Career Calling as the Mediator and Moderator of Job Demands and Job Resources for Job Satisfaction in Health Workers: A Cross-Sectional Study

Working Conditions, Musculoskeletal Pain and Wellbeing Among Hospital Surgeons: A Cross-Sectional Study

Background/Objectives: Patient safety is directly linked with health and wellbeing of healthcare workers. In the UK, COVID-19 severely disrupted healthcare, with surgeons tackling prolonged waiting lists and working longer hours under high stress. This study explored the biomechanical and psychosocial demands on hospital surgeons, as well as their experience of pain and work-life balance post-pandemic. Methods: A questionnaire was developed combining validated tools assessing physical demands; modified job demand, control, and support; the WHO-5 wellbeing index; work-life balance from the Copenhagen Psychosocial Questionnaire; musculoskeletal pain; job satisfaction and retirement intentions. An online survey was developed using the Qualtrics© (Provo, UT, USA) platform and circulated through surgical networks using snowball sampling. Poisson regression modelling with robust confidence intervals was used to explore relationships between work-related factors and musculoskeletal pain, and associations with retirement intentions. Results: In total, 242 replies were received. Surgeons frequently reported strenuous occupational activities and work-life imbalance, and one in six reported job dissatisfaction. Only 17% reported no pain; the one-month prevalence of pain ranged from 46% at the lower back to 12% at the ankle, and pain was frequently disruptive. Better work-life balance had a protective effect for pain (PRR = 0.92, 95% CI = 0.85-0.99), while risk of pain increased with increasingly physically demanding activities at work (PRR = 1.04, 95% CI = 1.01-1.07) in the age- and sex-adjusted models. Job dissatisfaction was associated with intention to retire early (PRR = 1.83, 95% CI = 1.02-3.27). Conclusions: This study demonstrated high physical and mental demands among surgeons and poor work-life balance. Physical and emotional links to pain were identified. Fit surgeons ensure safe patient care. Our findings suggest that surgeons were facing health issues and work-life conflict post-pandemic, potentially limiting their job satisfaction and career span. A follow-up study is recommended.

Inclusive leadership and subordinates' career calling: roles of belongingness and organization-based self-esteem

Introduction

While the concept of career calling has garnered attention for its role in inspiring employees' sense of purpose and engagement, the literature on its developmental aspects, especially the influence of leadership styles, has not been fully paid attention to. Furthermore, the association between leadership styles and career calling still needs further exploration. Therefore, this study narrows this gap through testing the mediating role of belongingness in the relationship between inclusive leadership and career calling and its variation across different levels of organization-based self-esteem. Drawing upon the Need-to-Belong Theory, we propose a moderated mediation framework to elucidate the relationship and its variations between inclusive leadership and career calling among employees.

Methods

Data was collected from 337 employees across various industries in Guangdong, Zhejiang, and Beijing, China, using a two-wave lagged questionnaire. We used Inclusive Leadership-9, Belongingness-12, Organization-Based Self-Esteem-10 and Career Calling-12 measurement variables. Later, we used SPSS and PROCESS to verify five hypotheses.

Results

Statistical testing revealed that (1) there is a positive relationship between inclusive leadership and career calling. (2) Belongingness plays a mediating role in the relationship between inclusive leadership and career calling. (3) Organization-based self-esteem moderates the association between inclusive leadership and career calling, both directly and indirectly through belongingness.

Conclusion

This study provides insights into the conversation about inclusive leadership and career calling, revealing a deeper understanding of the associations between leadership styles and employees' vocational fulfillment, and suggesting practical implications for encouraging an inclusive work environment that supports career development.

The impact of moral injury on healthcare workers' career calling: exploring authentic self-expression, ethical leadership, and self-compassion

BACKGROUND

Moral injury is a significant issue for healthcare workers, often stemming from exposure to ethical dilemmas and distressing events. This study aims to explore the relationship between moral injury and healthcare workers' career calling, using the job demands-resources model as a theoretical framework. The goal is to understand how moral injury affects healthcare workers' sense of purpose and vocation and identify factors that may mitigate this impact.

METHODS

A cross-sectional survey was conducted with a sample of 506 Chinese healthcare workers. The study used self-report questionnaires to assess moral injury, authentic self-expression, self-compassion, ethical leadership, and career calling. Path analysis was used to test the proposed mediating and moderating relationships within the job demands-resources model.

RESULTS

Moral injury has a negative effect on healthcare workers' career calling. This effect is mediated by authentic self-expression - the inability to openly discuss moral distress weakens the sense of purpose. Self-compassion and ethical leadership buffer against the negative impact of moral injury on career calling.

CONCLUSIONS

This research contributes to the understanding of moral injury and career calling in healthcare workers, with practical implications for safeguarding healthcare professionals' well-being and commitment to their vocation.

Relationship between transition shock, resilience, career calling, and retention intention among new nurses: a moderated mediation model

BACKGROUND

Nurse shortage has become an ongoing and urgent problem worldwide. The high turnover rate of new nurses, who are the primary backup personnel for the nursing force, exacerbates the possibility of this situation. Transition shock has been demonstrated to be critical in influencing new nurses' retention intention. However, the mechanisms underlying this impact remain unclear.

OBJECTIVES

This study aims to explore transition shock's effect mechanism on retention intention among new nurses, and to clarify the career calling's mediating role and the resilience's moderating role in this relationship.

METHODS

This is a multicenter cross-sectional study. From January 28 to February 20, 2024, an online questionnaire survey was administered among 739 new nurses from 11 hospitals in Shanxi Province, China, using convenience sampling. The survey included a demographic information questionnaire, the Transition Shock of Newly Graduated Nurses Scale, the Medical Staff Resilience Scale, the Career Calling Scale, and the Nurses' Intention to Stay Scale. The data were analyzed using descriptive analysis, Pearson correlation analysis, and the PROCESS Macro Model 4 and 7 for the regression.

RESULTS

Transition shock was significantly negatively correlated with retention intention (p < 0.001). Career calling played a partial mediating role between transition shock and retention intention, accounting for 63.53% of the total effect. Further, resilience moderated transition shock's effect on career calling; thereby, a moderated mediation model was developed.

CONCLUSIONS

Transition shock reduces retention intention by decreasing new nurses' levels of career calling, while resilience moderates this mechanism. Nursing managers can adopt measures to increase retention intention among new nurses by reducing their transition shock and enhancing their career calling education and resilience training.

TRIAL AND PROTOCOL REGISTRATION

This study was registered with the Chinese Clinical Trial Registry ( http://www.chictr.org/cn/ ) under the following ID: ChiCTR2400080373.

Job Satisfaction Among Faculty in Standardized Residency Training Programs in Heilongjiang Province, China: A Cross-Sectional Study

Purpose

Job satisfaction among faculty in standardized residency training programs has been underexplored. The objective of this study is to investigate job satisfaction among these faculty members and identify associated determinants.

Methods

An online cross-sectional survey was conducted with 4581 teachers in Heilongjiang Province from 18 to 30 May 2022, using a census method. The survey collected demographic information and assessed satisfaction using the Minnesota Satisfaction Questionnaire-Short Form. Predictors of job satisfaction were identified using multiple linear regression analysis in SPSS 24.0.

Results

The survey achieved a 91.12% response rate (4174/4581). The average satisfaction score of the respondents teachers was 4.30±0.70. The top three items with the highest satisfaction scores were "the chance to work alone on the job" (4.46±0.68), "the way my job provides for steady employment" (4.45±0.68), and "the freedom to use my own judgment" (4.43±0.69). The lowest-scoring items "the chances for advancement on this job" (4.02±1.03), "my pay and the amount of work I do" (4.08±0.96), and "the praise I get for doing a good job" (4.10±0.93). Multiple linear regression analysis revealed that geographical area, registered general subjects, age, administrative position, monthly income, daily working hours, and overtime frequency were significant factors influencing job satisfaction (P < 0.05).

Conclusion

The level of job satisfaction among standardized residency training faculty in Heilongjiang Province was generally high. High satisfaction was associated with residing in economically developed areas, having registered general subjects, holding administrative positions, earning high income, working shorter few hours daily and having a low frequency of overtime.

Sustaining the nursing workforce - exploring enabling and motivating factors for the retention of returning nurses: a qualitative descriptive design

BACKGROUND

The nursing shortage represents a persistent and urgent challenge within the healthcare industry. One of the most cost-effective and time-efficient solutions to address this issue is the recruitment of inactive nurses to rejoin the nursing workforce, while simultaneously ensuring the long-term sustainability of their careers following their return to work. The aim of this study is to explore the factors that facilitate the retention of nurses who have returned to work, from their perspective.

METHODS

To achieve this aim, a qualitative descriptive design was employed. A total of 15 registered nurses who had not practiced nursing for a minimum of three years prior to their return to work, and had been working as nurses for at least three months following their return, were selected from seven healthcare institutions using convenience sampling. Face-to-face or online semi-structured interviews were conducted, and qualitative inductive analysis was employed to analyze the collected data.

RESULTS

The analysis revealed five key themes, two of which were related to the enabling factors making it possible for the nurses to continue their work, while the remaining three pertained to the motivating factors driving the pursuit of professional careers. The two themes associated with enabling factors were identified as "Conditions and support that sustain work-life balance" and "A workplace that acknowledges my career, and encourages my growth as an experienced nurse". The three themes related to motivating factors were entitled "Pride in reconnecting with and contributing to society," "Cultivating confidence through incremental professional development and future envisioning," and "Enrichment of my own and my family's life".

CONCLUSIONS

Returning nurses constitute a valuable asset for healthcare institutions. To effectively retain these nurses, it is crucial to implement multi-dimensional approaches that enable and motivate them to sustain and enrich their professional and personal lives while continuing their work in the nursing field.

Mental Health Professionals' Perception of Respect for Human Rights and Organizational Well-Being in Three Countries of South America

The respect for human rights in mental health care services significantly contributes to organizational well-being and is evolving into an actual benchmark of quality standards. This study assesses the perception of the respect for human rights for users and staff, as well as organizational and job satisfaction among mental health professionals in three South American countries, through the well-being at work and respect for human rights (WWRR) questionnaire and assesses whether there are significant differences. Seven mental health facilities in Argentina, Colombia, and Peru were involved in this observational study. The sample comprised 310 mental health professionals. The three countries exhibited differences in WWRR, particularly in the staff's satisfaction with resources for care (η2 = 0.166) and staff's satisfaction with organizational aspects (η2 = 0.113). Colombia had the lowest scores in these factors but the highest in the perception of the respect for human rights for users and staff, although this difference did not reach a statistical significance. Despite the progress made in recent years towards coercion-free medical standards and an increased focus on mental health polices in Latin American countries, there is a need to enhance the quality standards of mental health services, recognizing the value that the respect for human rights holds for the organizational well-being of both mental health users and professionals.

The impact of medical staff's character strengths on job performance in Hangzhou hospitals

BACKGROUND

Improving job performance has a significant effect on the quality of medical services and ensuring people's health.

PURPOSE

This study explores the influence and mechanism of the character strengths and career callings of medical staff as well as the intermediary role of such career calling.

METHODOLOGY

A cross-sectional survey was conducted of 414 healthcare staff members in public hospitals in Hangzhou. Descriptive statistics and hierarchical linear regressions were used to analyze the medical staff's job performance and related factors, and structural equation modeling path analysis was used to explore and validate the influence and mechanism of character advantage and career calling on job performance.

RESULTS

The results show that medical staff character strengths have a positive impact on job performance. Path analysis shows that character strengths indirectly affect job performance, and career calling plays a partial mediating role in character strengths and job performance.

CONCLUSION

The results show that good personalities promote job performance, and the association is more significant under a high sense of career calling.

A cross-sectional study in college-based nursing education: The influence of core self-evaluation and career calling on study engagement in nursing undergraduates

AIM

To investigate undergraduate nursing students' general study engagement using intra-individual assessment and to evaluate the impact of core self-evaluation and career calling on study engagement.

DESIGN

A descriptive and cross-sectional design.

METHODS

Data were collected using a self-administered questionnaire survey. Four hundred and twenty nursing students from first- to fourth (final)-academic year in Guangzhou Medical University were invited to participate in the spring of 2021. The Cronbach's alpha, one-way analysis of variance, Bonferroni post hoc analysis, Pearson correlation analysis and multiple stepwise regression analysis were used to analyse the data.

RESULTS

The first- and fourth-year undergraduates showed significantly higher levels of study engagement (first-year undergraduates, 3.52 ± 0.59; fourth-year undergraduates, 3.54 ± 0.64), core self-evaluation (first-year undergraduates, 3.04 ± 0.48; fourth-year undergraduates, 3.11 ± 0.45) and career calling (first-year undergraduates, 3.65 ± 0.47; fourth-year undergraduates, 3.69 ± 0.50) than those of second-year undergraduates (study engagement, 3.32 ± 0.61; core self-evaluation, 2.93 ± 0.52; career calling, 3.41 ± 0.50) and third-year undergraduates (study engagement, 3.16 ± 0.61; core self-evaluation, 2.88 ± 0.50; career calling, 3.34 ± 0.38). The Pearson correlation analysis among nursing students revealed a significant positive correlation between core self-evaluation, career calling and study engagement (p < 0.01). A partial mediation effect of career calling was present in the relationship between core self-evaluation and study engagement.

The compensation incentive effect of athletes: A structural equation model

This study explores the compensation incentive effect of athletes. Based on the related literature, we proposed theoretical hypotheses on the compensation incentive effect and established an assessment index system of the compensation incentive effect for athletes. A structural equation model was used to test the survey data of 352 athletes in six provinces to discover the truth of the compensation incentive effect. The results suggested that direct economic compensation satisfaction, direct non-economic compensation satisfaction, and indirect non-economic compensation satisfaction had significant positive effects on the compensation incentive effect of athletes, while indirect economic compensation satisfaction showed no significant effect. Moreover, the evaluation results of athletes' compensation incentive effect showed that direct economic compensation satisfaction contributed the most to the influence factor of the compensation incentive effect. Therefore, the evaluation of athletes' compensation incentive effect should focus on variables of direct economic compensation satisfaction, i.e., basic compensation satisfaction, bonus income satisfaction, and subsidy satisfaction. Finally, some strategies and recommendations were suggested to improve the compensation design for athletes.