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Background: The overarching aim of the study was to (1) investigate how working with COVID-19 patients has impacted work environment, and (2) to identify how factors in the work environment impact adverse health outcomes among hospital personnel (HP), throughout the four waves of the pandemic. Material(s) and Method(s): In a web-based survey altogether 2472 HP participated from four large university hospitals in Norway, whereof N = 680 in April-June 2020 (T1), N = 1073 in December-January 2020/2021 (T2), N = 818 in April-May 2021 (T3), and N = 972 in December 2021-February 2022 (T4). At each time point participants reported on pandemic related work tasks, work environment and adverse health outcomes. Somatic symptoms, psychological distress, posttraumatic stress symptoms and burnout served as outcomes of multivariable linear regression models. The percentage of responders involved in ICU treatment of COVID-19 patients varied between 21% and 40% from T1-T4. Result(s): Reported stressors altered in strength during the 4 waves. Preliminary results indicate that exposure to patients with COVID-19 was associated with more frequent experience of work environmental factors. Compared to colleagues not working with patients with COVID-19 HP reported challenges related to professional competency and training, predictability in teams and work environment, manageable workload, adequate help and support for work stress management, user-friendliness of Personal Protection Equipment and infection protection safety. Furthermore, these environmental factors were associated with symptoms of psychological unhealth on at least one timepoint. Conclusion(s): The results may help guide organizational efforts to maintain professional competency and to reduce stress more efficiently among hospital personnel at different stages in response to long-term crises.
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The purpose of this case study was to provide a better understanding on how COVID-19 has impacted the relationship between employees and the hybrid employment model in the Information Technology (IT) field. A review of the literature regarding the general background of a hybrid employment model and the relationship it has with employees in the IT field and related technologies is provided. Hypotheses were tested using a research model. Data was collected through a survey that was conducted on individuals that worked in the IT field. A total of 102 participants completed the survey. The findings indicated that before COVID-19, individuals of an older age who worked in the Information Technology industry perceived that working remotely is not a better place for them to be productive while in a post COVID-19 society, individuals of an older age who worked from home did not perceive a negative impact on their career due to a lack of face-to-face interaction with colleagues and managers. © 2022 Authors. All rights reserved.
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The purpose of this study is to find out the extent of the influence of work from home and work environment on employee productivity at PT. Adi Geotama Konstruksindo. The population in this study were employees who worked in PT. Adi Geotama Konstruksindo, especially in the Human Resources (HR), Finance, Marketing, Engineer, and Operational sections, which amounted to 50 people with a total sample taken of 50 respondents. As for the research methods used, quantitative methods. Which aims to test hypotheses using existing theoretical theories. Meanwhile, for data processing calculations and analyzers using linear regression analysis, partial test (t-test), Simultaneous UJi F-which is calculated with the help of the SPSS software program version 26.0. By referring to the results of the research obtained, it is known that the Work From Home System system does not affect employee productivity, while the work environment affects employee productivity. That way, it can be concluded that the more the work from home system continues, the more employee productivity is, while the more developed the work environment, the employee productivity will continue to increase. (English) [ FROM AUTHOR] Tujuan dilakukannya penelitian ini adalah untuk mengetahui sejauh mana pengaruh work from home dan lingkungan kerja terhadap produktivitas karyawan di PT. Adi Geotama Konstruksindo. Populasi dalam penelitian ini merupakan para pegawai yang bekerja di perusahaan PT. Adi Geotama Konstruksindo, terutama pada bagian Human Resource (HR), Finance, Marketing, Engineer, dan Operational, yang berjumlah 50 orang dengan jumlah sampel yang diambil sebanyak 50 orang responden. Adapun metode penelitian yang digunakan, metode kuantitatif. Yang bertjuan untuk menguji hipotesis dengan menggunakan teori teori yang sudah ada. Sementara itu, untuk perhitungan olah data dan penganalisisnya menggunakan analisis regresi linear, Uji parsial (t-test), UJi F-Simultan yang dihitung dengan bantuan program software SPSS versi 26.0. Dengan mengacu pada hasil penelitian yang diperoleh, diketahui bahwa Sistem Sistem Work From Home tidak berpengaruh terhadap produktivitas karyawan, sedangkan lingkungan kerja berpengaruh terhadap produktivitas karyawan. Dengan begitu, bisa disimpulkan bahwa semakin meneruskan sistem work from home maka produktivitas karyawan, sedangkan semakin berkembangnya lingkungan kerja maka produktivitas karyawan akan terus meningkat. (Indonesian) [ FROM AUTHOR] Copyright of Journal of Syntax Literate is the property of Ridwan Institute and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)
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UK obstetric sonographers adapted their working practices during the COVID-19 pandemic in response to new guidance issued by professional organisations, and requirements for on-going departmental risk assessments. This study aimed to provide an insight into the implementation of this guidance, completion of risk assessments and perception of support within UK obstetric ultrasound departments during the pandemic period. Obstetric sonographers working in the UK (n=138) used the Qualtrics XMTM platform to complete an anonymous, online, cross-sectional survey about their working experiences during the pandemic. Participants responded to closed questions about national guidance, risk assessments and their perception of support whilst providing fetal ultrasound screening services. Respondents provided additional detail about their experiences in these areas via free-text boxes. Over 90% of respondents were aware of, or had read guidance issued by professional organisations, although sonographers rated the overall usefulness of new guidelines at an average of 5.2/10 (where 0 = not useful at all, and 10 = extremely useful). Challenges for the implementation of guidance in departments were also identified, mostly related to the clinical working environment, including limitations of physical space (76.3%), time constraints (67.5%) and ventilation (61.3%). Most sonographers (77.2%) were aware that a departmental risk assessment had been undertaken, with waiting areas, scan rooms and clinically vulnerable staff highlighted as the most concerning factors. Sonographers felt most supported by their ultrasound colleagues (83.5%) and line managers (41.2%). They felt least supported by senior management and leadership personnel (60.8%), other antenatal colleagues (51.5%) and professional organisations (41.2%). Whilst most sonographers were aware of published COVID-19 guidance, challenges for its implementation in clinical departments were identified. Local risk mitigation strategies often did not prioritise the scan room environment, despite it being highlighted as a concern. Support from the wider, senior service team and professional organisations will be essential to facilitate post-pandemic recovery of the workforce.
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Objectives: The current study aims to identify the psychosocial needs of frontline Healthcare Workers (HCWs) during the COVID-19 pandemic and investigate the factors contributing to their psychosocial well-being. Methods: We conducted a cross-sectional study using an online survey designed specifically for the aim of this study. Data was collected from 315 frontline healthcare workers during the COVID-19 pandemic. Results: Up to 90 % of the responders reported a range of symptoms related to psychological distress such as worry, insomnia, lack of motivation, negative thoughts, inability to achieve goals, and burnout. Psychological support, religion-based support, communicating with family, and good sleep are among the stress-relieving factors most mentioned by HCWs. The change in work conditions and increased awareness of the need to use different strategies to overcome stress was associated with decreased levels of perceived stress among health care providers. Conclusion: The change in work conditions, the increased awareness of HCWs to their needs, and the use of different strategies to overcome were associated with decreased levels of perceived stress among HCWs. The increased number of working hours per day and younger age of the participants were the only significant independent variables detecting the need for psychological support. This research is a call for designing and implementing tailored needs-based interventions that address the different aspects of HCWs' well-being during public health emergencies. [ FROM AUTHOR] Copyright of Arab Journal of Psychiatry is the property of Arab Federation of Psychiatrists and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)
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This study focuses on measuring the relationship between organizational learning culture (OLC) and turnover intentions of telecommuting call center agents. Although many studies involve the call center industry from different perspectives, the literature is scant in studies that have assessed the relationship between OLC and turnover intent in telecommuting call center agents. Call centers exist in almost every organization worldwide. Organizations have centralized their customer service process through computerbased technologies allowing call center agents to work from home. In addition, in the post-COVID-19 era, telecommuting has become a permanent option for many call center employees. Indeed, in the call center industry, telecommuting has become an essential part of the business strategy that seeks to attract new and maintain current employees. In the call center industry, learning is a factor that influences job satisfaction and turnover intentions. Specifically, OLC increases job satisfaction and performance in telecommuting call center agents, influencing employees' turnover intentions. The study 's findings indicate that OLC is a needed factor that helps lower turnover intentions of telecommuting call center agents in the United States.
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Diminished self-care practices and heightened stress of school counselors are continuing problems in education. With role ambiguity, high student-to-counselor ratios, emotional exhaustion, and other factors adding pressure to the roles and responsibilities of school counselors, this study investigated the well-being practiced of Missouri school counselors and the internal and external factors which influence them. Findings demonstrate several ways in which school counselors fail to meet basic well-being benchmarks, examples of positive school principal supports, and systemic counselor role ambiguity, mission creep, and high caseloads that contribute to stress and burnout. These results indicate three levels of decision-making that are paramount to school counselors achieving and sustaining healthy well-being practices--the individual counselor's role in self-care and professional advocacy;the school leader's approach to defining the counselor's role and promoting a healthy workplace culture;and the ways in which policymakers affect systemic change.
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PurposeIn today's challenging world, achieving professional commitment among healthcare workers is becoming the need of time. Drawing on self-determination theory, the current study examines how and under which boundary conditions perceived organizational support affects professional commitment.Design/methodology/approachData was collected from doctors and nurses employed in public and private sector hospitals by employing a split-questionnaire design.FindingsThe authors' study findings demonstrate that perceived organizational support has a positive and indirect effect on the professional commitment of nurses and doctors via mediating the role of subjective well-being. The authors also found that these findings depend on healthcare workers' burnout levels. The positive relationship between perceived organizational support and subjective well-being is attenuated by burnout syndrome.Practical implicationsThe current study poses implications for policymakers and administrators of healthcare institutions as well as to develop a supportive culture to evoke more professional commitment among healthcare workers. Implications for nursing managers and policymakers are discussed in light of the study findings.Originality/valueHealthcare institutions are increasingly paying attention to raising the professional commitment of their workforce, especially in the wake of a crisis like the COVID-19 outbreak. The current study will add to the body of literature on nursing management, healthcare studies and organizational psychology in the South Asian context by explaining the relationship between POS and professional commitment, drawing on self-determination theory.
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The COVID-19 pandemic created a range of stressors, among them difficulties related to work conditions, financial changes, lack of childcare, and confinement or isolation due to social distancing. Among families and married individuals, these stressors were often expressed in additional daily hassles, with an influence on mental health. This study examined two moderated mediation models based on Bodenmann's systemic-transactional stress model. Specifically, the models tested the hypothesis that intra-dyadic stress mediates the association between extra-dyadic stress and mental health, while two measures of family functioning, cohesion and flexibility, moderate the relationship between extra and intra-dyadic stress. Participants were 480 Palestinian adults in Israel who completed self-report questionnaires. All were in opposite-sex marriages and identified as either cisgender women or cisgender men. The results showed partial mediation patterns supporting both models, indicating that family cohesion and flexibility weakened the mediating effect of intra-dyadic stress on the relationship between extra-dyadic stress and mental health. These findings increase our understanding of the variables that affected mental health during the pandemic, and suggest that when faced with extra-dyadic stress, married individuals with good family environments are less likely to experience high levels of intra-dyadic stress, which is in turn associated with preserved mental health. Limitations and implications for planning interventions for couples and families during the pandemic are discussed.
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PurposeThe study assessed the impact of technostress creators, work–family conflict and perceived organisational support (POS) on work engagement for employees operating within the virtual and hybrid work settings. The idea is to redefine the antecedents of work engagement in work settings that are characterised by excessive technology and work–family conflict.Design/methodology/approachData gathered from 302 academics and support staff employees at a selected university in South Africa were utilised to assess the abovementioned relationships via variance-based structural equation modelling.FindingsThe combined effect of technostress, work–family conflict and POS on work engagement indicates that work–family conflict is a critical component in the relationship between technostress and work engagement. Although POS is seen as a job resource that lessens stress, the study found that the influence of work–family conflict is stronger than that of POS;hence, a negative influence is reported on work engagement. Despite the presence of support, overwhelming technostress creators and work–family conflict issues increase demands and influence work engagement negatively.Research limitations/implicationsThe results noted that, in hybrid and virtual work settings, managers can drive employee engagement by focussing on designing more favourable work–life balance (WLB) policies, providing adequate information communication technology (ICT) support, fostering aspects of positive technology and defining the boundaries between work life and family time.Practical implicationsThe managers need to realise the detrimental effects of both technostress and work–family conflict on work engagement in virtual and hybrid work settings. Expanding the personal and job resources of individuals in hybrid and virtual settings is critical to enable them to meet the additional work demands and to manage the strain imposed by technostress. Instituting relevant organisation support has proved to be inadequate to address the challenges relating to technostress and work–family conflict. Therefore, introducing WLB policies that assist employees to set clear boundaries between work and family time to avoid burn out and spillover is critical. This is especially important when dealing with technostress creators in the remote work setting. Additionally, providing adequate ICT support as well as training related to use of different devices and software should be part of the organisational culture.Social implicationsA manageable and reasonable workload should be maintained bearing in mind the complexity and ambiguity associated with the hybrid work setting. Managers should make allowances for employees to adjust managers' schedules to accommodate personal obligations, as well as adjust employees' workloads to accommodate family responsibilities. As for the coping strategy of technostress and work–family conflict, considering the positive effects of the supportive work environment is important.Originality/valueThis study provides a model on the interaction of the redefined antecedents (technostress and work–family conflict) of work engagement in high-tech environments such as virtual and hybrid work settings.
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Aim. The current article aims to gain insight into (a) what characterises organisational resilience during an unexpected crisis such as COVID-19 and (b) how organisations respond to developments in their environments. Background. In times of societal crises, such as the COVID-19 pandemic, the resilience of the healthcare organisation is tested. Method. This research is based on a case study in a university hospital and a county hospital in Sweden using surveys with both structured and open answers. Results. The result shows ambiguity and "polarised” experiences, emphasising flexibility vs. structure, clear hierarchical information vs. spaces for peer learning through dialogue, and focus on acute care vs. determination to continue with core operations. Conclusion. The article concludes that the pandemic resulted in paradoxes, tensions, and new experiences in organisational processes and interactions. These create opportunities for learning not only during crises but also for improving nursing management in both acute and planned care. Three relations are important in building organisational resilience in crises: resilience capability, resilience capacity, and sustainable resilience practices. Implications for Nursing Management. Organisational resilience under extraordinary circumstances, such as a pandemic, as well as enhancing the previous literature on nursing management that offer a more individually oriented perspective.
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IMPACTThis article's conceptual model provides a holistic lens for exploring the work environment of emotional labour (EL). Research has demonstrated high levels of burnout and mental health issues among EL workers. The negative outcomes associated with EL work are even more pronounced in the present Covid-19 landscape. By understanding EL workers' cognitive processes, organizations stand a better chance of promoting work engagement, well-being, and effective organizational functioning. Practically, organizations may have to provide training and support to line managers to enable them to evolve within the same mindset as EL workers. Senior managers also have to exhibit visible support to workplace initiatives to allow for consistent implementation of job resources.
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This chapter provides a glimpse into the conversation around the resources that university staff need to thrive in their work both on campus or through telework. The COVID-19 pandemic and shifting to working from home exposed disparities in resources for staff at the University of Utah many of which existed in the on-campus work environment as well. Institutions of higher education were no exception;most non-essential employees made the change from working on campus to a teleworking environment. Because most colleges and universities still operate from a brick-and-mortar setting and primarily offer in-person instruction, this change to serving students and carrying out job responsibilities from home was a huge and unexpected shift, and very little infrastructure was in place for addressing needs and providing essential tools and resources for employee thriving in a work-at-home environment. It is found that the move to working from home revealed a broad continuum where on one end staff had access to essential resources for thriving as new telecommuters, and on the other end staff struggled from one day to the next to maintain quality services for students and co-workers due to the lack of basic resources. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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Introduction: We work in a large, tertiary Teaching Hospital Critical Care unit. As such we have a sizeable and diverse workforce from multiple professional backgrounds. We noted both anecdotally, and from the formal process of Exit Interviews that the changes imposed by the Covid-19 pandemic were impacting on team relationships. Physical barriers enforced by social distancing, as well as the burden of increased patient numbers and changes to job roles had driven apart nursing and medical teams. Critical care appeals to many staff because of the MDT and the chance to work with highly qualified, ambitious colleagues with varying skill sets. Nurturing this positive working relationship between different teams requires a commitment from all to share the burden of increased pressures wherever possible. Objective(s): The aims for this project are to identify specific areas within the working relationship between the medical team and the nursing team that can be improved. More than this, we want to open wider conversation about how teams can work more collaboratively for the benefit of the working environment, staff mental health and ultimately the patient. Method(s): We created an e-survey with input from the critical care matrons and psychologists before distributing amongst nursing staff. Questions focused on communication, practical support and the general working relationship. Each section contained MCQ's and white space questions to allow us to collect both quantitative and qualitative data. Following collection of responses we identified common themes that could be addressed and created an eye-catching poster with specific suggestions for the medical team. Result(s): Communication: Common themes were more presence on the unit with more regular walk-rounds and that STAT medications are often prescribed but not communicated to the nurse at the bedside and are therefore delayed. Practical support: Common suggestions were helping with repositioning patients and relieving breaks. Others included, pulling blood gases, printing off blood request forms and working in pairs for lines so that the nurse doesn't have to be engaged. Working relationship: suggestions mainly focused around introducing ourselves and level of training as well as social integration of the two teams. A few said that improving the communication and assisting with tasks would feed into improving the relationship. A few also said that the survey itself was a good start. Discussion(s): The survey generated many useful suggestions as well as demonstrating an open and receptive attitude. Responses were used to create a poster that gives clear and practical advice to the medical team. This method is easily reproducible and we believe that we have already seen positive changes that have been widely well received. We plan also to send a follow up survey once changes have become ingrained into the culture of the workforce. Acknowledgements Matthew Powell Jane Atkins Nathan Shearman Helen Horton.
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AIM: Repeated occupational exposure and increased stress and fatigue levels contribute to a high risk of coronavirus disease 2019 (COVID-19) infection among frontline nurses. This study aimed to explore the relationships among teamwork, work environment and resources, work-life balance, stress perception and burnout among nurses working at a dedicated infectious disease control hospital. METHODS: The participants were 389 nurses at a dedicated infectious disease control hospital in Taipei City, Taiwan. This study adopted survey design with a questionnaire using the Safety Attitude Questionnaire. RESULTS: The work-life balance among nurses at the dedicated hospital significantly mediated the effects of teamwork and work environment and resources on burnout. In addition, stress perception had interaction effects on work-life balance and burnout. CONCLUSION: This study's results provide important recommendations for managing teamwork, work environment and resources, work-life balance, stress perception and burnout prevention in nurses to help them better prepare and cope with emergencies. Findings can serve as a reference for developing relevant hospital management policies.
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Little research exists on how home care nursing personnel have experienced the Covid-19 pandemic. This qualitative study explores the work environment related challenges nurses and managers in home care faced during the pandemic. We discuss these challenges in relation to the Demand-Control-Support Model and reflect on how the organizational dynamics associated with them can be understood using the competing pressures model. During the pandemic, home care nurses and managers experienced both an increased workload and psychosocial strain. For managers, the increased complexity of work was a major problem. We identify three key takeaways related to sustainable crisis management: 1) to support managers' ability to provide social support to their personnel, 2) to increase crisis communication preparedness, and 3) to apply a holistic perspective on protective gear use. We also conclude that the competing pressures model is useful when exploring the dynamics of the work environment in complex organizational contexts.
Subject(s)
COVID-19 , Home Care Services , Nurses , Humans , Workload/psychology , Working Conditions , Pandemics , COVID-19/epidemiologyABSTRACT
Background: During the COVID-19 pandemic, nurses experience a high workload and stressful psychological stimuli that affect their mental and emotional health, which may lead to burnout symptoms. Therefore, this study aimed to analyze the effect of COVID-19 on nurses' job burnout and investigate its consequences. Method(s): The present study is an applied descriptive study, and data collection was performed using surveys. The study was conducted on 107 nurses working in Shahid Mohammadi and Khalij-e-Fars hospitals of Bandar Abbas, Hormozgan. The level of job burnout was measured using the Oldenburg Burnout Inventory (OLBI), job satisfaction by Job Satisfaction Questionnaire, and depression by Beck Depression Inventory (BDI). The data were analyzed via structural equation modeling by PLS 3 software. Result(s): Overall, the mean job burnout level was higher than the average (3.45). The results, at the 95% confidence level and the significance value of > 1.96, showed that poor organizational resources and traumatic events have a direct and significant effect on nurses' job burnout;however, the impact of workload on job burnout was not confirmed. The results also showed that nurses' job burnout has a direct and significant relevance with depression, job dissatisfaction, and low quality of care. Conclusion(s): Poor organizational resources and traumatic events increased job burnout. Job burnout increased depression, and also reduced job satisfaction and quality of care. Situational and personal factors have a significant role in decreasing nurses' job burnout. It is necessary to provide a better work environment, good intrapersonal relationships, and personal skills training courses.Copyright © 2023 The Author(s);Published by Kerman University of Medical Sciences.
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BACKGROUND: The COVID-19 pandemic has exhausted the employees of hospital center and had a negative impact on medical students. AIM: The aims are to show the efforts of Occupational Medicine to provide support for healthcare workers and to increase student's interest in O.M. MATERIALS AND METHODS: Out of the total number of employees of the Clinical Hospital Center Rijeka, which is 3500, 275 of them claim for recognition of COVID-19 occupational diseases in 2022. The 6th-year medical students of the Rijeka Faculty of Medicine, 130 in total and 22 sanitary engineers were surveyed by the quality service regarding their satisfaction with the Occupational Medicine classes. Statsoft Statistica 10 was used to calculate the results. RESULT(S): All HCW are recognized as having COVID-19 as a professional disease. Older age correlated with greater absenteeism. Hospital employees are dissatisfied, tired, they demand work benefits, contraindications for shift work, night work, work in COVID centers, and requesting maternity leave. Many also quit their jobs the hospital management is looking for and hiring new employees, who quickly leave due to difficult working conditions and low incomes. Occupational medicine also has a problem with students. During the pandemic, classes were held online. Interest in classes declined, a small number of students joined the lectures, but all responded to the survey. The answers showed a lack of interest in the Occupational Medicine course. With subsiding of the pandemic, it would be obligatory to continue "live" classes, take students on a tour of industrial facilities, and cancel the failed evaluation of teachers. CONCLUSION(S): Easing of working conditions for HCW and changes in teaching is necessary.Copyright © 2023, Scientific Foundation SPIROSKI. All rights reserved.
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BACKGROUND: Despite the developments in Kosovo's healthcare, there are still many challenges that hamper the delivery of proper health-care service. This was especially highlighted during the coronavirus disease 2019 (COVID-19) pandemic. AIM: This study aims to elucidate the factors that impede proper health service as well as reduce preventable medical errors by focusing on safety as a fundamental principle in patient care and a key component health services quality management. The main goal is to improve the overall approach to the patient by improving the workers performance and redesigning systems, with the goal of reducing patient risk not only in normal working environment but also in new and unusual situations such as COVID-19 pandemic. METHOD(S): In this cross-sectional study, data were collected and analyzed. Two questionnaires were compiled for this research: one was compiled to address patients who sought health services at the Emergency Center;the second questionnaire was designed for the Emergency Center personnel to identify the relationships between the workers, managerial staff, the problems of reporting errors, and similar. Moreover, relevant publications on the impact of the pandemic on the provision of health services were compared. Statistical analysis was done by IBM SPSS version 25. CONCLUSION(S): There is a need for improving Patient Safety Culture in The Emergency Center at the University Clinical Center of Kosovo. By reorganizing working hours for the workers of the Emergency Center, preventable medical errors would be reduced. Raising the capacities of the primary care level would reduce the load of the Emergency Center from interventions, which can be handled without a problem at the lower levels. Continuous professional trainings, as well as trainings focused on stress management, working under time pressure, and relationships between health service providers would significantly improve the level of patient safety in the Emergency Center.Copyright © 2023, Scientific Foundation SPIROSKI. All rights reserved.