Early-career general practitioners' career intentions in Estonia: A qualitative study.

BACKGROUND: The shortage of general practitioners (GPs) is a worsening problem in many countries and poses a threat to the services provided by primary care and by extension for the entire healthcare system. Issues with GP workforce recruitment and retention can be reasons for this shortage. OBJECTIVES: To describe GP trainees and newly qualified GPs experiences and perceptions on how their training and early experiences of work influence their career intentions in primary care in Estonia. METHODS: A qualitative study with GP trainees (n = 12) and newly qualified GPs (n = 13) using semi-structured group interviews (n = 6) was conducted. Interviews were conducted from October until November 2020. Data were analysed using thematic analysis with NVivo Software. RESULTS: Although early-career GPs in Estonia envision their future roles as GP practice owners with patient list, this is often postponed due to various reasons. Early-career GPs expressed a sense of unpreparedness to fill all the roles of GPs' and found the process of establishing a GP practice and taking on a patient lists very complicated. They value work-life balance and prefer workplaces, which offer flexible working conditions. CONCLUSION: Potential strategies were identified to enhance the willingness of early-career GPs to continue their career as GP practice owners with patient list: improving the GP training program by placing more emphasis on managing skills and making the process of establishing GP practice and taking on a patient list less bureaucratic and more accessible.

This study highlights the career intentions of GP trainees and newly qualified GPs in Estonia.Participants of this study perceive the many different roles of being a GP as very challenging.Understanding early-career GPs ideas about the future work environments can be helpful in shaping future workforce strategies.

Work-Life Balance.

There has been much written about work-life balance, both in nursing and other professions. Additionally, the term has taken on multiple definitions over the years, and it is often touted as central to an organization's mission. The Cambridge Dictionary defines work-life balance quite simply as "the amount of time you spend doing your job compared with the amount of time you spend with your family and doing things you enjoy." If it is such a simple concept, why is it such a dominant subject in nursing literature? This article explores the essential components of work-life balance, how health care organizations struggle to define it and differ in what they may promote on paper versus what they practice, and examine why work-life balance is crucial to nurses' overall well-being.

Cross-sectional study of the association between burnout and work overload and work-life imbalance among medical personnel in Liaoning, China: role of specialty.

OBJECTIVES: Burnout is common among medical personnel in China and may be related to excessive and persistent work-related stressors by different specialties. The aims of this study were to assess the prevalence of burnout, work overload and work-life imbalance according to different specialties and to explore the effect of specialty, work overload and work-life imbalance on burnout among medical personnel. DESIGN: A cross-sectional study. SETTING: This study was conducted in 1 tertiary general public hospital, 2 secondary general hospitals and 10 community health service stations in Liaoning, China. PARTICIPANTS: A total of 3299 medical personnel participated in the study. METHODS: We used the 15-item Chinese version of the Maslach Burnout Inventory General Survey (MBI-GS) to measure burnout. Multivariable logistic regression models were used to explore the association between medical specialty, work overload, work-life imbalance and burnout. RESULTS: 3299 medical personnel were included in this study. The prevalence of burnout, severe burnout, work overload and work-life imbalance were 88.7%, 13.6%, 23.4% and 23.2%, respectively. Compared with medical personnel in internal medicine, working in obstetrics and gynaecology (OR=0.61, 95% CI 0.38, 0.99) and management (OR=0.45, 95% CI 0.28, 0.72) was significantly associated with burnout, and working in ICU （Intensive Care Unit）(OR=2.48, 95% CI 1.07, 5.73), surgery (OR=1.66, 95% CI 1.18, 2.35) and paediatrics (OR=0.24, 95% CI 0.07, 0.81) was significantly associated with severe burnout. Work overload and work-life imbalance were associated with higher ORs for burnout (OR=1.64, 95% CI 1.16, 2.32; OR=2.79, 95% CI 1.84, 4.24) and severe burnout (OR=4.33, 95% CI 3.43, 5.46; OR=3.35, 95% CI 2.64, 4.24). CONCLUSIONS: Burnout, work overload and work-life imbalance were prevalent among Chinese medical personnel but varied considerably by clinical specialty. Burnout may be reduced by decreasing work overload and promoting work-life balance across different specialties.

Work addiction and social functioning: A systematic review and five meta-analyses.

As theoretical models suggest, work addiction has several adverse correlates and consequences, such as unfavorable personality traits, physical and psychological symptoms, and social conflicts. Both early and recent concepts emphasize that individuals with work addiction have more problematic social life due to obsessive overwork. This includes negative impacts on family, workplace, and other relationships. The present study aimed to systematically review and meta-analyze all the empirical studies that examined the association between work addiction and any dimension of social life, as such an analysis has never been conducted before. Studies published from 1995 to 2022 were identified through a systematic search. 102 eligible studies were included in the review, with 75 studies contributing to five different meta-analyses. The results indicated significant associations between work addiction and: (1) lower work-life balance, (2) reduced social functioning, and increased difficulties in (3) family relationships, (4) intimate relationships, and (5) relationships with the community, friends, and colleagues. The associations were found to be independent of gender and age. The meta-analytic study highlights research gaps in the field and suggests future directions, including exploring attachment styles and early social relationships in work addiction, investigating the association between social and emotional competencies and work addiction, examining the role of escape motivation, and exploring the characteristics of the partners (spouses) of workaholics. Since the quality of social relationships and social support are crucial factors in physical and mental health, the prevention and intervention of work addiction should be prioritized in organizational and clinical settings.

Gender inequality in work location, childcare and work-life balance: Phase-specific differences throughout the COVID-19 pandemic.

OBJECTIVE: Much research on the early stages of the COVID-19 pandemic demonstrates the unequal impact on men and women in many countries but empirical evidence on later stages of the pandemic remains limited. The objective of this paper is to study differences between men and women in work location, the relative division of childcare, and perceived work-life balance across and throughout different phases of the pandemic using six waves of probability-based survey data collected in the Netherlands between April 2020 and April 2022 (including retrospective pre-pandemic measures). METHOD: The study used descriptive methods (longitudinal crosstabulations) and multivariate modelling (cross-sectional multinomial logits, with and without moderators) in a repeated cross-sectional design. RESULTS: Results suggest the pandemic is associated with several phase-specific differences between men and women in where they worked and their relative division of childcare in the Netherlands. Men were less likely than women to work fully from home at the start of each lockdown and to work on location during the first lockdown. Amongst parents, fathers increased their share of childcare throughout the first phase of the pandemic, and this increase remains visible at the end of the pandemic. Women in the Netherlands did not experience worse work-life balance than men throughout the pandemic, but mothers did experience worse work-life balance than fathers at various points during the pandemic. DISCUSSION: Our results suggest varying long-term implications for gender inequality in society. Gender differences in work location raise concerns about the possible longer-term impact on gender inequalities in career development. Our findings on childcare suggest that many households have experienced different divisions of childcare at different stages of the pandemic, with some potential for longer-term change. CONCLUSION: Inequalities between men and women in work, childcare, and wellbeing have neither been alleviated by nor unilaterally worsened during the COVID-19 pandemic.

An organizational working time reduction and its impact on three domains of mental well-being of employees: a panel study.

BACKGROUND: Work hours are an important aspect of one's job and these in turn have the potential to impact people's well-being. Much research investigating the link between working hours and well-being uses cross-sectional data. Longitudinal studies, especially those studying the same subjects changing their working time, can study the impact of work time more clearly. Using panel data, this study aims to explore the impact of a reduction in working time on three domains of well-being: general well-being, job-related well-being (positive work experience) and work-family well-being (work-family conflict). In addition, our study offers insights into the role of concomitant changes in work and private circumstances of employees as we investigate whether the impact of shorter working hours for well-being is mediated by changes in the participants' and circumstances related to paid and unpaid work resources. METHOD: An organization of about 60 (female) employees trialed a shorter workweek for one calendar year in 2019. All full-time employees reduced their hours. The part-time working employees can be used as a control group. Panel data (survey and time-use diary data) of a 30-h workweek trial in Belgium was collected in four waves over two years in a pre- and post-intervention design. Change over time (waves) was analyzed through multilevel growth models. RESULT: A decrease in work-family conflict was observed during the shorter workweek. Part of this decrease is explained by concomitant changes in work and private circumstances, such as sufficiency in free time, schedule control, and satisfaction with work pressure. Positive work experience and general well-being tend to have decreased during the shorter workweek, although this could partly be explained by other organizational changes and not by the reduction in working hours per se. Schedule control helped suppress these somewhat negative effects of organizational changes on positive work experience. CONCLUSION: Reduced working hours have the largest and most positive impact on work-family conflict. The feeling of having enough leisure time contributes to this increased well-being. Especially for women, who were the majority in this study, a reduction in working time might be beneficial as they often bear more responsibility for household work and care tasks. Next to the duration of working time, schedule control/autonomy has an important impact on well-being.

Feeling Supported as a Remote Worker: The Role of Support from Leaders and Colleagues and Job Satisfaction in Promoting Employees' Work-Life Balance.

Due to the increasing use of remote work, understanding the dynamics of employee support and its implications for job satisfaction and work-life balance is crucial. Utilizing the Conservation of Resources (COR) theory as a theoretical framework, this research investigated how feeling supported by leaders and colleagues at work fosters work-life balance and job satisfaction among remote employees. The study involved 635 remote workers (females = 61%, mean age, 46.7, SD = 11) from various service-based industries and public administration in Italy. Results from the structural equation model showed a total mediating effect of job satisfaction in the link between colleague support and work-life balance (χ2(22) = 68.923, p = 0.00, CFI = 0.973, TLI = 0.955, RMSEA = 0.059 (90% CI = 0.044-0.075, p = 0.158), SRMR = 0.030), emphasizing the role of interpersonal relationships within the workplace in enhancing remote workers' job satisfaction and, consequently, their work-life balance. Contrary to expectations, the study found no significant direct or indirect link between leader support and work-life balance. This research highlights the significance of fostering strong social connections and ensuring employee satisfaction to promote well-being and work-life balance in remote work arrangements.

The Mediating Effect of Well-Being, Happiness, and Trust in the Relationship Between Work-Life Balance and Work Effectiveness in Seafarers.

In the contemporary global context, seafarers persist as the uncelebrated heroes of international trade, despite their substantial contributions. The current estimate places the number of STCW- certified officers at 857 540, reflecting a notable increase of 10.8% since 2015. Nevertheless, there is a growing recognition of the imperative to accord specific attention to seafarers' mental and physical well-being. During their tenures aboard ships, seafarers confront various challenges, including psychological well-being, work-life imbalance, dissatisfaction, diminished performance, and a sense of mistrust toward the organizational framework. The primary objective of this research is to scrutinize the nexus between work-life balance and work effectiveness, exploring the mediating roles of psychological well-being, organizational happiness, and organizational trust. A questionnaire-based survey is meticulously crafted to achieve this, employing a dataset comprising 420 seafarers engaged in diverse vessel types in Turkey, operating under both Turkish and international flags. Methodologically, structural equation modeling and correlation analyses are executed to assess the formulated research hypotheses rigorously. The empirical findings of this research reveal noteworthy mediating roles: psychological well-being exhibits a complete mediation effect, organizational happiness demonstrates a full mediation effect, and organizational trust manifests a partial mediation effect. These outcomes underscore the nuanced interplay between work-life balance and work effectiveness in the seafaring context. The implications of these findings extend significantly to the maritime sector and industry, accentuating the imperative for targeted interventions to enhance the well-being and performance of seafaring professionals.

Women in Nigerian Neurosurgery: A Cross-Sectional Survey.

BACKGROUND: Although women have made remarkable strides in several medical specialties in Sub-Saharan Africa, their presence and contribution to the development of neurosurgery remain limited. We sought to study the gender differences within Nigerian neurosurgery, identify challenges resulting from these differences, and recommend how African female neurosurgeons can maximize their effects in neurosurgery. METHODS: A structured online survey captured data on neurosurgical infrastructural capacity, workforce, and training from neurosurgical consultants and residents in neurosurgical centers in Nigeria. All the collected data were coded and analyzed. RESULTS: Altogether, 82 neurosurgical consultants and 67 neurosurgical residents from 50 primary medical institutions in Nigeria completed the online survey. Only 8 of the respondents (5.4%) were women, comprising 3 consultants, 2 senior residents, and 3 junior residents. Although 40.2% of the respondents did not believe that being female affected the decision of whether to specialize in neurosurgery, 46.3% believed that being female was a disadvantage. Most did not believe that being female affected admission (57.8%), completion of a neurosurgery residency (58.5%), or life working as a neurosurgeon after graduation (63.4%). The most common challenges women face while navigating through neurosurgery training and practice are erosion of family and social life, lack of female mentors, and lack of a work-life balance. CONCLUSIONS: There is a deficit of both female consultants and trainees among Nigerian neurosurgeons. Identifying female medical students with a strong interest in neurosurgery and providing early mentorship might increase the number of female neurosurgeons.

Work-life balance is essential to reducing burnout, improving well-being.

OBJECTIVE: To assess levels of burnout, well-being, and mental health of veterinarians and compare them to those of nonveterinarians by use of validated instruments, and to identify the predictive values of techniques individuals can use to help reduce burnout and/or improve well-being and mental health. SAMPLE: An online survey of 4,636 veterinarians from a random sample of 40,000 US veterinarians provided by the AVMA. METHODS: The study was fielded from September 11 to October 9, 2023. RESULTS: Burnout and well-being of veterinarians were generally consistent with that of employed US adults. Serious psychological distress was more common among veterinarians than in the general population. Veterinarians on average were more likely to score higher in neuroticism than nonveterinarians, and neuroticism was a predictor of low well-being, poor mental health, and burnout. Work-life balance, an effective coping mechanism for stress, and working in a positive clinic culture were among the significant factors that predicted good well-being and mental health and reduced burnout. CLINICAL RELEVANCE: The higher percentage than the norm of veterinarians with serious psychological distress was a concern. Focusing on maintaining a good work-life balance and adopting a reliable coping mechanism can potentially help reduce distress. Veterinary medicine is an inherently stressful profession. The purpose of this study was to identify key factors that contribute to burnout, well-being, and mental health and to determine what behaviors and management techniques help reduce stress and burnout and contribute to well-being and mental health, thus improving job satisfaction and personal fulfillment.

Insights from end-of-career general practitioners on changing working conditions and generational differences: considerations for future strategies.

The landscape of general practice has experienced notable transformations in recent decades, profoundly influencing the working conditions of general practitioners (GPs). This study aimed to examine the most salient changes affecting GPs' daily practices. Through semi-structured qualitative interviews with 15 end-of-career GPs, the study explored how these changes affected work organization, equipment, working hours, work-life balance, job satisfaction, training, patient relationships, and reputation. The interviews revealed that these changes were perceived as barriers, opportunities, or a complex interplay of both for general practice. While the interviewed GPs valued technological advancements and reported positive developments in working conditions, challenges included a gradual reduction in the range of tasks, growing administrative burdens, and less practical training for young physicians. Other changes, such as new doctor-patient dynamics, the transition from single to group practice, and differing professional expectations of the younger generation, were seen as both challenging and strengthening for general practice. By combining these factors and trade-offs observed by end-of-career GPs in our study over the past few decades with general societal changes, we provide ideas for the design of future framework conditions in general practice that might enhance the attractiveness of the profession. These insights offer key considerations that can guide future strategies for general practice and medical education.

Telework, working conditions, health and wellbeing during the Covid crisis: A gendered analysis.

OBJECTIVE: Telework was massively adopted during the COVID-19 crisis. Related changes in working conditions may have affected women's and men's health differently due to the gendered division of work. Our study aimed to assess the gendered association of telework with physical and mental health outcomes one year after the onset of the pandemic and to determine whether the pathways of working conditions underlying these associations are gender-related. METHODS: We compared pre-pandemic and Covid-crisis work contexts using a large representative sample of French employees surveyed in early 2021. We identified potential work-related mediators of the relationship between telework and well-being, i.e., change in autonomy, low support, work overload, digital issues, atypical working time, meaning at work, and work-life balance, and used multiple-matching and adjusting for confounders. RESULTS: All things being equal, the health and well-being of teleworkers were, on average, less favourable than that of on-site workers, with little gender differences. The selected working conditions mediated a substantial part of the relationship, indicating that important pathways were captured, such as meaning at work. These pathways partly differed between women and men. In particular, in new teleworkers, the largest contributions came from digital issues for women, and from low support at work and work overload for men. CONCLUSION: People who teleworked during the pandemic were at higher odds of deterioration of health and well-being than onsite workers. Health patterns were similar among male and female teleworkers; however, the pathways differed. These negative effects may yet have been absorbed once the government pandemic response became less stringent.

Before and during COVID-19: the roles of transformational leadership, organizational culture and work-life balance in healthcare.

PURPOSE: This research aims to investigate the role of transformational leadership and organizational culture - encompassing Clan, Adhocracy, Hierarchical and Market Cultures - in the context of work-life balance for healthcare workers. It aims to present a comparison of observations made pre and mid-pandemic. DESIGN/METHODOLOGY/APPROACH: A structured questionnaire was utilized to collect data from a varied sample of 355 employees (258 before and 97 during the pandemic) representing multiple sectors and positions within a hospital. The interpretation of the data was accomplished using Partial Least Squares Structural Equation Modeling (PLS-SEM). FINDINGS: Findings reveal that prior to the pandemic, transformational leadership significantly influenced all forms of organizational culture perceptions, with a strong influence on Clan Culture. Clan Culture displayed a consistent positive correlation with WLB both before and during the pandemic. During the pandemic, Market Culture exhibited a negative effect on WLB and Adhocracy Culture demonstrated a positive effect, impacts which were absent before the pandemic. Transformational leadership had a positive impact on WLB before the pandemic, but no discernible effect during the pandemic was observed. ORIGINALITY/VALUE: The results indicate that the dynamics between transformational leadership, organizational culture and work-life balance are susceptible to alterations in the face of external crisis events. This study offers a unique exploration of these dynamics in the healthcare sector during the ongoing global pandemic.

Practice Patterns Among Fellowship-Trained Rhinologists: A Survey of Past American Rhinologic Society Fellows.

BACKGROUND: The goals of this study were to understand the trends in recent and past rhinology fellows concerning their demographics, goals, and experiences. METHODS: An anonymous web-based survey was sent to graduates of the 35 rhinology fellowship programs. The survey included questions regarding the scope of practice, research contribution, societal involvement, fellow satisfaction with training, and current practice patterns. Chi-square testing and logistic regression were used to compare variables across cohorts: 0-5 years versus 6+ years from fellowship graduation, gender, and practice settings. RESULTS: Based on 171 respondents, we found no significant differences in 0-5 versus 6+ year graduates in their desire for an academic job post-fellowship. However, those who graduated 6+ years ago had significantly more success securing one (74% vs 96%, P = 0.004). Between males and females, there were no differences in goal of obtaining an academic job or success in obtaining an academic career. Females were more likely to report they attend academic society meetings regularly. Female rhinologists also reported less satisfaction with overall work-life balance and decreased satisfaction with clinical practice. Physicians in academic settings have poorer work-life balance. CONCLUSIONS: Our findings suggest that finding an academic job may be more difficult for recent rhinology fellowship graduates, although still very possible for the majority of graduates. Understanding the reason for these changes may provide insight to current rhinology fellowship directors and trainees interested in pursuing fellowship training.

A new perspective on balancing life domains: work-nonwork balance crafting.

BACKGROUND: Self-initiated and proactive changes in working conditions through crafting are essential for shaping work and improving work-related well-being. Recently, the research stream of job crafting has been extended to other life domains. The present paper aims to study a novel crafting concept-work-nonwork balance crafting-investigating the role of its antecedents and identifying relevant outcomes. Work-nonwork balance crafting is defined as individuals' unofficial techniques and activities to shape their work-nonwork balance, here considering their life domain boundary preferences. METHODS: In the study, 1,060 employees in three European countries (Austria, Germany and Switzerland) were surveyed in a longitudinal three-wave study with three-month intervals. We explored the influences of job/home demands and resources as antecedents of work-nonwork balance crafting. Important constructs for employee health and well-being (i.e., work engagement, work-related burnout, mental well-being and detachment from work) were investigated as outcomes. RESULTS: The findings suggest that resources and demands in the context of work or home are key antecedents of work-nonwork balance crafting. Work-nonwork balance crafting was also predictive for important employee health and well-being outcomes over three months, mainly in a positive and health-promoting way. CONCLUSION: This study provides insights into the antecedents of proactive efforts to balance the complex interplay of life domains. By studying work-nonwork balance crafting, we provide a new perspective on crafting beyond job crafting, which may help maintain or improve employees' mental health and well-being.

Good Enough.

In this narrative medicine essay, a pediatric critical care physician mulls a discussion about a patient's status with a male colleague in front of her all-female medical team, a discussion that led her to question herself until she concludes that she can't be all things to all people at all times.

'You make the call': Improving radiology staff scheduling with AI-generated self-rostering in a medical imaging department.

INTRODUCTION: New Zealand's shortage of medical imaging technicians has intensified due to factors like illness, the pandemic, and an ageing workforce. Addressing staff retention issues requires attention to intrinsic factors like workplace satisfaction and work-life balance. Self-rostering has proven effective in healthcare by enhancing work-life balance, job satisfaction, and retention, but it has not been implemented widely in radiology. This study aimed to explore the perceptions, benefits, and challenges of implementing AI-generated self-rostering in a radiology department through simulated trials. METHODS: This study simulated an AI-generated roster in a regional New Zealand radiology department, engaging 23 staff members. A mixed-methods approach included surveys and discussion groups. Community-based participatory action methodology guided discussion groups and informed modifications. RESULTS: The AI-generated self-rostering method demonstrated success by meeting a high percentage of shift preferences while fulfilling service demands. Participants perceived potential benefits in work-life balance and autonomy, though uncertainties persisted regarding implementation and fairness. Despite staff reservations, we found that an AI-generated self-rostering system may be fairer than manual self-rostering, while saving radiology staff time and cost. CONCLUSION: AI-generated self-rostering offers an innovative solution to an old problem. This self-rostering system provides a fair way for staff to have a say in the shifts they do, which increases feelings of work-life balance and autonomy. In this simulation, AI-generated self-rostering was well received, and most staff were receptive to moving to pilot the programme. IMPLICATIONS FOR PRACTICE: Self-rostering could be a potential solution to staff retention issues in radiology; we recommend a pilot study is implemented. When switching to self-rostering, departments should consider implementing one-on-one support systems to assist staff with entering preferences. Education is essential to encourage staff understanding and cooperation.

The need for recovery: An investigation into short-term work-related fatigue in veterinary nurses.

BACKGROUND: Veterinary nursing is physically and emotionally demanding, putting veterinary nurses at risk of acute work-related fatigue (AWRF). Despite the increased recognition of chronic occupational syndromes such as burnout and compassion fatigue in recent years, few studies have investigated how AWRF impacts individuals and the profession. METHODS: An anonymous survey open to all UK-based registered veterinary nurses (RVNs) was distributed via email and social media. The survey investigated work patterns, hobbies, opinions about work and intentions to leave the veterinary profession. An English translation of the need for recovery (NFR) scale was used to quantify the AWRF. RESULTS: The median NFR score from 387 responses was 81.8, indicating high levels of AWRF. Long shifts, sole-charge work and overtime were associated with higher scores, while having support at work and a better work-life balance were associated with lower scores. Higher scores were correlated with intentions to leave the profession. LIMITATIONS: Although validated as a measure of AWRF, the unidimensional NFR scale oversimplifies the complexities of fatigue. A limited number of RVNs responded to the survey, reducing statistical power. CONCLUSION: Although there is no single solution to staff turnover, the results from this survey suggest that addressing AWRF may improve retention of RVNs.

Mexican Quality of Work Life Scale in healthcare personnel: development and validation / Escala Mexicana de Calidad de Vida Laboral en personal sanitario: desarrollo y validación

Existe poca evidencia de escalas de medición con propiedades psicométricas adecuadas respecto a la Calidad de Vida Laboral en el personal sanitario, por lo que el objetivo fue desarrollar y examinar las propiedades psicométricas de la Escala Mexicana de Calidad de Vida Laboral (EMCVL). Se realizó un estudio instrumental y transversal. Fase 1) desarrollo de la escala y validez de contenido; Fase 2) validación con dos muestras diferentes [n = 293] y [n = 300] a través de un cuestionario en línea. Se obtuvo validez de contenido para 60 ítems (V de Aiken > .90); los análisis factoriales exploratorio y confirmatorio arrojaron una estructura de seis dimensiones; los índices de ajuste de la escala final con 24 ítems fueron aceptables (χ2[257] = 540.277; CMIN/DF = 2.102; NFI = .914; CFI = .953; GFI = .877, AGFI = .845; SRMR = .047; RMSEA = .061 [.054-.069] p <.001), con buenos índices de confiabilidad (α = .949, ω = .982). La EMCVL demostró confiabilidad en la consistencia interna, varias evidencias de validez y una invarianza configuracional y métrica aceptable con un modelo que confirma la existencia de seis dimensiones que explican el constructo a través de 24 ítems.(AU)

There is little evidence of measurement scales with appropriate psychometric properties regard Quality of Work-Life in health personnel, so the objective was to develop and examine psychometric properties of Mexican Quality of Work Life Scale (MQWLS). An instrumental, cross-sectional study was conducted. Phase 1) development of the scale and con-tent validity; Phase 2) validation with two different samples [n= 293] and [n = 300] through an online questionnaire. Content validity was obtained for 60 items (Aiken's V>.90); exploratory and confirmatory factor analyz-es yielded a six-dimension structure; the fit indexes from the final scale with 24 items were acceptable (χ2[257]=540.277; CMIN/DF=2.102; NFI=.914; CFI=.953; GFI=.877, AGFI=.845; SRMR=.047; RMSEA=.061 [.054-.069] p <.001), with good reliability indices (α =.949,ω=.982). MQWLS proved internal consistency reliability, several ev-idences of validity and acceptable configurational and metric invariance with a model that confirms the existence of six dimensions that explain the construct through 24 items.(AU)