Abstract
Background: Shortage of health-care workers e.g. in operating theatres is a global problem. A shortage of staff negatively affects patient outcomes, making it important to keep the employees from quitting. The aim of this survey was to study if well-being, zest for work, and thoughts about leaving work in an operating theatre can be related to the psychosocial work environment, as described by the job demand-control-support (JDCS) model.Methods: A questionnaire was provided to personnel in operating theatres of seven Swedish hospitals (n = 1405, with a response rate of 68%) that included the JDCS model, personal factors, work ability, well-being, zest for work, and thoughts about leaving their position. Ordinal scale regression was used for analyses.Results: A majority reported moderate to high zest for work (76%). A minority (30%) had sometimes thought during at least one month in the last year of leaving their position. Lower social support scores and high demands together with low control (high-strain) scores were related to lower well-being, lower zest for work, and more thoughts about leaving the position. Anaesthetists scored in the low-strain field, nurse anaesthetists and assistant nurses in the passive field, and operating nurses in the active field, in comparison to all personnel.Conclusion: According to the JDCS model, both lower social support and high strain were related to lower well-being and negative thoughts about the position. Social support scores were about the same for different occupational groups in the operating theatre, and no occupation scored on average in the high-strain field.
Highlights
Shortage of health-care workers is a global problem [1,2,3]
The aim of this study was to investigate if the psychosocial work environment, assessed via the job demand-control-support model, is related to well-being, zest for work, and intention to leave for personnel in the operating theatre
Acceptable–good work ability Low demandsa High demandsa Low controla High controla Low peer supporta High peer supporta Low management supporta High management supporta Poor zestb Neutral or good zestc Wishing to leaved Not wishing to leavee aDichotomously divided below and above the median. b‘I am somewhat uneasy about my job’ and ‘I have a strong aversion towards my job’. c‘I am happy about my job’, ‘I am rather happy about my job’, and ‘I am indifferent about my job’. dThought of leaving job: ‘Sometimes during one month’, ‘Sometimes during one week’, and ‘Every day’. eThought of leaving job: ‘Never’ and ‘Sometimes during last year’
Summary
Shortage of health-care workers is a global problem [1,2,3]. Increasing demands of education and skills naturally put more focus on work conditions. Shortage of health-care workers e.g. in operating theatres is a global problem. A shortage of staff negatively affects patient outcomes, making it important to keep the employees from quitting The aim of this survey was to study if well-being, zest for work, and thoughts about leaving work in an operating theatre can be related to the psychosocial work environment, as described by the job demand-control-support (JDCS) model. Lower social support scores and high demands together with low control (high-strain) scores were related to lower wellbeing, lower zest for work, and more thoughts about leaving the position. Conclusion: According to the JDCS model, both lower social support and high strain were related to lower well-being and negative thoughts about the position. Social support scores were about the same for different occupational groups in the operating theatre, and no occupation scored on average in the high-strain field
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