Factors Influencing Work Satisfaction and Compliance of Using Ppe among Shop Assistants during Covid-19

Objectives: The objectives of the study was to assess the level of work satisfaction, assess compliance of using PPE among shop assistants during COVID-19 and to find the factors influencing work satisfaction. Method(s): A quantitative approach with descriptive design was used for the study. Eighty samples were selected by using convenient sampling technique. The study was conducted in 4 districts of Kerala through online platform as well as through offline mediums. Result(s): From the study, it is evident that majority of the subjects (55%) were satisfied with their work at the time of COVID-19 and more than half (55%) of the samples have enough compliance with the use of PPE and only 7.5% have less compliance with the use of PPE. Demographic variables such age, relationship status, and work experience were found to be statically significant (p<0.05) with work satisfaction, and other variables did not have a significant association. Conclusion(s): This study provides a baseline for assessing the level of work satisfaction and compliance of PPE among shop assistants in selected areas. Periodic reinforcements, proper education, availability and trainings on the use of PPE can reduce the spread of Corona Virus and improve PPE compliance to an extend. Good working environment support from family and good rapport with colleagues can help to improve work satisfaction .Copyright © 2023 The Authors.

Impact of training on employee satisfaction and change management: a pragmatic study with special reference to employees working in luxury hotels of Mumbai

Background: It was always a challenge for hotel industry to find and retain skilled manpower and most of the hotels depend on in-house training programme to train and develop the employees as per their requirement. It is easy for hotels to retain staff if they are well-trained, they enjoy their work and are satisfied with workplace. COVID-19 pandemic presented one more challenge to hotel industry i.e., to embrace changes as per the expectations of market. Objectives: The main objectives of the study were to find out the impact of training towards employee satisfaction and change management. To establish the influence of employee satisfaction towards change management. Methodology: The factors shortlisted towards employee satisfaction were rewards, nature of work, supervision, benefits, work environment and co-workers. Factors identified for change management were strategic success, technological changes, effective systematic plan, communication, environment for change and change management. The research design for this paper was descriptive. The study was conducted for employee working in four major revenue producing operational departments. Total 16 hotels of city of Mumbai were approached for data collection. Due diligence was taken to collect data from different demographic profiles such as ownership pattern of hotels, department and experience of employees, their qualifications etc. Total 165 samples were collected. Data was corroborated using Cronbach's alpha and hypotheses were validated using correlation and compare means one-way ANOVA tests with the help of SPSS software. Result: Main findings of study were that nature of work and supervision had moderate effect on work environment. Benefits, rewards and co-workers showed strong correlation. Co-workers and work environment strongly impacted employee satisfaction. Strategic success, environment for change and communication significantly affected change management. Conclusion: Training was found to have significant relationship with employee satisfaction and change management. Employee satisfaction had significant association with change management. However technological change and effective systematic plan (factors of change management) were not significantly associated.

Work-family conflict, entrepreneurial regret, and entrepreneurial outcomes during the COVID-19 pandemic

This study aims to propose a clarification on how female entrepreneurs cognitively process their work-family conflict (WFC) experiences during the novel coronavirus disease (COVID-19) pandemic, with implications related to their attitudes toward their current entrepreneurial activities. It does so by using social cognitive theory as an overarching theoretical perspective. Our hypothesis sheds light on regretful thinking (also known as entrepreneurial regret) as a cognitive mechanism that elucidates how WFC may affect female entrepreneurs' outcomes, such as exit intention and work satisfaction. We further proposed family support as a boundary condition that may help female entrepreneurs to better respond to WFC. We develop and administer a questionnaire survey and analyze data from 346 female entrepreneurs in Japan. The results of our analysis, which is performed using the bootstrapping method to clarify the significance of the moderated mediation mechanism, support our hypotheses. Our results demonstrate that WFC leads to higher exit intention and lower work satisfaction through entrepreneurial regret. Notably, these experiences become stronger when WFC is coupled with low family support. Finally, we discuss the important implications of our findings for researchers and practitioners and highlight opportunities for future research.

Effects of parenthood and gender on well-being and work productivity among Canadian academic research faculty amidst the COVID-19 pandemic

The coronavirus disease (COVID-19) pandemic has brought about enormous changes to all aspects of academic life. In spring 2020, we recruited faculty from Canadian universities who were asked to complete a survey about the perceived impact of the pandemic on aspects of their well-being and work productivity. Eight hundred ninety-nine academics from across Canada responded, reporting that the pandemic had had a significant negative impact on their mental health, work satisfaction, first-author publications, grants, and data collection. Overall weekly work hours dropped by 22% compared to prepandemic levels, from 45 hr/week to 35 hr. Though parents of children under the age of 13 managed to maintain an average of 30 hr/week despite juggling childcare and work duties, they nonetheless fared worse compared to nonparents and parents of older children on nearly all indicators of work productivity and well-being. Furthermore, mothers of young children reported having fewer uninterrupted work hours and spending more time as primary caregiver compared to fathers. Thus, the COVID-19 pandemic has had a considerable negative impact on the self-reported well-being and work productivity of Canadian academics, and even more so among parents of young children. Mothers of young children may be particularly in need of additional support. These findings highlight the importance of adopting policies at the federal and institutional levels aimed at "leveling the playing field" for these groups as well as instituting creative childcare solutions that maintain health and safety while not further disadvantaging young parents. (PsycInfo Database Record (c) 2023 APA, all rights reserved) Impact Statement Public Significance Statement: The current findings suggest that the COVID-19 pandemic has had a considerable negative impact on the self-reported well-being and work productivity of Canadian academics, and even more so among parents of young children. Mothers of young children may be particularly in need of additional support. (PsycInfo Database Record (c) 2023 APA, all rights reserved) (French) La pandemie de la maladie causee par le coronavirus (COVID-19) a suscite d'enormes changements dans tous les volets de la vie universitaire. Au printemps 2020, nous avons effectue un sondage parmi les membres du personnel d'universites canadiennes afin de connaitre les repercussions percues de la pandemie sur divers aspects de leur bien-etre et sur leur productivite. Ont repondu au questionnaire 899 personnes de partout au pays, lesquelles ont signale que la pandemie avait eu d'importantes repercussions negatives sur leur sante mentale, leur niveau de satisfaction au travail, le nombre de publications comme premier auteur, l'obtention de subventions et la collecte de donnees. Dans l'ensemble, le nombre d'heures travaillees par semaine a chute de 22 %, comparativement a celui d'avant la pandemie, passant de 45 a 35 heures. Bien que les parents d'enfants de moins de 13 ans aient reussi a maintenir un horaire moyen de 30 heures semaine, jonglant les services de garde et le travail, ils ont des resultats tres inferieurs aux personnes sans enfants ou aux parents d'enfants plus ages pour presque tous les indicateurs de productivite et de bien-etre. De plus, les meres de jeunes enfants ont rapporte avoir un nombre inferieur d'heures de travail ininterrompues et avoir consacre plus de temps comme principaux fournisseurs de soins en comparaison des peres. Ainsi, la pandemie de COVID-19 a eu d'importantes repercussions sur les niveaux autorapportes de bien-etre et de productivite des chercheurs universitaires canadiens, en particulier parmi les parents de jeunes enfants. Les meres de jeunes enfants ont peut-etre particulierement besoin de soutien supplementaire. Ces resultats mettent en relief l'importance d'adopter des politiques federales et institutionnelles visant a egaliser les chances pour ces groupes, de meme que d'etablir des solutions novatrices pour la garde d'enfants qui assurent la sante et la securite, sans desavantager les jeunes parents. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

How COVID has changed veterinary medicine

The COVID 19 pandemic has caused an increase in the number of owned cats and dogs and the resulting increased demand for veterinarians and veterinary services. This has also caused increased work stress and performance issues by veterinarians. This paper describes how veterinarians can minimize work stress by modifying their schedule of medical activities in order to still maintain an ideal work life balance.

The association of management and leadership competencies with work satisfaction among pharmacists in Lebanon.

BACKGROUND: Pharmacists are at the core of the healthcare system and are the most accessible healthcare professionals. Their new roles involve leadership skills, among others. Work satisfaction of pharmacists might affect the quality of the services they provide. Hence, the primary objective of this study was to evaluate the management/leadership skills and work satisfaction of pharmacists and working pharmacy students. The secondary objective was to establish the relationship between management/leadership competencies and work satisfaction. METHODS: This cross-sectional study enrolled 415 Lebanese pharmacists and fifth-year pharmacy students (undergraduates) working in different pharmacy sectors across Lebanon from August 2021 through October 2021 using the snowball sampling technique and validated tools to assess management/leadership competencies and work satisfaction. RESULTS: Management/leadership competencies were significantly correlated with work satisfaction (B = 0.288) and inversely associated with being engaged/married (B = - 2.825) and living outside Beirut or Mount Lebanon (B = - 1.873). Pharmacy students did not significantly differ in their leadership/management level from graduate pharmacists. Work satisfaction was significantly associated with management/leadership competencies (B = 0.062) and inversely related to education level (B = - 0.644). CONCLUSIONS: Pharmacists' work satisfaction and management/leadership competencies are interrelated, although the level of satisfaction seemed lower than the declared level of competencies. These concepts are differentially affected by personal and work-related characteristics. More efforts should be exerted to improve both the satisfaction and management/leadership competencies of pharmacists in Lebanon.

Status and influencing factors of anxiety and insomnia among nurses in 2020 in Quanzhou city

Objective: To understand the anxiety and insomnia of nurses in 2020 and its influencing factors, so as to provide orientation for formulating relevant policies. Methods: A total of 738 nurses in a designated hospital for treatment of COVID-19 patients in Quanzhou were investigated by convenient sampling. The basic demographic information, cognition of COVID-19, anxiety and insomnia of these subjects were surveyed with self-made questionnaire, self rating anxiety scale (SAS) and insomnia severity index(ISI). The influencing factors of anxiety and insomnia were analyzed by multiple linear regression. Results: The incidence of anxiety and insomnia were 8.5% and 35.8%, respectively. The results of multiple linear regression analysis showed that regular physical exercise was the influencing factor to reduce nurses' anxiety(beta =-4.226, P = 0.002) and insomnia (beta = - 1.706, P = 0.003). Nurses who had a personal history of disease (beta = 3.320, P = 0.023), considered resignation due to the COVID -19 (beta = 5.012, P = 0.031), thought that they might infect their family members and/or friends with COVID-19 virus (beta = 4.631, P < 0.001) and were treated differently by others (beta = 3.829, P = 0.003) had more anxiety;nursing staff who had a personal history of disease (beta = 1.277, P = 0.036), considered resignation due to the COVID-19 (beta =1.946, P = 0.045), worried about infecting other people with novel coronavirus (beta = 1.063, P = 0.006), thought that they might infect their family and friends with COVID-19 virus (beta =1.156, P = 0.003) and were treated differently by others (beta =1.507, P = 0.004) also had more serious insomnia. There was a positive correlation between anxiety and insomnia[beta and its 95% CI value was 0.280(0.258, 0.302, P < 0.001)]. Conclusions: In 2020 nurses in Quanzhou had anxiety and insomnia, which were affected by many factors. Employers should pay attention to the mental health of high-risk personnel and carry out psychological intervention when necessary.

Women's Risk-Taking Behaviour during COVID-19 Pandemic: Will Work–Family Enrichment and Work Satisfaction Prevent Turnover Intention?

The COVID-19 pandemic has impacted all employment conditions as working during the pandemic is a risk to employees' health. This study investigates women's intentions to leave their job during times of crisis. However, opportunities for job selection were quite limited, and there are better ways to deal with job insecurity than leaving an organisation. The questionnaires were tested on valid data from 593 female employees of four-star hotels, and structural equation modelling (SEM) was employed. Cultural characteristics and the macroenvironment in Indonesian society cause different practices for women to achieve work–family enrichment, job satisfaction, and turnover intention than in developed Western cultures. Female employees will not be inclined to leave their job even though they are not satisfied. Moreover, work–family enrichment has an essential role in enhancing work satisfaction because it can improve women's quality of life. Work–family enrichment was also found to reduce the intention of women to leave an organisation. However, work–family enrichment has a more substantial influence on intensifying work satisfaction than on deflating the choice to quit during a crisis. Therefore, the research findings revealed that work–family enrichment is essential in improving work satisfaction, increasing employees' likelihood of remaining in the organisation. This study contributes to filling the research gap within work–family enrichment by digging into the practical lessons of women's work behaviour in the service sector, specifically in the hotel industry. © 2023 by the authors.

Empowering leadership during the COVID-19 outbreak: Implications for work satisfaction and effectiveness in organizational teams.

The COVID-19 pandemic generated unprecedented challenges for social and organizational life. We set out to explore how empowering leadership and leadership support were affected as a result of the team-based organization starting to implement flexible and remote work practices after the outbreak of the COVID-19 pandemic. We collected data in a cross-lagged design and used the two-condition MEMORE mediation procedure to analyze data on work satisfaction and team effectiveness obtained just before and immediately after the COVID-19 outbreak in 34 organizational teams. Our results show that the COVID-19 outbreak did not significantly impact perceptions of empowering leadership or perceived leadership support. However, teams that experienced changes in empowering leadership also reported proportional changes in work satisfaction and effectiveness. Finally, we show that the association between empowering leadership and leadership support, on the one hand, and work satisfaction in teams, on the other hand, is moderated by team size, such that the strength of the association is higher in small rather than large organizational teams. We conclude by arguing that the team-based organization absorbed well the impact and disruptions associated with the COVID-19 outbreak. We also stress the role of empowering leadership as a driver of work satisfaction and the effectiveness of organizational teams.

COVID-19-Related Health Literacy of School Leaders in Hong Kong: A Cross-Sectional Study.

To date, we know little about COVID-19-related health literacy among school leaders, particularly in East Asia. The present study aimed to assess the level of COVID-19-related health literacy and associated factors (vaccine hesitancy, self-endangering behaviour, and work satisfaction) among school leaders in Hong Kong. A cross-sectional study of 259 school leaders was carried out during the COVID-19 pandemic between April 2021 and February 2022. COVID-19-related health literacy using HLS-COVID-Q22, three subscales of self-endangering work behaviour scales (i.e., "extensification of work", "intensification of work" and "quality reduction"), and two dimensions of Burnout Assessment Tool (BAT) (i.e., psychosomatic complaints and exhaustion) were used. The study employed independent sample t-test, ANOVA, and multilinear regression models. The findings show that more than half (53.7%) of school leaders had insufficient health literacy. Participants with insufficient health literacy scored significantly higher in the following factors: exhaustion related to work situation (p = 0.029), psychosomatic complaints (p < 0.001), attitude about vaccination (i.e., less agree with vaccination) (p < 0.001), level of informing on COVID-19 related information (i.e., felt less informed) (p < 0.001), and level of confusion about COVID-19-related information (i.e., felt more confused) (p < 0.001). In a linear regression model predicting attitude about coronavirus vaccination, age (ß, -0.188, 95% CI, -0.024, -0.005, p = 0.002) and health literacy (ß, -0.395, 95% CI, -0.716, -0.361, p < 0.001) were the negative predictors, F(5, 214) = 11.859, p < 0.001. For the linear regression model adjusted for sex and age for predicting health literacy, the model was insignificant. Despite being a highly educated group, this study reveals that one in two Hong Kong school leaders have insufficient health literacy. Inadequate health literacy was strongly associated with a negative attitude about vaccination, low information, and confusion about COVID-19-related information. Additionally, insufficient health literacy was associated with the two secondary symptoms of burnouts. The study highlights an urgent need to develop intervention programmes to promote the COVID-19-specific as well as overall health literacy of the school leaders.

Job satisfaction and symptoms of depression, anxiety, stress, and burnout: A survey of Australian and New Zealand intensive care research coordinators.

INTRODUCTION: Intensive care unit clinical research is often implemented by specialised research coordinators (RCs). Clinical research activity within Australian and New Zealand intensive care units has escalated, particularly during the COVID-19 pandemic. Growth of the intensive care RC workforce to match research demand is poorly understood. AIM: The aim of this study was to repeat an Intensive Care Research Coordinator Interest Group workforce survey conducted in 2004 and 2009 to describe the current workforce and role satisfaction and also to determine reported symptoms of depression, anxiety, stress, and burnout in Australian and New Zealand intensive care RCs. METHODS: In April 2021, an online anonymised survey was distributed to intensive care RCs to complete demographic and workforce questions, the McCloskey/Mueller Satisfaction Scale, the Depression Anxiety Stress Scales-21, and the Maslach Burnout Inventory-Human Services Survey for Medical Personnel. RESULTS: Of 128 Intensive Care Research Coordinator Interest Group eligible members, 98 (77%) completed the survey. Respondents were mainly women (91%), the median age was 47 years, 37% have a postgraduate qualification, and a third have over 10 years of RCC experience (31%). Half do not have permanent employment (52%). The mean Depression Anxiety Stress Scales-21 scores were within the normal range, and respondents reported symptoms of depression (21 [21%]), anxiety (23 [23%]), and stress (26 [27%]). Nearly half of the respondents (44%) exhibited an early symptom of burnout by reporting problematic experiences of work. The overall role satisfaction score was 3.5/5 (neutral; neither satisfied nor dissatisfied). CONCLUSIONS: Intensive care RCs are an experienced group of professionals with limited satisfaction in the role. One-fifth of the ICU RCs experienced depression, anxiety, or stress symptoms, with close to half reporting signs of burnout. These results highlight the need to address areas of concern to ensure retention of this specialised intensive care workforce.

The Impact of Organizational Justice on Work Satisfaction during the Covid-19 Pandemic in India: Evaluating the Mediating Effects of Organizational Culture and Citizenship Behavior

Perceived workplace organizational justice is often a major element impacting the satisfaction and retention of employees. This study analyzed the connection between the organizational justice along with IT employee satisfaction of work in Bangalore, India, during the pandemic in Covid-19. Also explored were the mediating influences of organizational culture and citizenship behavior on this relationship. Some 403 respondents from Bangalore's IT firms were surveyed using a Likert scale survey instrument. The data was analyzed using Structural Equation Modeling (SEM). The results revealed that organizational justice did not affect employee work satisfaction during the pandemic, and both, organizational culture and citizenship behavior did not mediate this relationship © 2022, Journal for ReAttach Therapy and Developmental Diversities.All Rights Reserved.

Customer and employee satisfaction in hotels

Various academic studies have been conducted on customer and employee satisfaction in the service industries. This research focuses on the hotel sector, exploring (1) job satisfaction (intrinsic, extrinsic, and general) in departments whose employees most frequently come into contact with hotel customers (reception, housekeeping, bar and restaurant, kitchen, and entertainment);and (2) customer satisfaction for these departments. The aim of this research is to examine customer and job satisfaction in the aforementioned departments in greater depth. The research was carried out at the beginning of the 2021 summer season, during the COVID-19 pandemic. A sample of 1,488 individuals was analyzed to find out if employee job satisfaction can predict customer satisfaction. Customer satisfaction was minimally explained by the three dimensions of employee satisfaction (intrinsic, extrinsic, and general), although not in all departments. Extrinsic employee satisfaction achieved higher results than intrinsic employee satisfaction in the reception, kitchen, and bar and restaurant departments. The results show a clear difference between departments that are managed directly by the hotel and those that are outsourced (housekeeping and entertainment), which did not show a predictive relationship between employee and customer satisfaction.

Using latent profile analysis to understand palliative care professionals' quality of life during the COVID-19 pandemic.

Healthcare workers' professional quality of life has been increasingly under the spotlight, even more so during the COVID-19 pandemic, which has posed a genuine challenge for them. This study aims to describe the professional quality of life profiles of a sample of Spanish palliative care professionals during the COVID-19 pandemic, encompassing aspects such as work satisfaction, burnout, compassion fatigue, and compassion satisfaction; while studying the relationships between these profiles and sociodemographic variables, clinical situations experienced during the pandemic, protectors of professional quality of life, the quality of care delivered, and the professionals' wellbeing. Data from a survey of Spanish palliative care professionals were used. The variables measured were professional quality of life, sociodemographic characteristics, COVID-19-related experiences, protectors of professional quality of life, wellbeing, and quality of care. Our research included latent profile analyses, along with chi-squared and t-tests. The results suggested two profiles of professional quality of life, namely low (32.78%) and high (67.22%). The following profile displayed a higher likelihood of having a low professional quality of life: younger professionals, registered nurses, with a decrease in their teamwork, without specific training in palliative care, in coping with death and stress or emotional training and with lower levels of self-care and self-compassion, whose patients were unable to die a dignified death. Similarly, a low professional quality of life profile was associated with reduced wellbeing and poorer quality of care offered. In conclusion, providing professionals with education and training to improve their ability to handle end-of-life care and stress, maintaining cohesive teams and promoting self-care and self-compassion are pivotal to maintaining the quality of life and wellbeing of palliative care professionals and the quality of care that they provide.

The North Italian Longitudinal Study Assessing the Mental Health Effects of SARS-CoV-2 Pandemic on Health Care Workers-Part I: Study Design and Psychometric Structural Validity of the HSE Indicator Tool and Work Satisfaction Scale.

Literature on the impact of the SARS-CoV-2 pandemic on the mental health of Health Care Workers (HCWs) is mostly based on cross-sectional surveys. We designed a longitudinal study to assess work-related stress and mental health before and after the pandemic onset in a university-hospital in Lombardia region, Italy. We report on sample representativeness and structural validity of questionnaires assessing work stress (HSE Indicator Tool, HSE-IT) and work satisfaction (WS), which were not validated in the HCWs population. n = 1287 HCWs from 67 hospital wards/offices were invited to an online survey in summer 2019 (pre-COVID-19 wave) and again during winter 2020 (COVID-19 wave). Selected hospital wards/offices did not differ from the remaining wards for turn-over and down-sizing rates, overload, sick leaves, and night shifts (Wilcoxon rank tests p-values > 0.05). Participation rates were 70% (n = 805) and 60% (n = 431) in the pre-COVID-19 and COVID-19 waves, respectively. Socio-demographic and work-related characteristics did not impact data completeness nor participation to the COVID-19 wave. While confirming a 7-component structure for HSE-IT, we identified a new factor related to participation in work organization. A one-factor model for WS had satisfactory fit. Our longitudinal study based on a representative sample and adopting validated questionnaires is well-suited to elucidate the role of work conditions on the development of mental health disorders in HCWs.

The Moral Impact of the COVID-19 Pandemic on Nurses' Burnout, Work Satisfaction and Adaptive Work Performance: The Role of Autobiographical Memories of Potentially Morally Injurious Events and Basic Psychological Needs.

The COVID-19 pandemic resulted in unprecedented exposure to Potentially Morally Injurious Events (PMIEs) for nurses, in which they were both moral transgressors and moral victims, with deleterious consequences on their psycho-social health and functioning. Our experimental design compared memories of PMIEs with memories of severe moral transgressions (SMTs), in which participants were only moral transgressors. Drawing from Self-Determination Theory and research on moral auto-biographical episodic memories, we assessed a conceptual model describing the impact of recalling a single PMIE or SMT event on nurses' burnout, work satisfaction and adaptive performance. Our convenience sample comprised 614 Romanian nurses, and data was analyzed with path analysis, general linear modelling, and t-tests. Findings showed that memories of PMIEs, compared to SMTs, were more autonomy thwarting, being associated with more controlled work motivation, less moral learning, higher burnout, less work satisfaction, and adaptive performance. Burnout, moral learning, and work satisfaction were significant mediators of the relationships between PMIE and SMT recall and, respectively, adaptive performance. Our results highlight the urgency for organizational practices of moral repair for nurses after the pandemic, along with interventions meant to increase their autonomy and self-determined work motivation.

Future of Work: How Artificial Intelligence Will Change the Dynamics of Work Culture and Influence Employees Work Satisfaction Post-covid-19

This is evident that covid-19 has a devastating effect on businesses and employees worldwide. As we are slowly moving toward retrieval, it is very clear that the business and the way of doing work will change forever in the new normal phase. The experience of Covid-19 has drastically fastened the organization’s digital transformation. Thus, the purpose of our study is to explore the impact of AI-enabled work culture on employees’ satisfaction level post-pandemic. Companies now focus more on data-driven strategies and decision-making, which seems critical today for their business survival and success tomorrow. Few people may argue that technology has always been a part of an organization’s work culture then;what is new? Moreover, the answer will be the overnight shift of work on-site to work from home, leading to a drastic change in the work culture. The situation caused due to covid-19 has forced the employees and organizations to rely fully on technology, which had made the organizations adopt the use of technology as it was never. Organizations today are investing more in digitalization and automation to secure their business ventures in these shifting dynamics. However, how will AI change the dynamics of future work? As the digitalization and use of technology have evolved, AI development has increased the fear of losing their jobs in people’s minds influencing their work satisfaction. Therefore, our paper aims to study the impact of artificial intelligence on the work culture and its effect on employees’ work satisfaction. Moreover, the paper also discusses the related gap found in the skillset of employees and managers to work on AI and other related technologies during the pandemic and the probable solutions. The responses of 150 employees were collected, and the results have concluded that AI-enabled work culture will significantly impact the employees’ work satisfaction post-covid-19. © 2022, The Author(s), under exclusive license to Springer Nature Singapore Pte Ltd.

The ramification of COVID-19: How work satisfaction mediates the perceived work stress with turnover intention and gender differences among knowledge workers of developing country

Purpose. In organizations, employee's work stress is seen as the main problem behind dissatisfaction which ultimately leads towards turnover intention. This research is specific to knowledge workers of private schools registered in the Federal Capital Territory of Pakistan during COVID-19 and empirically examined the influence of perceived work stress on turnover intention and work satisfaction, including investigating the mediation effect of work satisfaction on the association of perceived work stress with turnover intention. Finally, the conditional direct and indirect effect of males and females is also measured. Design. Data were gathered from private school's teachers of the Federal Capital Territory of Pakistan in the form of a survey and the final sample of 269 teachers was used to test the hypotheses through structural equational modeling. Findings. Perceived work stress positively influenced the turnover intention of knowledge workers but work satisfaction reduces the greater impact of stress on turnover intention and seems to he partially mediated the association of perceived work stress and turnover intention. Finally, gender differences exposed that work satisfaction decreases the greater effect of stress on turnover intention among females strongly than males although the direct effect was already weaker among male teachers than females. Practical implications. This research will assist decision-makers to better understand the consequences of perceived work stress and work satisfaction. Moreover, management can formulate strategies for the retention of employees to minimize the turnover of knowledge workers that are contributing to the welfare of society. Organizations need to emphasize the work satisfaction of employees on priority in any circumstances to utilize their full efforts for better performance as the turnover intention is the main cause of perceived work stress. Work satisfaction minimizes the influence of perceived work stress on turnover intention among knowledge workers especially in the current scenario where almost every organization is affected by the COVID-19 pandemic and official work has been transmitted from physical to online medium which is generating uncertainties globally. Value of results. This research paper thrusts the knowledge about the antecedents of individual's work satisfaction, stress and intention to quit in the field of education.

Change in nurses' psychosocial characteristics pre- and post-electronic medical record system implementation coinciding with the SARS-CoV-2 pandemic: pre- and post-cross-sectional surveys.

BACKGROUND: The impacts of electronic medical record implementation on nurses, the largest healthcare workforce, have not been comprehensively examined. Negative impacts on nurses have implications for quality of patient care delivery and workforce retention. OBJECTIVE: To investigate changes in nurses' well-being, intention to stay, burnout, work engagement, satisfaction, motivation and experience using technology pre- and post-implementation of an organisation-wide electronic medical record in Victoria, Australia. METHODS: The natural experiment comprised an electronic medical record system implementation across six hospitals of a large tertiary healthcare organisation. Cross-sectional surveys were collected pre-electronic medical record implementation prior to the SARS-CoV-2 pandemic in 2019, and 18-months post-electronic medical record implementation during the pandemic in 2020, and findings compared. RESULTS: A total of 942 surveys were analysed (550 pre-electronic medical record (response rate 15.52%) and 392 post-electronic medical record (response rate 9.50%)). Post-electronic medical record, nurses' work satisfaction (r = 0.23, p=<0.001), intention to stay (r = 0.11, p = 0.001) and well-being (r = 0.17, p=<0.001) decreased. Nurses' perceived competence increased (r = 0.10, p = 0.002) despite decreased autonomy (r = 0.10, p = 0.003). Two of three dimensions of work engagement worsened (vigour r = 0.13, p=<0.001; dedication r = 0.13, p=<0.001) and all dimensions of burnout increased (exhaustion r = 0.08, p = 0.012, cynicism r = 0.07, p = 0.04 and reduced efficiency r = 0.32, p=<0.001). Nurses reported more burnout symptoms (95% CI 4.6-4.7%, p = 0.036), were less engaged (95% CI 49.6-49.9%, p=<0.001) and career trajectory satisfaction decreased (r = 0.15, p=<0.001). Matched data from 52 nurses showed changes in the same direction for all items except career trajectory satisfaction, hence validated findings from the larger unmatched sample. CONCLUSIONS: Implementation of an electronic medical record immediately followed by the SARS-CoV-2 pandemic was associated with negative changes in nurses' well-being, intention to stay, burnout, work engagement and satisfaction.

Satisfacción laboral y calidad de vida de los médicos residentes españoles durante la pandemia por la COVID-19

Introduction: To describe and analyze the existing perception about the factors related to job satisfaction (LS) and quality of life (QOL) of Spanish resident doctors during the COVID-19 pandemic. Method: Descriptive-correlational study, the target population being the Spanish residents who were asked, using the online form, between 11/01/2020 and 12/31/2020. The Font-Roja questionnaire was used for LS and the WHOQOL-BREF for QOL (both using a 5-value Likert scale).