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Врахування наукових досягнень з проблем гігієни дітей та підлітків та досвіду організації профілактичної діяльності дає змогу виділити основні її напрямки, які пов’язані із попередженням негативного впливу середовища шляхом розробки заходів, спрямованих на чинники ризику, оздоровчих заходів, спрямованих на підвищення стійкості організму та його сприятливий розвиток, впливу на формування свідомого ставлення до свого здоров’я та культури поведінки, які є актуальними у сучасних умовах та будуть сприяти збереженню та зміцненню здоров’я дітей та підлітків. Матеріали та методи дослідження. Проведено аналіз формування змісту профілактичної роботи у навчально-виховних закладах, спрямованої на збереження та зміцнення здоров’я дітей, та його зв’язок з розвитком наукових досліджень з гігієни дітей та підлітків. Результати дослідження та їх обговорення. У статті проаналізовано розвиток профілактичної роботи з гігієни дітей та підлітків у загальноосвітніх навчальних закладах, спрямованої на збереження і зміцнення здоров’я дітей та підлітків, вплив на формування її змісту наукових розробок гігієністів дитинства в Україні. Питання змісту профілактичної роботи з гігієни дітей та підлітків тісно пов’язані з її організаційно-методичним забезпеченням, необхідністю врахування як особливостей структури системи освіти в цілому, так і організації навчально-виховного процесу, систематичності та комплексності дії чинників середовища, використання рівневого підходу до її організації та взаємодії медичних працівників і педагогів. Висновки. До основних напрямків профілактичної роботи у загальноосвітніх навчальних закладах, які сформувалися під впливом соціально-економічних, соціокультурних чинників і мають важливе значення для створення здоров’язбережувального середовища в сучасних умовах належить: 1) спрямування на попередження несприятливого впливу умов навчально-виховної діяльності, 2) дотримання вимог до організації навчально-виховного процесу, 3) впровадження фізкультурно-оздоровчих заходів, 4) робота із гігієнічного виховання і формування здорового способу життя, 5) медичне забезпечення (зокрема, гігієнічний аспект).

OBJECTIVE We investigate whether job autonomy is associated with employees' sickness absence. In particular, we examine the role of employees' age for this relationship. METHODS We can make use of the representative German Study of Mental Health at Work data (n = 3099 employees) and control for relevant covariates. RESULTS Applying theoretical consideration such as the Job Demand Control Model, we do find evidence for an inverse relation between employees' job autonomy and days of sickness absence. This relation is only weakly mediated by job satisfaction and particularly relevant for more senior employees. CONCLUSIONS Theoretical implications are aimed at extending the existing theoretical models by individuals age and derive age-specific propositions. Managerial implications include recommendations which directly affect the individuals work content with regard to the use of our definition of job autonomy.

This study compared the quality of work between part-time and full-time nurses and investigated the relationship between quality of work and satisfaction with the work itself among part-time nurses. Quality of work was measured by specific work content and job characteristics. It was hypothesized that work content would affect satisfaction mediated by job characteristics. Furthermore, the moderating effects of intrinsic work values on the relationship between job characteristics and satisfaction were examined. A cross-sectional survey was conducted with 444 part-time and 795 full-time nurses working in Japanese hospital wards in 2017. The Mann-Whitney U test, χ2 test, and hierarchical multiple regressions were used. Work content differed between part-time and full-time nurses; however, job characteristics and satisfaction showed little difference. Work content was not associated with satisfaction mediated by job characteristics. Within the job characteristics, autonomy and feedback had positive effects on the satisfaction of part-time nurses, whereas interaction with work values was insignificant. When assigning work, it is important to allow part-time nurses to experience higher levels of autonomy and feedback regardless of their intrinsic work values.

Nowadays, the ICT is an important part of the 21st century and teacher learning and industry 4.0 challenges must involve technology in their teaching and learning. Previous research on the involvement of technology in the learning process is generally known as TPACK, Technology – Pedagogy – Content - Knowledge. However, the specific objectives of implementing vocational learning are specific to certain occupations. The purpose of this study is to analyse the teaching and learning needs of students in professional vocational education with the revised TPACK new model approach. The study of qualitative methods in the form of document analysis is used to construct a new theoretical conceptual framework. Important findings offered in the concepts of teaching and learning of vocational students were adopted based on work, content, technology, and learning approaches which were conceptualized as TAWOCK.The work as a new domain shows the characteristics of student teaching and learning while the learning approach has shifted from the level of engagement - Pedagogy to the level of cultivation - Andragogy. The study explains that vocational education with the TAWOCK concept is an ideal model for developing depth.

Introduction. With the growing number of females employed as factory workers, it is important to look into the phenomenon of burnout and related organizational climate affecting these workers. Objectives. The study's objectives were: 1) to come up with the indices of burnout among Filipino female factory workers and; 2) to come up with indices of organizational climate components of job autonomy, the content of the job, and nature of management through exploratory factor analysis. Methods. The secondary data used for this study were from a cross-sectional study involving 344 female factory workers. The indicators of the organizational climate were derived through exploratory factor analysis of items in the dataset. Exploratory Factor Analysis was used to reduce the variables into a fewer set of “Component Variables.” The technique explored the relationship of each indicator and then grouped them according to which component they were highly correlated. Using the factor loadings as weights, the index score was generated. The organizational climate indices were derived from the factor loading scores. Burnout Score was derived from respondents’ answers on nine items relating to burnout. The organizational climate indexes were also generated using factor analysis with these components- job autonomy, content of the job, and nature of management. Cronbach alpha was generated for all the items under each index to show the internal consistency and scale reliability. Results. There were 344 female respondents with a mean age of 26 (SD=5.02), and the majority were single (69.21%). Nine items were measured with the lowest average response “work is boring” (0.259 ± .560) for burnout indices. The highest mean answer for the item “work requires new skills or upskilling regularly” at 1.619 ± .762, suggesting that most respondents were required to upskill regularly. “Salary is not enough to meet worker’s needs” also has a high average response, suggesting that most respondents felt that their salary was insufficient to sustain their daily needs. The total burnout score indicates that workers experienced moderate burnout. The indices for burnout have good internal consistency and scale reliability (Cronbach alpha= 0.712). The organizational climate was grouped into Indexes through factor analysis, namely, Autonomy on Quality Index, Autonomy on Rest Index, Skilled work content Index, Physical work content Index, Hazardous work content Index, Health, Safety, and Compensation Index, and Training Index. Autonomy on Quality Index has a mean of 66.877 ± 31.934, suggesting that the autonomy on quality for respondents was moderately high, while Autonomy on Rest Index was 24.159 ± 30.788, suggesting that respondents have low autonomy on rest. The skilled work content index was high at an average of 70.801 ± 22.87, while physical work content and hazardous work content index were low at 29.398 and 25.377, respectively. Health, Safety, and Compensation index average was very low at 8.891 ± 8.524. Conclusion. This study came up with indices of burnout unique to female factory workers. The indexes were boredom/boring work, repetitious tasks, fast-paced work, work pressure, not sufficient compensation, work-home conflicts, upskilling, physically tiring, mentally tiring, and salary is not sufficient to meet basic needs. This study also came up with the indexes of organizational climate relating to job autonomy, content of job, and nature of management. The several items under each of these components were subjected to Factor Analysis to come up with indexes of organizational climate. Thus, the contribution of this study is coming up with a burnout index unique to the Filipino factory worker, not just based on subjective expert opinion, but data-driven and statistically derived.

Aims and objectives To explore gains and impacts of job rotation through the experiences of involved nursing personnel responsible for different parts of care during the elective orthopaedic patient's pathway. Background When patients undergo elective orthopaedic surgery, they encounter nurses from different wards. So far, job rotation has only been described through the experiences of the job rotating nurses. This study includes all involved nursing personnel and bases the job rotation on the pathway of the elective orthopaedic patient. Design This study has an exploratory-descriptive and qualitative approach and follows the Consolidated Criteria for Reporting Qualitative Research guidelines. Method A total of nine focus groups including 16 informants were conducted before, during and after a 5-month trial period. The data were analysed using thematic analysis. Results The findings show that existing work structures and work content combined with a lack of a common understanding of the job rotation impacted the expectations of the nursing personnel regarding (in)dependence, individual and collegial involvement and investment, as well as the collegial belongingness expressed through terminologies of "home" and "culture." The personal gains among the job rotating nurses showed increased knowledge, skills and influence. When knowledge was shared and exchanged, the job rotating nurses became "cultural translators" of the care to the elective orthopaedic patient. Conclusions This study shows personal gains among the job rotating nurses through increased knowledge, skills and influence as well as collegial gains by sharing and exchanging knowledge. When this exchange was utilised, the job rotation was evaluated positively, and contrary, when not utilised the job rotation had a negative impact on the work environment. Relevance to clinical practice Job rotation among nurses following the care of the patient's pathway can be a way of promoting patient safety and quality through increased knowledge across wards by including every aspect and element of the patient's pathway.

The aim of methodological recommendations drafting and methodological recommendations content on independent work for degree-seeking students is relevant since the independent work implementation requires teacher’s advice which should be represented most appropriately in methodological recommendations. The major purpose of recommendations preparing is to give a teacher the accurate action plan on using efficient technologies, forms, methods of teaching, their practical implementation into the educational process. The approaches to methodological recommendations on degree-seeking students independent work were analyzed in the article. It was noted that content of methodological recommendations had been made dependent on their aim: there were recommendations for tutors and recommendations for degree-seeking students. There was given the theoretical basis for degree-seeking students independent work arrangement, subcomponents of independent work and its efficiency factors. There were represented the criteria for independent work content selection while integrative courses, learning through their didactic consistency. It was found out the correlation between three motive groups that caused the definite activity forms and person’s behaviour. The independent work was identified as a part of academic process. The requirements to independent work arrangement were gradated and advice for its arrangement efficiency was given. On the base of published methodological recommendations on independent work, test writing, Master’s research paper preparation and defense, individual scientific and research task performance etc. there was made a conclusion about supervising necessity and prerequisite structural elements of methodological recommendations on degree-seeking students independent work while foreign language learning as follows: explanatory note, theoretical and practical parts, recommended reading list, evaluation criteria, self-done tasks submission requirements, annexes. It was proved that methodological recommendations on independent work of degree-seeking students of different specialties and subjects had their exact aim and peculiar unique content and structure

Aim To investigate nurses' core emergency competencies for handling the coronavirus disease-19 (COVID-19) and analyse the factors associated with those competencies. Background COVID-19 has become a major global public health event. Nursing staff have played an important role in COVID-19 prevention and control. Understanding their emergency competencies for handling COVID-19, and the potential disadvantages will help governments to develop targeted training policies and improve nurses' capacities in relation to pandemics and emergency preparedness. Introduction COVID-19 is a disastrous infectious disease, but the competencies of nurses in China to handle COVID-19 have not been well documented. Methods We conducted a cross-sectional survey on nurses from 22 provinces of China in February 2020. The scores of self-report questionnaires were used to analyse their competencies for core emergency care, and linear regression analysis was used to explore influential factors. Results A total of 2570 nurses participated. The study revealed that nurses had a good grasp of COVID-19 knowledge, but the majority of nurses lacked experience in isolation ward work and emergency training. We found that age, professional title, work department, major work content, total work time, disaster rescue history, emergency training and infectious disease training were associated with core emergency competencies. Conclusions Chinese nurses were qualified for handling COVID-19 but still need to strengthen the accumulation of practical experience. Implications for nursing Nurses should actively participate in emergencies to strengthen their operational capacity, whether in training or actual practice. Implications for nursing/health policy Managers should improve relevant policies to ensure that nurses have more opportunities to participate in the practical training of health emergencies and explore effective training methods to improve the ability of nurses to respond to these.

This study takes the cognitive-affective system theory of personality as the whole logic, integrates resource preservation theory and cooperation and competition theory to investigate the influence mechanism of Career Plateau on knowledge workers' knowledge hiding. The results show that career plateau (including its three dimensions：hierarchical plateau, work content plateau and inclusive plateau) has a significant positive impact on status anxiety and knowledge hiding of knowledge workers, and status anxiety plays a complete mediating effect between career plateau (including hierarchical plateau, work content plateau and inclusive plateau) and knowledge hiding of knowledge workers. Cooperative goal dependence positively moderates the relationship between hierarchical plateau and status anxiety, and negatively regulates the relationship between work content plateau and status anxiety. In addition, cooperative goal dependence positively moderates the indirect effect of hierarchical plateau on the knowledge workers' knowledge hiding through status anxiety, and negatively moderates the indirect effect of work content plateau on the knowledge workers' knowledge hiding through status anxiety. The results of this paper provide theoretical support and management enlightenment for further exploring the mechanism of career plateau and knowledge hiding in Chinese enterprises.

Background: Early career burnout among nurses and caregivers are a seriously facing issue. Short-staffing, patient-nurse ratio, nurses' workload, work-life interference, and general health of nurses are reported to be linked to burnout in the world [1][2][3]. The problem is also known to be involved in job satisfaction and patient care quality [1]. The investigation and the analysis of nurses' intention to leave and considering are also often reported in various countries in the world [3]. These problems seem to be related to the problem of energy balance and harmony between the allowable stress of each individual and the expected work content, quantity, and relationships that occur over a limited time horizon. There are various and complicated problems in the background. However, this study will examine the work of nurses and care focusing on one factor of time. The purpose of this study was to investigate the possibility of Time Management Matrix by analyzing the Nursing literature.Methods: An attempt is made to examine the various nursing management issues reported in the literature using the concept of a time management matrix that has already been reported. The following were carried out as a procedure: Concept understanding of the time management matrix [5] and problem arrangement in time management of Nursing reported from the literature from 1971 to 2020. The problem in the time management in nursing and care was examined using the time management trick.Results: There have been several reports of nurses' time management problems, including lack of time to respond to medical health system problems, patient education and communication, and patient-centered care practice. It was indicated that the second region time of the time management matrix was small, and that there were many other times. It was suggested that nursing and care services were urgent, critical, and time-critical, and that Quadant I (urgent and important, DO), which performed multiple tasks, might have more time. It was suggested that the time needed for Quadant II (not urgent but important, PLAN) should be expanded to allow for more time to consider issues, develop plans, and provide investment-type care time needed for the growth, development, and learning of subjects. In the case of nurses and care givers, who spend a lot of time on non-specialist tasks such as unimportant phone calls and responses, cleaning and organizing, document preparation and organization, meetings, e-mails, chat, and routine tasks, it was suggested that efforts to reduce time in Quadant III (urgent but not important, DELIGATE) and Quadant IV (not urgent and not important, ELIMINATE) might be needed throughout the organization. Using the time management matrix, it was suggested that time management issues of individuals and the whole organization could be examined, rather than the limited view of nursing practice. In nursing practice, statistical data such as the percentage of time that nurses spend on Quadant II (not urgent but important, PLAN) are measured, and in the future, it may become a material to grasp the actual situation in the time management of organizations and individuals. It could be useful as a sort of problem-solving tool, so we might consider introducing it as a new attempt. Future research development is necessary.Conclusion: It was indicated again that the work arrangement which the nurse should originally do was necessary. It may show the condition which fulfils role practice and function of the nursing original that the business hour of the second region increases. Time Management Matrix may have possibility of useful as a sort of problem-solving tool for of organizations and individuals as a new attempt to see the reality of job priority and the validity on time management.

The purpose of the article is outlining the content and components of psychological readiness for being a professional real estate agent. Having analyzed recent studies and publications uncovering challenges in professional development of various experts, an attempt to determine the content of psychological readiness to act as a real estate agent has been made. There have been outlined three basic methodological approaches that help interpreting the concept of psychological readiness to become a specialist, namely, (1) structural and functional, (2) personal, and (3) personal and pro-active. Apart, there were identified the components of psychological readiness to work as a real estate agent, namely, cognitive, personal, and communicative. The empirical research resulted in identifying structural components of psychological readiness to act as a real estate agent. These were: a) personal (orientation on freedom, focus on the results, extraversion, achieving personal success, self-control, practicality, emotional stability, universalism, and independence); b) cognitive (work content, factors of cognition of behavior results and knowledge of behavior classes, development of social intelligence in general); c) communicative (self-control, focus on achieving a compromise). It has been established that psychological readiness as a primary fundamental condition to successfully act as a real estate agent can have various forms of readiness among the specialists depending on their experience in the profession. However, the criteria expressiveness in all target groups illustrate that these very qualities are determinative for a real estate agent. The psychological readiness in total consists of personal, communicative and cognitive parameters. The prospects for further practical application of the achieved results are associated with the following: (1) current challenges to refocus experts in accordance with time requirements; (2) practical organization of trainings (training and retraining) for future experts in real estate activities; (3) consideration and correction of the style and typological characteristics of real estate agents; (4) the selection of gifted professionals to perform real estate work in the modern labor market.

General practices are established microenterprises in Germany providing a variety of preventive and therapeutic health care services and procedures in a challenging working environment. For example, general practice teams are confronted increasingly with work-related demands, which have been associated with poor psychological and physical outcomes. It is therefore important to gain a better understanding of issues related to occupational health and safety for personnel working in the primary care setting. This study aims to gain an in-depth understanding of psychosocial demands and resources in the primary care setting. We applied an ethnographic design, comprising a combination of participating observations, individual interviews with general practitioners (GPs) (N = 6), and focus group discussion with practice assistants and administrative staff (N = 19) in five general practices in Germany. A grounded theory approach was applied to analyze all data. Our results identified psychosocial demands and resources exemplified mainly along two typical tasks in GP practices: the issuing of medical prescriptions and blood sampling. Main psychosocial demands included factors related to work content and tasks, organization of work, and the working environment. For example, daily routines across all practices were characterized by a very high work intensity including disturbances, interruptions, delegation, and the division of labor between GPs and practice staff. Work-related resources comprised the staff&rsquo, s influence on aspects related to work organization and social support. The triangulation of methods and data formats allowed the disclosure of interconnectedness between these factors. Although work processes in general practices are complex and required to comply with legal regulations, there are opportunities for practice owners and practice teams to establish working procedures in ways that reduce psychosocial risks and strengthen work-related resources.

In this study, we propose a telework "avatar work" that enables people with disabilities to engage in physical works such as customer service in order to realize an inclusive society, where we can do anything if we have free mind, even though we are bedridden. In avatar work, disabled people can remotely engage in physical work by operating a proposed robot "OriHime-D" with a mouse or gaze input depending on their own disabilities. As a social implementation initiative of avatar work, we have opened a two-week limited avatar robot cafe and have evaluated remote employment by people with disabilities using OriHime-D. As the results by 10 people with disabilities, we have confirmed that the proposed avatar work leads to mental fulfillment for people with disparities, and can be designed with adaptable workload. In addition, we have confirmed that the work content of the experimental cafe is appropriate for people with a variety of disabilities seeking social participation. This study contributes to fulfillment all through life and lifetime working, and at the same time leads to a solution to the employment shortage problem.

Background Digital technologies, including robots, are being increasingly used in elderly care. Their impact on users carries implications for successfully integrating technological innovations into care. This study aims to identify the impacts of care-robot implementation on elderly-care service stakeholders. Methods Impacts of care-robot implementation on users – care personnel and elderly clients – are identified from the data collected during a 10-week field study of the implementation process of the care robot ‘Zora’ in municipal elderly care services in Finland. The data were obtained from semi-participatory observation (27 sessions) of the robot engaging in rehabilitation efforts in two care homes and a geriatric rehabilitation hospital, and focus-group interviews conducted with 40 care workers and clients. Results Robot use in elderly care is associated with multiple types of impacts with positive, negative, and neutral dimensions. These include impacts on interaction and activity for clients, and impacts on the work atmosphere, meaningfulness of work content, and professional development for care personnel. Impacts on personnel were related to the need for orientation, problems of time usage, and overall attitudes toward novelty and renewing of care service. The robot’s presence stimulated the clients into exercising and interacting. The care workers perceived the clients’ well-being both as a motivation to learn how to use robots as well as a justification for negative views. Conclusions Care-robots like Zora have the potential for multi-faceted rehabilitative functions and can become part of care service with careful systemic planning with a specific focus on orientation. Many of the identified impacts were related to how the robot fits into the service processes. Distinguishing between positive, negative, or neutral dimensions of different impacts is important.

School resource room guidance personnel handle services to students with disabilities in institutions of higher education in Taiwan. This study conducted a survey of the kind of work perfor...

Aim of the study is to: a) reveal statistically significant differences in argumentativeness, leadership style and employee satisfaction between gender and age, b) explore the relationship between perceived superiors’ argumentativeness, leadership style and self-reported employees’ job satisfaction, c) investigate the influence of argumentativeness on leadership style and employee satisfaction in sport organizations and d) propose an employees’ and superiors’ typology. The sample consisted of 211 Greek employees of sport organizations. According to MANOVA’s findings, statistically significant differences were observed between gender and age in perceived superiors’ argumentativeness, leadership style and self-reported employee satisfaction. Perceived superiors’ argumentativeness was negatively related to autocratic leadership style, self-reported employees’ salary and promotion. There was a positive significant relationship between superiors’ argumentativeness and democratic leadership style, employees’ work conditions, work content, immediate superior and organization as a whole. Regression analysis revealed that perceived superiors’ argumentativeness could significantly predict the variables of democratic leadership style and employees’ work conditions, work content and immediate superior. Distinct types of relations between employees and superiors are the “unitarist” and the “individualist”.

This paper aims to establish a model of structural equations that summarizes the degree of incidence of variables related to job satisfaction in organizations. It starts from the identification of the variables to analyze according to the literature on the subject and those that were corroborated through the consultation of experts, later proceed to the construction of instruments for their measurement and application of these to 4,235 employees in 150 entities from different productive sectors. With the results obtained in the surveys, a confirmatory factor analysis was developed, which verified the incidence of the variables evaluated in the work satisfaction and later proceeded to the construction of the model. The model obtained shows the relationship between the different variables that affect job satisfaction and confirming its multifactorial character as a construct. The data that facilitated the generation of the model allow to establish a logic of management of the job satisfaction from managing in an integrated way the latent variables that condition them, ensuring their correct management, such as: the design of work content, working conditions, interpersonal relationships with peers in general and with managers in particular, policies and methods of stimulation and the group work.

The level of job satisfaction among clinical research associates (CRAs) is of importance because it may affect CRAs’ retention, turnover, and then further affect the quality of clinical trials. The objectives of this study were to (1) examine the level of job satisfaction among CRAs in China and (2) explore the association between CRAs’ demographic and work-related characteristics and their job satisfaction. A Chinese CRA job satisfaction questionnaire was developed to measure CRAs’ attitudes in relation to their job. The questionnaire contained 6 subcomponents, including work content, work reward, supervisors, coworkers, investigators, and organization administration. Then an anonymous cross-sectional web-based survey was conducted among CRAs in China. 465 valid questionnaires were received (93% response rate). The overall job satisfaction of Chinese CRAs was moderate. As for the individual subcomponents, coworkers ranked the highest and work reward ranked the lowest. The female group was more satisfied with investigators than were the male group. Different scores with supervisors were seen among age groups. Different scores with overall satisfaction, work reward, and organizational administration were seen among geographic location groups and also among company type groups. There were no significant differences in job satisfaction based on marital status, education level, and working position of the respondents. Conclusions: Chinese CRAs were moderately satisfied with their job. They were most satisfied with coworkers and most dissatisfied with work reward. Further, Chinese CRAs’ job satisfaction levels were more related with work-related characteristics, including geographic location and company type.

This contribution introduces the Multidimensional Qualitative Job Insecurity Scale (MQJIS). Drawing from the qualitative job insecurity literature and addressing some of other scales’ limitations, a multidimensional model is proposed and investigated by means of confirmatory factor analysis and multilevel confirmatory factor analysis. Study 1 aims to explore the psychometric properties and factorial structure of MQJIS in an Italian sample of blue-collar workers (N = 583), showing that a model with one higher-order factor (i.e., qualitative job insecurity) and four dimensions (i.e., social relationships, employment conditions, working conditions, and work content) shows a good fit to the data and good reliability indices. Study 2 aims to investigate MQJIS measurement invariance across several groups, based on country of origin, age, and gender. Results on a sample of Belgian and Italian workers (N = 710) show that MQJIS met the criteria for uniqueness invariance across genders and scalar invariance across countries and age groups. Significance, implications, and future directions stemming from the initial validation and the confirmed measurement invariance of this scale are discussed.

Aim To develop the Nurse Managers' Work Content Questionnaire (NMWCQ) and to describe nurse managers' work content. Background Restructuring within health care has expanded the nurse manager's role to include organisational, patient and staff demands. Methods The pilot study employed a cross-sectional study design. Based on a literature review, the NMWCQ with 102 items was developed and pretested for this study. Data were collected in 2017 from three Finnish acute care central hospitals that provide specialised health care. A total of 61 nurse managers participated, which represents a response rate of 59%. Principal component analysis was used to test the construct validity of the instrument. Cronbach's alpha values were used to analyse the internal consistency of the instrument. In addition, descriptive and nonparametric analysis was used. Results Ultimately, 13 components with 87 items were identified in the questionnaire. The construct validity and internal consistency of the questionnaire were at acceptable levels. Cronbach's alpha rates of the components were 0.554 - 0.890. The most frequently performed daily work of nurse managers was in the component of organising, and the most infrequently performed daily work was in the component of clinical nursing. Conclusions The study shows that the Nurse Managers' Work Content Questionnaire (NMWCQ) is suitable for measuring the current content of nurse managers' work. However, the questionnaire is new and needs additional testing such as confirmatory factor analysis with larger amounts of data.

Introduction: It is imperative to research professional satisfactions in healthcare organization, since throughout the world job satisfaction in healthcare institution is decreasing, sometimes there is none or is at a very low level. Aim: Evaluation of components of employees’ job satisfaction in General Hospital Valjevo, Valjevo, Serbia, and evaluation of connection of components of their job satisfactions with the presence of anxiety, stress and job pressure. Methods: An observational cross-sectional study of employees’ satisfaction is conducted in General Hospital Valjevo, Valjevo, Serbia based on an anonymous survey from November 2016. Structure and construction validity evaluation of job satisfaction is performed by using Principal Component Analysis. The evaluation of the connection of the satisfaction components with the stress scale was performed by multinomial logistic regression. Results: Two job satisfaction components emerged: 1) extrinsic – environment, autonomy and transparency satisfaction and 2) intrinsic – work content satisfaction. We showed that financial compensation satisfaction, extrinsic, as well as intrinsic component of their job satisfaction is significantly connected with stress and anxiety level at work. Conclusion: It is necessary to conduct a reconceptualization of professional satisfaction and/or work efficiency of health care employees in conditions where, in healthcare organization and/or at whole healthcare system level, the job satisfaction is low or there is none.

BACKGROUND Musicians face numerous psychosocial and physical demands at work resulting in high prevalence of musculoskeletal problems. Unlike physical risks, little is known about psychosocial work factors influencing such health problems in this particular group. OBJECTIVE The paper aimed to identify psychosocial work demands resulting in musculoskeletal problems among musicians. METHODS A systematic review was undertaken to find data linking psychosocial work demands or stress with musculoskeletal disorders among musicians. RESULTS The exploration of databases resulted in nine research studies linking psychosocial aspects of work or stress with musculoskeletal problems among musicians. The analyzed studies linked psychosocial aspects with musculoskeletal problems in three ways - showing proportions of people indicating particular causes of pain, indicating correlations between these variables or performing regression analysis showing psychosocial predictors of musculoskeletal pain. CONCLUSIONS Only a few studies have undertaken the issue of psychosocial risk factors for musculoskeletal problems among musicians. The results revealed that some psychosocial aspects of work, e.g. long hours at work, work content, high job demands, low control/influence, lack of social support, were related to musculoskeletal pain, however, the methods and results were inconsistent. The extant studies employed variety of definitions of psychosocial aspects that hindered the possibility for consistent conclusions. Basing on those conclusions, future directions were offered.

Background: Work-related psychosocial stress can cause mental and physical illnesses resulting in high costs for the individual, the economy and society. Small and medium-sized enterprises (SMEs) employ the majority of the world’s workforce and often have fewer financial and human resources compared to larger businesses. The aim of this review is to summarize current knowledge on work-related stress in SMEs according to well-established guidelines categorizing psychosocial factors at work. Methods: A systematic database search was carried out in PubMed, PsycINFO, PSYNDEX and Business Source Premiere from March to June 2019, updated in January 2020. Data of included studies were analyzed and mapped into five themes: “work content and task”, “organization of work”, “social relations”, “working environment” and “new forms of work”. Results: After full-text screening, 45 out of 116 studies were included for data extraction. Studies were very heterogeneous and of varying quality, mostly applying a cross-sectional study design. Psychosocial factors in SMEs have been researched with a focus on the work patterns “work organization” and “work content and task”. Conclusions: This review underlines the need for more and better quality research of psychosocial factors in SMEs, particularly in relation to ongoing and new challenges in the workplace, including stressors related to the process of digitalization or the development of safe working conditions during the emerge of new infectious diseases.

IntroductionPractice assistants represent a highly relevant occupational group in Germany and one of the most popular training professions in Germany. Despite this, most research in the health care sector has focused on secondary care settings, but has not addressed practice assistants in primary care. Knowledge about practice assistants' workplace-related stressors and resources is particularly scarce. This cross-sectional study addresses the mental workload of practice assistants working in primary care practices.MethodsPractice assistants from a network of 185 German primary care practices were invited to participate in this cross-sectional study. The standardized `Short Questionnaire for Workplace Analysis' (German: Kurzfragebogen zur Arbeitsanalyse) was used to assess practice assistants´ mental workload. It addresses eleven workplace factors in 26 items: versatility, completeness of task, scope of action, social support, cooperation, qualitative work demands, quantitative work demands, work disruptions, workplace environment, information and participation, and benefits. Sociodemographic and work characteristics were also obtained. A descriptive analysis was performed for sociodemographic data and "Short Questionnaire for Workplace Analysis" factors. The one-sided t-test and Cohen´s d were calculated for a comparison with data from 23 professional groups (n = 8,121).ResultsA total of 550 practice assistants from 130 practices participated. The majority of practice assistants was female (99.3%) and worked full-time (66.5%) in group practices (50.6%). Compared to the other professional groups, practice assistants reported higher values for the factor social support (4.0 versus 3.7 [d 0.44; pConclusionsOur study identified social support and participation within primary care practices as protective factors for mental workload, while work disruptions and scope of action were perceived as stressors.

Introduction Due to the consequences of globalisation and digitalization on working conditions, psychological risk factors at work rise in importance. Prevention strategies for designing working conditions that maintain mental health and work functioning are needed. Only few companies worldwide have implemented psychological risk management regularly. One reason might be the lack of suitable measurement tools. Although, many researchers developed reliable assessment instruments for psychosocial stress at work, most of them fail in helping redesigning working conditions on the technical or organisational level. With the help of existing measurements mainly personal prevention actions are possible. Therefore an instrument is needed that measures the objective work factor and not the subjective stress of the employees. The aim of this investigation is to develop and validate a practical online assessment of psychological risk at work according to scientific standards. Methods From November 2015 to March 2016, psychological work factors that have impact on mental health were determined by means of literature searches, workshops and telephone interviews with experts. An online assessment was developed between April 2016 and September 2016. From October 2016 to March 2017 risk analyses were carried out by experts and employees on the basis of 10 pilot companies from the public sector (about 2000 respondents). Results The online assessment provides statements on the work content, work organisation, social relations and the work environment. With 48 items, psychological work factors with regard to the task (not the person) are recorded with value-neutral formulations. The response scale is a 4-step frequency scale. First analyses prove the objectivity, reliability and validity of the instrument. Conclusion The online assessment contains psychological work factors that can be generalised to any work tasks. It might be used across all sectors. The instrument measures psychological risk at work economically and largely independent of the individual response.

Penelitian ini bertujuan untuk menganalisis return saham yang akan diperoleh. Penelitian ini juga melibatkan variabel bebas yaitu arus kas operasi, arus kas investasi, arus kas pendanaan dan laba akuntansi. Sedangkan, return dihitung menggunakan geometric mean. Analisis data menggunakan analisis regresi berganda. Penelitian dilakukan terhadap 80 perusahaan yang memiliki kapitalisasi besar yang terdaftar di Bursa Efek Indonesia. Hasil penelitian ditemukan bahwa pengungkapan laba akuntansi memiliki pengaruh yang signifikan terhadap return saham. Hal ini berarti bahwa investor mempertimbangkan informasi laba akuntansi yang diungkapkan dalam laporan tahunannya untuk membuat keputusan. Sedangkan pada variabel bebas yang lainnya tidak terbukti secara signifikan berhubungan dengan return saham.

Ongoing research has indicated important effects on seafarers’ occupational commitment due to gender and family situation. In this study, these findings have been elaborated further by controlling for the effect of perceived work content. Statistical analyses were employed, using a survey material of Swedish seafarers collected from a national register in 2010. The results showed that the effect on occupational commitment of having children at home is strongly positive and statistically significant for women. However, the significance was dependent on the level of satisfaction with the job content. It was suggested that the seafaring occupation could be viewed as a cooping strategy, although only appropriate if the job content is agreeable. Another important family effect was, as expected, the positive effect of having a relative working, or having worked, at sea. This effect was, however, only significant for male seafarers in the age group below the early 40’s. It was concluded that this effect is mainly emotionally driven and not particularly influenced by the actual job content. The results further showed that working in the catering department comes with a strong negative effect on commitment to the seafaring occupation for women. This effect, however, lost its significance after control for job content. It was concluded that the effect of satisfaction with job content on occupational commitment is generally important, with the exception of women, without children, working in the catering department.

Aim. The solution version of one of problems of psychology and pedagogical escort of students at the initial stage of their adaptation to training in higher education institution is stated in the study. Such maintenance obligatory includes diagnostics of a psychological state of pupils that in a traditional state demands considerable expenses by as teachers’ and first-year students’ forces and time. Possibility of elimination of this shortcoming is presented. Methods . The methods involve the modified Sklyayn’s technique which description is presented in K. Rogers’s works; the technique of the personal differential definition; the technique of definition of the psychological satisfaction in various vital spheres. Students’ relation to the research was found out during anonymous poll. Results . It is shown that, despite the positive relation to psychological researches from the majority of respondents, there is a problem of the obvious or latent unwillingness of some first-year students to participate in surveys and test work caused by work content and its duration. The alternative to tiresome measurements of indicators of adaptation of pupils to training in higher education institution is presented – the express diagnostics reduce time of monitoring and allow teachers to get students interested. Comparison of the results received at use of Sklyayn’s technique and a technique «Personal differential» shows that they investigate the same phenomenon at nonverbal and verbal levels: correlation of persons’ «real self» and «ideal self». However, if creation of verbal formulations of the person relation to what he/she is, and to what he/she wants to be, can cause difficulties by the examinee, the nonverbal diagnostics turned to subconsciousness, is not only simpler, but also reflects a psychological state of the person more precisely. Scientific novelty . Modification of the technique by Sklyayn is proposed; it corresponds to bases of the personal aligned approach to psychology and pedagogical maintenance, the opportunity expanding it at the expense of speed and assessment non-complication of an emotional condition of the personality. Practical significance. Timely detection of difficulties which are experienced by students, starting training in higher education institution, helps improve educational process. Efficiency and advantage of application of nonverbal express diagnostics consists in designing conditions for inclusion in research of the student as the subject of this activity, and offers the possibility to discuss the received results with the pupil immediately following the work.

BACKGROUND: Leaders and co-workers in Swedish public sector organizations are exposed to demanding psychosocial working conditions; more knowledge about workplace-based interventions in this sector of working life is needed. OBJECTIVE: To compare co-workers’ and leaders’ self-ratings of health and psychosocial working conditions, and investigate how prevention and rehabilitation in Swedish public sector workplaces affects these ratings. METHOD: The longitudinal panel data consisted of 311 individuals (20 leaders, 291 co-workers) at 19 workplaces. Based on questionnaire data, statistical analyses were performed using Mann-Whitney U-Test, pair-wise Spearman correlations, a mixed between-within subjects ANOVA and Friedman’s test. RESULTS: Results indicate differences in how the leaders and the co-workers judge their health and psychosocial working conditions. Leaders report work content that is more varied and interesting as well as more possibilities for personal development through work, yet they also report more tiredness, concern over managing their work situation and time pressure at work. Comparisons of mean values for used indicators show some improvements after one year, but also several non-significant or negative time trends two years after the interventions were initiated. CONCLUSION: The study provides some support for experienced differences between co-workers’ and leaders’ health and psychosocial working conditions in public sector workplaces, indicating the importance of different workplace-oriented prevention and rehabilitation interventions for these two categories of employees.

Objetivos: Analizar la presencia de estrés laboral en el equipo volante de enfermería de un Hospital General Universitario tomando como referencia el modelo demandas-control-apoyo de Karasek. Método: Estudio observacional de corte transversal. La muestra estuvo constituida por 38 profesionales de enfermería del equipo volante de un Hospital General Universitario. Instrumentos de evaluación: para conocer la percepción de los profesionales de enfermería sobre el contenido de su trabajo y determinar los estresores laborales, se empleó el cuestionario Job Content Questionnaire (JCQ) traducido y validado para enfermería hospitalaria. Resultados: La tasa de participación fue del 90,47% (N=38). Se registró una media para la dimensión de apoyo social de 2,59±0,47, para la dimensión de demandas psicológicas en el trabajo de 3,26±0,47, y para la dimensión de control sobre el trabajo se obtuvo una media de 2,87±0,40. El análisis de datos puso de manifiesto un nivel moderado de estresores, destacando un déficit de apoyo social por parte de los superiores, que resultó ser más acusado en el grupo de profesionales adscritos a la dirección de enfermería (2,89 vs 2,49; p

Objetivo:Determinar la percepción de trabajadores de distintos sectores empresariales de Colombia sobre los factores psicosociales presentes en su entorno laboral y la relación entre los factores psicosociales nocivos y los síntomas subjetivos y alteraciones de la salud. Materiales y métodos: Estudio no experimental, transversal y cuantitativo. Participaron 370 trabajadores, de diferentes sectores empresariales de Colombia (Centro-Oriente, Suroc-cidente y región Caribe). Instrumento: batería para el estudio de las condiciones de trabajo de carácter psicosocial(CTCPS-MAC), validada para población iberoamericana, permite evaluar cuatro dimensiones: Contexto de trabajo, Contenido de trabajo, Factores individuales y Desgaste psíquico e incluye catorce factores psicosociales. Los datos se analizaron con IBM SPSS statistics 21. Se realizó análisis bivariado y regresión logística multivariante de factores psicosociales nocivos y desgaste psíquico. Resultados:Los factores formación, baja médica, contexto de trabajo, contenido de trabajo y factores individuales están asociados en este estudio con desgaste psíquico. El contexto de trabajo es la variable que infiere mayor riesgo (p=0.000; Exp (B)= 5.355) para provocar desgaste psíquico, seguida de la formación técnica o superior y del contenido del trabajo. Conclusiones: Si bien aquellos trabajadores cuya percepción nociva del contexto de trabajo (interrelación trabajo-vida familiar/personal, cultura de la organización, gestión de la empresa, etc.), del contenido de trabajo (concepción tareas, carga y ritmo de trabajo, etc.) y los que tienen formación técnica o superior tienen mayor probabilidad de padecer desgaste psíquico, se observan aspectos positivos de las condiciones de trabajo psicosocial y su influencia en los trabajadores y en las organizaciones. Objective: Determine the perception of workers in different business sectors in Colombia, on psychosocial factors that are present in their work environment and the relationship between negative psychosocial factors and subjective symptoms and health disorders. Materials and methods: Non-experimental, cross-sectional and quantitative study. 370 employees participated from different business sectors in Colombia (Central East, Southwestern, and Caribbean Region). Instruments: battery for the study of working conditions of psychosocial character (CTCPS-MAC) validated in Latin American population, which allows evaluating four dimensions: work context, work content, individual factors and psychological exhaustion and includes fourteen psychosocial factors. Data was analyzed with IBM SPSS statistics 21. It was performed a bivariate analysis and multivariate logistic regression of adverse psychosocial factors and psychological exhaustion. Results: Factors formation, sick leave, work context, work content and individual factors are associated in this study with psychological exhaustion. The work context is the variable that infers increased risk (p = 0.000, Exp (B) = 5.355) to cause psychological exhaustion, followed by technical or higher education and work content. Conclusions: Although those workers with a noxious perception of work context (interrelation between work and family and personal life, organizational culture, company management, etc.), content of work (tasks content, load and work rate, etc.), and those with technical or higher education, have more probability to suffer psychological exhaustion, positive aspects of psychosocial work conditions and their impact on workers and organizations are observed.

Background: Psychosocial risks, via stress mechanism, may negatively influence employees’ health and work activity. Both the scale and the type of these risks depend on job specificity in particular occupation or sector. The aim of the study was to characterize the categories of stressors occurring in the banking sector and their effects on employees’ performance. Material and Methods: The studied subjects were 484 employees tested with the questionnaire method. The Scale of Psychosocial Risk was used as a research tool. Results: The more the employees are exposed to threats connected with work content, work context, pathologies and specific factor, the less satisfied they are and the more frequently they declare turnover intention. However, rarely does it change their engagement or absence. The subjects felt the effects of risks, regardless of their stressfulness. It turns out that individual’s well-being is rather related to work context, e.g. relations with co-workers or salary, than to the character of tasks. It was observed, that with age, employees are less resistant to work context related to threats, which results in frequent absence. Conclusions: Most of the results comply with the literature data. The work environment diagnosis may be based only on the occurrence of psychosocial risks, regardless of the subjectively experienced stress. The conclusions can be used by both employers and specialists in occupational stress prevention. Med Pr 2014;65(4):507–519

Background: Workshifting is a new model for redistributing tasks due to the shortage of health professionals such as registered nurses (RNs). Therefore, this study aim to describe registered nurses' experiences with workshifting in a medical ward at a university hospital in Sweden.Methods: Manifest qualitative content analysis with an inductive approach was used based on seven semi-structured interviews with RNs working in a medical ward at Sahlgrenska University Hospital in Gothenburg, Sweden.Results: One category, communication skills for increased cooperation, and three subcategories, Manage different skills, Changed work content and Lack of holistic nursing, were described. A healthy work environment (reasonable workload, interesting work tasks/content) is an important factor for attracting health professionals such as RNs.Conclusion: Workshifting redistributes tasks to added staff members such as pharmacists and assistant nurses, which decreases the RN workload; however, task-oriented work results in the lack of a holistic view of nursing. Moreover, enlarged teams need well-developed communication arenas to ensure patient safety and efficient work organization.

Not only the work content and requirements have changed considerably in recent years, but also the workplace, workplace design and working hours.

The purpose of this research is, having examined the expression of mobbing as a psychosocial factor in organisations accessing or implementing corporate social responsibility (CSR), to form integrated actions for decrease and/or elimination of the phenomenon. Addressing the goals formulated in the project, it was proposed to extend and clarify the responsibilities of companies related to issues of labour well-being (WBCSD, 1998; European Commission, 2001, 2011), ethics and human rights (European Commission, 2001, 2011). Companies with corporate social responsibility, while addressing issues of well-being of employees as an interested party, ethics and human rights, must face up to their responsibilities to prevent the safety of employees from psychosocial stressors caused by mobbing and bullying, while both collaborating with organised employees’ structures and accepting employees’ reports on destructive relationships in working environment and taking them into consideration. While implementing the project, there were formed questionnaires for research into mobbing / bullying and CSR, creating a universal instrument for the research consisting of two parts. The first part (mobbing / bullying as a psychosocial stressor) comprises four categories (factors regarding relations between employees; factors regarding nature of tasks, work content and assessment; factors regarding organisation and management of work; factors regarding working environment and conditions) which are expanded into fifteen sub-categories implementing through 109 statements of the questionnaire. The second part of the questionnaire (corporate social responsibility) comprises two categories (behaviour of socially responsible organisation and behaviour of socially responsible employee) which are expanded into eight sub-categories through forty-eight statements of the questionnaire. The instrument was verified through the fixed high psychometric characteristics of the questionnaire (the percentage of the explained dissemination in calculation, Cronbach alpha and Spearman-Brown coefficients, also through measuring factorial weights and whole unit correlation at three levels (minimum, maximum and mean) and setting high statistic values. Having created the instrument that complies with the purpose of the project, an empiric research was completed conducting a survey among 1,512 respondents from 34 organisations in Lithuania that declared or did not declare CSR. It was discovered that CSR has a significant influence on the employees’ approach to organisation’s products, promotes greater confidence and loyalty and leads to greater personal initiative completing tasks. However, comparing the organisations which declared and did not declare CSR, approval of the statements about psychosocial well-being is more significant in the latter ones, while in the organisations which declared CSR, orientation towards external interested subjects was revealed, and the systematic work organisation advantages possessed are not used for ensuring functional relationships between employees and employee safety against psychosocial stressors.DOI: http://dx.doi.org/10.5755/j01.ee.28.4.17911

Job satisfaction results from the worker’s perception that the work content associate degreed context truly gives what an employee values within the work scenario. It is outlined as “a gratifying or positive emotion ensuing from the appraisal of one’s job or job experiences”. This positive emotion is extremely causative to associate degree employee’s physical and mental well-being. Organizationally speaking, a high level of job satisfaction reflects an extremely favorable structure climate leading to attracting and holding higher employees. The current study aims to seek out the work Satisfaction and mental state among Bank staff of Chidambaram city. Samples of one hundred respondents chosen at random were studied. Primary knowledge was collected by employing a structured interview scheduled. All the respondents were asked identical queries within the same fashion and that they were conversant regarding the aim of the study. Descriptive statistics and analysis of variance, t-test and Chi-square analysis were applied. The findings and observations are the result and outcome of the interpretations created throughout the study of research.

Background Since 1991 the German psychiatry personnel regulation act (PsychPV) defines the number and tasks of medical doctors and nursing staff on a psychiatric ward. However, there is the suspicion that there are differences, especially with regard to an increased proportion of activities not involving patients, such as documentation and administrative work. Methods To detect differences between requirements from the PsychPV and the actual amount of time spent on different activities, a task analysis was performed on a general psychiatric and a gerontological psychiatric ward. In this study the proportions of working time spent on five different types of activities with time that should have been spent according to the PsychPV were compared. Results Discrepancies were found on both psychiatric wards and for medical doctors as well as for nursing staff. Tasks of documentation and administrative work took significantly higher proportions of working time than required in the PsychPV. On the other hand psychiatric personnel spent less time for treatment or nursing in direct contact with the patients. Conclusion The results of this study confirmed the suspicion that shifting tasks on psychiatric wards has led to changed treatment settings., Hintergrund Die Psychiatrie-Personalverordnung (PsychPV) liefert seit dem Jahre 1991 die Bemessungsgrundlage für die Personalausstattung stationärer psychiatrisch-psychotherapeutischer Einrichtungen. Es besteht allerdings die Vermutung, dass eine Tätigkeitsverschiebung des pflegerischen und ärztlichen Personals hin zu patientenfernen, administrativen Tätigkeiten stattgefunden hat, die durch die Kalkulationen der PsychPV nicht abgebildet wird. Methodik Um den Übereinstimmungsgrad der PsychPV-Vorgaben mit den realen Tätigkeiten für ärztliches und pflegerisches Personal zu bestimmen, wurde eine Tätigkeitsanalyse auf einer allgemeinpsychiatrischen und einer gerontopsychiatrischen Station in einer psychiatrischen Einrichtung durchgeführt. In 5 Tätigkeitskategorien wurden prozentuale Verteilungen der tatsächlichen Arbeitsinhalte mit den Vorgaben der PsychPV abgeglichen. Ergebnisse Auf beiden Stationen fand sich sowohl für das ärztliche als auch für das pflegerische Personal eine Abweichung der Tätigkeitsanteile im Vergleich zu den Vorgaben der PsychPV. Während indirekte Behandlungen sowie Tätigkeiten der Dokumentation und Administration einen übermäßig hohen Anteil der Arbeitszeit einnahmen, unterschritt der Anteil von Tätigkeiten im direkten Patientenkontakt die zeitlichen Vorgaben deutlich. Schlussfolgerung Die vorliegende Studie konnte den Verdacht bestätigen, dass die Vorgaben der PsychPV aufgrund einer Veränderung der Tätigkeitsinhalte von Ärzten und Pflegekräften nicht mehr erfüllt werden können. Eine Hilfestellung, um dem therapeutischen Personal mehr Zeit für den direkten Patientenkontakt zu gestatten, könnte die Einführung von Stationssekretariaten bieten.

Atrition of psychological resources is a concept that is being used yet more frequently in the public debate and also among employees in the Danish elderly care sector. Still, there is little conceptualization of this phenomenon in a scientific context. The purpose of this article is to discuss and reflect upon the content and meaning of the concept of attrition of psychological resources, as it is being used by senior employees in the Danish elderly care sector. The article is based on data from 17 focus group interviews, carried out among senior employees in the elderly care sector in four different Danish municipalities. The analysis of the empirical data is based on Grounded Theory. By using an open and inductive approach, emphasis has been laid on the understandings and meanings, as they are being expressed by the employees themselves. The article shows that the employees use the concept of attrition of psychological resources to describe a number of experiences, reactions and conditions, which all relate to the working conditions. Based on analysis of the data, three categories of working conditions are identified, relating to work content, the management and organisation and/or relations to the clients. The employees describe a number of problems and difficulties connected to the working conditions that prevent them from providing a care for the elderly recipients that is adequate from a professional perspective. The analysis shows that the attrition of psychological resources initially manifests in the working sphere through experiences of frustration, mistrust, low job satisfaction and feelings of bad conscience towards the care recipients. Continuous experiences of attrition of psychological resources in the working sphere may subsequently spill over into the personal sphere through experiences of lack of energy, fatigue, dissatisfaction and – also here – feelings of bad conscience. Furthermore, in order to assess whether the concept of attrition of psychological resources contributes with new knowledge it is compared to the concepts of burnout and stress. It is concluded that the concept of attrition of psychological resources cannot be fully contained in these two concepts, and accordingly, the concept of attrition of psychological resources appears to contribute with a new perspective on the consequences of adverse working conditions. Attrition of psychological resources can be considered a central cause of job change, sickness absence and – voluntary or involuntary – retirement, and must accordingly be dealt with in order to be able to meet the future demands for labour in the elderly care sector.

Purpose – The purpose of this study is to gain better understanding of the roles and functions of process managers by describing Swedish process managers’ experiences of leading processes involving patient care and treatment when working in a hierarchical health-care organization. Design/methodology/approach – This study is based on an explorative design. The data were gathered from interviews with 12 process managers at three Swedish hospitals. These data underwent qualitative and interpretative analysis with a modified editing style. Findings – The process managers’ experiences of leading processes in a hierarchical health-care organization are described under three themes: having or not having a mandate, exposure to conflict situations and leading process development. The results indicate a need for clarity regarding process manager’s responsibility and work content, which need to be communicated to all managers and staff involved in the patient care and treatment process, irrespective of department. There also needs to be an emphasis on realistic expectations and orientation of the goals that are an intrinsic part of the task of being a process manager. Research limitations/implications – Generalizations from the results of the qualitative interview studies are limited, but a deeper understanding of the phenomenon was reached, which, in turn, can be transferred to similar settings. Originality/value – This study contributes qualitative descriptions of leading care and treatment processes in a functional, hierarchical health-care organization from process managers’ experiences, a subject that has not been investigated earlier.

In this article, we discuss the views of 117 special education student teachers related to their oncoming profession in the framework of ecological theory. Together, 68 students from Sweden (26 special teachers and 41 SENCo students) and 49 from Finland responded to a questionnaire. We compared the respondents’ thoughts about their future work content, the focus areas of special education and inclusion. According to the expectations, the main task for these future special educators is to work with pupils and adults at school. The focus areas of their future work included co-operation and consultation, more so in Sweden. In addition, excellent interaction skills were central. The Swedish respondents supported full inclusion to a greater extent than the Finnish respondents. Finally, no critical aspects of resource allocation or conditions to ensure the child’s right to adequate support within the existing school systems were emphasised by the respondents. The results and the differences among the various respondents are discussed. Keywords : special education, expectations, special teacher, SENCO, ecological model (Published: 3 March 2015) Citation : Education Inquiry (EDUI) 2015, 6 , 24329, http://dx.doi.org/10.3402/edui.v6.24329

The discussion on career plateaus is marked by a diversity of operationalizations. This paper focuses on the independence of three dimensions of career plateaus and the impact they have on outcome measures in three areas: performance, work satisfaction and commitment. Data from 165 university staff and 77 school teachers confirmed the independence of the concepts of career plateaus. Contrary to the general assumption that an extended period working at the same position has detrimental effects, outcome variables were not connected to position immobility. Results for most of the outcome measures showed the work‐content dimension to account for significantly more variance than the subjective structural dimension. Advances in work content can even moderate negative effects emanating from low expectations of hierarchical promotion. Specifically, the negative effects were most pronounced where the two subjective dimensions of career plateau coincided. These have implications for individual and organizational career management processes.

The purpose of this review was to summarize current knowledge concerning the role of psychological workplace variables in back pain. To this end the literature on psychological factors and back pain was systematically searched and analyzed. Psychological and medical databases and cross-referencing were used to locate 975 studies. To be included in this review, studies had to have a prospective design, include a psychological predictor variable, report on back pain, and be published in English. Twenty-one studies fulfilled the criteria for psychological workplace factors. The results showed a clear association between psychological variables and future back pain. There was strong evidence that job satisfaction, monotonous tasks, work relations, demands, stress, and perceived ability to work were related to future back pain problems. Further, moderate evidence was established for work pace, control, emotional effort at work, and the belief that work is dangerous. There was inconclusive evidence about work content. The attributable fraction indicated that substantial reductions in the number of cases of back pain could be achieved if the exposure to the psychological risk factor was eliminated. Although the methodological quality of the studies varied, they were deemed to provide “best evidence,” and the consistency of the findings suggests that they are relatively robust. It is concluded that psychological work factors play a significant role in future back pain problems. However, there is still a lack of knowledge concerning the mechanisms by which these operate. These results suggest that a change in the way we view and deal with back pain is needed. Applying knowledge about psychological factors at work might enhance prevention as well as rehabilitation.

Item does not contain fulltext This study of 156 Dutch general hospital nurses tested a theoretically derived model of specific relationships between work stressors and stress reactions. The model proposes four central domains of the work situation, namely work content, working conditions, social and labour relations, and conditions of employment. In addition, the model proposes three important stress reactions, namely a diminished intrinsic work motivation, occupational burnout and an inclination to leave the job. More specifically, it was hypothesized that (i) intrinsic work motivation is primarily determined by work content variables, (ii) burnout is primarily determined by both work load and limited social support, and (iii) propensity to leave is primarily determined by conditions of employment. All these relationships were simultaneously tested using a structural equations modelling technique. The results of a series of LISREL analyses indicate that the postulated model fits well to the data. The present study used conceptually integrated measures that cover the area of work stress and stress reactions, and provides directions for interventions aimed at preventing or reducing specific negative outcomes of work-related stress in general hospitals. 10 p.

This research examined the relationship between the content of work, the work environment and job satisfaction among nurses working in a teaching hospital located in a remote area of Central Australia. Using the results of recent meta-analyses of job satisfaction, a conceptual framework was developed that predicted that work content (variety, autonomy, task identity and feedback) and work environment (ward facilities, collaboration with medical staff, cohesion amongst nurses, staffing, pooling and respected by others) would influence job satisfaction. A descriptive survey of 135 nurses employed in a 170 bed hospital was undertaken. Strongest predictors of job satisfaction were job variety, feedback and collaboration with medical staff. Other moderate correlates were cohesion amongst nurses and task identity. This study demonstrated that feedback from colleagues and supervisors should never be trivialised as a strategy to improve job satisfaction. Furthermore, the need to be considered as part of the health care team by the medical profession can be influenced by proactive workplace strategies and policies.

We examined relations between the environmental dimensions underlying Holland's theory of vocational choice and skill requirements, context characteristics, and task frequency ratings for managerial jobs. The Holland environmental constructs were measured by the recently developed Position Classification Inventory (PCI). The task, skill requirement, and context variables were measured using traditional job analysis surveys. Ten judges provided estimates of the expected correlations between the job analysis variables and the Holland constructs. The profile of observed correlations was generally consistent with the judges’ expectations based on Holland's theory, providing support for both that framework and the construct validity of the PCI. The one Holland dimension for which the data were least consistent with predictions was “Realistic.” Results provide a detailed picture of the work content, skills, and context variables within managerial work that are likely to be associated with the RIASEC dimensions. Implications for management development are discussed.

It is predicted that institutions in Dutch intramural health care will be increasingly confronted with problems in personnel supply. Instead of making great efforts to keep the inflow of new personnel on the desired level, control of turnover is an alternative solution. In this paper, an explanatory model is constructed, based on previous theories and research findings. It is hypothesized that the more employees have positive attitudes concerning their work and work situation, the greater their satisfaction and commitment and hence the less their intention to leave and the lower actual turnover. This model was tested using a large scale employee questionnaire. The instrument turned out to be reliable (internal consistencies above .70). The questionnaire was administered in eight institutions in four health care sectors (n = 1456). Results indicate that attitudes about work content and personnel management are relevant in predicting intention to leave. All in all, 8 work-related aspects predicted ...

Materials and methods: Non-experimental, cross-sectional quantitative study of 188 employees in different business sectors, State of Hidalgo, Mexico. Instrument: a battery for the study of psychosocial work conditions “CTCPS-MAC”. A bivariate and multivariable logistic regression analysis was made with IBM SPSS Statistics 21 of psychological wear and psychosocial factors. Results: Work Context (p=0.000 Exp (B) = 5.565) infers a greater risk of cognitive-emotional psychological wear. Behavioral level: individual factors (p=0.000 Exp (B) = 8.531) and work context (p=0.000 Exp (B) = 4.759). Physiological level: work content (p=0.000 Exp (B) = 8.765) Conclusions: Probability of psychological wear at the behavioral level: 94.87% in employees with a negative perception of their personal traits and the work/family interrelation. Physiological level: 97.70% for employees in the morning or morning/afternoon shift, good perception of individual factors regarding their personal traits and psychological risk buffers and a bad perception of company characteristics, equipment and physical agents.

After-retirement work profiles: how do employees want to continue working after retirement? After-retirement work profiles: how do employees want to continue working after retirement? This paper investigates employees’ preferences for working after their retirement age and the (personal and organizational) factors that are related to those preferences. The study was conducted among 474 employees of three elderly care organizations. The results demonstrated that there are four after retirement work-profiles, namely: a work-profile in which the employee prefers to (1) work less; (2) keep the existing work-profile more or less the same, (3) modify the content of their work, (4) change the work context. Further analyses demonstrated that with increasing age, preferences to change the content of the work or the context of the work decrease. Contrarily, employees with a higher education have the preference for a work-profile with modified work content and have higher preference to work in another work context after their retirement. Further, the results displayed that employees who experience an accommodative organizational climate want to modify their job tasks and prefer to work somewhere else. Contrastingly, employees that experience a development organizational climate and psychological contract fulfillment want to modify their work involvement as little as possible.

The stress-oriented job analysis instrument ISTA was applied to a sample of 232 office jobs to analyse the impact of new technologies on the stressor-strain relationship. Scales measuring work content (complexity of work, variety), stressors (time pressure, organizational problems, interruptions, concentration necessities, social stressors), and resources (control at work, control over time) were developed and demonstrated desirable scale characteristics. The results showed positive correlations between stressors and psychological dysfunctioning (psychosomatic complaints, irritation). Computer work was associated with a decrease of work stressors, but also with decreased job content. Work places using different software systems (word processing, specialist, spreadsheet, and graphic programs) manifested different characteristics regarding work content, stressors, and resources. For example, when working with word processors, most stressors occurred at a medium daily computer work time. This indica...