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Human Resources For Health Mar 2022Maintaining a motivated health workforce is critical to health system effectiveness and quality of care. Scant evidence exists on whether interventions aimed to... (Randomized Controlled Trial)
Randomized Controlled Trial
BACKGROUND
Maintaining a motivated health workforce is critical to health system effectiveness and quality of care. Scant evidence exists on whether interventions aimed to strengthen health infrastructure in low-resource settings affect health workers. This study evaluated the impact of an intervention providing solar light and electricity to rural maternity facilities in Uganda on health workers' job satisfaction.
METHODS
We used a mixed-methods design embedded in a cluster randomized trial to evaluate whether and how the We Care Solar Suitcase intervention, a solar electric system providing lighting and power, affected health workers in rural Ugandan maternity facilities with unreliable light. Facilities were randomly assigned to receive the intervention or not without blinding in a cluster-randomized controlled trial. Outcomes were assessed through two rounds of surveys with health workers. We used regression analyses to examine the intervention's impact on job satisfaction. We used an inductive approach to analyze qualitative data to understand the study context and interpret quantitative findings.
RESULTS
We interviewed 85 health workers across 30 facilities, the majority of whom were midwives or nurses. Qualitative reports indicated that unreliable light made it difficult to provide care, worsened facility conditions, and harmed health workers and patients. Before the intervention, only 4% of health workers were satisfied with their access to light and electricity. After the installation, satisfaction with light increased by 76 percentage points [95% confidence interval (CI): 61-92 percentage points], although satisfaction with electricity did not change. Experience of negative impacts of lack of overhead light also significantly decreased and the intervention modestly increased job satisfaction. Qualitative evidence illustrated how the intervention may have strengthened health workers' sense of job security and confidence in providing high-quality care while pointing towards implementation challenges and other barriers health workers faced.
CONCLUSIONS
Reliable access to light and electricity directly affects health workers' ability to provide maternal and neonatal care and modestly improves job satisfaction. Policy makers should invest in health infrastructure as part of multifaceted policy strategies to strengthen human resources for health and to improve maternal and newborn health services. Trial registration socialscienceregistry.org: AEARCTR-0003078. Registered June 12, 2018, https://www.socialscienceregistry.org/trials/3078 Additionally registered on: ClinicalTrials.gov: NCT03589625, Registered July 18, 2018, https://clinicaltrials.gov/ct2/show/NCT03589625 ).
Topics: Electricity; Female; Health Personnel; Health Workforce; Humans; Infant, Newborn; Job Satisfaction; Pregnancy; Uganda
PubMed: 35351147
DOI: 10.1186/s12960-022-00722-3 -
PloS One 2022The individual difference predictors of positive work attitudes and behaviors have been widely investigated in the field of positive organizational scholarship. However,...
BACKGROUND AND AIMS
The individual difference predictors of positive work attitudes and behaviors have been widely investigated in the field of positive organizational scholarship. However, to date, integrating studies linking positive psychological resources, such as Psychological Capital and influence regulation, with positive organizational outcomes are still scarce. Thus, the main aim of the present study was to examine the relationships of Psychological Capital and influence regulation with job satisfaction and job performance both at the individual and team levels.
METHODS
Within the cross-sectional multi-source research involving both team leaders and team members from 34 different teams, we examined the relationships of Psychological Capital and influence regulation with job satisfaction and job performance. The relationships of the study variables were based on the positive organizational behavior and the broaden-and-build theory of positive emotions, which suggest the positive relationships of distinct positive psychological resources with positive work outcomes. Accordingly, in addition to the widely accepted concept of Psychological Capital (PsyCap), we employed and analyzed the complimentary construct of influence regulation (i.e., the ability to intentionally share social influence with others in the workplace) both at the individual and group levels.
RESULTS
The results of hierarchical linear modeling with 304 individuals from 34 teams from a diverse sample of Polish employees indicated that team members' PsyCap was positively linked to individual-level job satisfaction and two facets of job performance, i.e. creative performance and in-role performance. In contrast, no relationship was found between influence regulation and job satisfaction or job performance at both levels of analysis.
CONCLUSION
With regard to positive interpersonal resources, the findings highlight the role of PsyCap in predicting job satisfaction and job performance and broaden the understanding of positivity in the workplace by introducing the construct of influence regulation. Also, based on the study results, managerial implications are discussed.
Topics: Cross-Sectional Studies; Humans; Job Satisfaction; Surveys and Questionnaires; Work Performance; Workplace
PubMed: 35943992
DOI: 10.1371/journal.pone.0272412 -
Nursing Open Jan 2022This review aimed to examine and describe the published research on nursing home (NH) nurses' turnover intentions in their workplace. (Review)
Review
AIM
This review aimed to examine and describe the published research on nursing home (NH) nurses' turnover intentions in their workplace.
DESIGN
This study is a systematic review following PRISMA guidelines.
METHODS
An electronic search was conducted for English and Korean articles to identify research studies published between 2009-2019 using CINAHL, PubMed, Cochrane Library, PsycINFO, RISS, and DBpia.
RESULTS
A total of six studies met the inclusion criteria and revealed NH nurses' turnover intentions. The factors influencing NH nurses' turnover intentions were identified and classified as individual and organizational factors. Among the various factors above, this study found that job satisfaction was the most influential factor in nurses' turnover intentions. Therefore, further efforts are required to increase NH nurses' job satisfaction to decrease turnover intention.
Topics: Humans; Job Satisfaction; Nurses; Nursing Homes; Personnel Turnover; Workplace
PubMed: 34811952
DOI: 10.1002/nop2.1051 -
Journal of Occupational Health Jan 2023Previous research has documented a positive effect of leisure-time physical activity (LTPA) on life satisfaction. The relationship between physical activity and the...
OBJECTIVE
Previous research has documented a positive effect of leisure-time physical activity (LTPA) on life satisfaction. The relationship between physical activity and the specific domain of job satisfaction is, however, relatively unknown. This study aims to investigate the effects of different frequency levels of LTPA on self-reported job satisfaction and specifically focuses on the two mechanisms of health and recovery from work stress.
METHODS
Using data from the German Socio-Economic Panel (2001-2019), fixed effects and dynamic panel data regression models are estimated to address the problems of unobserved heterogeneity and reverse causality. A mediation and sub-sample analysis shed light on the role of health and work stress.
RESULTS
The results reveal that weekly LTPA has a positive effect on job satisfaction and that health represents a channel yielding those benefits. The effect appears to be moderated by work stress. Further, the analysis reveals the importance of considering unobserved heterogeneity and reverse causality when studying this relationship.
CONCLUSION
The findings indicate a positive relationship between regular LTPA and job satisfaction and add plausible causal evidence to the limited literature in this context. The findings yield implications for employers and employees.
Topics: Humans; Leisure Activities; Exercise; Self Report; Occupational Stress; Job Satisfaction
PubMed: 36627728
DOI: 10.1002/1348-9585.12382 -
International Journal For Quality in... Sep 2021A shortage of competent health-care providers is a major contributor to poor quality health care in sub-Saharan Africa. To increase the retention of skilled health-care...
BACKGROUND
A shortage of competent health-care providers is a major contributor to poor quality health care in sub-Saharan Africa. To increase the retention of skilled health-care providers, we need to understand which factors make them feel satisfied with their work and want to stay in their job. This study investigates the relative contribution of provider, facility and contextual factors to job satisfaction and intention to stay on the job among health-care providers who performed obstetric care in Uganda and Zambia.
METHODS
This study was a secondary analysis of data from a maternal and newborn health program implementation evaluation in Uganda and Zambia. Using a Likert scale, providers rated their job satisfaction and intention to stay in their job. Predictors included gender, cadre, satisfaction with various facility resources and country. We used the Shapley and Owen decomposition of R2 method to estimate the variance explained by individual factors and groups of factors, adjusting for covariates at the facility and provider levels.
RESULTS
Of the 1134 providers included in the study, 68.3% were female, 32.4% were nurses and 77.1% worked in the public sector. Slightly more than half (52.3%) of providers were strongly satisfied with their job and 42.8% strongly agreed that they would continue to work at their facility for some time. A group of variables related to facility management explained most of the variance in both job satisfaction (37.6%) and intention to stay (43.1%). Among these, the most important individual variables were satisfaction with pay (20.57%) for job satisfaction and opinions being respected in the workplace (17.52%) for intention to stay. Doctors reported lower intention to stay than nurses. Provider demographics and facility level and ownership (public/private) were not associated with either outcome. There were also differences in job satisfaction and intention to stay between Ugandan and Zambian health-care providers.
CONCLUSION
Our study suggests that managers play a crucial role in retaining a sufficient number of satisfied health-care providers providing obstetric care in two sub-Saharan African countries, Uganda and Zambia. Prioritizing and investing in health management systems and health managers are essential foundations for high-quality health systems.
Topics: Cross-Sectional Studies; Female; Humans; Infant, Newborn; Intention; Job Satisfaction; Pregnancy; Surveys and Questionnaires; Uganda; Zambia
PubMed: 34498086
DOI: 10.1093/intqhc/mzab128 -
Frontiers in Public Health 2020Corresponding to the growing calls for theory-driven research on the age-job satisfaction association, the present study investigated direct and indirect (via job...
Corresponding to the growing calls for theory-driven research on the age-job satisfaction association, the present study investigated direct and indirect (via job burnout) relationships between subjective age (felt age) and job satisfaction. The study also examined the moderating role of chronological age on both direct and indirect (via job burnout) relationships between subjective age and job satisfaction. Survey data were collected in three waves (2 months apart) from 355 employees in 62 firms operating in various service and manufacturing industry sectors in Pakistan. Data were analyzed using structural equation modeling, PROCESS macro for SPSS, and bootstrapping technique. The results showed subjective age was negatively related to job satisfaction, both directly (β = -0.19, < 0.001) and indirectly, via job burnout (β = -0.09, bootstrap 95% confidence interval limits did not overlap with zero; lower limit = -0.15, upper limit = -0.04). Interestingly, the interaction term (relative subjective age × chronological age) had a significant negative effect on the direct negative association between subjective age and job satisfaction ( = -0.12, < 0.05) and a significant positive effect on the direct positive relationship between subjective age and job burnout ( = 0.14, < 0.01), showing that chronological age moderated the direct relationships of subjective age with job satisfaction and job burnout, respectively. Importantly, the results showed that chronological age moderated the indirect association (via job burnout) between subjective age and job satisfaction [bootstrap estimate = -0.025, bias-corrected confidence interval (-0.06, -0.002)]. The present study contributed to the literature on the age-job satisfaction association by suggesting subjective age as an alternative vantage point to look at this link between age and job satisfaction. The findings carry useful practical implications that can help managers counter age stereotyping, employees' feelings of job burnout, and a low level of employees' job satisfaction.
Topics: Burnout, Professional; Emotions; Humans; Job Satisfaction; Pakistan; Surveys and Questionnaires
PubMed: 32211366
DOI: 10.3389/fpubh.2020.00062 -
International Journal of Environmental... Aug 2022The purpose of this study was to explore the relationship between employees' work performance and their well-being, job satisfaction, and life satisfaction in sedentary...
The purpose of this study was to explore the relationship between employees' work performance and their well-being, job satisfaction, and life satisfaction in sedentary jobs in Slovenian enterprises using a mixed-methods research design. The quantitative component of the research included the responses to four selected questionnaires of 120 employees in 22 identified enterprises (out of 81), with more than 20 employees, having more than 85 percent sedentary jobs. Each of four questionnaires was chosen to cover one area of enquiry under the research foci of work performance, job satisfaction, life satisfaction and well-being. The statistical program STATA was used for data analyses. The analysis shows statistically significant positive correlations between employee performance and job satisfaction (r = 0.35), employee performance and life satisfaction (r = 0.28), life satisfaction and well-being (r = 0.33), and job satisfaction and well-being, whereas the correlation between well-being and work performance did not prove to be statistically significant. The qualitative component of the mixed-methods research design included systematic observation combined with one-to-one discussions. The results indicated that job satisfaction and life satisfaction are more significant in determining work performance in sedentary jobs than employee well-being and that being unwell is still considered a sign of weakness; therefore, employees who are unwell do not want to expose themselves and refuse to cooperate in activities and studies about well-being. Further research examining the impact on work performance of organizational climate measurements in sedentary jobs is recommended.
Topics: Humans; Job Satisfaction; Personal Satisfaction; Surveys and Questionnaires; Work Performance
PubMed: 36012060
DOI: 10.3390/ijerph191610427 -
International Journal of Environmental... Jan 2020: The purpose of this paper is to explore whether, and to what extent, collective beliefs and emotions towards professional role could predict job satisfaction, above...
: The purpose of this paper is to explore whether, and to what extent, collective beliefs and emotions towards professional role could predict job satisfaction, above and beyond the role of self-efficacy and emotions towards students. More specifically, we expected job satisfaction to be incrementally predicted by beliefs and emotions related to professional role (collective efficacy and role-related hedonic balance). : The analysis was performed through the administration of a questionnaire to 266 Italian secondary school teachers. After having assessed measures of reliability, correlational analyses and a hierarchical regression model were performed. : Results showed that collective efficacy and hedonic balance related to professional role have a unique effect on job satisfaction, accounting for nearly the 30% of its variance. : Despite some limitations related to the cross-sectional design, the study suggests a practical implication for teacher training, as well as underlying the need to study schools from an organizational point of view. : The paper contributes to the psychological research on the role of the organizational dimensions in teachers' well-being at work.
Topics: Cross-Sectional Studies; Emotions; Humans; Job Satisfaction; Professional Role; Reproducibility of Results; School Teachers; Teaching
PubMed: 31979251
DOI: 10.3390/ijerph17030736 -
BMC Health Services Research Mar 2024Community General Practitioners (CGPs) are crucial to primary healthcare worldwide. Their job satisfaction significantly impacts the quality and accessibility of... (Meta-Analysis)
Meta-Analysis
INTRODUCTION
Community General Practitioners (CGPs) are crucial to primary healthcare worldwide. Their job satisfaction significantly impacts the quality and accessibility of healthcare. However, a comprehensive global perspective on this issue remains absent, necessitating this systematic review and meta-analysis.
METHODS
This systematic review and meta-analysis sourced literature from PubMed, Web of Science, CNKI, and Wanfang, up to June 14, 2023. Of the 2,742 identified studies, 100 articles were selected for meta-analysis to assess satisfaction levels, and 97 studies were chosen for comparative analysis of influential factors. We employed both meta-analytic and comparative analytic methodologies, focusing on varying geographical, economic, and temporal contexts.
RESULTS
The pooled rate and corresponding 95% confidence interval (CI) for job satisfaction among CGPs was 70.82% (95%CI: 66.62-75.02%) globally. Studies utilizing 5-point score scale obtained a random effect size of 3.52 (95%CI: 3.43-3.61). Diverse factors influenced satisfaction, with remuneration and working conditions being predominant. A noticeable decline in job satisfaction has been observed since the coronavirus disease 2019 outbreak, with satisfaction rates dropping from an average of 72.39% before 2009 to 63.09% in those published after 2020.
CONCLUSIONS
The downward trend in CGPs' job satisfaction is concerning and warrants urgent attention from policymakers, especially in regions with an acute shortage of CGPs. The findings from this comprehensive review and meta-analysis provide essential insights for informed healthcare policy-making. It highlights the urgency of implementing strategies to enhance CGP satisfaction, thereby improving the effectiveness of primary healthcare systems globally.
Topics: Humans; General Practitioners; Job Satisfaction; Health Facilities
PubMed: 38539139
DOI: 10.1186/s12913-024-10792-9 -
International Journal of Environmental... Dec 2022Turnover has been a serious concern to social service organizations. A lack of committed social workers is a risk to organizational performance and service quality....
Turnover has been a serious concern to social service organizations. A lack of committed social workers is a risk to organizational performance and service quality. Therefore, it is vital to better understand the leaving process of social work practitioners. The study constructed a moderated mediation model to examine the mediating role of job satisfaction between employees' professionalism and turnover intention and the moderating role of the perceived level of managerialism in the context of social work organizations. A total of 667 participants from Guangzhou, Shenzhen, and Shanghai in China were recruited to complete the survey. Results presented that job satisfaction plays a full mediation role in the relationship between professionalism and turnover intention. In addition, the positive relationship between professionalism and job satisfaction, as well as the negative relationship between professionalism and turnover intention were moderated by managerialism. The findings enrich knowledge about turnover among social workers in the context of China and inspire to foster professionalism among service workers to improve job satisfaction and alleviate turnover intention and actual turnover as well as to apply management techniques and structures properly to strengthen the effect of professionalism on promoting job satisfaction and on preventing turnover intention.
Topics: Humans; Job Satisfaction; Social Workers; Professionalism; China; Personnel Turnover; Intention; Surveys and Questionnaires
PubMed: 36612550
DOI: 10.3390/ijerph20010230