Effects of Role Conflict and Ambiguity, and Fatigue on Self-Resilience in Clinical Nurses: After the MERS outbreak / 산업간호학회지

PURPOSE: This study aimed to investigate the degree of role conflict and its ambiguity, and fatigue in clinical nurses and to analyze the effect of these on their self-resilience in order to provide fundamental data for improving their working environment after the Middle East Respiratory Syndrome outbreak. METHODS: After the collection of data from 258 clinical nurses in five general hospitals, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression were performed using IBM SPSS Statistics 20.0. RESULTS: A significant positive correlation was found between nurses' role conflict and ambiguity and fatigue; while a negative correlation was found between nurses' role conflict and ambiguity and self-resilience. A significant negative correlation was found between fatigue and self-resilience. According to the study results, the factor that affected clinical nurses' self-resilience the most was role conflict and its ambiguity, followed by marital status, fatigue, educational level, religion, and related tasks, which together accounted for 38% of self-resilience in clinical nurses. CONCLUSION: To improve weaknesses in nursing care after the Middle East Respiratory Syndrome outbreak, the scope of nursing care was changed upon the expansion of integrated nursing and care-giving services. Therefore, in the rapidly changing environment of nursing, policies to improve nursing performance, as well as successful reaction capability, are suggested.

Relationship of Conflict Management Style, Professional Autonomy, Role Conflict and Organizational Commitment of Nurses in General Hospitals / 간호행정학회지

PURPOSE: The purpose of this research was to examine the relationship between types of conflict management style, role conflict, professional autonomy and organizational commitment of hospital nurses, and to identify factors influencing organizational commitment. METHODS: Participants were 165 conveniently selected nurses from one general hospital in Gangwon province. Data were collected from March 28 to April 6, 2018 using self-report questionnaires. RESULTS: There was a significant difference in the level of professional autonomy and organizational commitment depending on the nurses' styles of conflict management. A statistically significant positive correlation between professional autonomy and organizational commitment was found, and a negative correlation between environmental barriers in role conflict and organizational commitment. Participants' professional autonomy and environmental barriers in role conflict explained 17.9% of organizational commitment. CONCLUSION: These finding indicate that professional autonomy and environmental barriers are both very important factors influencing organizational commitment. Accordingly, it is necessary to improve nurses' organizational commitment, enhance autonomy and reduce environmental barriers for nurses performing nursing roles.

Conflitos e ambiguidades de papéis no trabalho de juízes: as percepções de juízes portugueses / Conflictos y ambigüedades entre los papeles de jueces: las percepciónes de jueces de Portugal / Role conflict and role ambiguity in the work of judges: the perceptions of Portuguese judges

Resumo Reformas em judiciários de diversos países criaram um novo papel para os juízes, um papel gerencial, em que juízes assumem novas responsabilidades relacionadas com as atividades administrativas. Esse novo papel é diferente do papel tradicional, focado em tarefas judiciais, e tem gerado conflitos no trabalho de juízes. Com base nesse contexto, o presente estudo tem como objetivo identificar e discutir conflitos e ambiguidades envolvendo os papéis judicial e gerencial, desempenhados por juízes de Portugal. A pesquisa foi realizada em Portugal, entre 2013 e 2014, e os dados foram coletados por meio de entrevistas em profundidade com 12 juízes. Os principais conflitos são: incompatibilidade entre a realização de atividades judiciais e administrativas; carga de trabalho elevada e equipe administrativa insuficiente e desmotivada; produtividade versus qualidade do trabalho judicial; e alta responsabilidade do cargo e baixo salário. As principais ambiguidades identificadas nas entrevistas referem-se a: relação formal entre juízes e pessoal administrativo; função do juiz no processo de planejamento dos tribunais; critério para distribuição de processos judiciais entre juízes; e critério de avaliação do desempenho de juízes. Os resultados são discutidos e são sugeridas pesquisas adicionais.

Resumen Reformas judiciales en varios países han creado un nuevo papel para los jueces, el papel de gestor, en el que los jueces asumen nuevas responsabilidades relacionadas con las actividades administrativas. Esta nueva función es diferente del papel tradicional centrado en tareas judiciales y ha generado conflicto en el trabajo de los jueces. Dentro de este contexto, el presente estudio tiene como objetivo identificar y discutir conflictos y ambigüedades entre los papeles judicial y de gestión desempeñados por jueces de Portugal. El estudio se realizó en Portugal, entre 2013 y 2014, y los datos fueron recolectados a través de entrevistas en profundidad con 12 jueces. Los principales conflictos son: incompatibilidad con el desempeño de las actividades judiciales y administrativos; alta carga de trabajo y el equipo de administración inadecuada y sin motivación; la productividad versus calidad del trabajo judicial; y la posición de alta responsabilidad y de bajos ingresos. Las principales ambigüedades detectadas en las entrevistas se refieren a: relación formal entre los jueces y personal administrativo; papel del juez en el proceso de planificación de los tribunales; o criterio para la distribución de los casos judiciales entre jueces; y o criterio de evaluación para juzgar el desempeño de jueces. Se discuten los resultados y se sugiere una agenda para futuros estudios.

Abstract The reform of the judiciaries of several countries have created a new role for judges, a managerial role, in which judges assume new management responsibilities. This new role is different from the traditional one which focused on judicial tasks, and has generated conflict and ambiguity in the work of judges. This study aims to identify and discuss the conflicts and ambiguities between the judicial and administrative roles performed by Portuguese judges. The research took place in Portugal over the period between 2013 and 2014, and data was collected from in-depth interviews with 12 judges. The research identifies several areas of role conflict and ambiguity in the judges' work. The main conflicts are: incompatibility between the carrying out of judicial and management activities; high workload and insufficient and unmotivated administrative staff; the need to maintain both productivity and judicial quality; and the great responsibility of the position but poor remuneration. The main ambiguities reported are: the formal relationship between judges and administrative officials; the judge's function in the process of court planning; the criteria for the distribution of judicial proceedings among judges; and the criteria to evaluate judges' performance. These results are discussed and a research agenda is suggested.

Relationship of Gender Role Conflict and Job Satisfaction to Turnover Intention for Men in Nursing / 간호행정학회지

PURPOSE: The purpose of this study was to identify the relationship between gender role conflict for men in nursing, job satisfaction, and turnover intention. METHODS: The study data were collected between August 1 and September 1, 2015 from 225 men in nursing currently working in 36 Korean general hospitals, each with ≥100 beds. Frequency and percentages were analyzed, and Pearson correlation coefficient, t-test, ANOVA, and Duncan's test were used. RESULTS: There was no significant difference in gender role conflict based on the general characteristics of the men. In contrast, significant differences in gender role conflict were found in association with the following job-related characteristics: work experience at the present hospital, work department, work unit, and type of work. A significant negative correlation was detected between male gender role conflict and job satisfaction, a positive correlation was found between male gender role conflict and turnover intention. CONCLUSION: In order to increase job satisfaction and decrease the turnover intention of men in nursing, measures to reduce gender role conflict are needed.

El efecto modulador del clima organizacional en la influencia de la comunicación de funciones directivas sobre el conflicto de rol / Modulatory Effect of Organizational Climate in the Influence of Communication Leadership Roles on Role Conflict

Este trabajo analiza el papel que ejerce el clima organizacional como elemento modulador entre la comunicación de funciones directivas y el conflicto de rol. En el presente estudio han participado 315 trabajadores de cooperativas hortofrutícolas almerienses. Los resultados generales mostraron que el clima es un elemento modulador de la relación entre la comunicación de funciones directivas y el conflicto rol. En concreto, indicaron que la influencia de la comunicación de funciones directivas hace disminuir el conflicto de rol y este efecto se incrementa cuando aumenta la percepción de clima de apoyo, clima de innovación y clima de orientación a reglas. Se discuten las implicaciones prácticas del estudio, junto con las limitaciones y sugerencias para futuras investigaciones derivadas del mismo.

This paper analyzes the role exerted by the organizational climate as a modulator of communication between leadership and role conflict. To do this, the study involved 315 workers of cooperatives in horticulture. The overall results showed that the weather is an element modulator of communication regarding leadership and role conflict. Specifically, the data indicated that the negative influence of communication in leadership on role conflict increases with increasing perceived supportive climate, weather and climate innovation orientation rules, although with lower modulation effects the first two. We discuss the practical implications of the study, along with the limitations and suggestions for future research arising therefrom.

Influence of Professionalism, Role Conflict and Work Environment in Clinical Nurses with Expanded Role on Job Enbeddedness / 간호행정학회지

PURPOSE: The aim of this study was to identify the influence of professionalism, role conflict and work environment in clinical nurses with expanded role (CNE) on job embeddedness. METHODS: The participants in this study were 136 CNE working in general hospitals in Seoul, the wider metropolitan area and Gangwon Province. RESULTS: Job embeddedness, work environment and professional performance of the participants showed positive correlation with each other. Significant predictors of embeddeness were belief in public service and sense of calling in the professional subcategory and participation in hospital affairs and nurse-doctor relationship in the work environment subcategory. CONCLUSION: Finding from this study indicate the need to evaluate and improve the significant predictors of job embeddedness for CNE.

Study on influencing factors of professional commitment of student nurses based on theory of role stress / 中国实用护理杂志

Objective To investigate the level of professional commitment of student nurses,and explore the impact of student nurses' role conflict and role ambiguity on their professional commitment.Methods From May to June 2014,totally 320 student nurses from a third-level hospital in Tianjin were recruited in this study.And Role Stress Scale and Nursing Professional Commitment Scale were used in the investigation.Results The total score of role stress of student nurses was (44.29±5.53) scores,and the total score of professional commitment of student nurses was (86.12±14.14) scores.Pearson correlation analysis and multiple linear regression analysis showed that student nurses' role conflict was positively correlated with professional commitment,but their role ambiguity was negatively correlated with professional commitment.Conclusion School and hospital managers should adopt effective measures to relieve student nurses' role ambiguity and guide the correct understanding of role conflict to maintain a stable nursing team.

Comparison of Role Conflict, Self-Efficacy, Job Satisfaction, and Job Involvement between Nutrition Teachers and Dietitians at School Food Service in Incheon Metropolitan City: Focusing on the Interactions between Nutrition Teachers and Dietitians

The purpose of this study was to compare differences in role conflict, self efficacy, job satisfaction, and job involvement perceived by school nutrition teachers and dietitians. A total of 335 female school nutrition teachers and dietitians from Incheon area were surveyed by a self-report questionnaire in November 2010. Collected data were processed using SPSS 15.0. The reliability of the questionnaire was tested and differences between the two groups were analyzed using the Student's t-test, the chi-square test, and a two-way analysis of variance (ANOVA). The job satisfaction level of nutrition teachers was higher than that of dietitians. The effect of role conflict and job satisfaction for nutrition teachers and dietitians was different according to age. In addition, self-efficacy, job satisfaction, and job involvement of nutrition teachers and dietitians were influenced by their annual salaries. The frequency of meals served also affected role conflict, job satisfaction, and job involvement of the nutrition teachers and dietitians, and the effect of job involvement by the nutrition teachers and dietitians was different according to meal service type. Therefore, it is necessary to establish strategies for resolving role conflicts among school foodservice specialists and improve their self-efficacy for enhancing consumer's satisfaction with the general quality of school food service. These efforts may contribute to job satisfaction and job involvement of food service specialists and ultimately to the productivity of food service and the establishment of food service specialist roles.

Conflicto trabajo-familia, en mujeres profesionales que trabajan en la modalidad de empleo / Work-family conflict, in professional women who work in the employment modality

Objetivo. La investigación tuvo como objetivo establecer indicadores del conflicto trabajo-familia desde la perspectiva de rol y sus implicaciones psicosociales, en mujeres profesionales en la modalidad de empleo. Método. Estudio de tipo descriptivo-cualitativo. Las participantes, cinco, mujeres profesionales que trabajaran en la modalidad de empleo, entre 25 y 50 años de edad, convivieran con su pareja y tuvieran hijos entre 0 y 11 años de edad. Se utilizó el análisis de contenido para analizar la información recogida a través de la entrevista estructurada con preguntas abiertas. Resultados. Se encontró que la sobrecarga de rol -tanto en lo laboral como en lo familiar- afecta a las mujeres como antecedente del conflicto trabajo-familia, lo cual se explica por las condiciones laborales (carga de trabajo y formas de contratación) y la doble jornada de trabajo. Otros factores que explican el conflicto trabajo-familia son el conflicto y la ambigüedad de rol. Con respecto a las implicaciones psicosociales, se encontró que la salud se ve afectada por cambios en el estado de ánimo y cansancio físico. Se halló; como factores protectores que ayudan a las mujeres a disminuir la presencia del conflicto trabajo-familia, el apoyo social (doméstico y de pareja) y los recursos internos (la toma de decisiones y el establecimiento de prioridades). Conclusiones. La incorporación de la mujer al mercado de trabajo ha tenido repercusiones en la estructura familiar; se requiere que los diferentes estamentos planteen estrategias que permitan conciliar la interfase de la relación trabajo-familia.

Objective. The purpose of this research was to establish indicators of the family-work conflict from the role perspective, and their psychosocial implications, in working women. Method. Descriptive-qualitative study. The five participants were professionally qualified women between 25 and 50 years old, who lived with their partner, and and had children of between 0 and 11 years old. Content analysis was used to analyze the information gathered, using a structured interview with open questions. Results. It was found that the role overload in the work, as well as the family context affects women as a precursor to work-family conflict, which is explained by the working conditions (workload and method of hiring) and the double working shift. Other factors which explain the work-family conflict are conflict and the ambiguity of the role. With respect to the psychosocial implications it was found that health is affected with changes in mood and physical tiredness. Among the protecting factors which help women reduce the work-family conflict are those of social support (domestic and partner) and internal resources (taking decisions and setting priorities). Conclusions. The arrival of women in the labor market has had repercussions on the family structure; the different social classes are now required to put forward strategies which will help to reconcile the interface existing in the work-family relationship.

Escopo. A pesquisa teve como escopo estabelecer indicares do conflito trabalho-família desde a perspectiva do rol e suas implicações psicossociais, em mulheres profissionais na modalidade de emprego. Metodologia. Estudo descritivo-qualitativo. As participantes foram cinco mulheres profissionais que trabalharam na modalidade de emprego, entre 25 e 50 anos de idade, que conviveram com sua parelha e que tiveram filhos entre 0 e 11 anos de idade. Foi utilizada a análise de conteúdo para analisar a informação coletada através da entrevista estruturada com perguntas abertas. Resultados. Foi achado que a sobrecarrega do rol -no laboral e no familiar-afeta às mulheres como antecedente do conflito trabalho- família, o que é explicado pelas condições laborais (carrega de trabalho e formas de contratação) e a dupla jornada de trabalho. Outros fatores que explicam o conflito trabalho- família são o conflito e a ambigüidade do rol. Com respeito às implicações psicossociais foi achada que a saúde é afetada com as mudanças de ânimo e fadiga física. Foram achados como fatores protetores que ajudam às mulheres na diminuição do conflito trabalho-família, o apoio social (doméstico e de parelha) e os recursos internos (a toma de decisões e o estabelecimento de prioridades). Conclusão. A incorporação da mulher no mercado de trabalho tem tido repercutes na estrutura familiar; foi requerido que os diferentes atores planejem estratégias que permitam conciliar a interfase da relação trabalho-família.

A ruptura intergeracional em situação migratória. Questão de autoridade, olhar dos filhos sobre seu pai e sobre a paternidade. / La ruptura intergeneracional en una situación migratoria. La cuestión de la autoridad, la mirada de los hijos hacia su padre y hacia la paternidad / Inter-generation rupture in a migratory situation. The issue of authority, the children’s view of their father and of paternity

Este artigo analisa, com base em entrevistas semidiretivas com jovens filhos de imigrantes, a sua relação com os pais e, em especial, a questão da paternidade. Os resultados mostram que, pelo fato de serem imigrantes ou exilados, os pais encontram dificuldades em integrar outras concepções sobre suas prerrogativas. Eles são confrontados com novos significantes relativos a seu papel, o que pode gerar, para alguns deles, perturbações psíquicas. Os filhos têm problemas para reconstituir a ordem geracional de suas famílias, enquanto os pais negam o fato de serem imigrantes, além de denegar sua origem. Seu exílio e suas inserções na sociedade francesa podem acentuar neles o sentimento de não terem outra identidade senão a de trabalhadores, além de não serem reconhecidos pelos próprios filhos. Existe, pois, uma verdadeira ruptura intergeracional entre esses pais, que aparecem como destituídos de sua função paterna, e seus filhos.

Cet article analyse, à partir d'entretiens semi-directifs réalisés auprès de jeunes issus de l'immigration, leur relation avec leurs pères et plus particulièrement la question de la paternité. Les résultats montrent que du fait de leur exil, les pères rencontrent des difficultés à intégrer d'autres conceptions des prérogatives parentales. Ils sont confrontés à de nouveaux signifiants, concernant leur rôle et qui peuvent générer, chez certains d'entre eux, des perturbations psychiques. Les enfants ont du mal à reconstituer l'ordre générationnel de leurs familles, pendant que les pères dénient leur acte de migrer et leur origine. Leur exil et leur insertion dans la société française peuvent accentuer leur sentiment de n'avoir d'autre identité que celle de travailleurs et de ne pas être reconnus par leurs propres enfants. Il existe alors une véritable rupture intergénérationnelle entre ces pères, qui apparaissent comme destitués de leur fonction paternelle, et leurs enfants.

Based on semi-directive interviews with immigrants' young children, this article analyzes their relations with the parents, especially the issue of paternity. Results point out that, as the parents are immigrants or exiled, they find it difficult to integrate other conceptions concerning their prerogatives. They are confronted with new meanings related to their role, which can generate, for some of them, psychic disorders. The children have problems in reconstructing their families' generation framework, while the parents deny the fact that they are immigrants, besides denying their own origin. Exile and insertion into French society can emphasize their feeling of not having an identity other than that of workers, and of not being recognized by their own children. There is, therefore, a real inter-generation rupture between those parents, who seem deprived of their paternal role, and their children.

Este artículo analiza, basado en las entrevistas semi-directivas a jóvenes hijos de inmigrantes, la relación con los padres y, especialmente, la cuestión de la paternidad. Los resultados muestran que, por el hecho de ser inmigrantes o exiliados, los padres encuentran dificultades en integrar otras concepciones a sus prerrogativas. Se enfrentan a nuevos significantes relativos a su rol, lo que puede generar, en algunos de ellos, perturbaciones psíquicas. Los hijos tienen problemas para reconstituir el orden generacional de sus familias, mientras que los padres niegan el hecho de ser inmigrantes, además de negar su origen. Su exilio y su integración en la sociedad francesa pueden acentuar un sentimiento de que no tienen otra identidad, que no sea la de trabajadores/operarios, además de que no son reconocidos por sus propios hijos. Existe, pues, una verdadera ruptura intergeneracional entre esos padres, que aparecen como destituidos de su función paterna, y la de sus hijos.

Employment and Married Women's Health in Korea; Beneficial or Harmful? / 예방의학회지

OBJECTIVES: The aim of this study was to investigate whether working married women in different occupational classes affected diverse health outcomes. METHODS: We used data for married women aged 25-59 (N=2,273) from the 2005 National Health and Nutritional Examination Survey. Outcome measures included physical/mental and subjective/objective indicators (self-rated poor health, chronic diseases, depression, and suicidal ideation from reported results; metabolic syndrome and dyslipidemia from health examination results). Age-standardized prevalence and logistic regression were employed to assess health status according to three types of working groups (housewives, married women in manual jobs, married women in non-manual jobs). Sociodemographic factors (age, numbers of children under 7, education, household income) and health behaviors (health examination, sleep, rest, exercise, smoking, drinking) and a psychological factor (stress) were considered as covariates. RESULTS: Non-manual married female workers in Korea showed better health status in all five health outcomes than housewives. The positive health effect for the non-manual group persisted in absolute (age-adjusted prevalence) and relative (odds ratio) measures, but multivariate analyses showed an insignificant association of the non-manual group with dyslipidemia. Manual female workers showed significantly higher age-adjusted prevalence of almost all health outcomes than housewives except chronic disease, but the associations disappeared after further adjustment for covariates regarding sleep, rest, and stress. CONCLUSIONS: Our results suggest that examining the health impact of work on married women requires the consideration of occupational class.

A Study on Role Conflict and Job Satisfaction of Neurosurgery Clinical Nurse Specialist / 성인간호학회지

PURPOSE: The purpose of this study was to describe role conflict and job satisfaction of Neurosurgery Clinical Nurse Specialist(NCNS) and to identify associated factors. METHOD: The target populations was 77 NCNSs from 30 general hospitals. Data were collected with self-administered questionnaires and analyzed using t-test and ANOVA. RESULTS: The overall mean scores of role conflict and job satisfaction were 3.60(+/-0.54) and 3.04(+/-0.46) respectively. Significant variables affecting role conflict were the working period as NCNS, the number of colleague NCNSs in working hospital, and assignment of prescription rights. The significant variable affecting job satisfaction was assignment of prescription rights. There was no statistically significant correlation between job and role conflict. CONCLUSION: The variable effecting both role conflict and job satisfaction was the extent of prescription rights. In order to improve the quality of patient care and to protect Neurosurgery Nurse Clinical Specialist, the enactment of law on prescription practice is needed.

A Study on Role Conflict and Job Satisfaction in Nurses in Oriental Medicine Hospitals / 기본간호학회지

PURPOSE: This study was done to identify role conflict and job satisfaction in nurses in oriental medicine hospitals. METHOD: Study participants were 128 nurses employed in oriental medicine hospitals. The data were collected using a survey questionnaire. The instruments included a 37-item role conflict scale and 20-item job satisfaction scale. The data were analyzed using frequencies, means, percentages, t-test, ANOVA, and Pearson correlation coefficient with the Window's SPSS program. RESULT: There were significant differences in job satisfaction according to marital status, motivative for being a nurse and length of work time. The mean score for role conflict was 3.69 and for job satisfaction, 2.96. Job satisfaction had a significant inverse correlation with role conflict in these nurses. CONCLUSION: It is suggested that further studies are needed to identify factors affecting role conflict and job satisfaction in oriental medicine nurses, which will help to identify strategies to decrease the role conflict and increase job satisfaction in nurses employed in oriental medicine hospitals.

Sociological Study on the Development of College Women Teachers'Academic Profession / 中华医学教育探索杂志

Academic profession is a professional job in which one pursues knowledge and explores the truth.It should be a gender-neutral value tropism,but this is not really the case.Based on sociology latitudes of gender segregation and role conflict,the author discusses the development of college female teachers on academic profession,and reveals the gender inequality on the academic profession.

The Effects of Assertiveness Training and Values Clarification Training on Nurse's Role Conflict / 성인간호학회지

The purpose of this study was to examine the effects of assertiveness training and values clarification training on nurse's role conflict. Fifty-seven registered nurses participated to in the study : they were employed at to three general hospitals, all of which were located in the city of Daegu, Korea. The study employs two treatment groups. The assertiveness training group consisted of nursing subjects who participated in nine, 90-120 minute sessions of assertiveness training over five weeks. The other treatment group received nine, 90-120 minute group sessions of values clarification at the same time. For the control group, nursing subjects did not participated in any training. For pre-test evaluation, Role Conflict Inventory-General tests (RCI-G), were administered to al subjects in al three groups one week prior to the beginning of the treatment and for post-test evaluation, Communication Conflict Inventory-Specific tests (RCI-S), were administered two weeks after the last session. The analysis of covariance (ANCOVA) on RCI-S scores were run using the SPSS program. In order to test statistical difference among mean scores of the subscales obtained after treatment, multiple comparisons were carried out using the Turkey method. The subscale scores of nurse's role conflict of the groups who experienced the assertiveness training and the values clarification, were significantly lower than the control group in role ambiguity, environmental barriers, and competency deficit, but there was no difference in collaboration deficit. The value clarification training was more effective than was th assertiveness training in decreasing the subscale scores in role ambiguity. There were, however, no differences in environmental barriers, competency deficit or collaboration deficit between two experimental groups.