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@#Introduction: Mental health-related problems are on the rise among medical doctors, with many house officers (HOs) have quitted training prematurely owing to work and life-related factors. However, the quality of work-life (QOWL) among Malaysian HOs remains unknown. Hence, we aimed to determine the mean score of QOWL and its predictors among HOs working at two tertiary hospitals. Methods: This is a cross-sectional study conducted at two tertiary hospitals in Selangor, between May and August 2019. A stratified random sampling was employed. The Malay version of work-related quality of life scale (M-WRQLS-2) and the patient health questionnaire (M-PHQ-9) were used for data collection. Statistical analysis was performed using the SPSS version 23.0 (IBM, Chicago, IL). Results: A total of 260 (72.9%) respondents completed the questionnaires. The overall score of QOWL was 3.05 ± 0.48 (95% CI: 2.99, 3.11). Depressed HOs had a significantly lower mean score across all subscales (p < 0.005) except for the stress at work (SAW) subscale. Two predictors were inversely associated with QOWL. These were the M-PHQ-9 score [β= -0.049,95% CI: -0.06, -0.04] and being female [β=-0.129,95% CI: -0.24, -0.02]. Conclusion: HOs who worked at the two hospitals in Selangor perceived their overall QOWL as average. However, being female and having depression were found to be associated with lower QOWL. Therefore, early interventions targeting female HOs and those with depressive symptoms are warranted. Further research and strategies aiming to improve the overall quality of work-life and its dimensions for HOs during housemanship training are vital.
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The university professor suffers high pressure to achieve productivity and performs under work conditions that are not always satisfactory. This study seeks to analyze the subjective well-being, the time-use strategies, and the satisfaction with their use of time of PhD-holding professors with and without productivity grants from the National Council for Scientific and Technological Development (CNPq). A total of 83 professors participated in the study (48 with productivity grants), with an average age of 50 years. A total of 89% of participants were from public institutions. The majority of the participants exhibited high levels of negative affect and low-average levels of satisfaction with their use of time. There was no difference in the subjective well-being or in the satisfaction with the use of time when comparing professors who had received a CNPq grant with professors who had not received a CNPq grant. The most important reason for dissatisfaction with the use of time was an excess of work, whereas peer recognition was the primary achievement obtained with the work. How work demands and conditions influence the well-being of the professors is discussed in this study...
O professor universitário recebe elevada pressão por produtividade e atua em condições de trabalho nem sempre satisfatórias. Esta pesquisa buscou analisar o bem-estar subjetivo, as estratégias para uso do tempo e a satisfação com o uso do tempo em professores doutores com e sem bolsa produtividade pelo CNPq. Participaram 83 docentes (48 com bolsa de produtividade), com idade média de 50 anos, sendo 89% de instituições públicas. A maioria dos participantes apresentou alto nível de afeto negativo e nível médio-baixo de satisfação com o uso do tempo. Não houve diferença no bem-estar subjetivo e na satisfação com uso do tempo ao comparar docentes com e sem a referida bolsa. O motivo mais relevante para insatisfação com o uso do tempo foi excesso de trabalho, enquanto o reconhecimento pelos pares foi a principal conquista obtida com o trabalho. Discute-se como as demandas e as condições de trabalho influenciam o bem-estar destes...
El profesor universitario recibe alta presión por productividad y opera en condiciones no siempre satisfactorios. Este estudio examinó el bienestar, las estrategias subjetivas, y la satisfacción con el uso del tiempo en los profesores doctores con o sin beca de productividad del CNPq. Participaron 83 profesores (48 con beca), edad media 50 años, 89% de instituciones públicas. La mayoría contestó alto nivel de afecto negativo y bajo nivel medio de satisfacción con el uso del tiempo. No se han detectado diferencias en el bienestar subjetivo y satisfacción con el uso del tiempo cuando se comparan los profesores con y sin beca. El motivo más importante para la insatisfacción con el uso del tiempo fue exceso de trabajo, mientras reconocimiento de los pares fue la principal conquista con el trabajo. Se discute cómo las exigencias y las condiciones de trabajo influyen en el bienestar de estos...
Subject(s)
Humans , Male , Female , Middle Aged , Faculty , Job Satisfaction , Quality of Life , Working Conditions , Working ConditionsABSTRACT
BACKGROUND: Currently available questionnaires for evaluating the quality of worklife do not fully examine every factor related to worklife in all cultures. A tool in Thai is therefore needed for the direct evaluation of the quality of worklife. Our aim was to translate the Work-related Quality of Life Scale-2 (WRQLS-2) into Thai, to assess the validity and reliability of the Thai-translated version, and to examine the tool's accuracy vis-a-vis nursing in Thailand. METHODS: This was a descriptive correlation study. Forward and backward translations were performed to develop a Thai version of the WRQLS. Six nursing experts participated in assessing content validity and 374 registered nurses (RNs) participated in its testing. After a 2-week interval, 67 RNs were retested. Structural validity was examined using principal components analysis. The Cronbach's alpha values were calculated. The respective independent sample t test and intraclass correlation coefficient were used to analyze known-group validity and test-retest reliability. Multistate sampling was used to select 374 RNs from the In- and Outpatient Department of Srinagarind Hospital of the Khon Kaen University (Khon Kaen, Thailand). RESULTS: The content validity index of the scale was 0.97. Principal components analysis resulted in a seven-factor model, which explains 59% of the total variance. The overall Cronbach's alpha value was 0.925, whereas the subscales ranged between 0.67 and 0.82. In the assessment results, the known-group validity was established for the difference between civil servants and university employees [F (7.982, 0.005) and t (3.351; p < 0.05)]. Civil servants apparently had a better quality worklife, compared to university employees. Good test-retest reliability was observed (r = 0.892, p < 0.05). CONCLUSION: The Thai version of a WRQLS appears to be well validated and practicable for determining the quality of the work-life among nurses in Thailand.
Subject(s)
Humans , Asian People , Nursing , Outpatients , Quality of Life , Surveys and Questionnaires , Reproducibility of Results , Statistics as Topic , Thailand , TranslationsABSTRACT
OBJECTIVES: As quality of work-life (QWL) among nurses affects both patient care and institutional standards, assessment regarding QWL for the profession is important. Work-related Quality of Life Scale (WRQOLS) is a reliable QWL assessment tool for the nursing profession. To develop a Chinese version of the WRQOLS-2 and to examine its psychometric properties as an instrument to assess QWL for the nursing profession in China. METHODS: Forward and back translating procedures were used to develop the Chinese version of WRQOLS-2. Six nursing experts participated in content validity evaluation and 352 registered nurses (RNs) participated in the tests. After a two-week interval, 70 of the RNs were retested. Structural validity was examined by principal components analysis and the Cronbach's alphas calculated. The respective independent sample t-test and intra-class correlation coefficient were used to analyze known-group validity and test-retest reliability. RESULTS: One item was rephrased for adaptation to Chinese organizational cultures. The content validity index of the scale was 0.98. Principal components analysis resulted in a seven-factor model, accounting for 62% of total variance, with Cronbach's alphas for subscales ranging from 0.71 to 0.88. Known-group validity was established in the assessment results of the participants in permanent employment vs. contract employment (t = 2.895, p < 0.01). Good test-retest reliability was observed (r = 0.88, p < 0.01). CONCLUSION: The translated Chinese version of the WRQOLS-2 has sufficient validity and reliability so that it can be used to evaluate the QWL among nurses in mainland China.
Subject(s)
Humans , Accounting , Asian People , China , Contracts , Employment , Organizational Culture , Patient Care , Psychometrics , Quality of Life , Reproducibility of Results , TranslatingABSTRACT
Background: The Work-Related Quality of Life Scale (WRQLS) was developed for health-care workers in England but might be useful, if valid, in other parts of the world or for other professions. Objective: We test the construct validity and reliability of the WRQLS as applied to nurses in Singapore. Methods: A descriptive study was undertaken in 2009 on a sample of 811 nurses at the National University Hospital (NUH) of Singapore who had at least one year’s work experience. The WRQLS was used in order to test its construct validity. Exploratory factor analysis was performed to reduce the factors used to determine WRQLS variance. The Pearson’s correlation was used to evaluate the relationship between the WRQLS and the 12-item short form health survey (SF-12) in order to substantiate conclusions regarding construct validity while Cronbach’s alpha was calculated to test WRQLS reliability. Results: The median age of the respondents was 31 (IQR=12) and the majority were female (96.9%). The median duration of work experience was seven years (IQR=10). Following the exploratory factor analysis, a five-factor model with 22 items was selected, including; 1) job and career satisfaction, 2) general well-being, 3) home-work interface, 4) stress at work, and 5) working conditions. The correlation coefficient showed a moderate relationship between the WRQLS and mental component scale (MCS-12) (r=0.495); and a weak relationship between the WRQLS and physical component scale (PCS-12) (r=0.149). The Cronbach’s alpha revealed good reliability (r=0.92). Conclusion: The WRQLS test among nurses in Singapore showed good construct validity and reliability. It could be useful in a working environment in Asia but further testing might be warranted.