Bem-Estar, Mal-Estar e Gerenciamento de Qualidade de Vida no Trabalho / Well-being, Malaise and Quality of Work Life Management / Bienestar, Malestar y Gestión de la Calidad de Vida en el Trabajo

The issue of quality of working life (QWL) has assumed social and corporate relevance due to the worsening of harmful indicators for the health and safety of workers and the scope of the organizational mission. The research aimed to highlight the structuring representations of well-being and malaise at work by servants of a public organization seeking to contribute to the sustainable management of QWL. A total of 1,110 civil ser-vants of an executive branch of the Federal District, in Brazil, participated in the survey. Data were collected based on two open questions from the qualitative part of the Quality of Working Life Assessment Inventory (QWL-AI) and were analyzed using the Interface de R pour les Analyses Multidimensionnelles de Textes et de Ques-tionnaires (IRaMuTeQ) application. The results pointed to three discourse structuring thematic nuclei for work well-being (having a good relationship with colleagues, doing a job you like, and feeling useful to society) and malaise at work (work overload, lack of recognition, time pressure, and rework). Therefore, sustainable man-agement of QWL must be anchored in people management practices that foster professional development, the alignment between tasks, roles, and organizational mission, highlighting the social contributions, the recognition of the worker by their superiors, peers, and society, and the review of work organization, focusing on the reassessment of work processes, distribution of demands, and ways of setting and demanding goals

A questão da Qualidade de Vida no Trabalho (QVT) tem relevância social e corporativa em face do agravamento de indicadores nocivos para a saúde e segurança dos trabalhadores e o alcance da missão organizacional. A pesquisa objetivou evidenciar as representações estruturantes das vivências de bem-estar e mal-estar no trabalho por servidores de uma organização pública visando contribuir para o gerenciamento sustentável de QVT. Participaram da pesquisa 1.110 servidores de um órgão do poder executivo do Distrito Federal, no Brasil. Os dados foram coletados com base em duas questões abertas da parte qualitativa do Inventário de Avaliação de Qualidade de Vida no Trabalho (IA_QVT) e foram analisados com o aplicativo IRaMuTeQ. Os resultados apontaram três núcleos temáticos estruturadores do discurso para bem-estar no trabalho (relacionamento com colegas, fazer trabalho que gosta e sentir-se útil à sociedade) e mal-estar no trabalho (sobrecarga de trabalho, falta de reconhecimento e pressão temporal e retrabalho). A gestão sustentável de QVT, portanto, deve estar ancorada em práticas de gestão de pessoas que fomentem o investimento no desenvolvimento dos profissionais, o alinhamento das tarefas e papéis com a missão organizacional, evidenciando a conexão com as contribuições sociais, o reconhecimento do trabalhador por superiores, pares e sociedade, a revisão da organização do trabalho, com foco na reavaliação de processos de trabalho, distribuição de demandas e formas de pactuação e cobrança de resultados.

The mediating effect of self-efficacy between the perceived stress and work well-being of doctors / 中华行为医学与脑科学杂志

Objective To explore the relationship between perceived stress and work well-being of medical stuffs,and test the mediating effect of self-efficacy between above two variables.Methods A total of 1 296 doctors from 29 hospitals in Beijing were assessed by work well-being scale,general serf-efficacy scale (GSES) and Chinese Perceived Stress Scale (CPSS).Structural equation modeling (SEM) was conducted to test the mediating effect of self-efficacy on the relationship between perceived stress and work well-being.Results (1) Perceived stress(37.62±7.20) was negatively correlated with general self-efficacy(2.47±0.55),cognitive work well-being (4.16 ± 0.78) and affective work well-being (21.57 ± 5.63) (r =-0.456,P＜0.01;r=-0.406,P＜0.01;r=-0.542,P＜0.01).General serf-efficacy was positively correlated with cognitive work well-being and affective work well-being(r=0.382,P＜0.01;r=0.510,P＜0.01) (2) In the relationship between perceived stress and affective work well-being,general self-efficacy played a partial mediator role (P＜0.01),the mediating effect was 14.5％.In the relationship between perceived stress and cognitive work well-being,general self-efficacy played a partial mediator role (P＜0.01),and the mediating effect was 46.3％.Conclusion Perceived stress of medical stuffs influenced their work well-being through self-efficacy.It is advised to improve the medical stuffs' self-efficacy in order to raise their level of work well-being.

The mediating effect of self-efficacy between the perceived stress and work well-being of doctors / 中华行为医学与脑科学杂志

Objective To explore the relationship between perceived stress and work well-being of medical stuffs,and test the mediating effect of self-efficacy between above two variables.Methods A total of 1 296 doctors from 29 hospitals in Beijing were assessed by work well-being scale,general serf-efficacy scale (GSES) and Chinese Perceived Stress Scale (CPSS).Structural equation modeling (SEM) was conducted to test the mediating effect of self-efficacy on the relationship between perceived stress and work well-being.Results (1) Perceived stress(37.62±7.20) was negatively correlated with general self-efficacy(2.47±0.55),cognitive work well-being (4.16 ± 0.78) and affective work well-being (21.57 ± 5.63) (r =-0.456,P＜0.01;r=-0.406,P＜0.01;r=-0.542,P＜0.01).General serf-efficacy was positively correlated with cognitive work well-being and affective work well-being(r=0.382,P＜0.01;r=0.510,P＜0.01) (2) In the relationship between perceived stress and affective work well-being,general self-efficacy played a partial mediator role (P＜0.01),the mediating effect was 14.5％.In the relationship between perceived stress and cognitive work well-being,general self-efficacy played a partial mediator role (P＜0.01),and the mediating effect was 46.3％.Conclusion Perceived stress of medical stuffs influenced their work well-being through self-efficacy.It is advised to improve the medical stuffs' self-efficacy in order to raise their level of work well-being.

Comparison of work well-being among physicians in public hospitals before and after the new health reform / 中华医院管理杂志

Objective To compare the work well-being among physicians between two surveys (2007 and 201 1 )performed in public hospital of Shandong province.Methods The constituent ratios and Pearson correlation coefficient of two surveys with 1 520 and 1 910 respondents were compared.Results The proportion of satisfied physicians decreased from 6.8% between the two surveys.Those approvingwork autonomy dropped 21.1%;those satisfied with their social standing dropped 9.1%,and those recognizing media coverage increased 12.3%.In year 2007,the top five issues most concerned with work satisfaction wereincome equity,embodiment of professional value,balance between income and workload,equity of academic title appraisal,andhealth reform policy (r were 0.53,0.5 1,0.52, 0.5 1,and 0.45,with P average< 0.01 ).While in year 201 1,the top five issues most concerned with work satisfaction were patient turst,medical lawsuit,income equity,health reform policy,dissension dealing(r were 0.50,0.50,0.50,0.49,0.48 ).Attention to medical reports rising the most (r from 0.04 to 0.45).Conclusion There was little positive change on physicians'work well-being before and after new health reform while physicians are bearing tiredness and high risk under high expectation and low trust.Rebuilding the patients'trust,dispersing risks of the medical profession and improving the practicing environment are the keys to motivating physicians.

As dimensões da organização positiva e seus impactos sobre o bem-estar dos trabalhadores / The positive organization’s dimensions and its impacts on workers’ well-being

Este estudo teve como objetivo analisar os impactos das dimensões da organização positiva (percepção de suporte organizacional, justiça organizacional e confiança do empregado na organização) sobre o bem-estar dos trabalhadores. A amostra foi composta por 200 trabalhadores de organizações públicas e privadas. Os resultados oriundos das análises de regressão linear múltipla stepwise indicaram que as dimensões da organização positiva exercem um impacto positivo tanto no bem-estar subjetivo (satisfação geral com a vida, afetos positivos e afetos negativos) quanto no bem-estar no trabalho (satisfação no trabalho, envolvimento com o trabalho e comprometimento organizacional afetivo) dos participantes; também foram encontradas evidências de que o bem-estar subjetivo exerce impacto positivo sobre bem-estar no trabalho.

This study aimed at analyzing the impacts of the positive organization’s dimensions (perceived organizational support, organizational justice and employee’s trust on the organization) on the worker’s well-being. The sample consisted of 200 workers from public and private organizations. The results from stepwise linear regression analysis indicate that the positive organization’s dimensions have a positive impact both on subjective well-being (life satisfaction, positiveand negative affections) and on well-being at work (job satisfaction, job involvement and affective organizational commitment). Evidences also show that the subjective well-being has a positive impact on the well-being at work.