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Increased work pace is unprofitable: a beef-cutting case study

Vogel K, Karltun J, Yeow PH, Eklund J

Meat Sci, 2015 Jul;105:81-8.
PMID: 25828161 DOI: 10.1016/j.meatsci.2015.03.009

The beef industry worldwide is showing a trend towards increased cutting pace aimed at higher profits. However, prior research in the duck meat industry suggested that a higher cutting pace reduced quality and yield, leading to losses. This study aimed to test this hypothesis by investigating the effects of varying beef-cutting paces on yield, quality and economy. A field experiment was conducted on six workers cutting beef fillet, sirloin and entrecôte. Three types of paces were sequentially tested: Baseline (i.e., status quo), 'Quantity focus' (i.e., pace required to maximise quantity) and 'Quality focus' (i.e., pace required to minimise errors). The results showed a significant drop in yield, increased rate of quality deficiency and economic losses with the change to 'Quantity focus' (from Baseline and 'Quality focus') for all meat types. Workers supported these results and also added health problems to the list. The results confirmed that an increased cutting pace is unprofitable.

Matched MeSH terms: Job Satisfaction
Fulltext Impact of hospital mergers on staff job satisfaction: a quantitative study

Lim KK

Hum Resour Health, 2014;12:70.
PMID: 25495151 DOI: 10.1186/1478-4491-12-70

Hospital mergers began in the UK in the late 1990s to deal with underperformance. Despite their prevalence, there is a lack of research on how such organizational changes affect the staff morale. This study aims to assess the impact of NHS hospital mergers between financial years 2009/10 and 2011/12 on staff job satisfaction and to identify factors contributing to satisfaction.

Matched MeSH terms: Job Satisfaction*
Identifying the factors influencing Saudi Arabian nurses' turnover

Alshareef AG, Wraith D, Dingle K, Mays J

J Nurs Manag, 2020 Jul;28(5):1030-1040.
PMID: 32277535 DOI: 10.1111/jonm.13028

AIMS: This study identifies and analyses the risk factors contributing to nursing turnover in Saudi Arabia and identifies practical solutions to decrease turnover and encourage nurses to stay in their jobs.
BACKGROUND: Saudi Arabia has a unique nursing profile, as the majority of the nursing workforce are expatriates. The Saudi health care system relies on contracted expatriate nurses to provide most of the direct patient health care. For nurses from other countries, Saudi Arabia can be a challenging place to work due to a range of factors including personal, policy and organisational variables. There is a high turnover of expatriate nurses, and this has been long-standing problem for the Saudi Arabian health care system.
METHOD: A cross-sectional survey design among nurses in Saudi Arabia including 502 nurses, of whom 83.7% are female. Structural equation modelling is used to examine the relationships between the study variables. Confirmatory factor analysis is used to create and validate the measurement models for variables.
RESULTS: The analysis of the survey data identifies that Filipino nurses are more likely to intend to leave their current position than other expatriates, including Malaysian, Pakistani, Indian or local Saudi nurses. Many expatriates identify discrimination as an important contributing factor for their intention to leave, citing that the national salary remuneration for nurses should be based on competency and delivery of care. Furthermore, several independent variables are found to be significant predictors of anticipated turnover, including discrimination; social support from immediate supervisor; organisational commitment; and autonomy.
CONCLUSIONS: This study provides the most comprehensive information available to date about the factors that influence nurses' desire to leave their current job and provides evidence for better health workforce planning in Saudi Arabia. This study strongly indicates that the main factor related to turnover is the unfair and unequal salaries paid to nurses of different nationalities in Saudi Arabia.
IMPLICATIONS FOR NURSING MANAGEMENT: The findings relating to both Saudi and foreign nurse employment could be helpful to policymakers and the Ministry of Health in Saudi Arabia.

Matched MeSH terms: Job Satisfaction*
How to Reduce Employees' Turnover Intention from the Psychological Perspective: A Mediated Moderation Model

Yan Z, Mansor ZD, Choo WC, Abdullah AR

Psychol Res Behav Manag, 2021;14:185-197.
PMID: 33633474 DOI: 10.2147/PRBM.S293839

Background: The hospitality industry is deemed a great generator of global GDP and employment. However, high rates of voluntary turnover have gradually undermined global service organizations and brought huge losses to them. Nowadays, the hotel sector continues to be plagued by high turnover rates.
Purpose: A research model investigating job attitudes (job satisfaction and organizational commitment) as mediators of the impact of psychological capital (PsyCap) on turnover intention and also examining position as a moderator between job attitudes and turnover intention was proposed and tested.
Methods: This study collected data from 406 employees selected from four-star and five-star hotels in the southwest region of China. Online survey questionnaires and a purposive sampling technique were employed in this study. Structural equation modeling was utilized to evaluate the direct, mediating, and moderating effects.
Results: The results showed that organizational commitment and job satisfaction fully mediated the association between PsyCap and turnover intention. Moreover, position played a moderating role on the effect of the aforementioned two job attitudes on turnover intention.
Conclusion: The findings implied that hoteliers should focus on employees' PsyCap and job attitudes in order to mitigate serious turnover issues in the hotel sector in China. Besides, the fact that position resulted in disparity impacts in the formation of turnover intention was evidenced.

Matched MeSH terms: Job Satisfaction
Home and expatriate nurses' perceptions of job satisfaction: Qualitative findings

Almansour H, Gobbi M, Prichard J

Int Nurs Rev, 2021 May 27.
PMID: 34043818 DOI: 10.1111/inr.12699

AIM: This paper is part of a larger doctoral study that investigated the impact of nationality on the job satisfaction of nurses and their intentions to leave Saudi Arabian government hospitals. The paper aims to gain an understanding of the impact of expatriate status on nurses' perceptions, by comparing the factors that influence job satisfaction among Saudi nurses to those that affect nurses recruited from other countries.
BACKGROUND: Job satisfaction is a known predictor of nurse retention. Although there is a broad understanding of the factors that affect job satisfaction, little is known about how these vary between home and expatriate nurses working in countries which rely on a multicultural migrant workforce.
METHODS: A descriptive qualitative approach was taken, in which 26 semi-structured interviews were conducted with nurses selected from different nationalities, all of whom were working in Saudi Arabian hospitals. Eight participants were Saudi Arabian, six Filipino, four Indian, four South African, two Jordanian and two Malaysian.
FINDINGS: Five themes were identified that differentiated the perceptions of expatriates regarding their job satisfaction from those of the home nurses: separation from family, language and communication, fairness of remuneration, moving into the future and professionalism.
CONCLUSION: Focusing on the enhancement of job satisfaction experienced by expatriate nurses can result in a healthier work environment and greater retention of these nurses.
IMPLICATIONS FOR NURSING AND NURSING POLICY: To enhance nurse retention, policy makers in countries with migrant nurses should address their socio-economic needs. This includes providing both greater access to their dependent family members, and language lessons and cultural orientation to reduce linguistic and cultural challenges.

Matched MeSH terms: Job Satisfaction
Fulltext Happiness at work: A cross-cultural validation of happiness at work scale

Fitriana N, Hutagalung FD, Awang Z, Zaid SM

PLoS One, 2022;17(1):e0261617.
PMID: 34986180 DOI: 10.1371/journal.pone.0261617

The idea of Happiness at Work is drawn from psychology and economic studies. It is often considered as a synonym with 'wellbeing' and defined as a state characterized by a high level of life satisfaction, a high level of positive emotions, and less negative emotions. This research aims to validate the Happiness at Work scale in the Indonesian context. In this study, the researchers conducted cross-cultural adaptation for the Happiness at Work scale following systematic procedures to produce the Scale of Happiness at Work in the Indonesian language. Afterward, the researchers evaluated the content validity with the help of professional judgment and measured the Content Validity Index at the item level and the scale level. Further, to examine the psychometric properties of the Happiness at Work scale, the researchers administer the questionnaire to a sample of 105 (35 male and 70 female) lecturers to conduct exploratory factor analysis to formulate the new dimensionality of the Happiness at Work scale. The results of Exploratory Factor Analysis indicated that Happiness at Work in the Indonesian context could be measured using four dimensions. To confirm that the extracted dimensions measure a single construct, the researchers administered the produced version to a sample of 370 (147 male and 223 female). Afterward, researchers conducted confirmatory factor analysis to evaluate the validity and reliability of the measurement model. This research found out that the Indonesian version of Happiness at Work measurement is reliable and valid. Thus, this study may contribute to the happiness at work literature of non-western context. In conclusion, the Indonesian-Happiness at Work scale shows robust psychometric properties that can be used for further research.

Matched MeSH terms: Job Satisfaction*
Fulltext HR practices and turnover intention; the mediating role of organizational commitment in Tehran: a cross-sectional study

Hassanpour MK, Chong CW, Chong SC, Ibrahim Okour MK, Behrang S, Tan XY

F1000Res, 2021;10:1130.
PMID: 36312528 DOI: 10.12688/f1000research.73351.2

Background: Employees are increasingly being recognised as a valuable source of information, especially in knowledge-based businesses. Businesses, however, suffer financial and organisational memory losses related to re-hiring and training new staff, and lost productivity and intellectual property because of employee turnover. Hence, employee turnover should be considered an essential part of human resource management. Furthermore, employees' trust in management and human resource (HR) practices substantially impact organisational commitment (OC). Thus, anticipating employee commitment and turnover intentions is crucial, as people are the sole source for knowledge-based firms to maintain their competitive advantage. In the context of selected Tehran Renewable Energy (RE) firms, this study investigated the mediating impact of OC on the relationship between HR practices (recruitment and selection; training and development opportunities; performance appraisal and evaluation; teamwork; compensation and pay; and job security) and employee turnover intention. Methods: This is a cross-sectional study in Tehran that involved 90 experts and knowledgeable employees from four of Tehran's top RE businesses. A questionnaire was distributed to collect data which was later analysed with correlation, regression and bootstrapping analyses. Results: All six dimensions of HR practices were discovered to have an indirect impact on turnover intention and a direct impact on OC. OC among employees has an indirect effect on turnover intention. It was also revealed that the training and development opportunity has the most considerable effect on OC and turnover intention. OC was not found as a mediator between HR practices and turnover intention. Conclusions: The outcomes of this study showed that both training and development opportunities; and pay and compensation structure were found to be two significant components of HR practices in the relationship with OC. RE managers should employ appropriate HR strategies, particularly in these two dimensions, to improve an individual's degree of OC and reduce turnover intention.

Matched MeSH terms: Job Satisfaction
Fulltext Factors of job satisfaction among workers exposed to occupational noise

Irniza Rasdi, Noraini Mohd Zin, Sharifah Norkhadijah Syed Ismail

Malaysian Journal of Medicine and Health Sciences, 2019;15(204):141-146.
MyJurnal

Introduction: Noise was evident to reduce job satisfaction among workers which will negative impacts to workers including increase job turnover, decrease motivation and increased number of accidents. This study aims to explore job satisfaction and its risk factors among workers working in a noisy workplace. Method: The study design was cross-sectional study which involved 167 workers in a cable manufacturing factory selected by simple random sam- pling. MSQ was used to assess employee’s satisfaction with their job on seven facets and sound level meter was used to measure workplace noise level. Results: All respondents were exposed to noise above permissible exposure limit. Most workers (49%) were moderately satisfied with their work. Factors that were rated as lowest level of satisfaction were work itself (the ability to work alone) (40%) and the way company system policies are implemented (40%). Factors with the highest level of satisfaction were their freedom to implement their judgement (responsibility) (51%) and the supervision quality of their superiors (51%). The most dominant facet predicting total satisfaction level was recognition followed by advancement and company policy and administration. All variables in socio-demographical and job characteristics were not significantly associated with their level of job satisfaction except noise. Noise was significant in predicting one facet of job satisfaction which was physical work condition. Conclusion: Overall, the average level of job satisfaction among respondents were moderate and they were exposed to occupational noise which was the only significant study variable correlated with their job satisfaction.

Matched MeSH terms: Job Satisfaction
Factors influencing registered nurses perception of their overall job satisfaction: a qualitative study

Atefi N, Abdullah KL, Wong LP, Mazlom R

Int Nurs Rev, 2014 Sep;61(3):352-60.
PMID: 24902878 DOI: 10.1111/inr.12112

AIM: The purpose of this qualitative descriptive study was to explore factors related to critical care and medical-surgical nurses' job satisfaction as well as dissatisfaction in Iran.
BACKGROUND: Job satisfaction is an important factor in healthcare settings. Strong empirical evidence supports a causal relationship between job satisfaction, patient safety and quality of care.
METHOD: A convenient sample of 85 nurses from surgical, medical and critical care wards of a large hospital was recruited. Ten focus group discussions using a semi-structured interview guide were conducted. Interviews were audio-recorded, transcribed verbatim and analysed using a thematic approach.
FINDINGS: The study identified three main themes that influenced nurses' job satisfaction and dissatisfaction: (1) spiritual feeling, (2) work environment factors, and (3) motivation. Helping and involvement in patient care contributed to the spiritual feeling reported to influence nurses' job satisfaction. For work environment factors, team cohesion, benefit and rewards, working conditions, lack of medical resources, unclear nurses' responsibilities, patient and doctor perceptions, poor leadership skills and discrimination at work played an important role in nurses' job dissatisfaction. For motivation factors, task requirement, professional development and lack of clinical autonomy contributed to nurses' job satisfaction.
CONCLUSION AND IMPLICATIONS FOR NURSING AND HEALTH POLICY: Nurse managers should ensure a flexible practice environment with adequate staffing and resources with opportunities for nurses to participate in hospital's policies and governance. Policy makers should consider nurses' professional development needs, and implement initiatives to improve nurses' rewards and other benefits as they influence job satisfaction.
KEYWORDS: Environment; Iran; Motivation Factors; Qualitative

Matched MeSH terms: Job Satisfaction*
Fulltext Factors Predicting Organizational Commitment among Nurses in State Hospitals, Malaysia

Siew, P.L., Chitpakdee, B., Chontawan, R.

International Medical Journal Malaysia, 2011;10(2):21-28.
MyJurnal

Introduction: With an increase in national nursing shortage, organizational commitment is extremely
important for retention of nurses. This predictive study determines the level of organizational commitment and the predictive ability of perceived organizational support, components of job satisfaction, including pay, task requirement, organizational policies, autonomy, interaction and professional status as well as years of experience on organizational commitment. Method: Data were collected from 416 nurses in four state hospitals in Malaysia, using self-administered questionnaires. The hospitals were selected from each region in Peninsular Malaysia and samples were selected by a random sampling method. Questionnaires, including demographic data, Organizational Commitment Questionnaires, Survey of Perceived Organizational Support,and Index Work Satisfaction were distributed by researcher and research assistants. Stepwise multiple regression technique was used to analyze the data. Results: The results discovered that (1) nearly half of the subjects (48.07%) reported high level of organizational commitment. (2) Professional status, autonomy, interaction, task requirement and years of experience could predict the organizational commitment (ß = 0.52, 0.17, p < 0.01); ß= 0.13, 0.11, 0.09, p < 0.05 respectively). Overall, all predictors explained 33% of variability
in the organizational commitment among nurses in state hospitals. Conclusions: This study found that nurses in state hospitals were highly committed to their organizations. Results of this study provide information for nurse administrators to consider and maintain these factors in nursing practice to foster a high level of organizational commitment among Malaysian nurses.

Matched MeSH terms: Job Satisfaction
Fulltext Extensive Evaluation of the Overall Workplace Experience and Job Satisfaction of Dentists in Saudi Arabia

Assiry AA, Alnemari A, Adil AH, Karobari MI, Sayed FR, Marya A, et al.

Biomed Res Int, 2022;2022:4968489.
PMID: 35036434 DOI: 10.1155/2022/4968489

Background: Working conditions, job satisfaction, and their overall impact on a dentist's job satisfaction are critical for future employment and retaining of dentists.
Objectives: This study is aimed at determining the factors influencing the job satisfaction level among dentists. It is also aimed at evaluating how personal (age, gender) and professional (type, type of qualification, and year of practice) characteristics influence overall job satisfaction.
Methods: For data collection, a structured self-administered questionnaire was used, in which one part collected information on personal characteristics. At the same time, the other contained a questionnaire related to job satisfaction. The German validated version of the questionnaire had a 10-point Warr-Cook-Wall (WCW) scale developed by Warr et al. in 1979. Each item was rated on a 5-point Likert scale, with 5 representing excessive satisfaction and 1 representing extreme dissatisfaction.
Results: The results revealed that dentists in Saudi Arabia have a higher satisfaction level with "colleagues and fellow workers" (26.5%). The relation between the years of practice was highly significant. However, they were dissatisfied with their "income" (22.6%), and when compared with concerning age, gender, profession, and their practice years, this finding was highly significant.
Conclusion: A higher percentage of satisfaction was seen with the "fellow and colleague's workers" dimension. At the same time, "income" was the aspect with which the dentists showed extreme dissatisfaction.

Matched MeSH terms: Job Satisfaction*
Fulltext Exploring the mediating role of flexible working hours in the relationship of supervisor support, job and life satisfaction: A study of female nurses in China

Dousin O, Wei CX, Balakrishnan BKPD, Lee MCC

Nurs Open, 2021 11;8(6):2962-2972.
PMID: 34390214 DOI: 10.1002/nop2.1008

AIMS: To examine the mediating role of flexible working hours on the relationship between supervisor support, job and life satisfaction among female nurses in China.
DESIGN: A cross-sectional, quantitative study was conducted with online survey questionnaires.
METHODS: Convenience sampling was implemented with 171 female nurses from two tertiary public hospitals in 2019.
RESULTS: The mediation analysis demonstrates that flexible working hours significantly and positively mediate the relationship between supervisor support to job (β = 0.775, p job (r = 0.520, p job and life satisfaction. The study revealed that flexible working hours and supervisor support are crucial to female nurses who face high demands at both work and home.

Matched MeSH terms: Job Satisfaction*
Exploring Internal Benefits of Medical Tourism Facilitators' Satisfaction: Customer Orientation, Job Satisfaction, and Work Performance

Park JK, Ahn J, Han SL, Back KJ, An M

J Healthc Manag, 2020 3 14;65(2):90-105.
PMID: 32168184 DOI: 10.1097/JHM-D-18-00168

EXECUTIVE SUMMARY: This study examined the impact of employee satisfaction with management and coworkers on their performance as medical tourism facilitators. The proposed hypotheses were tested with structural equation modeling based on data collected from major hospitals in South Korea. Results supported assumptions that satisfaction with management is positively correlated with customer orientation and job satisfaction of medical tourism facilitators, as well as with the assumption that satisfaction with coworkers has a direct impact on customer orientation. This study has practical implications as organizations develop effective internal marketing (i.e., communication) strategies to improve the performance of medical tourism facilitators.

Matched MeSH terms: Job Satisfaction*
Fulltext Examining antecedents of organizational citizenship behavior: An empirical study in Indonesian police context

Sridadi AR, Eliyana A, Priyandini FA, Pratama AS, Ajija SR, Mohd Kamil NL

PLoS One, 2023;18(10):e0291815.
PMID: 37797049 DOI: 10.1371/journal.pone.0291815

Police reform in the Mobile Brigade Corps unit in Indonesia, which seeks to break away from militaristic elements, has not been fully implemented optimally. This is reflected in the lack of implementation of human values in serving the community. The extra effort of officers in encouraging community service based on human values can be realized through Organizational Citizenship Behavior which is not only directed at fellow officers, but also towards organizations in the context of community service. Based on Social Exchange Theory, this study aims to investigate the mechanism of strengthening Organizational Citizenship Behavior in the context of the Police Mobile Brigade Corps with the support of Empowering Leadership, Psychological Empowerment, and Job Satisfaction. Using a quantitative approach, this study distributed online questionnaires to 395 Mobile Brigade Corps officers. Furthermore, this study analyzes the data using Partial Least Squares-Structural Equation Modeling. The test results show that Empowering Leadership can strengthen Organizational Citizenship Behavior. In addition, this study reveals the mediating role of Psychological Empowerment and Job Satisfaction in the influence of Empowering Leadership on Organizational Citizenship Behavior. With these findings, the Police Mobile Brigade Corps needs to improve the competence of officers through training and development efforts so that officers feel psychologically empowered and have job satisfaction. On the other hand, Mobile Brigade Corps needs to encourage leaders to provide opportunities for officers to participate in decision making and recognize their contributions to work.

Matched MeSH terms: Job Satisfaction
Fulltext Envisaging the job satisfaction and turnover intention among the young workforce: Evidence from an emerging economy

Chen X, Al Mamun A, Hussain WMHW, Jingzu G, Yang Q, Shami SSAA

PLoS One, 2023;18(6):e0287284.
PMID: 37327240 DOI: 10.1371/journal.pone.0287284

As the economy evolves and markets change after Covid-19, demand and competition in the labor market increase in China, and employees become increasingly concerned about their career opportunities, pay, and organizational commitment. This category of factors is often considered a key predictor of turnover intentions and job satisfaction, and it is important that companies and management have a good understanding of the factors that contribute to job satisfaction and turnover intentions. The purpose of this study was to investigate the factors that influence employees' job satisfaction and turnover intention and to examine the moderating role of employees' job autonomy. This cross-sectional study aimed to quantitatively assess the influence of perceived career development opportunity, perceived pay for performance, and affective organisational commitment on job satisfaction and turnover intention, as well as the moderating effect of job autonomy. An online survey, which involved 532 young workforce in China, was conducted. All data were subjected to partial least squares-structural equation modelling (PLS-SEM). The obtained results demonstrated the direct influence of perceived career development, perceived pay for performance, and affective organisational commitment on turnover intention. These three constructs were also found to have indirect influence on turnover intention through job satisfaction. Meanwhile, the moderating effect of job autonomy on the hypothesised relationships was not statistically significant. This study presented significant theoretical contributions on turnover intention in relation to the unique attributes of young workforce. The obtained findings may also benefit managers in their efforts of understanding the turnover intention of the workforce and promoting empowerment practices.

Matched MeSH terms: Job Satisfaction
Empowerment, job satisfaction and organizational commitment: a comparative analysis of nurses working in Malaysia and England

Ahmad N, Oranye NO

J Nurs Manag, 2010 Jul;18(5):582-91.
PMID: 20636507 DOI: 10.1111/j.1365-2834.2010.01093.x

AIMS: To examine the relationships between nurses' empowerment, job satisfaction and organizational commitment in culturally and developmentally different societies.
BACKGROUND: Employment and retention of sufficient and well-committed nursing staff are essential for providing safe and effective health care. In light of this, nursing leaders have been searching for ways to re-engineer the healthcare system particularly by providing an environment that is conducive to staff empowerment, job satisfaction and commitment.
METHODS: This is a descriptive correlational survey of 556 registered nurses (RNs) in two teaching hospitals in England and Malaysia.
RESULTS: Although the Malaysian nurses felt more empowered and committed to their organization, the English nurses were more satisfied with their job.
CONCLUSION: The differences between these two groups of nurses show that empowerment does not generate the same results in all countries, and reflects empirical evidence from most cross cultural studies on empowerment.
IMPLICATIONS FOR NURSING MANAGEMENT: Nursing management should always take into consideration cultural differences in empowerment, job satisfaction and commitment of nursing staff while formulating staff policies.

Matched MeSH terms: Job Satisfaction*
Emotional intelligence on job performance: A study on Malaysian employees

Moorthy K, Juan LM, Kamarudin AA, Govindarajo NS, T'ing LC

Work, 2023;76(3):1145-1156.
PMID: 37248940 DOI: 10.3233/WOR-220418

BACKGROUND: The COVID-19 pandemic has affected the emotional intelligence of employees through the negative effects on their mental health, and led to poor workplace performance.
OBJECTIVE: The purpose of this research is to examine the level of EI of Malaysian employees in various sectors affecting their job performance through the mediating influence of psychological capital by using the Schutte Self-Report Emotional Test (SSEIT), 24-item Psychological Capital Questionnaire (PCQ-24) and Role-Based Performance Scale (RBPS) theories.
METHOD: A quantitative study was conducted. 350 sets of questionnaires were given out to Malaysian employees, of which 311 were returned. Data were analysed through regression analysis.
RESULTS: The results showed that all emotional intelligence subscales, except for utilising emotions, have a significant relationship with job performance through the effect of psychological capital.
CONCLUSION: This study offers valuable and insightful implications by combining the SSEIT, PCQ-24, and RBPS models to investigate the effect of emotional intelligence on job performance in Malaysia, which is an unusual combination model to analyse employees' job performance. It helps Malaysian companies, managers, employers, and other related parties to recognise the processes and elements that influence employees' work performance. This research also successfully developed an extended SSEIT model together with PCQ-24 and RBPS and verified their applicability on workplace performance.

Matched MeSH terms: Job Satisfaction*
Fulltext Emotional burnout, perceived sources of job stress, professional fulfillment, and engagement among medical residents in Malaysia

Al-Dubai SA, Ganasegeran K, Perianayagam W, Rampal KG

ScientificWorldJournal, 2013;2013:137620.
PMID: 24367238 DOI: 10.1155/2013/137620

This study was the first to explore factors associated with emotional burnout (EB) among medical residents in Malaysia. A cross-sectional study was conducted in a universal sample of 205 medical residents in a Malaysian general hospital. The self-administered questionnaire used consisted of questions on sociodemographics and work characteristics, sources of job stress, professional fulfillment, engagement, and EB. EB was measured using the emotional exhaustion subscale, the Maslach Burnout Inventory (MBI). Mean (±SD) age of the respondents was 26.5 (±1.6). The most common source of job stress was "fear of making mistakes." Most of the participants were dissatisfied with the increase of residentship period from one year to two years. A high level of EB was reported by 36.6% of the respondents. In multivariate analysis, the most important correlates of EB were sources of job stress, professional fulfillment, and engagement. A high prevalence of EB was found among medical residents. Sociodemographic characteristics, performance pressure, and satisfaction with policies were significantly associated with EB. Although this study was limited by its cross-sectional design, its findings posit a sufficient foundation to relevant authorities to construct, amend, and amalgamate existing and future policies. Nothing will sustain you more potently than the power to recognize in your humdrum routine, as perhaps it may be thought, the true poetry of life-the poetry of the common place, of the common man, of the plain, toil-worn woman, with their loves and their joys, their sorrows and their grief.SirWilliam Osler, Aphorisms from the Student Life (Aequanimitas, 1952).

Matched MeSH terms: Job Satisfaction
Fulltext Eldercare's Turnover Intention and Human Resource Approach: A Systematic Review

Jurij R, Ismail IR, Alavi K, Alavi R

Int J Environ Res Public Health, 2023 Feb 22;20(5).
PMID: 36900943 DOI: 10.3390/ijerph20053932

Eldercare workers' turnover intentions have caused serious concern given their high demand and pivotal role in ensuring elderly individuals' well-being. This systematic review examined the main factors of eldercare employees' turnover intentions with the purpose of identifying gaps and structure a novel human resource (HR) approach framework for eldercare social enterprises through a global literature review and realistic conclusions. A total of 29 publications appeared between 2015 and 2021 were digitally extracted from six databases and are extensively discussed in this review. Resultantly, eldercare workers' turnover intentions were positively impacted by job burnout, low job motivation, and restricted job autonomy. The findings of this study correspond to those of past literature, which highlighted the necessity of thoroughly examining eldercare worker retention practices from an organisational (HR) perspective. Furthermore, the current study outlines the factors influencing eldercare workers' turnover intentions as well as determine proper HR approaches to mitigate employee turnover issues among eldercare workers for organisational sustainability.

Matched MeSH terms: Job Satisfaction
Fulltext Effect of total quality management intervention on nurse commitment and nurse performance: A quasi-experimental study

Alzoubi MM, Ks H, Am R, Al-Zoubi KM, Al-Mugheed K, Alsenany SA, et al.

Medicine (Baltimore), 2023 Oct 06;102(40):e35390.
PMID: 37800832 DOI: 10.1097/MD.0000000000035390

BACKGROUND: The purpose of this study is to design, implement, and evaluate the impact of a total quality management intervention on job performance and commitment among Jordanian nurses working in government hospitals.
METHODS: A quasi-experimental multiple time series was conducted starting in September 2017 and ending in June 2018. 140 nurses were sampled using the proportionate stratified random sampling technique; 132 were completed the study 67 the intervention group, while 65 in the control group.
RESULTS: There were no significant differences in nurses' job performance or commitment between the 2 groups (control and intervention). A repeated measure MANOVA test for both groups revealed that the interaction between group and time was statistically significant (F (4, 127) = 144.841; P = .001; Wilk's Λ = 0.180; η2 = .820), indicating that groups had a significantly different pattern of job performance and commitment over time. A repeated test The MANCOVA test for both groups across time revealed significant differences in nurses' job performance and nurses' commitment at a less than 0.05 significance level (F (2127) = 320.724; P = .001; Wilk's Λ = 0.165; η2 = 0.835), and the overall effect of time was significant for all dependent variables (F (4125) = 36.879; P = .001; Wilk's Λ = 0.459; η2 = 0.541).
CONCLUSION: The educational intervention was effective in improving nursing job performance among the study sample. The improved commitment of respondents in the intervention group was attributed to the improvement in job performance.

Matched MeSH terms: Job Satisfaction

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