COVID-19 pandemic: dissatisfaction with work among teachers in the state of Minas Gerais, Brazil. / Pandemia da COVID-19: insatisfação com o trabalho entre professores(as) do estado de Minas Gerais, Brasil.

This article aimed to verify the prevalence and factors associated with dissatisfaction with teaching work among teachers from the state public basic education network in the state of Minas Gerais during the COVID-19 pandemic. This is a websurvey, carried out with these teachers between August and September 2020 via digital form. The dependent variable was job satisfaction during the pandemic, with satisfied people being the reference category. Multinomial Logistic Regression was used. 15,641 teachers from 795 municipalities participated in the study. Regarding work satisfaction, 21.6% were satisfied, 44.7% were indifferent and 33.7% were unsatisfied. The chances of being unsatisfied were higher among those without a spouse (OR=1.23), longer teaching time (OR=1.19), difficulty with remote activities (OR=37.60), without possession of a computer (OR=1.40), smokers (OR=1.27), using alcoholic beverages (OR=1.54), sedentary (OR=1.22) and absent leisure activities (OR=1.49). The changes caused in the educational system in the face of the pandemic impacted the teacher's routine, contributing to the dissatisfaction with the work of this professional.

O objetivo deste artigo foi verificar a prevalência e fatores associados à insatisfação com o trabalho docente entre professores(as) da rede pública estadual de educação básica do estado de Minas Gerais durante a pandemia da COVID-19. Inquérito epidemiológico do tipo websurveys, realizado com esses(as) professores(as) entre agosto e setembro de 2020 via formulário digital. A variável dependente foi a satisfação com o trabalho durante a pandemia, sendo os(as) satisfeitos(as) a categoria de referência. Foi utilizada a Regressão Logística Multinomial. Participaram do estudo 15.641 professores(as) de 795 municípios. Em relação a satisfação com o trabalho, 21,6% estavam satisfeitos(as), 44,7% indiferentes e 33,7% insatisfeitos(as). As chances de estarem insatisfeitos(as) foram maiores entre aqueles(as) sem cônjuge (OR=1,23), maior tempo de docência (OR=1,19), dificuldade com atividades remotas (OR=37,60), sem posse de computador (OR=1,40), tabagistas (OR=1,27), em uso de bebida alcoólica (OR=1,54), sedentários(as) (OR=1,22) e atividade de lazer ausente (OR=1,49). As mudanças causadas no sistema educacional diante da pandemia impactaram a rotina do(a) professor(a), contribuindo para a insatisfação com o trabalho deste(a) profissional.

Relationship between indoor noise perception and remote work during the COVID-19 pandemic.

The coronavirus disease 2019 (COVID-19) pandemic has had a major influence on working patterns worldwide, given the various lockdown periods and the shift to remote working. As people's noise perception is known to be closely linked with their work performance and job satisfaction, investigating the noise perception in indoor spaces, especially in situations where people work from home, is crucial; however, studies on this aspect are limited. Thus, here, this study aimed to investigate the relationship between indoor noise perception and remote work during the pandemic. The study assessed how people who worked from home perceived indoor noise, and how it related with their work performance and job satisfaction. A social survey was conducted with respondents who worked from home during the pandemic in South Korea. A total of 1,093 valid responses were used for data analysis. Structural equation modeling was used as a multivariate data analysis method to simultaneously estimate multiple and interrelated relationships. The results showed that indoor noise disturbance significantly affected annoyance and work performance. Annoyance with indoor noise affected job satisfaction. Job satisfaction was found to have a significant impact on work performance, particularly on two dimensions of the work performance that are crucial for achieving organizations' goals. Moreover, one dimension of the work performance had a significant impact on annoyance. The study proposed that reducing negative perception of indoor noise and improvement of job satisfaction can lead to the maximization of one's work performance when working from home.

Association between the Nursing Practice Environment and Safety Perception with Patient Safety Culture during COVID-19.

AIMS: In this study, we aimed to identify the relationship between nursing practice environments (NPEs) and safety perceptions with patient safety culture (PSC) during COVID-19. DESIGN: We conducted a quantitative, non-experimental, correlational, and cross-sectional study. We interviewed 211 nurses from Peru using two scales: PES-NWI and HSOPSC. We used the Shapiro-Wilk test and Spearman's coefficient and estimated two regression models. RESULTS: NPE was reported as favorable by 45.5% of the participants, and PSC was reported as neutral by 61.1%. Safety perception, the workplace, and NPE predict PSC. All NPE factors were correlated with PSC. However, safety perception, support of nurses subscale, the nurse manager's ability, and leadership were predictors of PSC. CONCLUSION: To promote a safe work culture, health institutions should foster leadership that prioritizes safety, strengthens managers' abilities, encourages interprofessional collaboration, and considers nurses' feedback for constant improvement.

Caring Knowledge as a Strategy to Mitigate Violence against Nurses: A Discussion Paper.

Violence against nurses is a disturbing trend in healthcare that has reached epidemic proportions globally. These violent incidents can result in physical and psychological injury, exacerbating already elevated levels of stress and burnout among nurses, further contributing to absenteeism, turnover, and intent to leave the profession. To ensure the physical and mental well-being of nurses and patients, attention to the development of strategies to reduce violence against nurses must be a priority. Caring knowledge-rooted in the philosophy of care-is a potential strategy for mitigating violence against nurses in healthcare settings. We present what caring knowledge is, analyze its barriers to implementation at the health system and education levels and explore potential solutions to navigate those barriers. We conclude how the application of models of caring knowledge to the nurse-patient relationship has the potential to generate improved patient safety and increased satisfaction for both nurses and patients.

Professional satisfaction in nursing during the COVID-19 pandemic. / Satisfacción profesional en enfermería durante la pandemia de COVID-19.

evaluar la satisfacción laboral de profesionales de enfermería actuantes en atención y gestión durante la pandemia de COVID-19. estudio epidemiológico de corte transversal. Participaron 334 profesionales de enfermería de un hospital de enseñanza. Fueron calculadas las frecuencias absolutas y relativas de las variables cualitativas y los promedios de las variables numéricas. Se compararon los promedios de resultados de los dominios de la escala de satisfacción profesional ( Job Satisfaction Survey) con variables sociodemográficaslaborales. Fueron aplicadas las pruebas t de Student, Mann-Whitney, Anova con posprueba de Tukey, Kruskal-Wallis o Dunn para verificar la significancia estadística de los resultados con nivel crítico de 0,05. noventa profesionales se mostraron satisfechos con su trabajo, tres profesionales se mostraron insatisfechos y doscientos cuarenta y un profesionales mostraron ambivalencia. Se evidenció ambivalencia en los trabajadores de enfermería en relación a su satisfacción laboral durante el período de la pandemia de COVID-19. Los hallazgos señalan un camino para que los gestores y formuladores de políticas de salud encaucen inversiones en planes de carrera y ambientes laborales que mejoren las condiciones de los trabajadores de enfermería.

(1) Se evidenció ambivalencia respecto a la satisfacción con el trabajo. (2) Se evidenció insatisfacción respecto a Remuneración, Beneficios, Promoción y Ambiente. (3) Se evidenció satisfacción respecto de Compañeros de Trabajo y Supervisión. (4) Importancia de: Planes de Carrera, Remuneración y Beneficios dignos.

avaliar a satisfação com o trabalho de profissionais de enfermagem que atuaram na assistência e na gestão, durante a pandemia de COVID-19. estudo epidemiológico de corte transversal. Participaram 334 profissionais de enfermagem de um hospital de ensino. Foram calculadas as frequências absolutas e relativas das variáveis qualitativas e as médias das variáveis numéricas. Foram comparadas as médias dos resultados dos domínios da escala de satisfação profissional (Job Satisfaction Survey) com variáveis sociodemográficas-laborais. Foram aplicados os testes t de Student, Mann-Whitney, Anova seguidos de pós-teste de Tukey, Kruskal-Wallis ou Dunn, para verificar a significância estatística dos resultados com nível crítico de 0,05. 90 profissionais demonstraram-se satisfeitos com o trabalho, três profissionais demonstraram-se insatisfeitos e 241 profissionais demonstraram-se ambivalentes. foi evidenciada uma ambivalência dos trabalhadores de enfermagem em relação à sua satisfação com o trabalho, durante o período da pandemia de COVID-19. Os achados indicam um caminho para que gerentes e formuladores de política em saúde façam investimentos em planos de carreira e ambiente de trabalho que melhorem as condições de trabalho dos trabalhadores de enfermagem.

The relationship between nurse burnout, missed nursing care, and care quality following COVID-19 pandemic.

OBJECTIVES: To determine the relationship between nurse burnout, missed nursing care, and care quality following the COVID-19 pandemic. BACKGROUND: Quality of care and missed nursing care can be consequences of nurse burnout. Little is known about how these factors related to nurse burnout following the COVID-19 pandemic. DESIGN: This study used a cross-sectional correlational design and was conducted in 12 general hospitals across Thailand from August to October 2022. METHODS: 394 nurses providing direct nursing care to patients during the COVID-19 pandemic completed the survey. The Emotional Exhaustion (EE) subscale of the Maslach Burnout Inventory-Human Services Survey (MBI-HSS), MISSCARE survey, and quality of care reported by nurses were used to collect data. Descriptive statistics and logistic regression models were used to analyse the data. RESULTS: Approximately thirty-six percent of nurses had burnout following the COVID-19 pandemic. Missed nursing care was higher among nurses with burnout. Most participants reported illness/symptoms such as anxiety, fatigue, a lack of concentration, and sleeping problems. After adjusting for demographic characteristics, every additional unit of emotional exhaustion was associated with 1.61 times higher odds of missed nursing care, 3.37 times higher odds of poor quality of nurse care, and 2.62 times higher odds of poor quality of care for the overall unit. CONCLUSION: The study findings demonstrate that burnout is associated with missed nursing care and poor quality of care following the COVID-19 pandemic. RELEVANCE TO CLINICAL PRACTICE: Policymakers, hospital administrators, and nurse managers should invest in strategies to reduce nurse burnout, which can increase patient safety and quality of care.

An assessment of organizational well-being, organizational health, and work-related stress: A cross-sectional study of nurses involved with COVID-19 interventions.

BACKGROUND: Nurses have been affected by stress, developing many related consequences during the health emergency caused by the SARS-CoV-2 (COVID-19) pandemic. It is essential for healthcare organizations to protect their human resources because there is a strong correlation between the health status of healthcare workers and the quality of care provided. OBJECTIVE: The aim of the study was to measure the perception of the organizational health level of the workplace among COVID-19 nurses (i.e. nurses who directly dealt with COVID-19 countermeasures) as an influence on work quality and work-related stress. METHODS: A cross-sectional study was carried out by administering the Nursing Questionnaire on Organizational Health (QISO) to nurses in contact with COVID-19 patients. The search period ranged between August and September 2021 with nurses who work and/or worked in Lazio. RESULTS: 123 questionnaires were collected. The scores with a value below the recommended level (2,6) are: "Comfort of the working environment" (mean = 2.57; SD = 0.66); "Valorization of skills" (mean = 2.40; SD = 0.62); "Openness to innovation" (mean = 2.46; SD = 0.77); "Satisfaction with top management" (mean = 2.48; SD = 0.81); and the inverse scale "Fatigue" (mean = 2.94; SD = 0.55). CONCLUSION: Management of healthcare organizations should define action strategies to promote and increase organizational well-being and reduce work-related stress risk factors. Some action strategies that could be used include improving the elements of the work environment to make it more comfortable for workers; strengthening and improving communication; improving the relationship between nurses and senior management; and establishing a team of experts for psychological assistance.

Relationship between leadership-member exchange (LMX) and flow at work among medical workers during the COVID-19: the mediating role of job crafting.

Based on relational leadership theory and self-determination theory, this study aims to investigate the relationship between leader-member exchange (LMX), job crafting, and flow at work among medical workers in the context of the COVID-19 pandemic. Participants in the study consisted of 424 hospital employees. The results showed that: (1) the LMX positively predicted flow at work; (2) two types of job crafting (increasing structural job resources and challenging job demands) played a mediating role between the LMX and flow at work; and (3) gender did not moderate these mediating effects as suggested by previous studies. These results indicate that the LMX can not only directly predict flow at work, but also indirectly predict work-related flow through job crafting by increasing structural job resources and challenging job demands, thus providing new insights for enhancing flow experiences of medical workers.

The association between nurse managers' transformational leadership and quality of patient care: A systematic review.

AIM: To examine and summarize the reported association of nurse managers' transformational leadership and quality of patient care based on the perceptions of registered nurses. BACKGROUND: Transformational leadership behaviors of nurse managers result in staff nurses' satisfaction and retention and patient satisfaction. Patient safety and quality of care are vital to high-performing healthcare organizations. Perceptions of registered nurses are important because nurses are frontline healthcare providers fundamental to patient safety and quality of care and are considered the final line of defense in preventing adverse events and errors and improving the safety of patients. MATERIALS AND METHODS: We  searched the CINAHL, ProQuest, PubMed, Science Direct, and Web of Science databases for evidence published between 2018 and 2022 in the English language. We adhered to the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines in carrying out this meta-analysis. RESULTS: Nine quantitative studies were appraised using the Joanna Briggs Institute checklists and were included in the final review that involved a total sample of 3633 registered nurses. The included studies were reported across Asian, Middle East, and European countries within the past five years. The association between the transformational leadership behaviors of nurse managers and the quality of patient care was found in varying degrees (i.e., insignificant, weak, indirect, and strong direct association) based on the perceptions of registered nurses. CONCLUSIONS: There is a direct and indirect association between the transformational leadership behaviors of nurse managers and the quality of patient care internationally. This association is influenced by confounding and mediating factors, including gender, organizational culture, structural empowerment, and job satisfaction. IMPLICATIONS FOR NURSING AND HEALTH POLICIES: Healthcare organizations need to support nursing leaders to have a stronger transformational leadership style by considering several factors that influence their leadership to improve the quality of patient care their staff nurses provide at the bedside.

The Impact of Social Loafing on Turnover Intention for Tourism Employees Post COVID-19: The Mediating Role of Mental Health.

The COVID-19 pandemic has led to widespread changes in the way that people work, including an increase in remote work and changes in group dynamics. Social loafing, the phenomenon of reduced individual effort in group settings, has been widely studied in the literature. However, less is known about the potential impacts of social loafing on mental health and turnover intention in this relationship. In this study, we hypothesized that social loafing would be related to turnover intention and that mental health would mediate this relationship. To test these hypotheses, we conducted a cross-sectional survey of 700 full-time tourism employees in Egypt. The obtained data were analyzed by Partial least squares structural equation modeling (PLS-SEM). Our results indicated that social loafing was significantly related to turnover intention and negative mental health consequences significantly mediated this relationship. The results showed that stress (as a dimension of mental health) experienced by employees may act as a mediator between social loafing and turnover intention. On the other hand, depression and anxiety were not observed to have a similar mediating effect. This implies that stress could play a vital role in the decision-making process of employees who are contemplating leaving their job due to social loafing. These findings suggest that interventions aimed at reducing social loafing may have the added benefit of improving mental health and decreasing turnover intention in the workplace.

Furloughed Employees' Voluntary Turnover: The Role of Procedural Justice, Job Insecurity, and Job Embeddedness.

During the COVID-19 lockdown period, several employers used furloughs, that is, temporary layoffs or unpaid leave, to sustain their businesses and retain their employees. While furloughs allow employers to reduce payroll costs, they are challenging for employees and increase voluntary turnover. This study uses a two-wave model (Time 1: n = 639/Time 2: n = 379) and confirms that furloughed employees' perceived justice in furlough management and job insecurity (measured at Time 1) explain their decision to quit their employer (measured at Time 2). In addition, our results confirm that furloughed employees' job embeddedness (measured at Time 1) has a positive mediator effect on the relationship between their perceived procedural justice in furlough management (measured at Time 1) and their turnover decision (Time 2). We discuss the contribution of this study to the fields of knowledge and practice related to turnover and furlough management to reduce their financial, human, and social costs.

Factors Affecting Remote Workers' Job Satisfaction in Utah: An Exploratory Study.

With structural changes in work arrangements, employee retention becomes more important for organizational success. Guided by the Ability, Motivation, Opportunity (AMO) framework, this study investigated the factors affecting remote workers' job satisfaction and personal wellbeing in Utah. From a sample of n = 143 remote workers, the study used a correlational design to identify the significant predictors of job satisfaction and personal wellbeing. It mapped the relationships between significant predictors of job satisfaction and personal wellbeing and explored the role of human resources (HR) policies and organizational culture in a remote work environment. Results showed intrinsic motivation, affective commitment, opportunity, and amotivation affected employee job satisfaction, while self-efficacy, amotivation, and job satisfaction affected personal wellbeing. A structural equation model (SEM) showed that remote workers with higher levels of self-efficacy, lower amotivation, and higher job satisfaction were likely to have greater personal wellbeing compared to others. When exploring the role of HR, findings showed that HR bundles and organizational culture indirectly affected job satisfaction but had a direct effect on the most important predictors of job satisfaction and personal wellbeing. Overall, results demonstrated the interconnectivity of HR practices, AMO factors, job satisfaction, and personal wellbeing.

Factors associated with recognition at work among nurses and the impact of recognition at work on health-related quality of life, job satisfaction and psychological health: a single-centre, cross-sectional study in Morocco.

OBJECTIVES: To describe the sociodemographic, occupational and health factors that influence nurses' recognition at work and to examine a recognition pathway model to assess the relationship between recognition at work and health-related quality of life (HRQOL), job satisfaction, anxiety and depression. DESIGN: This is a cross-sectional observational study with prospective data collection based on a self-report questionnaire. SETTING: University hospital centre in Morocco. PARTICIPANTS: The study included 223 nurses with at least 1 year of practice at the bedside in care units. MEASURES: We included the sociodemographic, occupational and health characteristics of each participant. The Fall Amar instrument was used to measure job recognition. HRQOL was measured using the Medical Outcome Study Short Form 12. The Hospital Anxiety and Depression Scale was used to assess anxiety and depression. Job satisfaction was measured using a rating scale (ranging from 0 to 10). Path analysis was used to examine the nurse recognition pathway model to assess the relationship between nurse recognition at work and key variables. RESULTS: The participation rate in this study was 79.3%. Institutional recognition was significantly correlated with gender, midwifery specialty and normal work schedule: ß=-5.10 (-8.06, -2.14), ß=-5.13 (-8.66, -1.60) and ß=-4.28 (-6.85, -1.71), respectively. Significant correlations were found between recognition from superiors and gender, mental health specialisation and normal work schedule: ß=-5.71 (-9.39, -2.03), ß=-5.96 (-11.17, -0.75) and ß=-4.04(-7.23, -0.85), respectively. Recognition from coworkers was significantly associated with mental health specialisation: ß=-5.09 (-9.16, -1.01). The trajectory analysis model found that supervisor recognition had the best impact on anxiety, job satisfaction and HRQOL. CONCLUSIONS: Recognition from superiors is important in maintaining nurses' psychological health, HRQOL and job satisfaction. Therefore, managers in hospitals should address the issue of recognition at work as a potential personal, professional and organisational lever.

Subtle Cutback Management and Exhaustion: Qualitative Job Insecurity as a Mediator in a Sample of Dutch and Belgian Employees.

As an answer to crises such as COVID-19, organizations implemented more subtle forms of cutback measures such as wage moderation, loan sacrifice and recruitment freezes aimed at maintaining a financially healthy organization. In this study, the association between subtle cutback management and employee exhaustion was studied, and it was investigated whether this potential linkage can be explained by employee perceptions of increased qualitative job insecurity or the fear that valued features of the job will decrease in the near future. This research thereby extends prior research on the consequences of cutback management as well as regarding the antecedents of qualitative job insecurity. A cross-sectional online survey was conducted on a sample of workers (N = 218) active in various organizations in the Netherlands and Belgium. Regression analysis was applied to test hypotheses. Mediation was investigated by means of Hayes PROCESS macro. The results of the study indicate that there is no direct relationship between subtle cutback measures deployed at the workplace and employee exhaustion. However, the analyses further reveal that subtle cutback management is positively related to the experience of qualitative job insecurity in workers and that enhanced qualitative job insecurity is positively related to employee exhaustion. Qualitative job insecurity fully mediates the relationship between subtle cutback management and employee exhaustion.

Behavioral Reactions to Job Insecurity Climate Perceptions: Exit, Voice, Loyalty, and Neglect.

Past work has extensively documented that job insecurity predicts various work- and health-related outcomes. However, limited research has focused on the potential consequences of perceived job insecurity climate. Our objective was to investigate how the psychological climate about losing a job and valuable job features (quantitative and qualitative job insecurity climate, respectively) relate to employees' exit, voice, loyalty, and neglect behaviors, and whether such climate perceptions explain additional variance in these behaviors over individual job insecurity. Data were collected through an online survey using a convenience sample of employees working in different organizations in Türkiye (N = 245). Hierarchical multiple regression analyses showed that quantitative job insecurity climate was associated with higher levels of loyalty and neglect, while qualitative job insecurity climate was related to higher levels of exit and lower levels of loyalty. Importantly, job insecurity climate explained additional variance over individual job insecurity in exit and loyalty. Our findings underscore the importance of addressing job insecurity in a broader context regarding one's situation and the psychological collective climate. This study contributes to addressing the knowledge gap concerning job insecurity climate, an emerging construct in the organizational behavior literature, and its incremental impact beyond individual job insecurity. The foremost implication is that organizations need to pay attention to the evolving climate perceptions about the future of jobs in the work environment, because such perceptions are related to critical employee behaviors.

The Impact of the Early COVID-19 Pandemic on Registered Nurses' Intent to Stay in Nursing.

The COVID-19 pandemic has been difficult for registered nurses. Media reports, most of them anecdotal, have reported upticks in nurse resignations, and plans to resign and/or leave nursing due to COVID-19. This article reports findings from an online anonymous 95-item survey completed by about 1,600 nurses from a New York City metropolitan area health system's (HS) four hospitals and ambulatory care centers about their COVID-19 experience in the spring of 2020, their intent to stay at the HS, and their intent to stay working as a nurse. Conducted early in the pandemic, this survey addresses a major gap in the literature, as there was no timely evaluation of nurses' intent to leave during the "Great Attrition" wave or to stay during the "Great Attraction" trend. Among those nurses completing the survey, 85.7% reported that they planned to work as a nurse one year later and 77.9% reported that they planned to work at the HS one year later. Those nurses who obtained a master's or doctoral degree as their first professional degree in nursing, or had a high level of mastery, were less likely to report an intent to stay at the HS. Those with no children, those who thought the HS was more supportive, and those who thought that registered nurse-medical doctor relations were higher were more likely to intend to stay at the HS. Those nurses who reported worse communication with their nurse manager were less likely to report an intent to stay in nursing. Those who reported lower stress, who were unmarried and had no children were more likely to intend to work as nurses. Our findings on nurses' intent to leave their organization and their intent to leave nursing are much lower than reports in the popular press. Our data were collected early in the pandemic and it may not reflect the accumulated stress nurses experienced from witnessing the death of so many patients.

Compassion Fatigue Education: What Is Available Online for Nurses? A Consumer Website Review.

BACKGROUND: Nurses have been identified as the most vulnerable health care profession to experience compassion fatigue. Currently, not much is known about the availability and credibility of online compassion fatigue resources for nurses. This systematic review of consumer websites explores the prevalence and quality of compassion fatigue educational resources available online to nurses. METHOD: A descriptive, cross-sectional, nonexperimental design was used. Findings were collected from the websites of the top 20 hospitals in the United States, all professional nursing organizations in the United States, and the top three most used social media platforms. Web-sites were evaluated for quality using the Journal of the American Medical Association (JAMA) benchmarks and Health on the Net Foundation certification. RESULTS: A total of 143 websites were evaluated. Of these, three websites were identified as having the most credible, comprehensive educational resources on compassion fatigue. CONCLUSION: There is a need for more hospitals, professional nursing organizations, and social media websites to provide high-quality compassion fatigue educational resources for nurses. [J Contin Educ Nurs. 2023;54(5):216-224.].

Qualitative Insights From Governmental Public Health Employees About Experiences Serving During the COVID-19 Pandemic, PH WINS 2021.

OBJECTIVE: The purpose of the current study was to examine governmental public health employee experiences during the COVID-19 pandemic. DESIGN AND SETTING: A total of 5169 responses to a PH WINS 2021 open-ended question were qualitatively coded. The question asked employees to share their experiences during the COVID-19 response. The 15 most common themes are discussed. PARTICIPANTS: Responses from governmental public health employees in state health agencies (SHAs), big cities (Big City Health Coalition or BCHC agencies), and local health departments (LHDs) across all 50 states were included. RESULTS: The most frequently identified theme was pride in public health work and/or the mission of public health (20.8%), followed by leadership (17.2%), burnout or feeling overwhelmed (14%), communication (11.7%), and overtime/extra work (9.7%). Among the top 15 themes identified, comments about pride in public health work and/or the mission of public health (95.9%), teamwork (81.5%), and telework (61%) were predominantly positive. Co-occurring themes for responses that expressed pride in public health work and/or the mission of public health were often countered with explanations of why respondents remain frustrated, including feeling burned out or overwhelmed , disappointment with the community's sense of responsibility or trust in science , and feeling unappreciated either by the community or their agency. All of these co-occurring themes were predominantly negative. CONCLUSIONS: Employees are proud to work in public health and value teamwork but often felt overworked and unappreciated during the COVID-19 pandemic. Reviewing existing emergency preparedness protocols in the context of lessons learned during the COVID-19 pandemic and listening to employees' experiences with teleworking and task sharing may better prepare agencies for future challenges. Creating channels for clear communication during a period of changing information and guidelines may help employees feel more prepared and valued during an emergency response.