Employees In Health Care Research Articles

Strengthened workplace relationships facilitate recovery at work \u2013 qualitative experiences of an intervention among employees in primary health care

BackgroundThe literature on workplace interventions focusing on recovery is scarce; hence this study intends to expand that knowledge. An intervention was run for one year, aiming at increasing the experience of recovery during the workday among primary health care employees. During the intervention, different forms of recovery activities were integrated into the daily work at six primary health care centres. The aim of this study was to explore the intervention process and its effects.MethodsAfter completion of an intervention, 39 employees in seven focus groups were interviewed about their experiences of the intervention. A semi-structured interview guide was used, and the qualitative analysis was conducted by systematic text condensation.ResultsDespite different conditions and attitudes when the project was launched, the participants portrayed a positive outcome of the intervention at all six workplaces. Four promoting factors for intervention success were identified: support, legitimacy, customization, and simplicity. Also, three areas of improvement during the intervention period were described: the workplace climate, employee well-being, and recovery awareness, which in turn became promoting factors.ConclusionsAn intervention aiming at increasing workplace recovery can be promoted by support, legitimacy, customization, and simplicity. By using these promoting factors, health care workplaces can implement activity models which could increase employees’ experiences of recovery during the workday. Positive effects on workplace climate and employee well-being can also be achieved.

Аналіз динаміки та факторів впливу на трудові ресурси Київської області

The article in question continues the authors’ study of the refitting model for the Kyiv region aa for searching for and analyzing the factors that affect a number of labor resources in the region, their intra-regional movement, outflow and inflow. The primary assumption in the refitting model for modeling the number of labor resources in economic sectors was the constant proportions of the number of employees in each sector to the total labor force and the functional dependence of the total number of employees on the total population in the Kyiv region using the logistics function. Such assumptions were sufficient for carrying out the initial modeling and analysis of the results, but they are not insufficient to obtain more accurate results that could be relied on to make decisions in the economic policy in the region. Therefore, there is an urgent need for a more detailed analysis of the labor resources dynamics, and for the search of new factors affecting them. Thus, we have analyzed socio-economic indicators of various activities at the regional level and balanced them against the number of full-time employees involved in the main industries represented in the region. Mutually conditioned influence was found between indicators in education and the two main economic sectors: agriculture and health. Highly correlated connections have been found, which are determined by the number of employees in health care, transportation and environment. The potential impact of sociodemographic and migration processes on the number of employees in the abovementioned industries is analyzed. The main reasons why tax burden indicators and local budget expenditures influence the agricultural sector, as well as the region as a whole, are enumerated. Options for improving the refitting model for the Kyiv region are suggested, namely the introduction of a production institutional function with tax burden factors. A multifactor regression model has been developed to predict the number of full-time employees in the region based on statistical indicators of education, health care, and environment, as well as sociodemographic factors.

Educational capital as a basis for formation of labor strategies

On the basis of general scientific dialectical approaches, the article examines the issues of formation and development of educational capital as an integral part of human capital. The purpose of the article is to identify the features of the impact of the quality and level of education on the possibility of building labor strategies using the example of employees in healthcare as, as a specific industry in terms of building career trajectories. The features characteristic for formation of the educational capital of medical workers are highlighted. Based on the study of opinions (sociological surveys) of doctors and nurses at metropolitan healthcare organizations, conclusions were drawn: about availability and necessity for them to receive additional education, about the factors affecting the level of professionalism in performing work duties, about the most relevant types of training programs within the framework of continuing medical education, about the career types characteristic of medical personnel. It is shown that healthcare workers who successfully implement their professional labor strategy, as a rule, not only make optimal use of their existing educational capital, but also constantly improve their qualifications on the basis of continuous medical education. There are identified: categories of workers who are most in need of additional training; current directions of educational programs for heads of medical institutions; features of educational and professional trajectories connected with higher nursing education; differences in the opinions of doctors and nurses regarding the necessity and importance of self-education in the process of forming (replenishing) their educational potential. Rapid development of innovative technologies in medicine, which entails the need for advanced training of specialists, requires search for new effective forms of training for healthcare workers.

Perceptions of health workers in effective use of energy and prevention of technological pollution

Energy sources are not unlimited in the world and energy sources that are not unlimited are consumed rapidly. Energy is very precious and is an essential tool for our survival. In the globalizing world, thanks to technological advances, many facilities have been created, but technological pollution is increasing and all living things are affected, along with humans. If we want to live in a healthy, happy and peaceful life on earth, we must save on energy use, increase the use of renewable energy and reduce technological pollution by using technological tools carefully. We can turn this into an advantage by making small changes in our daily life. In this study, Turkey's major cities, increasing the sensitivity of employees in health care, energy effectively and efficiently to ensure the use, reduce technological pollution and sustainable to create an environment and was conducted in order to create the livable world for future generations. 229 healthcare workers participated in the study by random questionnaire method and face to face questionnaire was applied. Demographic and effective use of energy and technological pollution scale were used in the survey. The collected data were analyzed with statistical package programs used in the social sciences. Descriptive analyzes, T-test and Anova tests were performed. When the efficient use of energy and technological pollution were compared with gender, no significant difference was found between them except for the technological pollution sub-dimension. Technological pollution average scores of men are higher than women. When the efficient use of energy and technological pollution are compared with marital status, there is no significant difference except for the efficient use of energy. It was observed that the average scores of singles inefficient use of energy were higher than those who were married. Efficient use of energy and technological pollution were compared with age range, education level and occupation, and a significant difference was found between the effective use of energy and the efficient use of energy, which is a sub-dimension of technological pollution, and education levels. No significant relationship was found in other comparisons. Necessary suggestions were made at the end of the study.

Interaction Effects of Physical and Psychosocial Working Conditions on Risk for Sickness Absence: A Prospective Study of Nurses and Care Assistants in Sweden.

Employees in health and social care are often simultaneously exposed to both physical and psychosocial challenges that may increase their risk for sickness absence. The study examines interaction effects of physical and psychosocial work conditions on the future risk for sickness absence among nurses and care assistants in Sweden. The study was based on 14,372 participants in any of the Swedish Work Environment Surveys conducted during the years 1993–2013 with linked register information on background factors and compensated sickness absence. Adjusted hazard ratio (HR), stratified by occupation, and measures of additive interaction effects were estimated. The combinations of high psychosocial job demands and heavy physical work and strenuous postures, respectively, significantly increased the risks for sickness absence among nurses (HR 1.43; CI 1.09–1.88 and HR 1.42; CI 1.16–1.74, respectively), as well as among care assistants (HR 1.51; CI 1.36–1.67 and HR 1.49; CI 1.36–1.63, respectively). The combinations of low job control and both heavy physical work (HR 1.44; CI 1.30–1.60) and strenuous postures (HR 1.42; CI 1.30–1.56) were also associated with excess risk for sickness absence among care assistants. We also found interaction effects among care assistants but not among nurses. The results indicate that the high sickness absence rate among care workers in Sweden can be reduced if the simultaneous exposures of high psychosocial and high physical challenges are avoided. Management policies for reduced time pressure, improved lifting aids, and measures to avoid awkward work postures are recommended. For care assistants, increased influence over work arrangements is likely to lower their sickness absence risk.

Process Evaluation of a Participative Organizational Intervention as a Stress Preventive Intervention for Employees in Swedish Primary Health Care.

This study is a process evaluation of a trial examining the effects of an organizational intervention (Productivity Measurement and Enhancement System or ProMES) on employee stress. The aims were to explore the implementation process and fidelity to the intervention guidelines, examine the influence of contextual factors (hindrances and facilitators) and explore participants’ experience of working with ProMES. We used the UK Medical Research Council (MRC) guidance to guide the process evaluation. The recruitment, reach and dose delivered were satisfactory and participation high. The employees felt ProMES clarified priorities, gave control and increased participation in decision-making. However, difficulty in obtaining statistical productivity data from the central administration office (a central feature of the intervention) hindered full implementation and regular feedback meetings. Staffing shortages interfered with the implementation process, while having seven design teams and one consultant prevented all occupational groups from working simultaneously. A detailed examination of access to necessary organizational data should be undertaken before implementing ProMES. We recommend a better introduction for new employees, more work on design and packaging and giving employees more training in how to use the software program. The study contributes to our understanding of process evaluations in research into organizational stress management interventions.

Investigating the Musculoskeletal Disorders among Computer Users of Lordegan Health Network by ROSA Method and CMDQ Questionnaire

Background: Musculoskeletal disorders are common consequences of inappropriate computer work conditions. Employees are job groups who spend many office hours working on computers. The present study was conducted to investigate the prevalence of musculoskeletal disorders among computer users of the health network of Lordegan city and its impact on their daily activities. Methods: This research was applied in terms of purpose and was determined as one of the quantitative researches. This descriptive-analytical study was performed with the use of systematic random sampling, and the samples were picked from the statistical population of 500 employees of Lordegan Health Network. A sample size of 217 persons was selected, which had at least one year of work experience and at least 3 hours a day working in front of a computer. The Cornell questionnaire was applied in order to specify the rate of pain and discomfort and its effect on the employees' daily activities. Then, the ROSA method was utilized to assess the ergonomics of the office strain rate of users. The results were analyzed with the use of the chi-square test and SPSS v.25 software. Results: A significant difference was seen between the rate of pain and discomfort and the effect of pain on daily activities in different body parts of computer users based on age, work experience (P<0.05). Also, there was a significant difference between ROSA final score and age variables and work experience (P<0.05). The results of the ROSA evaluation declared that 53.9% of persons were exposed at medium to high-risk levels. Conclusion: The ROSA method was appropriate for detecting risk factors for office work and was able to identify deficiencies existed in workstations. Concerning the postures and jobs in the office department, the ROSA method was able to identify musculoskeletal disorders of the office employees in health care. The CMDQ questionnaire could determine the rate and effect of pain and discomfort on different body parts for these employees.

Veljavnost in zanesljivost vprašalnika o potencialnih dejavnikih stresa zaposlenih v zdravstveni negi v slovenskih bolnišnicah

Uvod: Zaposleni v zdravstveni negi so izpostavljeni številnim dejavnikom stresa. V slovenskem prostoru doslej nismo imeli instrumenta za merjenje stresa med zaposlenimi v zdravstveni negi. Namen raziskave je bil validirati vprašalnika o merjenju stresorjev, ki so jim izpostavljeni zaposleni v zdravstveni negi v slovenskih bolnišnicah.Metode: Uporabljena je bila kvantitativna deskriptivna metoda, s kavzalno-neeksperimentalnim raziskovalnim dizajnom. Podatki so bili zbrani s pomočjo vprašalnikov »Lestvica za merjenje stresa« in »Stres na delovnem mestu bolnišničnih zdravstvenih delavcev«, združenih v merski instrument »Potencialni dejavniki stresa pri zaposlenih v zdravstveni negi«. Validacija vprašalnika je bila izvedena na priložnostnemvzorcu 983 zaposlenih v 21 slovenskih bolnišnicah. Podatki so analizirani z opisnimi metodami in faktorsko analizo.Rezultati: Z eksploratorno faktorsko analizo je preostalo 34 spremenljivk, ki pojasnijo 68 % celotne variabilnosti. Vrednosti Kaiser-Meyer-Olkinove mere primernosti vzorca in Bartletovega testa sferičnosti (KMO = 0,931, Bartlett: χ2(561) = 9670,501, p < 0,001) so se izkazale kot primerne za izvedbo eksploratorne faktorske analize, s katero smo dobili devet faktorjev. Vprašalnik je zanesljiv, vrednosti koeficienta Cronbach α se gibljejo na intervalu od 0,805 do 0,932.Diskusija in zaključek: Vprašalnik je zanesljiv in veljaven instrument za merjenje potencialnih stresorjev v zdravstveni negi v slovenskih bolnišnicah in odpira možnosti primerjav z veljavnimi instrumenti v tujini. Merilni instrument je namenjen managerjem v zdravstveni negi.

Work and musculoskeletal discomfort of Nigerian health workers: pattern and predictors

Background: Ergonomic hazards are the precursors to work-related musculoskeletal discomforts (WMSDs) in most work environments, hence, to locate a hazard, search for WMSDs. This study investigates the pattern and predictors of WMSDs and the attending ergonomic hazards that potentiate these WMSDs among employees in a tertiary healthcare centre.Methods: This study was a cross-sectional survey involving employees of Federal Medical Centre Abeokuta Ogun State Nigeria. They completed a questionnaire on the perceived presence of ergonomic hazards at their work stations and the standardized Nordic questionnaire. Descriptive and inferential statistics were used to examine the data.Results: 71.9% of the respondents reported WMSDs with lower back, upper back and the neck being the three most affected areas. Prolonged standing (53.1%) and prolonged sitting (40.8%) were the most prevalent perceived ergonomic hazard among the respondents. Forceful exertion was the hazard that has the highest estimated relative risk of causing musculoskeletal pain over a 12 month period (OR = 4.8), followed by prolonged standing (OR = 2.7), and frequent bending (OR = 2.6). Educational status and age of the respondents were significantly associated with the presence of WMSD (p < 0.005). Significant predictors of the presence of WMSDs were length of employment and department of employee (p < 0.005).Conclusion: WMSD is most prevalent around the back predicted by length of employment and department of employee.

Mayo Clinic's 5-Step Policy for Responding to Bias Incidents

Patient bias towards clinicians and employees in health care is common, but policy to address bias and to support staff is relatively limited. Creating a framework to address bias incidents is critical for cultivating environments that are safe for employees and patients. Mayo Clinic has created both policy to support staff and a reporting mechanism for accountability. Education, resources, and training are available and being disseminated to teach employees ways to respond to bias incidents.

Work-related psychosocial risk factors and risk of disability pension among employees in health and personal care: A prospective cohort study

BackgroundResearchers have suggested that psychological factors at work contribute to early retirement due to disability pension in the general working population. Disability pension is a problem that shortens working careers among nursing professionals and personal care or related workers, but few researchers have focused on these occupational groups. Also, a need for studies based on measurements of specific work exposure instead of combined measures has been identified. ObjectivesThe aim was to study the potential influence of work-related psychosocial risk factors on the future risk of disability pension among nursing professionals and care assistants in Sweden. Those occupational groups are compared to all other occupations in Sweden. A specific aim was to describe differences in associations to cause-specific disability, and how the results were modified by occupation categories. ParticipantsA representative sample of 79,004 women and men in Sweden comprising 2,576 nursing professionals, 10,175 care assistants and 66,253 workers in other occupations. MethodsFactors of the psychosocial work environment were obtained from questionnaire data of the Swedish Work Environment Surveys (SWES) 1993–2013. Information on cause-specific disability pension during follow-up was added from the Social Insurance Agency’s database (1994–2014). We calculated Cox’s proportional hazards with 95% confidence intervals. ResultsDuring a mean follow-up time of 11.1 years, 6.6% of nursing professionals and 9.4% of care assistants, as compared to 6.1% among all other occupations, received disability pension. Among nursing professionals and care assistants, high quantitative job demands and low social support, but not job control, were associated with future disability pension also after controlling for age, year of interview, socio demographic conditions, and physical work factors. An increase in risk was also noticeable among nursing professionals and care assistants who reported an active job in combination with low social support. An increased risk for disability pension due to mental diagnosis was found among care assistants who reported high job demands. In all other occupations, low social support was associated with an increased risk for disability pension under any condition of job strain (high strain, low strain, active, and passive jobs). ConclusionBased on the results we conclude that high quantitative job demands and poor social support are predictors of future disability pension.

Physical capacity, occupational physical demands, and relative physical strain of older employees in construction and healthcare

PurposeTo assess age-related differences in physical capacity, occupational physical demands, and relative physical strain at a group level, and the balance between capacity and demands at an individual level, for construction and healthcare workers.MethodsShoulder strength, back strength, and aerobic capacity were assessed among construction (n = 62) and healthcare workers (n = 64). During a full working day, accelerometers estimated upper-arm elevation, trunk flexion, and occupational physical activity as indicators of occupational physical demands. Simultaneously, normalised surface electromyography (%sEMGmax) of the upper trapezius and erector spinae muscles, and normalised electrocardiography (percentage heart rate reserve (%HRR)) estimated relative physical strain. Differences between younger (≤ 44 years) and older (≥ 45 years) workers, as well as the moderating effect of age on the associations between capacity and demands, were analysed per sector.ResultsCompared to younger workers, older workers had similar strength and lower aerobic capacity; older construction workers had similar demands while older healthcare workers had higher demands. Compared to younger workers, older employees had unfavourable muscle activity patterns; %HRR had a tendency to be lower for older construction workers and higher for older healthcare workers. Among construction workers, age moderated the associations between shoulder strength and arm elevation (p = 0.021), and between aerobic capacity and occupational physical activity (p = 0.040). Age did not moderate these associations among healthcare workers.ConclusionsIn both sectors, the level of occupational physical demands and the higher relative physical strain in older employees require addressing to promote sustainable work participation among an aging population.

Barriers to exchanging healthcare information in inter-municipal healthcare services: a qualitative case study

BackgroundIn recent years, inter-municipal cooperation in healthcare services has been an important measure implemented to meet future demographic changes in western countries. This entails an increased focus on communication and information sharing across organisational borders. Technology enables efficient and effective solutions to enhance such cooperation. However, the systems in the healthcare sector tend not to communicate with one another. There is a lack of literature focusing on communication and information sharing in inter-municipal healthcare services. The aim of this article is to investigate both the characteristics of communication and information sharing, and the factors that serve as barriers to communication and information sharing for employees in inter-municipal healthcare services.MethodsIn this study, a qualitative case study approach is used to investigate both characteristics of communication and information sharing, and factors enabling barriers to communication and information sharing for employees in newly established inter-municipal healthcare services. Data collection methods were individual interviews, focus group interviews, observation studies and a workshop. A total of 18 persons participated in the study. The interviews, observations and workshop were conducted over a period of ten months.ResultsCommunication and information sharing practices were found to be complex and characterised by multiple actors, information types and a combination of multiple actions. Findings indicate that 1. IT capability and usability 2. Differences 3. Privacy, confidentiality and security and 4. Awareness are all factors enabling barriers to communication and information sharing in inter-municipal healthcare services. Specifically, these barriers were related to lack of EHR usability, inadequate workflow processes, digital systems incompatibility, the understanding of needs in different systems and knowledge and practices regarding privacy and confidentiality.ConclusionBy focusing on the context of inter-municipal cooperation when assessing communication and information sharing in healthcare services, this article contributes to close a gap in existing knowledge. The perspective of the employees provides useful insight, and findings can be relevant for future theory development and for managers and policymakers in inter-municipal services.

Implementation of the President’s May 2012 Decrees: Consequences for the Public Sector

In early 2018, growth in wages and salaries in Russia was related to a substantial increase in the labor remuneration of employees in education and healthcare. Such an increase was feasible as a result of implementation of the President’s May 2012 Decrees which set targets as regards wages and salaries of the public sector’s employees. According to the data of January-June 2018, this objective has been achieved, except for individual regions.

Resources for work-related well-being: A qualitative study about healthcare employees' experiences of relationships at work.

To explore municipal healthcare employees' experiences of relationships with care recipients and colleagues. The specific research questions were when do the relationships enhance well-being, and what prerequisites are needed for such relationships to occur? Employees in health and social care for older people often depict their work in negative terms, and they often take a high number of sick leaves. Despite the heavy workload, other employees express well-being at work and highlight social relationships as one reason for this. However, a greater understanding of how these relationships can act as resources for workplace well-being is needed. The design of the study was qualitative and exploratory. Qualitative interview studies were conducted with 23 healthcare employees in municipal health care. Thematic analysis was used to analyse the data. Two themes were identified as resources for promoting relationships between employees and care recipients or colleagues: (a) Being personal-a close interpersonal relationship to a care recipient-and (b) Colleague belongingness-a sense of togetherness within the working group. Spending quality time together, providing long-term care and providing additional care were prerequisites for a close interpersonal relationship with care recipients. Trust, mutual responsibility and cooperation were prerequisites for a sense of togetherness within the working group. The findings provide an empirical base to raise awareness of relationships with care recipients and colleagues as health aspects. Relationships among employees in health care are vital resources that must be considered to create sustainable workplaces and consequently improve the quality of care. The results of this study advocate health promotion efforts based on interpersonal relationships at the workplace. Dialogues in the working groups, based on the employees' experiences of positive daily situations, may be a promoting method for the work-related well-being of the employees.

Correlation between workplace stressogenic factors and sociodemographic characteristics of employees in primary and secondary health care in Doboj region

&amp;lt;p&amp;gt;Introduction. This paper is concerned with a comparative analysis of sociodemographic characteristics of the employees and workplace stressogenic factors in both primary and secondary health care. The assessment of the connection of stress factors, as well as subjective feelings of health workers, to their workplace was carried out. Methods. The study included 300 respondents, out of which 42.33% worked in primary and 57.67% in secondary health care. The data were collected from May to June 2016 by means of the survey conducted in the health care institutions in Doboj region. Results. The comparison of employees in primary and secundary health care, respectively, showed that there was no statistically significant difference in gender, age and total work experience in the health care institutions, while the differences in levels of education (p=0.044); the sector in which the working status is based (p&amp;amp;lt;0.000); total work experience (p=0.002) and job positions (p=0.020) were statistically significant. The analysis of answers provided by the respondents showed a statistically significant difference in the distribution of respondents working in primary and secondary health care according to the answers to 76% of questions related to workplace stressors, 86% of questions related to the impact of workplace on the health status, and 40% of questions related to workplace position issues. The correlational analysis between sociodemographic characteristics of respondents and their answers concerning workplace stressogenic factors demonstrated that the employment sector (public/private sector jobs) correlated highly with the majority of stressogenic factors, followed by total work experience, total work experience in the current health care institution, age and marital status. There was the highest correlation between employment sector, as well as work experience, and the answers to the questions concerning the effect of workplace on the health status. Conclusion. Workplace stressors have varying intensity and influence on the employees in primary and secondary health care. Secondary health care respondents experience a higher degree of stress and estimate that the job has a greater negative impact on their health in comparison with primary health care respondents.&amp;lt;/p&amp;gt;

Linking interprofessional work to outcomes for employees: A meta-analysis.

The aim of this meta-analysis of studies of workers in the health and social care sector was to examine the relationship between interprofessional work and employee outcomes of job stress, autonomy, burnout, engagement, job satisfaction, turnover intention, and perceived service quality, and to examine the influence of different moderators on those relationships. A systematic literature search of the PsycInfo, Embase, Medline, and the Cumulative Index to Nursing and Allied Health Literature databases was conducted to identify relevant articles. A total of 45 articles with results for 53 independent samples was included in the meta-analysis. A random effects model was used to estimate the mean effect sizes (correlations). Most employees were nurses working in hospitals. Interprofessional work was weakly negatively associated with job stress, burnout, and turnover intention (range mean r = -.13 to -.22); and was moderately positively associated with autonomy, engagement, job satisfaction, and perceived service quality (range mean r =.33 to .46). When feasible, interprofessional work was categorized as teamwork (most intensive), collaboration, or cooperation. Teamwork, the most intense of three forms of interprofessional work, promoted lower burnout and turnover intention. The results of this meta-analysis suggest that interprofessional work is linked to better well-being for employees in health and social care.

Premarital Screening Programs in the Middle East, from a Human Right's Perspective

Premarital screening aims primarily to give couples (who are planning to get married soon) medical consultation on the odds of transmitting genetic diseases to their children. Given that consanguineous marriages are so common in the Middle East and children of consanguineous marriages are at increased risk for genetic diseases and congenital malformations, and due to its impacts on public health, it is important to provide health education on consanguinity at individual, family and community levels delivered mainly by the state’s primary health care staff. It is also important to provide pre-marriage and pre-pregnancy genetic diagnosis and counseling. The Availability, Accessibility, Acceptability and Quality (AAAQ framework) of specialized facilities/centers for pre-marriage and pre-pregnancy genetic counseling and testing services should be sufficient to implement the Right to Health in this regard. And human rights principles shall guide the whole aspects of premarital screening program to include planning, design, execution, monitoring and evaluation. Among those principles are also non-discrimination, participation, inclusion, and accountability. All parties should be involved in the premarital screening program- politicians (to enact laws), religious leaders (to reconsider abortion in case the fetus afflicted with grave congenital malformation), employees in primary health care, researchers, doctors, geneticists, disease prevention and control and social services, subject-matter experts, mother and child health care, media, and activists in NGOs and voluntary organizations.

Compatibility of Work and Family Life of Employees in the Healthcare Sector: An Issue in Health Services Research

Hintergrund/Ziele Beschäftigte im Gesundheitswesen sind mit besonderen beruflichen Rahmenbedingungen und Anforderungen konfrontiert, die sich auf das Verhältnis von Familie und Arbeit/Beruf auswirken können und mittelbar auch die Qualität der Gesundheitsversorgung beeinflussen. Ziel des vorliegenden Beitrags ist es, einen Überblick über den Forschungsstand zu diesem Thema zu geben. Dieser ist für die Versorgungsforschung von Relevanz. Er kann als Ausgangspunkt dafür dienen, Strukturen im Gesundheitswesen (auch in ländlichen Regionen) dahingehend zu verändern, dass sie eine bessere Vereinbarkeit von Familie und Beruf ermöglichen. Methode Es wurde eine systematische nationale und internationale Literaturrecherche in Form eines Scoping Review durchgeführt, um den aktuellen Forschungsstand zur Vereinbarkeit von Familie und Gesundheitsberuf zu dokumentieren. Als inhaltliche Suchkriterien wurden definiert: Vereinbarkeit von Beruf und Familie (allgemein); Vereinbarkeitserleben und -konflikte bei Gesundheitsberufen; Vereinbarkeit von Familie und Gesundheitsberuf im ländlichen Raum; Interventionsansätze zur Förderung der Vereinbarkeit von Beruf und Familie. Im Ergebnis eines mehrstufigen Selektionsprozesses wurden 145 Publikationen in die inhaltliche Auswertung einbezogen. Ergebnisse Die dokumentierte Literatur bezieht sich schwerpunktmäßig auf die Berufsgruppen Ärzte und beruflich Pflegende, für andere Berufsgruppen liegen kaum Arbeiten vor. Die methodische Qualität der Studien ist meist niedrig, Metaanalysen liegen nicht vor. Mehrere Arbeiten dokumentieren eine Unzufriedenheit bei Ärzten und beruflich Pflegenden bzgl. Möglichkeiten der Vereinbarkeit von Familie und Beruf. Es konnten nur wenige Interventionsstudien zur Förderung der Vereinbarkeit von Familie und Beruf gefunden werden, diese sind wiederum nur teilweise spezifisch auf Gesundheitsberufe ausgerichtet. Defizite bestehen zudem hinsichtlich der Vernetzung mit Fragen der Verbesserung der Gesundheitsversorgung in ländlichen Gebieten. Schlussfolgerung Zur Thematik „Vereinbarkeit von Familie und Gesundheitsberuf“ existiert national wie international nur wenig systematische Forschung. Insbesondere zur Evaluation von Maßnahmen bestehen Defizite. Der Literaturüberblick ermöglicht die Ableitung von Ansatzpunkten, um eine Verbesserung der Vereinbarkeit von Familie und Beruf zu erreichen.

Workplace Stress and Employee Wellbeing: Case of Health Care Staff in UAE

Workplace stress is a world-wide concern and has been a subject of researchers, academicians, authorities and decision makers’ interest. It has evidently been considered to be causing poor performance, reduced employee morale, lack of autonomy, job insecurity and to greater extent the employee's wellbeing. Employees in healthcare and hospitality sector work in 24*7 work schedule due to the demanding nature of the industry. Empirical evidences have indicated that employee experience high stress on account of work overload and long working hours taking a toll on their mental and physical well-being. The purpose of this study was to investigate the impact of workplace stress on employee well-being among staff employees in the health care sector and hospitals in UAE. A total of 150 employees working at staff level in health care centers and hospitals in UAE were surveyed. The results showed that workplace has negative impact on employee well-being and the impact was found to be weak. The findings of the study suggest that an increase in workplace stresses will reduce wellbeing of employees. The researchers recommend that in order to reduce the impact of stress on employee well-being organizational support, family support and social support is essential.