Determinants of burnout in Canadian health care workers during the COVID-19 pandemic.

Background: Health care workers (HCWs) are among the most vulnerable groups to experience burnout during the coronavirus (COVID-19) pandemic. Understanding the risk and protective factors of burnout is crucial in guiding the development of interventions; however, the understanding of burnout determinants in the Canadian HCW population remains limited.Objective: Identify risk and protective factors associated with burnout in Canadian HCWs during the COVID-19 pandemic and evaluate organizational factors as moderators in the relationship between COVID-19 contact and burnout.Methods: Data were drawn from an online longitudinal survey of Canadian HCWs collected between 26 June 2020 and 31 December 2020. Participants completed questions pertaining to their well-being, burnout, workplace support and concerns relating to the COVID-19 pandemic. Baseline data from 1029 HCWs were included in the analysis. Independent samples t-tests and multiple linear regression were used to evaluate factors associated with burnout scores.Results: HCWs in contact with COVID-19 patients showed significantly higher likelihood of probable burnout than HCWs not directly providing care to COVID-19 patients. Fewer years of work experience was associated with a higher likelihood of probable burnout, whereas stronger workplace support, organizational leadership, supervisory leadership, and a favourable ethical climate were associated with a decreased likelihood of probable burnout. Workplace support, organizational leadership, supervisory leadership, and ethical climate did not moderate the associations between contact with COVID-19 patients and burnout.Conclusions: Our findings suggest that HCWs who worked directly with COVID-19 patients, had fewer years of work experience, and perceived poor workplace support, organizational leadership, supervisory leadership and ethical climate were at higher risk of burnout. Ensuring reasonable work hours, adequate support from management, and fostering an ethical work environment are potential organizational-level strategies to maintain HCWs' well-being.

Canadian HCWs endorsed high levels of burnout during the COVID-19 pandemic.Having direct contact with COVID-19 patients and having fewer years of work experience were associated with a higher likelihood of probable burnout.Having stronger workplace support, greater perceived organizational and supervisory leadership, and a favourable ethical climate were associated with a lower likelihood of probable burnout.

The effect of interprofessional education on the work environment of health professionals: a scoping review.

To explore the existing literature on the effect of Interprofessional Education (IPE) on the work environment of health professionals. The research question was systematized according to the PCC (Population, Concept, and Context) format. A scoping review was performed. A search of multiple bibliographic databases identified 407 papers, of which 21 met the inclusion criteria. The populations of the 21 studies reviewed were composed of professionals in the fields of medicine, nursing, psychology, occupational therapy, physiotherapy, and social work, among others. The study contexts were both academic and nonacademic hospitals, mental health institutions, and community settings, and the topics examined were organizational climate, organizational culture, organizational attachment and job satisfaction. The findings from the reviewed studies showed positive effects of IPE interventions on organizational climate and culture, but the results on job satisfaction and organizational attachment were mixed (i.e., positive and no effects following IPE interventions). Research on IPE is worth more attention as IPE could be an effective alternative for the fulfillment of the Quadruple Aim and achieving the third of the United Nations Sustainable Development Goals, aimed at improving health and well-being. It seems critical for IPE to be positioned as a trend in global health, aiming at boosting human health resources as one of its building blocks and calling the attention of health decision-makers.

The development and validation of the hospital organizational environment scale for medical staff in China.

Objectives: There is currently no measure of the hospital organizational environment targeting both clinicians and nurses in China. This study was conducted with the aim of developing and testing an instrument to assess the properties of the hospital organizational environment that is applicable to Chinese medical staff. Methods: Items were developed based on a literature review, semi-structured interviews and an expert review and finalized based on corrected item-total correlation, content validity, construct validity, convergent validity, discriminant validity and reliability. The two samples for testing the first and final version of the Hospital Organizational Environment Scale (HOES) included 447 and 424 participants, respectively. Results: The primary test, which comprised 18 items, contained four factors: hospital culture, work situation, organizational support and scientific research situation. The Cronbach's alphas were 0.935, 0.824, 0.943, and 0.920, respectively. The results of the validation test showed that the questionnaire had good validity and reliability. Conclusion: The HOES is a comprehensive instrument with demonstrated validity and reliability that can be adopted among medical staff to assess the organizational environment in hospitals.

Why do employees actively work overtime? The motivation of employees' active overtime in China.

Introduction: Previous studies have defined "workaholic" effort as "bad effort" while work engagement is defined as "good effort." Active overtime is a mapping of work effort, but at this stage there is still relatively little exploration of the motivation behind "good effort" in the Chinese context. Methods: This study explores the reasons that promote employees' initiative to perform overtime work in Chinese enterprises based on the two-factor theory. The study mainly used data empirical research approaches, including exploratory factor analysis, validation factor analysis, and data modeling. The questionnaire scale was developed based on factors that have been proven to be of high reliability and validity. The data are mainly for employees who are currently employed in Chinese companies. Results and discussion: We received a total of 1741 valid questionnaires, which provided a good database for this study. The results of the study show that both motivational and hygiene factors can positively promote employees' motivation to intentionally work overtime to a certain extent. Among them, overtime culture, institutional agreement, good physical office environment, career growth, financial rewards, and work challenges can positively promote motivation to work overtime. Work stress can increase the frequency and intensity of overtime work, but negatively promote motivation to work overtime. The study helps to improve enterprise management, optimize work design, and enhance psychological satisfaction.

Importance of environmental policy on firm performance for the textile industry: A contextual study of Pakistan.

Global warming and air pollution are severe threats to humans and ecosystems. While some of these issues, particularly those on a small scale requiring low-cost behaviors, may be relieved by developing and implementing environmental policies, it is clear that legislative measures and behaviors requiring a significant degree of sacrifice are required. The goal of this research is to highlight the aspects that can contribute to improve organizational performance in Pakistan's textile industry. Through the moderating function of environmentalism, the study examines the impact of public participation, government regulation, and organizational environmental management systems (EMSs) on environmental and organizational performance The findings show that public participation, government regulation, and the organizational EMS all have a significant impact on both environmental and organizational success. Data were collected via a survey questionnaire. Smart-PLS-3 was used to evaluate the data. Furthermore, if environmentalism is regarded as a moderator, the overall influence on organizational performance will be greater. Public participation, government regulations, and an organization's EMS are all seen to have a substantial influence on both environmental and organizational success.

Impacts of morally distressing experiences on the mental health of Canadian health care workers during the COVID-19 pandemic.

Background: Research is urgently needed to understand health care workers' (HCWs') experiences of moral-ethical dilemmas encountered throughout the COVID-19 pandemic, and their associations with organizational perceptions and personal well-being. This research is important to prevent long-term moral and psychological distress and to ensure that workers can optimally provide health services. Objective: Evaluate associations between workplace experiences during COVID-19, moral distress, and the psychological well-being of Canadian HCWs. Method: A total of 1362 French- and English-speaking Canadian HCWs employed during the COVID-19 pandemic were recruited to participate in an online survey. Participants completed measures reflecting moral distress, perceptions of organizational response to the pandemic, burnout, and symptoms of psychological disorders, including depression, anxiety, and posttraumatic stress disorder (PTSD). Results: Structural equation modelling showed that when organizational predictors were considered together, resource adequacy, positive work life impact, and ethical work environment negatively predicted severity of moral distress, whereas COVID-19 risk perception positively predicted severity of moral distress. Moral distress also significantly and positively predicted symptoms of depression, anxiety, PTSD, and burnout. Conclusions: Our findings highlight an urgent need for HCW organizations to implement strategies designed to prevent long-term moral and psychological distress within the workplace. Ensuring availability of adequate resources, reducing HCW risk of contracting COVID-19, providing organizational support regarding individual priorities, and upholding ethical considerations are crucial to reducing severity of moral distress in HCWs.

Antecedentes: Se necesita con urgencia investigaciones para comprender las experiencias de los dilemas éticos y morales que los trabajadores de la salud encontraron durante la pandemia de la COVID-19 y su asociación con las percepciones de la organización y el bienestar personal. Esta investigación es importante para prevenir la angustia moral y psicológica a largo plazo y para asegurar que los trabajadores de la salud puedan proveer de manera óptima los servicios de salud.Objetivo: Evaluar la asociación entre las experiencias en el lugar de trabajo durante la COVID-19, la angustia moral y el bienestar psicológico de los trabajadores de salud canadienses.Métodos: Se reclutó a un total de 1362 trabajadores de salud canadienses, que hablaban francés e inglés y que fueron contratados durante la pandemia de la COVID-19, para participar en un cuestionario en línea. Los participantes completaron mediciones que reflejaban la angustia moral, la percepción de la respuesta de la organización a la pandemia, el burnout y los síntomas de trastornos psicológicos, que incluían a la depresión, a la ansiedad y al trastorno de estrés postraumático (TEPT).Resultados: El modelo de ecuaciones estructurales mostró que cuando los predictores de la organización se consideraban en conjunto ­ los recursos adecuados, el impacto positivo en la vida laboral y un ambiente de trabajo ético ­, predijeron negativamente la gravedad de la angustia moral, mientras que la percepción del riesgo de contraer la COVID-19 predijo positivamente la gravedad de la angustia moral. La angustia moral también predijo de manera significativa y positiva los síntomas de la depresión, la ansiedad, el TEPT y el burnout.Conclusiones: Nuestros hallazgos resaltan la urgente necesidad de que las organizaciones de trabajadores de salud implementen estrategias diseñadas para prevenir la angustia moral y psicológica a largo plazo en el lugar de trabajo. El asegurar la disponibilidad de los recursos adecuados, el reducir el riesgo de que los trabajadores de salud contraigan la COVID-19, el proveer un soporte organizacional adecuado según las prioridades individuales y el respetar las consideraciones éticas son fundamentales para reducir la gravedad de la angustia moral en los trabajadores de salud.

The Homestead: Developing a Conceptual Framework through Co-Creation for Innovating Long-Term Dementia Care Environments.

Alternative care environments for regular nursing homes are highly warranted to promote health and well-being of residents with dementia that are part of an age-friendly and dementia-friendly city and society. Insight is lacking on how to translate evidence-based knowledge from theory into a congruent conceptual model for innovation in current practice. This study reports on the co-creation of an alternative nursing home model in the Netherlands. A participatory research approach was used to co-create a conceptual framework with researchers, practitioners and older people following an iterative process. Results indicate that achieving positive outcomes for people with dementia, (in)formal caregivers, and the community is dependent on how well the physical, social and organizational environment are congruently designed. The theoretical underpinnings of the conceptual model have been translated into "the homestead," which is conceptualized around three main pillars: activation, freedom and relationships. The Homestead Care Model is an illustrative example of how residential care facilities can support the development of age-friendly communities that take into consideration the needs and requirements of older citizens. However, challenges remain to implement radical changes within residential care. More research is needed into the actual implementation of the Homestead Care Model.

Open Campus Policies: How Built, Food, Social, and Organizational Environments Matter for Oregon's Public High School Students' Health.

Open campus policies that grant access to the off-campus food environment may influence U.S. high school students' exposure to unhealthy foods, yet predictors of these policies are unknown. Policy holding and built (walkability), food (access to grocery stores), social (school-to-neighborhood demographic similarity), and organizational (policy holding of neighboring schools) environment data were collected for 200 Oregon public high schools. These existing data were derived from the Oregon School Board Association, WalkScore.com, the 2010 Decennial Census, the 2010-2014 American Community Survey, the Supplemental Nutrition Assistance Program, TDLinex, Nielson directories, the U.S. Department of Education, the National Center for Education Statistics, and the Common Core of Data. Most (67%) of Oregon public high schools have open campus policies. Logistic regression analyses modeled open campus policy holding as a function of built, food, social, and organizational environment influences. With health and policy implications, the results indicate that the schools' walkability, food access, and extent of neighboring open campus policy-schools are significantly associated with open campus policy holding in Oregon.

Influence of the organizational environment on challenging behaviour in people with intellectual disabilities: Professionals' views.

BACKGROUND: We examined the influence of the organizational environment on challenging behaviour in people with intellectual disabilities to increase understanding of the quality of support services for people with intellectual disabilities. METHOD: Twenty-one professionals and managers from four specialized Dutch disability service organizations were interviewed. Data were analysed with a grounded theory approach, using Bronfenbrenner's ecological theory as a sensitizing frame. RESULTS: The organizational environment (i.e., vision, values, sufficient resources) is related via the support service (i.e., providing stability, constant awareness) to residents' challenging behaviour and is also linked directly to challenging behaviour (e.g., living environment, values). Organizations are restricted by national regulations, negative media attention and changing societal values, which negatively influence quality of support. CONCLUSIONS: The creation of a supportive organizational environment for staff, who in turn can provide quality support services to residents with demanding care needs, was found to prevent challenging behaviour in people with intellectual disabilities.

Prevalence and correlates of psychological stress among teachers at a national key comprehensive university in China.

The present study investigated the levels of stress and associated factors in university teachers to provide a foundation for exploring strategies for preventing teacher stress. We conducted a cross-sectional survey using a composite questionnaire with the 10-item Kessler Psychological Distress Scale (K10) as the core at a comprehensive university located in northeast China. The number of effective respondents was 603. The average K10 score was 22.87 ± 8.18, and the positive rate (K10 > 21) was 54.06%. University teachers generally experienced high stress levels. The highest stress levels were observed in teachers whose academic title was lecturer or associate professor, according to a comprehensive consideration of several factors, including age, income, and teaching tenure. Teachers of engineering and agriculture and forestry have lower stress levels than teachers of other subjects. A lack of research funding and lack of routine rest on the weekends or on statutory holidays may increase teachers' stress, whereas regular exercise may reduce stress. Academic title promotion, scientific research pressure, and lack of routine breaks and physical exercise were the main sources of stress.

Identificación de patrones de comportamiento informativo en los textos mediante el Análisis de Redes Sociales / Identification of patterns of informative behavior in the texts with the Social Networks Analysis

Resumen Se presentan los resultados de una investigación, cuyo objetivo es identificar patrones de conocimiento significativo en el contenido de la documentación presentada para la evaluación del Ambiente Organizacional de 13 empresas mexicanas, que integran el ranking de Súper Empresas ® elaborado por la Consultora Top Companies ® . Por medio del procesamiento cuantitativo de seis variables, seis indicadores y el Análisis de Redes Sociales, se visualizan mapas de relaciones entre las empresas y los atributos de las variables seleccionadas. Con el uso de la fuente y la metodología empleadas se revelan patrones de comportamiento informativo presentes en la documentación objeto de estudio que aportan nuevo conocimiento para la toma de decisiones sobre la evaluación y la elaboración de los rankings empresariales que generan las consultoras especializadas sobre la referida temática.

Abstract This paper reports the results of research aimed at identifying patterns of significant knowledge contained in the documentation of thirteen Mexican companies submitted for the purpose of the Organizational Environment evaluation of "Super Companies", a ranking issued exclusively by the consulting firm Top Companies®. Maps of company relationships and the attributes of the selected variables are developed on the basis of the quantitative processing of six variables and indicators, and an analysis of social networks. The sources and the methodology employed reveal patterns of informational behavior in the specialized documentation that can serve to support decision making with regard to the evaluation and preparation of the rankings issued by the specialized consultants.

Motivación y liderazgo del personal del subsistema de servicios generales en dos hospitales maternos / Motivation and Leadership of General Services Subsystem Personnel in Two Maternal Hospitals

Introducción: el liderazgo, está estrechamente unida a la motivación y está demostrado que existe una relación directa entre el liderazgo que ejerce el jefe y la motivación de sus trabajadores. Objetivo: describir el estado de la motivación y el liderazgo en el personal de Servicios Generales de dos hospitales maternos de la provincia de Santiago de Cuba en octubre de 2013. Método: se realizó una investigación transversal con las Asistentes y los Jefes de Turnos de Servicios Generales en dos hospitales maternos: Tamara Bunke y Mariana Grajales de la provincia de Santiago de Cuba cuyo universo estuvo constituido por 112 asistentes y 6 jefes de turnos. La metodología utilizada estuvo dada por una observación dirigida a conocer el desempeño de sus funciones, se utilizó para ello una guía confeccionada por las autoras, una encuesta aplicada a los jefes de turnos, para conocer el nivel de conocimiento de sus funciones y se les aplicó además el test de liderazgo, mientras que el test de motivación se le aplicó a las asistentes; también se realizó una revisión documental de las Normas de procedimientos establecidas por el MINSAP. El dato primario se tabuló a través del Sistema procesador Excel. Resultados: las variables demográficas estudiadas mostraron el 95,8% de las féminas, el 44,9% entre 21 y 30 años de edad y con el 83,3% el nivel preuniversitario como el más frecuente. El 83,3% de los jefes de turnos no tienen actitud de líder y el 49,2% de las Asistentes Generales, tienen motivación por afiliación. Conclusiones: la motivación por afiliación es la más frecuente en las Asistentes Generales y conocen sus funciones, mientras que el liderazgo está ausente en la mayoría de los jefes de turnos.

Introduction: the leadership is closely linked to motivation and it is demonstrated that there is a direct relationship between the leadership of the boss and the motivation of the workers. Objective: to describe the state of motivation and leadership in the General Service staff two maternal hospitals in the province of Santiago de Cuba in October 2013. Methods: a descriptive investigation was conducted with the assistants and heads of General Services of two maternal hospitals in the province of Santiago de Cuba whose universe consisted of 112 employees and 6 heads of shifts. The methodology used was given by a remark addressed to meet the performance of their functions using a guide compiled by the authors, a survey of the heads of shifts, to determine the level of knowledge of their duties and applied to them. The test of leadership, while the motivation test was applied to the participants; a document revision of the rules of procedure established by the Ministry of Public Health also performed. The primary data was tabulated through Excel processor system. Results: the demographic variables studied showed 95.8% of females, 42.6% between 21 and 30 years of age and 83.3% in the most common pre-university level. 83.3% of heads of attitude shifts have no leader and 49.2% of General Assistants, are motivated by affiliation. Conclusions: the motivation for affiliation is the most common in the General Assistants and know their roles, while leadership is absent in most of the heads of shifts.

Evaluación del clima organizacional en el Policlínico Universitario Dr. Mario Muñoz Monroy / Assessment of the organizational environment in Dr. Mario Muñoz Monroy University Polyclinic

Introducción: la comprensión del fenómeno organizacional es una necesidad de todos los profesionales que tengan alguna responsabilidad en el manejo de personas y recursos de la sociedad. Objetivo: evaluar la percepción del clima organizacional en el Policlínico Universitario Dr. Mario Muñoz Monroy, municipio de Abreus, Cienfuegos, 2015. Métodos: se realizó una investigación evaluativa en el período de julio a septiembre de 2015. El universo estuvo constituido por los 141 trabajadores pertenecientes al Policlínico. Se realizó un muestreo estratificado de forma bietápica probabilística. La muestra quedó conformada por 37 trabajadores de Servicios y 13 de Departamentos, 35 por ciento del universo de cada estrato. Se estudiaron tres dimensiones: comportamiento organizacional, estructura organizacional y estilo de dirección. Resultados: los promedios alcanzados en las dimensiones de clima organizacional para ambos estratos clasifican como clima en riesgo. Se puede apreciar una discreta diferencia entre los promedios de las unidades organizativas de Servicio con un promedio de 5,7 y el estrato Departamentos con 5,0, donde la dimensión estructura organizacional para ambos estratos, obtuvo el valor más bajo y la dimensión comportamiento organizacional enunció la cuantía más alta, sobresaliendo el estrato de Servicios con 5,8 de promedio. Se debe destacar que se identifica como inadecuada la categoría condiciones de trabajo en los trabajadores de la unidad organizativa Departamentos. Conclusiones: el clima organizacional del Policlínico es evaluado en riesgo para ambos estratos objeto de estudio. El estrato Departamentos evalúa todas las categorías investigadas en riesgo o inadecuadas, mientras el estrato Servicio percibe mejor clima organizacional en la institución(AU)

Introduction: Understanding the organization phenomenon is a need for all the professionals who have any responsibility to manage the society's people and resources. Objective: Assess the perception of the organizational environment in Dr. Mario Muñoz Monroy, University Polyclinic, Abreus Municipality, Cienfuegos, in the year 2015. Methods: An evaluative research was carried out from July to September 2015. The universe was made up by the 141 worker belonging to the Polyclinic. A stratified sampling was made in two stages and in a probabilistic way. The sample was made up by 37 service workers and 13 department workers, 35 percent of each stratus universe. Three dimensions were studied: organizational behavior, organizational structure and direction style. Results: The averages achieved in the dimensions of organizational environment for both strati classify as risk environment. A discreet difference can be perceived between the averages of the service organizational units with 5.7 and the department stratus with 5.0, where the dimension organizational structure for both strati obtained the lowest value and the dimension organizational behavior obtain the highest value, the service stratus outstanding with 5.8 of average. It should be pointed put that the category working conditions was identified as inadequate in the workers of the organizational unit Departments. Conclusions: The organizational environment in the Polyclinic has been assessed as being in risk for both studied strati. The stratus Departments assesses all the categories investigated as being in risk or inadequate, while the stratus Service perceives better organizational environment in the institution(AU)

Evaluación del clima organizacional en el Policlínico Universitario Dr. Mario Muñoz Monroy / Assessment of the organizational environment in Dr. Mario Muñoz Monroy University Polyclinic

Introducción: la comprensión del fenómeno organizacional es una necesidad de todos los profesionales que tengan alguna responsabilidad en el manejo de personas y recursos de la sociedad. Objetivo: evaluar la percepción del clima organizacional en el Policlínico Universitario Dr. Mario Muñoz Monroy, municipio de Abreus, Cienfuegos, 2015. Métodos: se realizó una investigación evaluativa en el período de julio a septiembre de 2015. El universo estuvo constituido por los 141 trabajadores pertenecientes al Policlínico. Se realizó un muestreo estratificado de forma bietápica probabilística. La muestra quedó conformada por 37 trabajadores de Servicios y 13 de Departamentos, 35 por ciento del universo de cada estrato. Se estudiaron tres dimensiones: comportamiento organizacional, estructura organizacional y estilo de dirección. Resultados: los promedios alcanzados en las dimensiones de clima organizacional para ambos estratos clasifican como clima en riesgo. Se puede apreciar una discreta diferencia entre los promedios de las unidades organizativas de Servicio con un promedio de 5,7 y el estrato Departamentos con 5,0, donde la dimensión estructura organizacional para ambos estratos, obtuvo el valor más bajo y la dimensión comportamiento organizacional enunció la cuantía más alta, sobresaliendo el estrato de Servicios con 5,8 de promedio. Se debe destacar que se identifica como inadecuada la categoría condiciones de trabajo en los trabajadores de la unidad organizativa Departamentos. Conclusiones: el clima organizacional del Policlínico es evaluado en riesgo para ambos estratos objeto de estudio. El estrato Departamentos evalúa todas las categorías investigadas en riesgo o inadecuadas, mientras el estrato Servicio percibe mejor clima organizacional en la institución(AU)

Introduction: Understanding the organization phenomenon is a need for all the professionals who have any responsibility to manage the society's people and resources. Objective: Assess the perception of the organizational environment in Dr. Mario Muñoz Monroy, University Polyclinic, Abreus Municipality, Cienfuegos, in the year 2015. Methods: An evaluative research was carried out from July to September 2015. The universe was made up by the 141 worker belonging to the Polyclinic. A stratified sampling was made in two stages and in a probabilistic way. The sample was made up by 37 service workers and 13 department workers, 35 percent of each stratus universe. Three dimensions were studied: organizational behavior, organizational structure and direction style. Results: The averages achieved in the dimensions of organizational environment for both strati classify as risk environment. A discreet difference can be perceived between the averages of the service organizational units with 5.7 and the department stratus with 5.0, where the dimension organizational structure for both strati obtained the lowest value and the dimension organizational behavior obtain the highest value, the service stratus outstanding with 5.8 of average. It should be pointed put that the category working conditions was identified as inadequate in the workers of the organizational unit Departments. Conclusions: The organizational environment in the Polyclinic has been assessed as being in risk for both studied strati. The stratus Departments assesses all the categories investigated as being in risk or inadequate, while the stratus Service perceives better organizational environment in the institution(AU)

Hospital organizational environment and staff satisfaction in China: A large-scale survey.

The aims of the study are to explore the satisfaction of health-care staff in Chinese public hospitals with different aspects of their organizational environment and to identify factors affecting this satisfaction. The satisfaction of hospital staff members with organizational environment could be associated with the quality of patient care and patients' satisfaction. The design of the study is in the form of a survey. A questionnaire survey was performed from April to November 2008 to collect demographic characteristics of hospital staff members and analyse which organizational environment factors (hospital security policy and professional care, environmental security, safety of operations and management of human resources) influence staff satisfaction. Hospital members' satisfaction scores were high for hospital security policy and professional care but lower for safety of operations, the security of the environment and management of the human resources (lowest). Multivariate analysis identified that hospital size (large hospitals scoring highest), department (non-clinical department such as administrative or logistics department), professional title (student), position (administration) and years of employment (<3 years) were independently positively associated with overall satisfaction with organizational environment (P < 0.05). These results indicated that in China, hospital staff members were mostly dissatisfied with the administration and management of human resources. The organizational environment of hospitals should be improved to improve staff satisfaction.

Subcontratación en el sector forestal maderero chileno e impacto del manejo forestal sustentable implementado en empresa mandante sobre el clima organizacional: Un estudio de caso / Subcontracting in the forestry and timber industry of Chile and the impact of thr sustainable forestry management implemented in the principal company over the organizational climate: A case study

Las exigencias en la industria forestal están enfocadas a alcanzar estándares de productividad y un desempeño socialmente responsable con las comunidades, trabajadores y empresas contratistas. Al igual que en otros sectores, ha habido una importante especialización funcional que ha llevado a las grandes empresas a externalizar parte de sus procesos de la cadena productiva, generando importantes vínculos con empresas contratistas, quienes deben cumplir nuevos estándares internacionales. Es por ello que estas últimas deben preocuparse de generar las condiciones adecuadas para sus trabajadores y su productividad, donde la implementación de un estándar de manejo forestal sustentable podría incidir en cambios organizacionales en una empresa. Esta investigación recoge el caso de una empresa contratista de servicios forestales que concentra sus operaciones en la Región del Bío-Bío en Chile, aplicando una herramienta de diagnóstico de clima organizacional mediante encuestas al personal de faena, la que mide las percepciones que tienen los individuos de su lugar de trabajo bajo el enfoque de Koys y Decottis (1991) adaptado en la investigación realizada por Chiang et al. (2010). Con un Alpha de Cronbach de 0,80, destaca que la percepción de los encuestados en promedio como bueno (De acuerdo) y se ubica en 3,86 puntos. A su vez, se evidencia un número importante de respuestas, lo cual abre un debate sobre los factores consultados. Por tanto, el clima organizacional constituye una más de las dimensiones que está afectando los procesos de certificación, especialmente la incidencia de las empresas contratistas sobre las mandantes.

The requirements in the forestry industry are focused on reaching productivity standards and a socially responsible performance towards communities, workers and subcontracting companies. Just as in other sectors, an important functional specialization has occurred, and this has forced the big companies to outsource parts of their production chain processes, generating important links with subcontracting companies, which must meet new international standards. That is the reason why the latter must be concerned about generating the suitable conditions for their workers and their productivity, where the implementation of a sustainable forestry management standard could have an impact on the organizational changes in a company. This investigation takes the case of a forestry services subcontracting company that concentrates its operations in the Bio-Bio region in Chile, using an organizational environment evaluation tool through surveys answered by workers that measures the perceptions that individuals have about their working place under the Koys and Decottis (1991) approach, adapted in the investigation made by Chiang et al. (2010). With Cronbach's alpha of 0,80, highlights that the average perception of the survey respondents was good (Agrees) and it is placed at 3,86 points. At the same time, an important number of "I am not sure" answers are shown which opens the debate around the asked factors. Therefore, the organizational environment constitutes one of the dimensions that are affecting the certification processes, specially the impact of the contracting companies on the principal companies.

A relação entre atributos, atitudes e bem-estar na mudança organizacional / The relationship between context, attitudes and well-being in organizational change

RESUMO Um modelo para avaliar se atitudes medeiam a relação entre os atributos de mudança organizacional e o bem-estar foi testado com uma amostra de 795 trabalhadores oriundos de três diferentes organizações públicas que passaram por processos de mudança organizacional. Três instrumentos foram aplicados pela internet, a saber: Escala dos atributos da mudança organizacional, escalas de atitudes frente a mudança organizacional e de bem-estar no trabalho. Diferentes amostras foram utilizadas para análises fatoriais confirmatórias das escalas e os resultados indicaram bons índices de validade das estruturas originais das escalas. Análises de trajetória ( Path Analysis ( foram realizadas para testar o modelo de mediação. O modelo foi parcialmente corroborado apontando a influência das atitudes e dos atributos de mudança no bem-estar.

ABSTRACT A model was proposed to assess whether attitudes mediate the relationship between the context of organizational change and well-being. A quantitative study was conducted to test the model in three Brazilian public organizations that underwent organizational change processes. Seven hundred, ninety-five employees answered the organizational change context attributes scale, attitudes toward organizational change scale and scale of well-being in the workplace. Analyses of validity and reliability were carried out for all measures using three different samples, while Path Analysis were performed to test the mediation model. The model was partially corroborated suggesting the influence of attitudes and attributes of change on the well-being. In addition, the study provides mediation as a methodological strategy that can be used in further research.

Current studies on nurse occupational hazards and the related factors / 中国实用护理杂志

The occupational hazards to nurses are important factors which may influence the physical and mental health of nurses, and further more influence the quality of care the nurses providing to patients. This article reviewed the occupational hazards to nurses and the related factors in organizational environments and nursing human resources, so as to provide references for further studies and evidence for taking measures to prevent occupational hazards to clinical nurses.

Analysis of influencing factors for outcomes of HIS use at three tertiary hospitals in Anhui / 中华医院管理杂志

Efficient use of the hospital information system can protect and promote the orderly operation of medical practice.The HIS usage effect by the medical staff is mainly affected by individual mastery of information technology,IS technical level and the organizational environment.A survey and analysis of these three factors were made at three tertiary hospitals in Anhui,and the results indicate personal command of information technology,technology and organizational impact to bear significant positive impacts on medical staff' use effect.Based on the results,the paper proposed countermeasures and suggestions on strengthening the HIS construction and enhancing medical staffs HIS use effect.