Favourable Work Environment Research Articles

The Significance of Work Motivation: The Impact of Organizational Culture and Work Environment on Employee Performance

The objective of this study is to ascertain and examine the impact of Organizational Culture and Work Environment on Employee Performance, with Work Motivation serving as an intermediary factor. This study employs quantitative methodologies. The study sample included all individuals employed by the hospital. The study used a purposive sampling strategy, specifically targeting personnel who were neither general practitioners nor specialists. The whole study sample consisted of 130 participants. Statistical tests were conducted using path analysis with the SEM-PLS software 4. Source of information: Primary data was collected by the distribution of questionnaires, which were sent to and returned from 130 respondents. The findings of this study suggest that both Organizational Culture and Work Environment have a favorable and substantial direct impact on employee performance. Work has a favorable and substantial direct impact on motivation, and work motivation in turn exerts a favorable and substantial direct impact on employee performance. The impact of organizational culture on employee performance is mediated by motivation. This mediation is fully positive, as the indirect influence of organizational culture through motivation is greater than its direct influence. Similarly, the work environment affects performance through motivation, with the mediation being fully positive as well, as the direct influence is stronger. Given its limited indirect impact, it is desirable for Gresik Hospital to maintain and enhance a good corporate culture, while also striving to provide a favorable work environment that fosters motivation and ultimately maximizes employee performance.

Emotional assertiveness, assertive communication and assertive training enhancing the employees’ performances: A China banking perspective

The study acknowledges empirical, conceptual, and policy-driven papers that address emotional assertiveness, assertive communication, and assertive training as means of improving employee performance in Chinese banking, which is a significant contributor to the Chinese economy. Most banking enterprises have suffered from poor performance and a lack of aggressiveness in operation. It can be used by both managers and employees to create a good interaction process and a favorable work environment, which can help elevate performances. The research employs a quantitative approach, utilizing a questionnaire survey and simple random sampling. The sample comprises 381 employees from the Chinese banking industry, with a response rate above 70%. The regression analysis confirms that emotional assertiveness, assertive training, and assertive communication significantly impact employee performance. In conclusion, this study contributes to academia and industries by addressing the importance of assertiveness in improving performance. The policy-driven evidence on the conceptual framework of HR literacy in emotional, training, communication, and job performance should be adopted and reviewed in the country’s existing management by objective policy and legal framework in resolving employee job performance and training that are still underutilized and have a great deal of potential to satisfy the employees and management needs by establishing and emerging nations.

Engaging leadership and nurse well-being: the role of the work environment and work motivation—a cross-sectional study

BackgroundHealthcare literature suggests that leadership behavior has a profound impact on nurse work-related well-being. Yet, more research is needed to better conceptualize, measure, and analyse the concepts of leadership and well-being, and to understand the psychological mechanisms underlying this association. Combining Self-Determination and Job Demands-Resources theory, this study aims to investigate the association between engaging leadership and burnout and work engagement among nurses by focusing on two explanatory mechanisms: perceived job characteristics (job demands and resources) and intrinsic motivation.MethodsA cross-sectional survey of 1117 direct care nurses (response rate = 25%) from 13 general acute care hospitals in Belgium. Validated instruments were used to measure nurses’ perceptions of engaging leadership, burnout, work engagement, intrinsic motivation and job demands and job resources. Structural equation modeling was performed to test the hypothesised model which assumed a serial mediation of job characteristics and intrinsic motivation in the relationship of engaging leadership with nurse work-related well-being.ResultsConfirmatory factor analysis indicated a good fit of the measurement model. The findings offer support for the hypothesized model, indicating that engaging leadership is linked to enhanced well-being, as reflected in increased work engagement, and reduced burnout. The results further showed that this association is mediated by nurses’ perceptions of job resources and intrinsic motivation. Notably, while job demands mediated the relationship between EL and nurses’ well-being, the relationship became unsignificant when including intrinsic motivation as second mediator.ConclusionsEngaging leaders foster a favourable work environment for nursing staff which is not only beneficial for their work motivation but also for their work-related well-being. Engaging leadership and job resources are modifiable aspects of healthcare organisations. Interventions aimed at developing engaging leadership behaviours among nursing leaders and building job resources will help healthcare organisations to create favourable working conditions for their nurses.Trial Registration: The study described herein is funded under the European Union’s Horizon 2020 Research and Innovation programme from 2020 to 2023 (Grant Agreement 848031). The protocol of Magnet4Europe is registered in the ISRCTN registry (ISRCTN10196901).

Predictive modeling and socioeconomic determinants of diarrhea in children under five in the Amhara Region, Ethiopia.

Diarrheal disease, characterized by high morbidity and mortality rates, continues to be a serious public health concern, especially in developing nations such as Ethiopia. The significant burden it imposes on these countries underscores the importance of identifying predictors of diarrhea. The use of machine learning techniques to identify significant predictors of diarrhea in children under the age of 5 in Ethiopia's Amhara Region is not well documented. Therefore, this study aimed to clarify these issues. This study's data have been extracted from the Ethiopian Population and Health Survey. We have applied machine learning ensemble classifier models such as random forests, logistic regression, K-nearest neighbors, decision trees, support vector machines, gradient boosting, and naive Bayes models to predict the determinants of diarrhea in children under the age of 5 in Ethiopia. Finally, Shapley Additive exPlanation (SHAP) value analysis was performed to predict diarrhea. Among the seven models used, the random forest algorithm showed the highest accuracy in predicting diarrheal disease with an accuracy rate of 81.03% and an area under the curve of 86.50%. The following factors were investigated: families who had richest wealth status (log odd of -0.04), children without a history of Acute Respiratory Infections (ARIs) (log odd of -0.08), mothers who did not have a job (log odd of -0.04), children aged between 23 and 36 months (log odd of -0.03), mothers with higher education (log odds ratio of -0.03), urban dwellers (log odd of -0.01), families using electricity as cooking material (log odd of -0.12), children under 5 years of age living in the Amhara region of Ethiopia who did not show signs of wasting, children under 5 years of age who had not taken medications for intestinal parasites unlike their peers and who showed a significant association with diarrheal disease. We recommend implementing programs to reduce the incidence of diarrhea in children under the age of 5 in the Amhara region. These programs should focus on removing socioeconomic barriers that impede mothers' access to wealth, a favorable work environment, cooking fuel, education, and healthcare for their children.

ИСПОЛЬЗОВАНИЕ ПРОЕКТНОГО ПОДХОДА В РАЗРАБОТКЕ КОРПОРАТИВНОЙ ПРОГРАММЫ БЛАГОПОЛУЧИЯ НАУЧНЫХ РАБОТНИКОВ В РАЗРЕЗЕ (КОНТЕКСТЕ) ФОРМИРОВАНИЯ ИНСТИТУТА PI: ПРАКТИКА ФГБОУ ВО ИРНИТУ

Today, the employee well-being program is one of the key ones in the modern scientific community, since employees in this field are often exposed to increased stress levels, information overload and the requirements of continuous professional development. The negative effects of such an environment can include burnout, psychological and physical problems, as well as deterioration of professional activity. The purpose of the program is to increase the level of satisfaction and professional success of employees, as well as support their physical and psychological well–being. An effective well-being program can help researchers better cope with challenges and stress, increase motivation and professional satisfaction, improve mental and physical health, and develop self-improvement and self-control skills. Given the importance of innovative research and the constant pursuit of outstanding results, the development and implementation of a well-being program becomes a key task for maintaining scientific productivity and the health of researchers. The paper provides an overview of the key areas of this program, as well as the problem of the importance of industry specifics in the development of a well-being program. A more detailed analysis has been carried out on such a category of personnel as researchers. The features of motivation of employees in this field of activity are analyzed, since their understanding is important for effective management aimed at supporting scientific productivity and job satisfaction. The authors present a project plan for the development of a corporate employee welfare program at the university. The development of the program will lead to an improvement in all aspects of the life of researchers and will contribute to the creation of a favorable working environment.

Factors related to Nursing workload in the Oncology assistance provided to hospitalizedwomen.

to evaluate the Nursing workload and its related factors in the assistance provided to hospitalized women with gynecological and breast cancers, according to the Nursing Activities Scores adapted for cancer patients. a cross-sectional and epidemiological study. The participants were women with gynecological and/or breast cancer, over 18 years of age, and hospitalized for a minimum period of 24 hours. The following was collected from the medical records: sociodemographic and clinical data, Karnofsky Performance Status and workload, according to the adapted Nursing Activities Score. The factors related to workload were analyzed by means of multiple linear regression. the mean Nursing Activities Scores was 29.3%, denoting seven hours of daily care per patient. The factors related to workload differed according to the breast or gynecological cancer diagnosis (β=-0.01; p<0.001), clinical or surgical treatment (β=-0.03; p<0.001) and functional capacity at admission (β=0.07; p<0.001), as per the Karnofsky Performance Status. there was greater workload for the care of women with gynecological cancer undergoing clinical treatment and with lower functional capacity at admission. The findings reveal directions for optimization of resources and improvements in work processes and flows, in order to promote a favorable work environment and good quality assistance. (1) A pioneer study in using the NAS instrument, adapted for Hospital Oncology. (2) The clinical treatment of gynecological/breast cancer demands a greater workload. (3) Functional capacity at the admission of women with cancer influences workload. (4) Gynecological cancer demands a greater Nursing workload than breast cancer.

ՀԱՎԱՔԱԳՐՄԱՆ ԱՌԱՆՁՆԱՀԱՏԿՈՒԹՅՈՒՆՆԵՐԸ ՈՐՊԵՍ ՄՌԿ ԿԱՐԵՎՈՐԱԳՈՒՅՆ ԳՈՐԾԱՌՈՒՅԹ / FEATURES OF RECRUITMENT AS ONE OF THE MAIN FUNCTIONS OF MANAGING HUMAN RESOURCES

The purpose of this article is to present one of the HRM functions - recruitment, as well as to emphasize the importance of the function in HRM processes. In order to achieve the goal, the following tasks were set:  based on scientific materials, to research and present the evolution and formation history of recruitment, the stages of recruitment, the use of technologies in recruitment, modern trends and strategies of recruitment;  to explore and to emphasize the importance of organizational culture and the core recruiter’s because recruitment process is one of the fundamental functions of HR and helps to increase the effectiveness of the organization in the short and long term. With recruitment done properly, an organization has happier and more productive employees. The recruitment process creates a favorable working environment and good employee relations. Analysis, synthesis, induction, deduction and historical comparative methods were used during the research. The main conclusions made in the framework of the research are:  The recruitment process is highly dependent on the organizational culture;  Skill-based recruitment is replacing knowledge-based recruitment;  The entry of innovative technologies and artificial intelligence into recruitment is inevitable and helps to improve the recruitment process.

First Level of Health Care: The Autonomous Role of Nurses

Introduction: although nursing autonomy is advancing with national legislation towards a competency-based approach, a positivist vision centered on biomedical aspects persists, limiting comprehensive care. Despite training and experience, role conflicts and oppression by the medical team persist, impeding freedom of decision and leading to job dissatisfaction.Objective: to analyze the professional autonomy of nurses in type A, B and C health centers at the first level of care in Health District 09D04 - Febres Cordero.Method: qualitative, descriptive, and dialectical approach, based on the perceptions of nursing professionals about their autonomy in Health District 09D04.Results: the perception of autonomy in the first level of health care is limited, under pressure and subject to demanding schedules. There are restrictions imposed by parameters and regulations, although benefits such as quality care and educational responsibility are recognized. Legal limitations, lack of support and restrictions affecting nurses' autonomy are also identified.Conclusions: to empower nurses, a series of measures are required at both the practical and educational levels. These include the implementation of laws that support their autonomy, ongoing training, the promotion of a favorable work environment, and the strengthening of their educational background with a focus on leadership and solution-finding skills

Creating a favorable working environment as a long-term goal of EU labor law

The article examines current trends to take place in the EU and Western European countries, providing for the adaptation of the working environment to the characteristics and needs of a particular employee. The article also analyzes legal and theoretical approaches to understanding of the working environment in the Russian Federation and foreign countries.

Pengaruh Kompensasi, Motivasi, Dan Lingkungan Kerja Terhadap Kinerja Karyawan Di Jakarta Timur

This research aims to analyze and understand the influence of compensation, motivation, and work environment on employee performance within a company. The study was conducted using a quantitative approach involving respondents from various hierarchical levels working in companies located in East Jakarta. There were 100 respondents involved, enabling the measurement of compensation levels, motivation, work environment, and employee performance. The data analysis technique employed in this research was SEM PLS (Structural Equation Modeling - Partial Least Squares), performed using SmartPLS 4.0 software. The data analysis methods encompassed measurement model analysis, structural model analysis, and hypothesis testing of direct influences. The results of the data analysis indicate that employee compensation has a significant positive influence on employee performance. Motivation also exhibits a significant positive impact on employee performance. A positive and significant effect on improving employee performance is observed with a favorable work environment. Additionally, the compensation variable was found to have a significant positive influence on employee performance. These findings hold crucial implications for organizational practitioners in designing policies and programs related to the development of compensation, motivation, and work environments to encourage employees to deliver maximum performance for the company.

STRATEGY OF VOCATIONAL EDUCATION QUALITY MANAGEMENT THROUGH HUMAN RESOURCE DEVELOPMENT

The article substantiates the importance of quality professional education for modern youth and the country as a whole. It is noted that one of the ways to get a high-quality, affordable and suitable education for their interests and needs is professional (professional) education, which involves students choosing a certain direction or specialization in high school. Professional education allows you to deepen your knowledge of subjects that are interesting and important for the future profession in order to continue studying at a higher level. An analysis of the problems of vocational education that affect its quality is carried out, in particular, the problems of the quality of vocational education at the level of personnel management are highlighted. A systematized sequence of steps in the formation of a personnel development strategy to improve the quality of education, taking into account the characteristics of the educational institution: involvement of interested parties; analysis of needs and problems to determine key directions for improving the quality of professional education; development of an action plan with the establishment of specific goals, deadlines and responsible persons; regular monitoring and performance evaluation; cooperation with other educational institutions, scientific institutions and organizations to exchange experience and gain new knowledge; constant improvement and search for ways to improve the quality of professional education. The methods and tools of human resources management are proposed to improve labor productivity, retain and develop personnel, create a favorable working environment, and achieve the organization's goals. The use of tools to encourage staff to experiment and use innovative teaching methods in the personnel strategy, which will contribute to improving the quality of education and student satisfaction, is substantiated; an example of successful application of personnel management methods is given. It was concluded that ensuring the country's competitiveness on the international market requires high-quality professional education. In order to solve the problem of low quality of professional education at the level of personnel management, the head of an educational institution must be able to develop and implement a personnel development strategy, taking into account the characteristics of a specific educational institution, aimed at improving the quality of education. In the personnel strategy of the educational institution, it is necessary to emphasize the encouragement of personnel to innovate and experiment with new teaching methods, to focus on the development and use of employees' competencies, and to ensure the process of continuous professional development of teachers.

Analysis of the Conflict Environment of Nursing Specialists

The article presents an analysis of conflict situations among nursing professionals. The analysis was carried out based on a questionnaire, which included various questions about the frequency of conflicts, the parties involved in them and their causes. In addition, this survey makes it possible to draw a conclusion about the psychological climate of the working environment based on an individual assessment of employees, considering conflict situations that arise in the team. The results of the survey are presented in the form of charts with quantitative indicators calculated while analyzing the responses of the data by employees. This scientific article allows you to study the nature of conflicts in institutions where nurses work, draw a conclusion about their opinion about the favorable working environment, and helps to identify the main causes of misunderstandings that periodically arise within the team.

Determinants of Employee Performance in Healthcare Organization: The Role of Work Environment, Workload, and Motivation

This study aims to determine the impact of work environment, workload, and work motivation on employee performance. The study focused on employees working at a hospital in Jakarta, and data was collected through a voluntary questionnaire from 112 respondents. The analytical method used was multiple linear regression, and hypothesis testing revealed that work environment, workload, and work motivation have a combined effect on healthcare employee performance. This study provides valuable insights for decision-makers in healthcare systems, health organizations, and government agencies to enhance the quality and efficiency of health services. It also highlights the importance of maintaining a favorable work environment, including the physical environment and workload, for employee well-being.

Talent Sustainability and Development: How Talent Management Affects Employees’ Intention to Stay through Work Engagement and Perceived Organizational Support with the Moderating Role of Work–Life Balance

The pandemic and the war have caused challenges, creating a shortage of labor and talent crisis. Organizations have reviewed their work patterns to retain talent and increase employee retention. Data are collected from 344 employees working in Taiwan. This study divides the sample into “key talents” and “non-key talents” and aims to examine how talent management, work engagement, and perceived organizational support affect employees’ intention to stay. The results of this study indicate a significant positive relationship between talent management, work engagement, perceived organizational support, and the intention to stay. This study also confirmed the mediating role of work engagement and perceived organizational support in the relationship between talent management and the intention to stay. Furthermore, work–life balance exerts a notable moderating influence on the relationships among work engagement, perceived organizational support, and the intention to stay. The findings of this research reveal that when employees consider themselves “key talents”, talent management is positively and significantly correlated with the intention to stay. Companies must continuously innovate their talent management strategies to meet employees’ high expectations for a favorable work environment and development opportunities, achieving mutual benefit for both the organization and its employees.

Association of workplace bullying and burnout with nurses’ suicidal ideation in Bangladesh

Suicidal ideation is a complex phenomenon influenced by several predisposing, contextual, and mediating factors that seem more common among healthcare workers, especially nurses. We investigated the association of bullying and burnout with suicidal ideation among Bangladeshi nurses and identified the associated factors. We conducted a cross-sectional study among 1264 nurses in Bangladesh between February 2021 and July 2021. We applied a modified Poisson regression model with robust error variance to determine the association of bullying and burnout with suicidal ideation. Among 1264 nurses, the female was 882 (70.02%), and the mean age was 28.41 (SD = 5.54) years. The prevalence of high levels of suicidal ideation was 13.26%. In the Poison regression model, high risk bullying (RR = 6.22, 95% CI 3.13–12.38), targeted to bullying (RR = 7.61, 95% CI 3.53–16.38), and burnout (RR = 8.95, 95% CI 2.84–28.20) were found to be significantly associated with suicidal ideation. Furthermore, we found significant interaction between workplace bullying and burnout with suicidal ideation (p < 0.05). The high prevalence of bullying, burnout, suicidal ideation, and their association indicate an unsafe workplace for the nurses. Initiatives are needed to make a favorable work environment to improve nurses' overall mental health and reduce suicide ideation.

Bone Cement Fumes Generated in Laminar Airflow Versus Conventionally Ventilated Operating Rooms: Does the Mixing System Matter?

Bone cement is commonly utilized in a variety of orthopaedic procedures and contains methylmethacrylate (MMA) monomer. MMA is a colorless, clear, flammable liquid of intense odor. Its vapor concentration in the immediate breathing zone can vary considerably in the operative setting and, in higher concentrations, can become an occupational health hazard. Therefore, reducing MMA vapor is desirable. The aim of this study was to compare the MMA vapor levels emitted during mixing among 5 commercially available cement-mixing systems across 2 operative settings: an operating room (OR) with conventional ventilation (CV) and an OR with laminar airflow (LAF). A prospective, in vitro study was conducted at a single hospital in an OR with LAF and in an OR with CV. MMA vapor release during the cement preparation of a SAWBONES femoral canal was measured with use of a calibrated MiniRAE 3000. A total of 5 different vacuum cement-mixing systems were utilized to mix the same cement type according to the manufacturer instructions of each system. MMA vapor concentrations were measured during 5 phases of mixing, and each mixing system was randomly utilized 10 times in each OR. When comparing the MMA concentration levels of each system between the 2 settings, emissions remained generally higher in the CV setting for every system and in nearly every phase. Among the 5 systems analyzed, System #5, the only entirely closed system, had the lowest overall emissions for each of the 5 phases in the CV setting. This study demonstrated that an operative environment with LAF is conducive to clearing the fumes of MMA during mixing as well as limiting the amount of time that residual fumes linger after mixing. Additionally, the entirely closed cement-mixing system was the most effective in minimizing fume levels within the CV setting. Utilizing this closed system, especially in an OR with CV, may reduce exposure to MMA fumes from bone cement, potentially creating a more favorable working environment. This study provides evidence that a closed cement-mixing system utilized under vacuum in both an OR with CV and an OR with LAF is effective in keeping MMA fume levels below those considered harmful by the U.S. Occupational Safety and Health Administration.

Comparative Assessment Of Job Satisfaction Among Frontline Health Care Workers In A Tertiary Hospital In South East Nigeria

Background: Job satisfaction cuts across facets of mental perception and responses individuals make towards their jobs. They include cognitive, affective, and behavioral components. In light of reducing workforce in the Nigerian healthcare, this study was aimed at comparing the outlook of job satisfaction among healthcare workers in Nnamdi Azikiwe University teaching Hospital, Nnewi, Nigeria. Methods: It was a cross-sectional study design with a sample size of 281 healthcare personnel consisting of doctors, nurses, medical laboratory scientists, pharmacists, physiotherapists, and radiographers using a structured, self-administered questionnaire. The data was analyzed using SPSS version 20. Statistical significance was set at p≤0.05. Results: The study showed that Radiographers and Physiotherapists averagely had the best job satisfaction scores in comparison to other healthcare personnel. Doctors and Nurses were noted to have the worst average scores in relation to other personnel. Conclusion: The disparity in job satisfaction among different professional cadres may be a reflection of disproportionate work expectations, outlooks, and rewards experienced by different professionals in the course of their duties. Favorable and unfavorable work environments and policies may be weighted differently in the work experience of different professionals.

Staff Satisfaction Assessment Systems Universities of Kyrgyzstan

This article explores the systems for assessing employee satisfaction in universities in Kyrgyzstan. It discusses various methods and tools used to evaluate employee satisfaction and their impact on overall effectiveness and development of the university. The article also examines the benefits and importance of employee satisfaction assessment systems for modern universities, their influence on creating a favorable work environment, and employee motivation. Readers will gain an overview of the main employee satisfaction assessment systems implemented in Kyrgyzstan’s universities and learn how these systems help improve working conditions and enhance the productivity of university staff.

The Effect of Work Environment on Employee Productivity in the Banking Industry in Indonesia: A Case Study on Ergonomics, Mental Health, and Operational Efficiency

The present research endeavors to examine the complex interactions among ergonomics, mental health, operational efficiency, and employee productivity in the ever-changing Indonesian banking sector. 200 participants in a sample from a range of roles contributed insightful information about the complex interactions between these important factors. Confirmatory factor analysis ensured the robustness of later structural equation modeling by confirming the measurement model's validity and dependability. The findings highlighted the beneficial effects of ergonomics, mental health, and operational efficiency on employee productivity, as well as considerable direct and indirect consequences. The structural model was further validated using the model fit indices and discriminant validity analysis. The model explains a significant amount of the variance in the Work Environment, according to the R-Square values. The research provides insightful information for managers of organizations, indicating that ergonomic enhancements, mental health, and operational effectiveness interventions can all work together to create a favorable work environment and, as a result, increase worker productivity in Indonesian banks.

The influence of nurse managers’ authentic leadership style and work environment characteristics on job burnout among emergency nurses

Background: Emergency nurses experience excessive workloads and high job burnout. Limited evidence exists exploring the role of authentic leadership and nurse work environment on job burnout among emergency nurses. Objective: To assess the influence of nurse managers’ authentic leadership and nurse work environment on job burnout among emergency nurses. Methods: A cross-sectional study was conducted among 160 emergency nurses working in six hospitals in the Sultanate of Oman. The Maslach Burnout Inventory, Authentic Leadership Questionnaire, and the Practice Environment Scale of the Nursing Work Index were used to assess study variables. Results: Of the 233 distributed surveys, 160 emergency nurses responded resulting in a response rate of 69%. More than two thirds of emergency nurses (72.1%) reported high levels of burnout. Authentic leadership and a favorable work environment were significantly associated with lower job burnout. Nurse managers’ transparency (β = - 0.481, p = 0.031), ethical/moral conduct (β = - .408, p = 0.043), managerial ability and support (β = - 0.497, p = 0.018), and adequate staffing and resources (β = -.068, p = 0.028) were all associated with lower job burnout. Conclusions: Results suggest the importance of providing effective leadership, adequate support to staff, maintaining optimum staffing and resources, and developing nurse managers' authentic leadership to reduce nurses’ job burnout.