Clima organizacional y calidad de atención del profesional de la salud de un Centro de Salud de Huánuco, Perú / Organizational Climate and Quality of Care according to Professionals from a Health Center in Huánuco, Peru

Introducción: La calidad constituye un desafío y una prioridad en las instituciones de servicios de salud y uno de los aspectos principales y más influyentes para el logro de este atributo es el clima organizacional. Objetivo: Identificar la relación entre el clima organizacional y la calidad de atención. Métodos: Estudio observacional, de corte transversal y de tipo correlacional realizado el año 2020 en profesionales de la salud del Centro de Salud "Aparicio Pomares" de Huánuco, Perú. Población conformada por 53 trabajadores. Se aplicó el cuestionario de clima organizacional y el cuestionario de calidad de atención. El análisis de los datos consistió en el contraste de correlaciones de Rho de Spearman. Resultados: En general, el clima organizacional promedio fue de 3,43 (de 1 a 5) y la calidad de atención promedia fue de 3,44 (de 1 a 5). Se encontró relación significativa entre el clima organizacional y la calidad de atención, con p ≤ 8804; 0,000. Y, se encontró relación significativa entre la calidad de atención y las dimensiones del clima organizacional como Credibilidad (p ≤ 8804; 0,000), Respeto (p ≤ 0,000), Imparcialidad (p ≤ 8804; 0,000), Orgullo (p ≤ 8804; 0,022) y Camaradería (p ≤ 0,000). Conclusiones: Se evidenció relación entre el clima organizacional y la calidad de atención de los profesionales de Atención Primaria de Salud de un Centro de Salud de Huánuco, Perú(AU)

Introduction: Quality is a challenge and a priority in healthcare institutions. One of the main and most influential aspects for the achievement of this aspect is the organizational climate. Objective: To identify the relationship between organizational climate and quality of care. Methods: An observational, cross-sectional and correlational study was conducted in 2020 with health professionals of Aparicio Pomares de Huánuco Health Center, in Peru. The study population consisted of 53 workers. The organizational climate and quality of care questionnaires were applied. Data analysis consisted in Spearman's rho correlation test. Results: Generally speaking, the average organizational climate was 3.43 and the average quality of care was 3.44, both within a 1-5 scale. A significant relationship was found between organizational climate and quality of care, accounting for P≤ 8804; 0.000. In addition, a significant relationship was found between quality of care and organizational climate dimensions such as credibility (P≤ 8804; 0.000), respect (P ≤ 8804; 0.000), impartiality (P≤ 8804; 0.000), pride (P≤ 8804; 0.022), and camaraderie (P≤ 8804; 0.000). Conclusions: A relationship was shown between the organizational climate and the quality of care in primary level professionals from a Health Center in Huánuco, Peru(AU)

Job satisfaction of midwives working in a labor ward: A repeat measure mixed-methods study.

INTRODUCTION: Job satisfaction of midwives is important to prevent skill shortage. Those working in midwife-led models of care work more independently and have more responsibility. No previous study investigated if a self-initiated and self-responsible project could enhance job satisfaction of midwives working in a medicalled maternity unit. The aim of this study was therefore to assess job satisfaction before and after the implementation of such a project. METHODS: This is longitudinal observational study at three time points using quantitative and qualitative methods. A total of 43 midwives working in a Swiss labor ward participated in the online surveys and in the focus group discussions. The surveys comprised questions from validated instruments to assess job satisfaction. Descriptive and multivariable time series analysis were used for quantitative and content analysis for qualitative data. RESULTS: Adjusted predicted scores decreased between t0 and t1, and subsequently increased at t2 without reaching baseline values (e.g. 'professional support subscales' between t0 and t1: (0.65; 95% CI: 0.45-0.86 vs 0.26; 95% CI: 0.08-0.45, p=0.005) and between t0 and t2 (0.65; 95% CI: 0.45-0.86 vs 0.29; 95% CI: 0.12-0.47, p=0.004). Focus group discussions revealed four themes: 'general job satisfaction', 'challenges with the implementation', 'continuity of care' and 'meaning for the mothers'. Midwives perceived the additional tasks as stressors. CONCLUSIONS: The implementation of new projects might enhance work-related stress and consequently have negative impacts on job satisfaction in an early phase. Heads of institutions and policy makers should recognize the needs of support and additional resources for staff when implementing new projects.

Nurses' occupational satisfaction during Covid-19 pandemic.

BACKGROUND: Covid-19 has brought healthcare workers in general and nurses in particular into the limelight as never before. It is important to study the intensity of the impact of this pandemic on the profession. OBJECTIVE: This study aims to assess the occupational satisfaction during the pandemic of Covid-19 among the nurses in Israel, to shed light on conditions of work and to identify factors associated with low occupational satisfaction. METHODS: Cross-sectional study of 130 Israeli nurses. Minnesota Satisfaction and Measure of Job Satisfaction questionnaire with 28 items was used to assess occupational satisfaction. RESULTS: In the multivariable model, nurses working in the community had higher occupational satisfaction than those working in hospitals (ß = 0.24, p = .032); nurses who took care of patients who tested positive for Covid-19 had significantly lower occupational satisfaction than others (ß = -0.48, p = .009). Most of the sample reported lack of personal protective equipment (PPE). Nurses who experienced lack of PPE reported lower occupational satisfaction than those who did not (3.4 vs. 3.8, p = .039). Occupational satisfaction was mainly based on the component, built by the intrinsic characteristics of the occupation related to the personal accomplishment. Most of nurses had to increase their workload as a result of staff shortages, but the elevation of the workload was not associated with lower occupational satisfaction. CONCLUSION: Even under the circumstances of the pandemic, the most important nurses` occupational values are worthwhile accomplishments, importance of professional challenge, diversity and interest in the job, personal growth and development and independence in their practice.

Crafting Jobs for Occupational Satisfaction and Innovation among Manufacturing Workers Facing the COVID-19 Crisis.

China's manufacturing employees are confronted with unprecedent occupational and innovation challenges caused by the ongoing COVID-19 crisis coupled with the pressure of being replaced by digital technologies. To gain a better understanding of the rising occupational uncertainty during this critical time, based on the job demands-resources (JD-R) theory, we examined the associations of employees' job crafting behaviors (JCB) with their occupational satisfaction and innovation workplace behavior (IWB), as well as the mediating effect of work engagement on the above relationships. The final usable data were obtained from the formal survey of 311 employees of six manufacturing companies that have returned to work amid COVID-19. Structural equation modelling was adopted to analyze the data. Results show that employees' JCB strengthens their occupational satisfaction and IWB via work engagement. Theoretically, our research enriches the existing body of knowledge about JCB from a cross-disciplinary angle integrating the perspectives of career and psychology. Practically, we offer valuable first-hand evidence about how manufacturing employees conducted JCB to re-orient their careers and to innovate in the face of the high unemployment situation.

The system of values and styles of success in the medical career: A longitudinal study.

OBJECTIVES: The purpose of the study was to investigate the relation between system values during medical education and styles of success in the medical career. MATERIAL AND METHODS: The participants were first examined when they applied to the medical school. Questionnaires were given to these students each academic year. Medical doctors who had participated in the first phase of the study completed a questionnaire 4 years after their graduation, too. The baseline questionnaire measured the system values. The follow-up questionnaire included measures of quality of life, work stress and burnout, satisfaction with medicine as a career and professional competency. RESULTS: The identified 3 groups of students representing 3 types of careers had been different regarding their preferred terminal values and instrumental values. Out of 3 groups, 2 presented a high risk of burnout. What is more the life goals (terminal values) are relatively stable, but preferable modes of behavior (instrumental values) are likely to change. The most important differences between students who may suffer from burnout later as doctors and those who are at a lower risk are e.g., family security, freedom, happiness, mature love, self-respect, social recognition and wisdom. CONCLUSIONS: The Rokeach Value Survey may be applied to identify specific tendencies in the development of medical career. The obtained results may be used by the medical school admission officers as well as resident selection committees in order to identify candidates who may be at risk of professional difficulties. Authors can identify during medical education which student will be at risk of professional burnout after studies. Thus there could be a selection of interventions directed toward differentiated groups of students, e.g.: supplying them with proper coping vs. guiding them, to increase life satisfaction and productivity. Int J Occup Med Environ Health 2018;31(6):823-835.

A Study on Occupational Satisfaction and Stress of Visiting Nurses at District Health Centers in Chungnam Province / 산업간호학회지

PURPOSE: The purpose of this study is to identify visiting nurses' occupational satisfaction and their stress who are working at district health centers in Chungnam province. METHODS: The subjects of the study were 109 visiting nurses of 16 district health centers in Chungnam province. The data were collected by self report questionnaires from March 1 to 31, 2010. The data were analyzed by Cronbach's alpha, t-test, ANOVA (Sheffe's test), and correlation coefficient using the SPSS program. RESULTS: The results of this study were as follows. The occupational stress level of the subjects was 46.7 and the level of subjects' occupational satisfaction was 2.46. There was a significant negative correlation between occupational satisfaction and occupational stress (r=-.627). CONCLUSION: The occupational stress level of the subjects, and stress levels of 'work environment,' 'job insecurity' and 'organizational structure' were higher than those of the Korean women workers' standard. The level of subjects' occupational satisfaction was lower than that of the nurse practitioners. There was a significant correlation among occupational stress and 'burden of workload' and 'visiting nurse career'. The study showed that occupational stress was correlated with occupational satisfaction. The results suggest that further follow-up study on visiting nurse is necessary to relieve their occupational stress and increase occupational satisfaction.

A Comparative Study on Nurses' Organizational Culture and Job Satisfaction according to the Hospital Size Differences / 산업간호학회지

PURPOSE: This study was conducted to compare the characteristics of organizational structure and occupational satisfaction among nurses in general hospital and small to medium-sized hospital and to investigate the affecting factors on their occupational satisfaction. METHODS: The study was based on the cross-sectional descriptive survey. A self-report questionnaire was used to collect data from 343 nurses between June and July, 2010. Data were analyzed by chi2-test, t-test, ANOVA, Scheffe's test, Pearson's correlation coefficient, and multiple regression using the SPSS/WIN 14.0 program. RESULTS: Hierarchical structure was dominant in general hospital whereas relationship was highly valued in small to medium-sized hospital. Occupational satisfaction was positively correlated with work environment built on relationship, innovation and tasks. Factors significantly influencing on occupational satisfaction in general hospital included innovative work environment, nurses' income and their health status (R2=40.3%). For the small to medium-sized hospital, they included innovative work environment, satisfaction in life, tasks and professionalism (R2=40.4%). CONCLUSION: Organizational structure, especially innovative work environment and relationship-oriented attitude had a significant influence on nurses' occupational satisfaction. Therefore, nursing administrators have to develop and consider organizational structure to improve occupational satisfaction.

A Study of Nurses' Resilience, Occupational Stress and Satisfaction / 산업간호학회지

PURPOSE: The purpose of this study is to examine the clinical nurses' resilience, occupational stress, and occupational satisfaction and to identify the correlations among them. METHODS: Structured questionnaires were administered with total 75 questions for 433 nurses working at a university hospital in Jin-ju from July 19 to 30, 2010. Data from the completed questionnaires were analyzed with the SPSS/WIN program. RESULTS: The resilience had a significant difference according to the age, marital status, religion, education level, annual income, motive of choosing the nursing science, clinical career, position, and workplace. Resilience had a negative correlation with occupational stress (r=-.405), and had a positive correlation with occupational satisfaction (r=.380). Occupational stress had a negative correlation with occupational satisfaction (r=-.637). CONCLUSION: The higher their resilience was, the lower their occupational stress and the higher the occupational satisfaction. It is recommended that intervention program be developed that can enhance personal resilience in nurse.

Relationships among Nurses' Internal Marketing, Occupational Satisfaction and Organizational Commitment / 산업간호학회지

PURPOSE: This study investigates nurses' organizational commitment, internal marketing, and occupational satisfaction depending on their age, martial status, clinical experience and income. METHODS: The subjects of this study were 350 nurses from six hospitals in Jeolla-do. The t-tests were used to analyze the differences in internal marketing, occupational satisfaction, and organizational commitment depending on their age, marital status, career, and income. The relationships among internal marketing, occupational satisfaction, and organizational commitment were analyzed by the path analysis. RESULTS: The results of this study showed that organizational commitment was correlated with age, clinical experiences, and income, but not significantly associated with martial status. Education and training policy, benefit system, and fairness of the internal marketing were influencing factors on occupational satisfaction. These factors were correlated with organizational commitment through occupational satisfaction. CONCLUSION: This study addressed the relationships among nurses' internal marketing, occupational satisfaction, and organizational commitment. Based on the results, it is suggested that hospital organizations introduce more diverse incentive policies to enhance nurses' occupational satisfaction and organizational commitment.