linear regression models. RESULTS Job satisfaction was significantly predicted by work engagement and social support from supervisor and from co-workers. The significant interaction in predicting job satisfaction showed that social support from co-workers enhances the effects of work engagement on nurses' satisfaction. CONCLUSION A climate of social support among co-workers and higher levels of work engagement have a positive effect on job satisfaction, improving quality care and reducing turnover intention in nursing staff.
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Affiliation(s)
- Alejandro Orgambídez-Ramos
- Department of Social Psychology, Faculty of Psychology, University of Malaga, Campus Universitario de Teatinos s/n, 29071 Málaga, Spain.
| | - Helena de Almeida
- Faculty of Economics, University of Algarve, Campus de Gambelas, 8005-139 Faro, Portugal.
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