Decreased Job Satisfaction Research Articles

Does staffing impact health and work conditions of staff in long-term care homes?: a scoping review

Abstract Background Long-Term Care (LTC) homes are highly regulated and task oriented, with demanding work and insufficient resources. Chronic underfunding of the sector, coupled with increased complexity of care, has deteriorated working conditions, resulting in precarious employment, intensified and stressful work, and decreased job satisfaction. These work conditions have contributed to severe staffing shortages of healthcare workers globally. To meet increased labour demands, OECD countries on average will need to increase the proportion of overall employment dedicated to LTC by 32% over the next decade. While reviews of literature have examined the association between staffing and care outcomes for residents in LTC, they have not examined how staffing structures affect the healthcare staff themselves. This scoping review asks: How does staffing impact the health of staff and working conditions in LTC? Methods A scoping review of empirical peer reviewed and grey literature was conducted to examine the association between LTC staffing practices and how they impact working conditions and the health and well-being of staff. PubMed, CINHAL, and Scopus databases were searched for relevant articles published within the past 10 years. Results Searches yielded 3994 unique articles, which were independently screened by pairs of reviewers. Preliminary results highlight that staffing levels are not optimized for healthy, sustainable work conditions. The level of staff, their skill mix, and ratios all impact the ability to provide care. In circumstances where there is inadequate staffing, care workers are more likely to experience stress, burnout, job dissatisfaction, and increased injury and illness. Conclusions Staffing practices shape working conditions which impact healthcare workers own health outcomes. To facilitate a strong LTC workforce, working conditions and occupational health need to be a priority in improvement initiatives. Key messages • With extreme staffing shortages challenging the healthcare sector, this review highlights the need for heightened attention to the impact of staffing practices on the healthcare workforce. • Improving working conditions and attuning to the needs of the workforce, ultimately improves quality of care.

Evaluation of a pathology resident wellness initiative: Initial establishment and subsequent expansion through a time of high stress, the COVID-19 pandemic.

Recent studies have shown that the pathology workforce is at risk of decreased workplace well-being, which may lead to decreased job satisfaction, increased attrition, burnout, depression, anxiety, and suicidality, but there has been relatively little research on well-being initiatives designed for pathologists, pathology trainees, and laboratory professionals. Some studies have suggested that well-being initiatives may decrease burnout and increase workplace satisfaction and engagement. Here we describe the creation of a Pathology Wellness Committee in a large residency program. Interventions included emotional, social, and physical well-being interventions as well as system-based improvements. Additional initiatives were introduced in response to the increased stress, isolation, and social distancing guidelines during the height of the COVID-19 pandemic. The program's impact was measured by an annual House Staff Council Resident Wellness Survey over 4 years. The annual surveys showed improvements in workplace and residency program satisfaction and emotional well-being following system-based improvements and well-being initiatives. Physical and social well-being showed slight but not statistically significant decreases over the 4-year period. Results from the annual Accreditation Council for Graduate Medical Education Survey were also evaluated. We found that dedicated well-being initiatives in conjunction with system-based interventions may help improve overall well-being in pathology residents.

War vs pandemic—investigating the type of extreme context as a moderator of extreme-context perception effects on work alienation and its organisational outcomes

With many organisations operating in challenging circumstances such as military conflicts and pandemics, a growing body of research has investigated the effects of extreme-context perceptions on job attitudes and organisational outcomes. While prior investigations focused on specific extreme contexts like warzones or pandemics, research has yet to examine whether different extreme contexts would have different intensities regarding shaping job attitudes and organisational outcomes. This study takes a unique approach to address this gap in the existing literature by exploring whether the type of extreme context (war vs pandemic) moderates extreme-context-perception effects on work alienation and subsequent job attitudes and organisational outcomes. Specifically, this study investigates the consequences of differentiated extreme contexts by using 668 valid responses from two samples: Sample 1 (N = 449), collected via snowball sampling during the Syrian civil war (2016-2019), and Sample 2 (N = 219), recruited using systematic random sampling from the Middle East during COVID-19 in 2021. Employing t-tests, Sample 1 in the wartime crisis reported higher levels of extreme-context perception, yet not quite as much worsened job satisfaction, but they had lower levels of alienation and job insecurity than those in health-crisis contexts. Using PLS-SEM, we found extreme-context perception heightened alienation, leading to increased job insecurity, decreased job satisfaction, and lower organisational citizenship behaviour (OCB) outcomes. Interestingly, some of these relationships were moderated by the extreme context type. Specifically, while no significant differences were found between the two contexts regarding the relationship between extreme context perception and alienation and between alienation and job insecurity, we found that extreme-context-driven alienation is more likely to damage job satisfaction and OCB in war zones than in pandemic contexts. These findings contribute to important matters of both theory and practice. They specifically expand existing theory by illustrating differentiated consequences of distinct types of extreme contexts to organisational and employee-related concerns. They also demonstrate the need to develop customised organisational strategies as well as policy responses to mitigate and/or capitalise on the effects of differentiated extreme contexts.

A Moderated Mediation Model on the Relationship Among Public Service Motivation (PSM), Self-Efficacy, Job Satisfaction, and Readiness for Change

Despite the pivotal role of employees in relation to organizational change, few studies have proposed an integrated influence mechanism that accounts for employee change readiness. By combining public service motivation (PSM), person–organization (P–O) fit, and expectancy–disconfirmation theories (EDT), we developed a moderated mediation model to explore individual-level impacts on organizational change. Based on questionnaire data collected from 512 doctors working in public hospitals in China, we found that individual doctors’ PSM positively contributed to their readiness for change but was moderated by self-efficacy and job satisfaction. Specifically, doctors with decreased job satisfaction resulting from realizing their limited capacity to influence policies from higher-ups tend to show a lack of willingness to actively prepare for change. In sum, this study not only contributes to a micro-level understanding of employees’ readiness for change but also proposes feasible suggestions to enable smoother and more successful organizational changes in public sector organizations. The research findings illuminate the crucial role that individual-level dynamics play in organizational change for scholars and practitioners.

Workload-Related Issues among Nurses Caring for Patients with Behavioral and Psychological Symptoms of Dementia: A Scoping Review.

As the elderly population grows, the prevalence of dementia is rising, with 70-95% of patients in hospital settings exhibiting problematic behaviors such as aggression. These behaviors significantly contribute to increased nursing workloads, affecting nurses' well-being and patient care quality. This study aims to review workload-related issues among nurses caring for dementia patients, highlighting the need for targeted interventions to mitigate stress and improve care quality. A scoping review was conducted using the five-stage framework of Arksey and O'Malley. The literature search covered studies published between 2013 and 2023, focusing on quantitative research about nurses' workload-related stress when managing patients with dementia and problematic behaviors. Databases such as PubMed and PsycINFO were searched, and 13 studies were selected based on predefined inclusion and exclusion criteria. The review revealed that problematic behaviors, particularly aggression, significantly increase nurses' stress and workload. This stress has negative consequences on nurses' physical and mental health, often leading to burnout, decreased job satisfaction, and a decline in care quality. Inadequate staffing and support systems exacerbate these issues. Targeted education, sufficient staffing, and support are essential to reduce the workload and stress experienced by nurses caring for dementia patients. Implementing these strategies can enhance the quality of care provided and improve the well-being of healthcare professionals.

Violence study of healthcare workers and systems in the Caribbean: ViSHWaS-Caribbean study.

Violence against healthcare workers (HCWs) in the Caribbean continues to prevail yet remains underreported. Our aim is to determine the cause, traits, and consequences of violence on HCWs in the Caribbean. To determine the cause, traits, and consequences of violence on HCWs in the Caribbean. This research adopted an online cross-sectional survey approach, spanning over eight weeks (between June 6th and August 9th, 2022). The survey was generated using Research Electronic Data Capture forms and followed a snowballing strategy to contact individuals using emails, social media, text messages, etc. Logistic regression analysis was performed to evaluate the variables that influence violence, including gender, age, years of experience, institution type, and night shift frequency. The survey was completed by 225 HCWs. Females comprised 61%. Over 51% of respondents belonged to the 21 to 35 age group. Dominica (n = 61), Haiti (n = 50), and Grenada (n = 31) had the most responses. Most HCWs (49%) worked for government academic institutions, followed by community hospitals (23%). Medical students (32%), followed by attending physicians (22%), and others (16%) comprised the most common cadre of respondents. About 39% of the participants reported experiencing violence themselves, and 18% reported violence against colleague(s). Verbal violence (48%), emotional abuse (24%), and physical misconduct (14%) were the most common types of violence. Nearly 63% of respondents identified patients or their relatives as the most frequent aggressors. Univariate logistic regression analyses demonstrated that female gender (OR = 2.08; 95%CI: 1.16-3.76, P = 0.014) and higher frequency of night shifts (OR = 2.22; 95%CI: 1.08-4.58, P = 0.030) were associated with significantly higher odds of experiencing violence. More than 50% of HCWs felt less motivated and had decreased job satisfaction post-violent conduct. A large proportion of HCWS in the Caribbean are exposed to violence, yet the phenomenon remains underreported. As a result, HCWs' job satisfaction has diminished.

Unpacking the stress-satisfaction-Performance triangle in the it workforce

The booming Information Technology (IT) sector has led to high job stress due to intense workloads and technological changes worldwide. Examining the relationship between job stress, satisfaction, and performance is vital for employee well-being and productivity in IT industry. The primary objective of this research was to analyse how job stress and job satisfaction collectively impact job performance in IT sector employees of Delhi-NCR. IT professionals (n=255) working in service-based company from various roles and experience levels were recruited. Participants' perceived levels of job stress, job satisfaction, and job performance using validated scales. Through statistical analyses, it was observed that higher levels of job satisfaction will be associated with lower job stress and enhanced job performance. Conversely, elevated job stress is expected to correlate with decreased job satisfaction and diminished job performance. The demographic and work-related variables of the study added context to these findings by elucidating personal experiences, working conditions, communication, and contextual factors that may moderate these relationships. By exploring the multifaceted connections between job stress, job satisfaction, and job performance, this study provides a valuable insight that can inform evidence-based practices for fostering healthier and more productive work environments in the IT industry.

Impact of informal employment on individuals’ psychological well-being: microevidence from China

ObjectiveThe number of workers engaged in informal employment in China has reached 200 million individuals, constituting a substantial contribution to the pursuit of high-quality development and the attainment of stable employment objectives. Nevertheless, the psychological well-being of informal workers cannot be overlooked. Therefore, this study aims to investigate the impact of informal employment on individuals’ psychological well-being.MethodsDrawing on data from the 2020 China Family Panel Studies (CFPS) survey, this work employs ordinary least squares (OLS) models and instrumental variable analysis to empirically examine the impact of informal employment on the psychological well-being. Furthermore, different tests were utilised to analyse the mediating pathway through which informal employment affects the psychological well-being.ResultsInformal employment exhibits a significant negative impact on the psychological well-being, particularly among samples characterised by low educational levels, limited financial resources, and non-agricultural household registration. The exploration of the underlying mechanisms indicates that informal employment negatively affects the psychological well-being of workers through pathways that include reduced access to health entitlements, increased working hours, and decreased job satisfaction, particularly with the work environment.ConclusionA recommendation is proposed; namely, to further establish a social security system that caters to the needs of the informal employment population and supports and regulates the development of flexible employment forms, with the aim of protecting and enhancing the psychological well-being of the informal employment population.

Antecedents of and experiences with voluntary early exit from working life before the expected retirement age in Sweden.

In most Western countries, senior workers have increased their participation in the workforce. However, at the same time, early retirement also increases. The reasons behind this early exit from the workforce are still unclear. This qualitative study aims to explore the antecedents of and experiences with a voluntary exit from working life before the expected retirement age of 65 in Sweden. Data consist of semi-structured interviews with 18 participants who exited working life between the ages of 61-63. In Sweden, these ages are considered as an early exit from working life since, for many years, the expected retirement age has been 65. Qualitative content analysis with an abductive approach was utilized. The analysis revealed four sub-themes: 1) Health benefits with an early exit from working life (with the categories: own health status, the possibility for recovery time, and avoidance of strain); 2) Having economic conditions that enable an early exit from working life (with the categories: offers from the employer and financial compromises); 3) Social benefits with an early exit from working life (with the categories: enabling more time with my social network and avoidance of unsatisfying social work environment); 4) Self-fulfillment activities during the senior years (with the categories: enabling time for activities beyond work and avoidance of decreased job satisfaction. This variety of antecedents of and experiences with a voluntary early exit from working life before the expected retirement age highlights that the ongoing increased statutory retirement age also increases the risk for extended inequalities among the aging population.

Integrating a Personal Finance Workshop to Enhance Financial Literacy Among Senior Medical Students: A Single Institution's Experience.

Graduating medical students frequently start their training burdened with substantial financial debt and minimal savings, especially in comparison to their peers in other professional fields. A lack of financial literacy can result in increased debt, decreased job satisfaction and contribute to physician burnout. Enhancing financial education could improve both the financial stability and emotional well-being of future medical professionals. In this study, a basic personal finance workshop was conducted for 4th year medical students at a single institution. The aim of the study was to determine the impact of the personal finance workshop on improving financial literacy. An introduction to basic personal finance workshop was open to enrollment for all 4th year medical students at The Alpert Medical School at Brown University. A 40-question survey to evaluate financial literacy was administered to all participants before and 6-months after the workshop. The topics covered included student loan management, basics of retirement accounts, investing, budgeting, saving and consensus surrounding financial topics. The results were analyzed using student paired t-test and Chi-square test of independence. Overall, an improvement in financial literacy was reported 6 months after the personal finance workshop (62% vs 54%, p = 0.004). Students subjectively reported an increase in confidence in their personal finance knowledge (16% vs 44%) and general knowledge regarding retirement savings (7% vs 55%). More than 92% of students agreed or strongly agreed that a basic personal finance education should be included as part of the medical school curriculum. A personal finance workshop for medical students nearing graduation increases awareness and confidence in financial knowledge. The incorporation of basic financial education in the medical school curriculum may help young physicians establish better financial habits that will improve their financial wellbeing.

A Study of Effects of Stress Level on Job Performance

To study the Effects of stress level on job performance. Stress levels can significantly impact job performance, often in both positive and negative ways. Moderate stress can enhance focus, motivation, and productivity, pushing employees to meet deadlines and solve problems more efficiently. However, excessive stress tends to have detrimental effects, leading to burnout, decreased job satisfaction, and lower performance quality. High stress levels can impair cognitive functions, reduce decision-making abilities, and increase absenteeism. Organizations that manage stress through supportive policies and resources can help mitigate these adverse effects, fostering a healthier, more productive work environment.This study looks at how stress affects work performance using a mixed-methods approach. It employs both quantitative and qualitative techniques, combining structured and open-ended surveys with descriptive research to collect extensive data from corporate staff members. The methodology applies statistical techniques like ANOVA and percentage analysis to assure accuracy, integrating SPSS software for data analysis. Purposive sampling is employed, along with questionnaires for primary data collection, with the goal of reducing bias and increasing validity.The regression Test in the study demonstrated that stress explained around 50.3% of the variability in job performance, highlighting its significance in workplace dynamics.

Integrating Chiropractic Care and Tai Chi Training for the Treatment of Chronic Nonspecific Neck Pain in Nurses: A Single-Arm Mixed-Methods Pilot Trial.

Objectives: Chronic nonspecific neck pain (CNNP) is prevalent among health care workers, with particularly high rates among nurses. Nurses experiencing CNNP often report decreased job satisfaction, increased absenteeism, and reduced productivity. In recent years, nonpharmacologic approaches have gained attention as effective treatments for the management of CNNP, with exercise and manual therapies representing two of the most common. Early evidence shows that multimodal treatments may be more effective than unimodal strategies. The purpose of this current study was to assess the feasibility and observe the clinical outcomes of combined multimodal chiropractic care (MCC) and Tai Chi (TC) for CNNP in nurses. Methods: A single-arm mixed-methods pilot trial was conducted including 16 weeks of MCC and TC in nurses with self-reported CNNP. Feasibility outcomes were recruitment, retention, and adherence to the interventions. Clinical outcomes of interest included neck pain and related disabilities. Secondary outcomes of interest were functional, affective, and work-related performance. Qualitative interviews were also conducted. Results: Of the 59 screened, 36 met the eligibility criteria, and 21 were enrolled. The retention rate was 71.4%, and adherence rates were 85.3% for MCC and 62.5% for TC classes. Multiple pain and disability-related outcomes exhibited modest improvement from baseline to 16-week follow-up. Qualitative analysis identified six emergent themes: (1) neck pain being an inherent part of nursing, (2) nurses push through their pain, (3) MCC relieves pain and is instructive for preventing pain, (4) TC provides overall relaxation, (5) both interventions increased body awareness and improved posture, and (6) scheduling difficulties were a key obstacle for participating. Conclusions: Observed reductions in neck pain and disability suggest the potential utility of combined MCC and TC interventions for managing CNNP. Along with qualitative feedback regarding facilitators and barriers to participation, the findings support and inform a future randomized trial evaluating the combined benefits of MCC and TC for CNNP in nurses. Clinical Trial Registration #NCT06523036.

Impact of Gender Pay Gap on Workplace Productivity and Employee Morale in Canada

Purpose: The aim of the study was to analyze the impact of gender pay gap on workplace productivity and employee morale in Canada. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: The gender pay gap in Canada negatively affects workplace productivity and employee morale. Disparities in pay can reduce motivation and engagement, leading to lower productivity and higher turnover. Female employees, in particular, experience decreased job satisfaction and trust in organizational fairness, affecting overall morale. This gap also hampers an organization's ability to attract and retain talent, impacting its effectiveness. Addressing pay equity is essential for improving productivity and maintaining a positive work environment. Unique Contribution to Theory, Practice and Policy: Equity theory, social identity theory & motivation-hygiene theory may be used to anchor future studies on analyze the impact of gender pay gap on workplace productivity and employee morale in Canada. Transparent pay practices involve openly sharing information about salary ranges, promotion criteria, and compensation decisions within an organization. Implementing gender pay gap reporting requirements at a policy level mandates that organizations disclose data on gender-specific pay disparities.

Employment Preferences and Self-Perceived Confidence of House-Officers across Dental Teaching Institutions of Lahore

Introduction: Despite progressive statistics, the oral healthcare system suffers from an unevenly distributed workforce, lack of infrastructure, and reduced quality of dental education. As a result, dental graduates have decreased job satisfaction and limited career prospects. This article assesses the perceptions of dental graduates regarding their workforce skills, abilities, and employment preferences. Methodology: This was a cross-sectional, questionnaire-based study targeting House-Officers from various randomly selected dental teaching institutes of Lahore. The study tool was a modified version of the questionnaire used by Manakil and George [13] and assessed the perceptions of dental graduates regarding their workforce skills and preferences. This study aimed to evaluate self-perceived confidence of new dental graduates, and investigate the relationship between gender perceptions. Results: The sample size was of 256 House- Officers. Most participants were confident in their skills and abilities with 167 (65.4%) individuals confident in workforce integration, 166 (64.8%) confident in their patient management skills, 154(60.2%) confident in their interpersonal skills and 163 (63.7%) confident in their leadership abilities. Mentorship was considered to be crucial by 207 (80.9%) individuals. Two hundred and thirty-three (91%) individuals were willing for an additional year of internship and 174 (68%) participants chose a city-based employment. The government sector was the most preferred for employment by 122 (47.7%) individuals whereas research was least preferred. Conclusion: It is imperative that career development and mentorship programs are put into practice, incentives are provided to work in rural areas and research culture is promoted.

Nexus between Despotic Leadership, Faculty Performance, and Faculty Behavior: A Case of a Pakistani Public University

The aim of this study was to examine the effects of despotic leadership on the output of university faculty members. The study was conducted by using a mixed methods technique in accordance with the pragmatism paradigm. The population of the study was the 74 permanent faculty members of the one Public Sector University's two campuses located in Lahore, Pakistan. A semi-structured interview protocol was used to interview 15 faculty members through a convenient sampling technique. Thematic analysis was used to examine the qualitative data, while descriptive analysis percentage (%) and frequency(f) were used to examine the quantitative data. The results demonstrate that faculty members may become uncomfortable and agitated due to the hostile behavior of the HODs, which could lead to a negative work environment and a decreased desire to share ideas. The unfavorable work environment and decreased job satisfaction are caused by the bad behavior of HODs. The HODs' menacing actions have a clear detrimental impact on staff members' performance, foster a hostile work atmosphere, and jeopardize faculty members' mental health. Based on the research findings, it is recommended that HODs should behave civilly toward faculty members. The HODs could also receive leadership training from the experts.

Workplace bullying and job outcomes: intersectional effects of gender and culture

PurposeThis study explores the under-researched phenomenon of workplace bullying against women in male-dominated Pakistani society, highlighting its severe impacts and bridging the research gap on intersectional effects of gender and cultural dynamics in developing countries.Design/methodology/approachUsing a mixed-method research approach, we conducted two-wave surveys with 308 female workers in Pakistan's educational and health sectors. Data analysis examined relationships between workplace bullying and job outcomes like productivity and satisfaction, complemented by insights from in-depth interviews with 18 female workers.FindingsThe study reveals that workplace bullying significantly undermines job productivity, increases emotional exhaustion mediated by job anxiety and decreases job satisfaction among female workers. Bullying persists due to weak institutions and inadequate law enforcement, with perceived social support found to be an insignificant moderator.Practical implicationsThe study findings underscore the economic implications of workplace bullying, as it drives female workforce attrition, hindering economic development. The study recommends conflict resolution strategies, effective HR policies, national law enforcement and supportive social networks to combat bullying and create a conducive work environment.Social implicationsThis study aligns with the UN's SDG goals #5 (gender equality) and #8 (decent work and economic growth), addressing pertinent issues related to workplace bullying in pursuit of these global objectives.Originality/valueThis study represents a unique attempt to address the intersectional dynamics of gender and culture concerning workplace bullying in Pakistan.

PREVALENCE AND IMPACT OF WORKPLACE VIOLENCE AMONG NURSES IN TERTIARY CARE HOSPITALS

Workplace violence is a significant issue among nurses, particularly in tertiary care hospitals, impacting their well-being and job performance. Understanding the prevalence and types of violence can help develop effective strategies to mitigate these incidents. Objective: To investigate the prevalence, types, frequency, and impact of workplace violence among nurses in tertiary care hospitals in Lahore. Methods: This descriptive cross-sectional study was conducted in various tertiary care hospitals in Lahore over a six-month period following approval. The study population comprised registered nurses, aged 18-65, employed in these hospitals for over a year. A sample size of 108 nurses was calculated using Salvia's formula, with convenient sampling employed for selection. Data were collected using a self-administered structured questionnaire distributed via Google Forms. The questionnaire covered demographics, experiences of violence, perception of safety measures, coping strategies, and suggestions for improvement. Descriptive statistics were calculated, including frequencies, percentages, means, and standard deviations. Comparisons were made using the independent t-test and chi-square test, with a p-value <0.05 considered significant. Results: Verbal abuse was the most prevalent type of violence, experienced by 62.96% of respondents. Other forms of violence included discrimination (11.11%), physical assault (4.63%), bullying (4.63%), and sexual harassment (1.85%). In terms of frequency, 42.59% of nurses experienced violence rarely, 32.41% frequently, and 25.00% occasionally. The impact of workplace violence included increased stress levels (46.30%), negative impacts on mental health (24.07%), reduced work productivity (16.67%), decreased job satisfaction (11.11%), and physical injuries (1.85%). Conclusion: The study highlights the high prevalence and significant impact of workplace violence on nurses in tertiary care hospitals in Lahore. Verbal abuse was the most common form, with substantial proportions of nurses experiencing frequent violence. These findings underscore the urgent need for targeted interventions to mitigate workplace violence and support affected healthcare workers.

Analysis of the Effect of Compensation, Motivation, and Work Environment on Job Satisfaction and Employee Job Loyalty Using the Partial Least Square (PLS) Method at PT. XYZ

PT.XYZ engaged in the wood processing industry by producing and exporting plywood. Based on preliminary research conducted, it is known that the current condition is that there are problems regarding decreased job satisfaction which results in a low employee work loyalty attitude towards the company. The purpose of this study is to determine the effect of compensation, motivation, and work environment on job satisfaction, to determine the effect of job satisfaction on employee job loyalty, and to provide suggestions for development and improvement to companies related to human resource management. All permanent employees of the production division PT. XYZ is the research population totaling 95 people, with a sample size of 50 employees. The research method is quantitative using a questionnaire with a scale of 1 to 5. The data analysis technique in this study uses the Structural Equation Modeling-Partial Least Square (SEM-PLS) method. The results showed that compensation has a significant effect on job satisfaction, motivation has a significant effect on employee job satisfaction, work environment has a significant effect on employee job satisfaction, and job satisfaction has a significant effect on employee job loyalty.

Moderating role of location autonomy on technostress and subjective wellbeing in information technology companies

Integrating digital tools into day-to-day work activities has become an undeniable reality. However, the unprecedented reliance on technology has brought with it the escalating degrees of technostress evident through health concerns like chronic musculoskeletal problems and decreased job satisfaction. And the COVID-19 pandemic accelerated the negative impact, as IT industries adopted the hybrid workplace approach, especially in developing countries like India. This paper aims to find whether location autonomy moderates the effect of technostress on subjective wellbeing among IT employees working in a hybrid model. A purposive sampling method gathered 440 responses from IT professionals in Bengaluru tech parks. IBM SPSS and AMOS software were used to assess the constructs by SEM analysis, in line with the job demand-control theory. The results showed that location autonomy accounts for 31.6% of the variance in subjective wellbeing, while technostress explains 33.2% of the variance, with dimensions ranging from 21% to 46%. Additionally, location autonomy moderates and strengthens the link between technostress and subjective wellbeing. The study recommends that organizational leaders adopt HR policies that allow employees to choose their workplace rather than mandating a specific location for scheduled days in the week. This approach can potentially improve overall employee wellbeing, offering a favorable resolution to the challenges posed by technostress in the IT industry.

The contribution of psychological capital and parental age to job satisfaction: a comparison of parents of children with autism spectrum disorder and parents of typically developing children

IntroductionA recent concern is the frequency with which children are classified as having autistic spectrum disorder (ASD). Parents of children with ASD report difficulties in all areas of life, including the workplace. Previous studies show psychological capital (PsyCap), defined as a combination of hope, self-efficacy, optimism and resilience, is a key factor in job satisfaction and coping in numerous areas. I examined the relations of PsyCap with job satisfaction in parents of ASD children and parents of typically developing children.MethodsThe study involved 141 participants, 127 women, 14 men. About half (n = 69) had a child with ASD (mean age 41.41, SD 5.79), and about half (n = 72) had a typically developing child (mean age 43.65, SD 7.29). Measurements comprised the Job Satisfaction Questionnaire and the PsyCap questionnaire (PCQ). Data were collected online.ResultsPositive relations between PsyCap and job satisfaction was found for both groups. Parents of children with ASD had higher levels of resilience than their comparators. With increased age, parents of children with ASD reported decreased job satisfaction; parents of typically developing children reported increased job satisfaction.DiscussionThe study expands the understanding of how parents of children with ASD cope at the occupational level. Their job satisfaction decreases with age. Organizations who employ parents of children with special needs in general and ASD in particular should take this into account and discuss their employees' changing needs to maximize their job satisfaction and give them room for professional development under flexible conditions.