Job-related Factors Research Articles

Individual and job-related antecedents of a global mindset: An analysis of international business travelers’ characteristics and experiences abroad

International organizations face an increasing need for employees, such as international business travelers (IBTs), with a global mindset to successfully conduct business abroad. But we lack knowledge about levers that are conducive to IBTs’ developing a global mindset. We collected quantitative data from 624 mainly German IBTs to measure their global mindset along with theory-driven individual and job-related antecedents. Structural equation modelling revealed that individuals’ personality traits (openness to experience, agreeableness), motivation (work-related travel readiness) and job-related factors (complexity of global roles, contact quality with foreign nationals) were positively related to the IBTs’ level of global mindset. Our study contributes, first, to research on global mindset, by identifying antecedents to its development and, second, to research on international business travel, by showing how specific features of travel experiences can be managed in order to enhance IBTs’ learning experiences.

Intention to leave and associated factors among psychiatric nurses in China: A nationwide cross-sectional study

BackgroundThe retention of psychiatric nurses is an important concern for healthcare administrators in China. However, Chinese psychiatric nurses’ intention to leave their jobs and the factors associated with it have been scarcely studied. ObjectiveTo investigate Chinese psychiatric nurses’ intention to leave their jobs, and to explore the associations between the intention to leave and individual characteristics, job-related factors and job satisfaction. DesignA cross-sectional, anonymous survey of a nationwide sample was conducted. SettingsThirty-two tertiary psychiatric hospitals in 29 provincial capital cities in China. ParticipantsAll 9907 nurses in 32 hospitals were targeted for this survey conducted in December 2017; 8493 responded (response rate = 85.7%), and 7933 (without logic errors in the data) were included in the analysis. MethodsA questionnaire was used to investigate the respondent’s intention to leave their job and to collect data on related factors, including individual characteristics (gender, age, marital status, educational background and self-rated health), job-related factors (professional title, working years, income, work hours, history of patient-initiated violence, perceived respect from patients, social recognition as well as physician-nurse coordination and trust) and job satisfaction. The short version of the Minnesota Satisfaction Questionnaire was used to assess job satisfaction. Chi-square tests and multilevel logistic regression analysis were used to examine associations between an intention to leave and other factors. ResultsAmong 7933 respondents, 20.2% reported an intention to leave their current jobs. The multiple regression analysis showed that better self-rated health (i.e. OR = 0.373, 95%CI = 0.308-0.452 for good health, reference: poor health), working more than 20 years (OR = 0.479, 95%CI = 0.389-0.590, reference: 20 years or less), higher monthly income (i.e. OR = 0.521, 95%CI = 0.399-0.680 for 6001–8000 RMBs, reference: 4500 RMB or less), perceived patient respect (OR = 0.727, 95%CI = 0.623-0.849), physician-nurse coordination (OR = 0.549, 95%CI = 0.480-0.629) and being satisfied with one’s job (OR = 0.373, 95%CI = 0.308-0.452) were negatively associated with an intention to leave; while those who were male (OR = 1.879, 95%CI = 1.605–2.199), working more than 40 hours per week (OR = 1.584, 95%CI = 1.374–1.825) and experienced patient-initiated violence in the past 12 months (OR = 1.566, 95%CI = 1.376–1.781) had a higher odds of reporting an intention to leave. ConclusionsSelf-rated health, monthly income, work hours, patient-initiated violence, perceived patient respect, physician-nurse coordination and job satisfaction are significant factors associated with a nurse’s intention to quit their job. In order to retain nurses in Chinese tertiary psychiatric hospitals, the government and hospital administrators should consider ways to address these factors.

Eldercare and Childcare: How Does Caregiving Responsibility Affect Job Discrimination?

Despite rising legal claims, little research has examined discrimination against job applicants or employees because of their family caregiving responsibilities. Across three studies, we examine discrimination in hiring and starting salary decisions among equally qualified job applicants based on their elder, child, or sandwiched caregiving responsibilities. In study 1, primary caregiving parents were less likely to be hired, were offered lower salaries, and were rated as less competent, committed, available, and agentic, compared to non-primary caregiving parents. In study 2, primary child and elder caregivers were less likely to be hired and received lower salaries, and they were evaluated more negatively on job-related factors than non-caregivers, especially if they were female. In study 3, primary sandwiched caregivers (i.e., those responsible for both elder and child care) were less likely to be hired and were given lower salaries than primary child caregivers in a male-dominated job. Sandwiched caregivers were evaluated more negatively than other caregivers in both female- and male-dominated jobs.

Evaluation of ergonomic working conditions among standing sewing machine operators in Sri Lanka

BackgroundStanding Sewing Machine Operators (SSMOs) are engaged in highly repetitive operations, and work while standing during their entire working hours. This leads to discomforts and Musculoskeletal Disorders (MSDs). However, there is a dearth of research in SSMOs’ working conditions.Objective: Aim of the study is to evaluate the prevalence of MSDs and related ergonomic risk factors among SSMOs in the Sri Lankan textile industry.Methods: The sample included 552 female sewing machine operators. Data were collected through self-reported questionnaires which included demographic, job-related factors and Cornell Musculoskeletal Discomfort Questionnaire [CMDQ], along with the application of validated ergonomic tools (Rapid Entire Body Assessment [REBA] and Strain Index [SI]) to assess the ergonomic risks amongst them. The inter-rater reliability test ensured the reliability among observers. An individual regression model was developed for each body parts to assess the associated risk factors.Results: The highest occurrence of musculoskeletal symptoms were in knee, foot, thigh, lower leg and lower back of SSMOs. REBA grand score (4–11) indicated that workers’ postures were at medium, high and very high risk levels necessitating evaluation to change. Moreover, SI indicated medium and high risk of upper extremity disorders. Finally, regression models revealed associated risk factors with musculoskeletal symptoms among various body parts including age, Body Mass Index (BMI), marital status, SSMO experience, job satisfaction, job stress, daily walking distance to the boarding place/factory, interest in job rotation and satisfaction with the design of sewing machine.Conclusion: The findings highlighted that the prevalence of discomfort and MSDs in the lower limbs were higher than in the upper limbs among SSMOs. The findings revealed the working conditions of SSMO and emphasised the need for ergonomic interventions to minimise the MSDs among them. Relevance to industryThe findings highlighted ergonomic risks among SSMOs and associated risk factors which will help managers and researchers better understand the working conditions of SSMOs. The identified risk factors could be considered during the implementation of standing sewing operation layouts and during the selection and allocation of new employees.

Work-Related Musculoskeletal Symptoms among Loggers in the Ark-La-Tex Region

ABSTRACTBackground: The U.S. logging sector is among the most dangerous industrial sectors, with high fatality and non-fatal injury rates. Limited research has addressed work-related musculoskeletal disorders among logging machine operators (LMOs). The purpose of this study was to estimate the 12-month prevalence of musculoskeletal symptoms and the associated work-related risk factors among LMOs in the Arkansas, Louisiana, and Texas (Ark-La-Tex) logging region.Methods: A self-administered 93-item questionnaire with six different sections: (1) demographics, (2) lifestyle and medical background, (3) work experience, (4) job training, (5) occupational heat-related stress, and (6) occupational injuries and MSS was administered to LMOs (n = 88) using Qualtrics Mobile Survey Software®. Poisson regression models were used to estimate crude prevalence ratios (PR), adjusted PR [aPR], and corresponding 95% confidence intervals (95% CI).Results: Regarding organizational, ergonomic, and handling equipment occupational factors and 12-month MSS prevalence, the adjusted model controlled for age, BMI, smoking status, and drinking status. For organizational, the most problematic factors for the lower back were performing a task over and over (63.2%) and working very fast, for short periods (60.0%). For ergonomics, the most problematic factor for the lower extremities was awkward or cramped conditions (58.1%) and for the lower back was bending/twisting back awkward (55.9%). Last, for handling equipment, the most problematic for both the lower back and lower extremities was handling or grasping small objects (57.1%).Conclusion: Our findings revealed associations between work-related MSS and specific job factors (e.g., organizational, ergonomic, handling equipment, etc.), extreme environmental conditions or environmental, and personal risk factors. In particular, study findings suggest lower back and lower extremities MSS are associated with the a majority of job-related risk factors, lower extremities with extreme environmental conditions, and neck and upper back with personal risk factors.

The Roles of Job-Related Psychosocial Factors and Work Meaningfulness in Promoting Nurses’ Bridge Employment Intentions

This study examined the relationships between preretirement job-related psychosocial factors (i.e., generativity opportunities, workplace incivility, and relational job crafting) and older workers’ bridge employment intentions, as well as the mechanism (i.e., work meaningfulness) underlying these relationships. A sample of 384 nurses who were 50 years old or older was used to test the hypothesized relationships. The results indicated that workplace incivility and relational job crafting, but not generativity opportunities, were significantly and directly related to bridge employment intentions. The associations of workplace incivility and relational job crafting with bridge employment intentions were partially mediated by work meaningfulness, and the relationship between generativity opportunities and bridge employment intentions was fully mediated by work meaningfulness. Implications of these findings and future directions were discussed.

Breast cancer risk by occupation and industry in women and men: Results from the Occupational Disease Surveillance System (ODSS).

The recently established Occupational Disease Surveillance System (ODSS) was used to examine breast cancer risk in women and men by occupation and industry. Ontario workers in the ODSS cohort (1983-2016) were followed up for breast cancer diagnosis through the Ontario Cancer Registry. Cox-proportional hazard models were used to calculate age-adjusted hazard ratios (HRs) and 95% confidence intervals (CIs). A total of 17 865 and 492 cases were identified in working women (W) and men (M), respectively. Elevated risks were observed in management (W: HR = 1.54, 95% CI = 1.40-1.70; M: HR = 2.79, 95% CI = 1.44-5.39), administrative/clerical (W: HR = 1.16, 95% CI = 1.11-1.21; M: HR = 1.45, 95% CI = 1.06-1.99), and teaching (W: HR = 1.54, 95% CI = 1.44-1.63; M: HR = 3.00, 95% CI = 1.49-6.03). Other elevated risks were observed in nursing/health, social sciences, and janitor/cleaning services for both genders. Common occupational associations in both genders warrant investigation into job-related risk factors, such as sedentary behavior, shift work, ionizing radiation, and chemical exposures.

Influence of Job Related Factors on Encouraging Savings for Health Care towards Old Age among Nurses in a Municipality, Ghana

In Ghana, the ageing population is projected to increase from 6.7% in 2010, to 11.9% by the year 2050. Meanwhile, the National Health Insurance Scheme (NHIS), does not include most age-related diseases. This makes it necessary for workers to make savings for health care towards their old age. The study determined the influence of job-related factors on savings for health care towards old age among nurses in a municipality in the Greater Accra Region. Data was collected using quantitative methods where 227 nurses from three health facilities responded to a structured questionnaire. Data were analysed using STATA version 15.1. Basic descriptive statistics were run, and the relationship between variables was analysed using simple and multiple logistic regression. A 95% confidence level (α=0.05) was used as a level of statistical significance. The prevalence of saving for health care among nurses was 80%. Job related factors such as a number of years in service, number of years left for retirement, ranks in the nursing, savings account, and incentives were significant in influencing savings for health care towards old age (p=0.002). Policy makers and senior management of health institutions should include; incentive packages, in the form of increased salaries, improved human resources policies; introduce early comprehensive pre-retirement education for all nurses to enable them to save for health care towards old age.

Relation of health status with distress and job-related risk factors

ENWEndNote BIBJabRef, Mendeley RISPapers, Reference Manager, RefWorks, Zotero AMA Rapolienė L, Gedrimė L, Mockevičienė D, Razbadauskas A. Relation of health status with distress and job-related risk factors. Family Medicine & Primary Care Review. 2019;21(2):130-137. doi:10.5114/fmpcr.2019.84549. APA Rapolienė, L., Gedrimė, L., Mockevičienė, D., & Razbadauskas, A. (2019). Relation of health status with distress and job-related risk factors. Family Medicine & Primary Care Review, 21(2), 130-137. https://doi.org/10.5114/fmpcr.2019.84549 Chicago Rapolienė, Lolita, Lina Gedrimė, Daiva Mockevičienė, and Artūras Razbadauskas. 2019. "Relation of health status with distress and job-related risk factors". Family Medicine & Primary Care Review 21 (2): 130-137. doi:10.5114/fmpcr.2019.84549. Harvard Rapolienė, L., Gedrimė, L., Mockevičienė, D., and Razbadauskas, A. (2019). Relation of health status with distress and job-related risk factors. Family Medicine & Primary Care Review, 21(2), pp.130-137. https://doi.org/10.5114/fmpcr.2019.84549 MLA Rapolienė, Lolita et al. "Relation of health status with distress and job-related risk factors." Family Medicine & Primary Care Review, vol. 21, no. 2, 2019, pp. 130-137. doi:10.5114/fmpcr.2019.84549. Vancouver Rapolienė L, Gedrimė L, Mockevičienė D, Razbadauskas A. Relation of health status with distress and job-related risk factors. Family Medicine & Primary Care Review. 2019;21(2):130-137. doi:10.5114/fmpcr.2019.84549.

Factors affecting employee performance: an empirical approach

PurposeNowadays, the phenomenon of increased competition between firms and their need to respond effectively to rapidly changing operational conditions, as well as to personnel requirements, has escalated the necessity to identify those factors that affect employee performance (EP). The purpose of this paper is to examine the interrelations between firm/environment-related factors (training culture, management support, environmental dynamism and organizational climate), job-related factors (job environment, job autonomy, job communication) and employee-related factors (intrinsic motivation, skill flexibility, skill level, proactivity, adaptability, commitment) and their impact on EP.Design/methodology/approachA new research model that examines the relationships between these factors and EP is proposed utilizing the structural equation modeling approach.FindingsThe results indicate that job environment and management support have the strongest impacts (direct and indirect) on job performance, while adaptability and intrinsic motivation directly affect job performance.Research limitations/implicationsA potential limitation of this research is that it is not focused only on one business sector (i.e. the sample is heterogeneous).Originality/valueIn this study, firm/environmental-related factors, job-related factors, employee-related factors and EP are incorporated in a single model using data from small- and medium-sized enterprises. Overall, the final model can explain 27 percent of EP variance (first-level analysis) and 42 percent of EP variance (second-level analysis).

Preliminary Effectiveness of a Smartphone App to Reduce Depressive Symptoms in the Workplace: Feasibility and Acceptability Study.

BackgroundThe workplace represents a unique setting for mental health interventions. Due to range of job-related factors, employees in male-dominated industries are at an elevated risk. However, these at-risk groups are often overlooked. HeadGear is a smartphone app–based intervention designed to reduce depressive symptoms and increase well-being in these populations.ObjectiveThis paper presents the development and pilot testing of the app’s usability, acceptability, feasibility, and preliminary effectiveness.MethodsThe development process took place from January 2016 to August 2017. Participants for prototype testing (n=21; stage 1) were recruited from industry partner organizations to assess acceptability and utility. A 5-week effectiveness and feasibility pilot study (n=84; stage 2) was then undertaken, utilizing social media recruitment. Demographic data, acceptability and utility questionnaires, depression (Patient Health Questionnaire-9), and other mental health measures were collected.ResultsThe majority of respondents felt HeadGear was easy to use (92%), easily understood (92%), were satisfied with the app (67%), and would recommend it to a friend (75%; stage 1). Stage 2 found that compared with baseline, depression and anxiety symptoms were significantly lower at follow-up (t30=2.53; P=.02 and t30=2.18; P=.04, respectively), days of sick leave in past month (t28=2.38; P=.02), and higher self-reported job performance (t28=−2.09; P=.046; stage 2). Over 90% of respondents claimed it helped improve their mental fitness, and user feedback was again positive. Attrition was high across the stages.ConclusionsOverall, HeadGear was well received, and preliminary findings indicate it may provide an innovative new platform for improving mental health outcomes. Unfortunately, attrition was a significant issue, and findings should be interpreted with caution. The next stage of evaluation will be a randomized controlled trial. If found to be efficacious, the app has the potential to reduce disease burden and improve health in this at-risk group.

Effects of individual and job characteristics on hotel contact employees’ work engagement and their performance outcomes

PurposeThis study aims to examine the effects of individual and job-related characteristics on employees’ work engagement and its influence on their performance outcomes. This study develops and tests the research model where the impact of positive affectivity, polychronicity and task significance on employees’ work engagement is investigated, and its consequences for employees’ job performance are analyzed.Design/methodology/approachThe relationships between study constructs were tested using the structural equation modeling. Data were collected from 222 hotel contact employees from the Pomeranian Voivodeship, a tourist destination of northern Poland.FindingsThe study findings confirmed that positive affectivity and polychronicity, as personality characteristics and task significance as a job characteristic exert a significant and positive impact on hotel employees’ work engagement, which in turn enhances the level of their job performance. Additionally, polychronicity was significantly related to hotel employees’ job performance. Of all the analyzed predictors, task significance appeared to be the strongest driver of hotel employees’ work engagement. A direct relationship between polychronicity and hotel employees’ job performance was also confirmed by this study.Practical implicationsHotel organizations are recommended to modify the standards of their recruitment and selection process and incorporate additional techniques to be more successful in hiring employees with an adequate personality profile (high in positive affectivity and polychronic tendency). The recruited suitable candidates should be guided effectively with appropriate human resource management practices, especially those that increase hotel employees’ experience of work meaningfulness. Therefore, they should be constantly assured, through a variety of management actions, about the influence and importance of their roles and the contribution to the service and organizational success.Originality/valueThis study contributes to a better understanding of the relationships between personality and job characteristics among frontline hotel employees, extending the study results to the context of East-Central Europe, where, to the best of the author’s knowledge, studies on simultaneous effects of individual and job-related factors on hotel employees’ work engagement and its behavioral consequences are still limited.

Prevalence of burnout, depression and job satisfaction among French senior and resident radiation oncologists

PurposeCancer caregivers are at high risk of burn-out, with potential severe consequences on professionals’ health and on patients’ care. We have investigated the prevalence of burn-out and its impact in terms of psychological morbidity among French radiation oncologists. Methods and materialsAn anonymous online questionnaire was advertised in all French senior radiation oncologists and residents, including demographical data, job-related stress factors, drug use, the Maslach Burn-out Inventory (MBI) and the General Health Questionnaire (GHQ-12). ResultsThe response rates were 37% (76 out of 204) for radiation oncologists and 22% (166 out of 751) for residents. Sixty-four (84%) radiation oncology residents and 104 (63%) radiation oncologists met criteria for moderate/severe burn-out (odd ratio 2.1 [95% confidence interval 1.0–4.8], P=0.03). Radiation oncology residents were more prone to depersonalization (P<0.001) and lower personal accomplishment (P<0.001). Burn-out was more frequent in radiation oncologists working for public facilities. Symptoms of depression (GHQ-12≥4) were reported by 42% of residents and 36% of radiation oncologists (P=0.40). Psychological morbidity, suicidal ideation and anxiolytic consumption were more frequent in burnt out responders. ConclusionOur figures are in the highest range of published data. Active screening and prevention of burn-out should be implemented and particularly aimed at radiation oncology residents.

Reworking Job Satisfaction in a Contemporary Higher Education Institution

The academic profession in South Africa faces great uncertainties in terms of its future. Focusing on academics’ job satisfaction and finding effective items that impact on the level of job satisfaction is crucial. The main purpose of this research is to examine the effects of demographics on levels of satisfaction among academics in a contemporary higher education institution in South Africa. A quantitative design using a survey approach was adopted for this study. The Job Descriptive Index inventory (JDI) was used to measure seven dimensions of job satisfaction among academic staff. A two-section questionnaire was administered to a quota sample of 500 academic staff in a university in South Africa. Data was analysed using descriptive statistics and one-way analysis (ANOVA). The findings indicated that academic staff were moderately satisfied with their jobs. However, the most significant job satisfaction factors that affected the level of academic job satisfaction were the physical work environment and promotional opportunities. The median group differences existed between responses based on age, gender, designation and years of service of the academic staff. Job satisfaction was also significantly associated with job-related factors such as relationships with colleagues, departmental management support, career opportunities and training, remuneration and the nature of the job. The findings of the current study may be used by managers in higher education institutions to improve the level of job satisfaction among academics in the sector, thus preventing further job dissatisfaction. The study provides evidence that job satisfaction could contribute to the success of the higher education sector. The study will be useful for university management in improving overall job satisfaction as it suggests some strategies for job satisfaction practices. The study also provides updated insights into the effects of demographics on levels of job satisfaction among academics in a contemporary higher education institution in the context of South Africa, thereby addressing a research gap in this subject.

Breast Cancer Risk by Occupation in Females and Males in Ontario, Canada: Results from the Occupational Disease Surveillance System (ODSS), 1983-2016

Background: While breast cancer is one of the most commonly diagnosed cancers among women, it accounts for fewer than 1% of cancer cases in men worldwide. Few prior studies have been able to study breast cancer in working men. This study uses data from the recently established Occupational Disease Surveillance System (ODSS) to examine risk of breast cancer in both women and men across different occupation groups.Methods: The ODSS was established through the linkage of existing administrative data and contains information on 2,190,246 Ontario workers (1983-2016). Workers were followed up for breast cancer diagnosis in the Ontario Cancer Registry (OCR). Cox-proportional hazard models were used to calculate age-adjusted hazard ratios (HR) and 95% confidence intervals (CI).Results: A total of 17, 865 and 492 breast cancer cases were identified in working women and men, respectively. Across both sexes, statistically significant (p&amp;lt;0.05) elevated risks were observed in management (w: HR 1.57, 95% CI 1.42-1.73; m: HR 2.41, 95% CI 1.24-4.66), administrative and clerical (w: HR 1.16, 95% CI 1.11-1.21; m: HR 1.56, 95% CI 1.13-2.13), and teaching occupations (w: HR 1.49, 95% CI 1.41-1.59; m: HR 2.82, 95% CI 1.40-5.66). Other statistically significant elevated risks were observed in social sciences, nursing and other health, transport and equipment operating, and sales commodity occupations for both sexes.Conclusions: Similar findings were found in women and men that warrant further investigation into job-related factors, such as sedentary behaviour, stress, shift work, and for some occupations, radiation exposure. The findings from this study, if validated in other study samples, may help focus breast cancer prevention and education efforts for both females and males.

The Relationship between Professional Competence and Productivity and its Impacts on Teachers’ Job Satisfaction at Junior High School Rawajitu Timur Lampung

Teachers’ job satisfaction is an interesting and imperative issue for both teachers and educational institutions. Job satisfaction enhances the quality of teacher's life. As for the educational institutions, the stability of job satisfaction level will establish a balance between and smoothness of productivity and professional teachers’ competence. This study identifies the relationship between professional competence and teachers’ productivity and its impacts on teachers’ job satisfaction. Using questionnaires as the research instrument, this quantitative study revolves around the context of Rawajitu Timur Lampung. For this study, 44 teachers from three different high schools were selected as the respondents. A descriptive analysis generated revealed high levels of professional competence, teachers’ productivity, and teachers’ job satisfaction. Using Pearson correlation, the result showed that there was a significant positive relationship between professional competence and teachers’ productivity towards teachers’ job satisfaction, respectively. In addition, multiple regression analysis revealed that the combination of professional competence and teachers’ productivity increased teachers’ job satisfaction. The finding demonstrated the area of teachers’ job satisfaction and related factors to fathom greater the relationship between teachers' professional competence and productivity. Taking into account the results of the study, educational institutions may boost teachers’ professional competence and productivity to nurture job satisfaction.

Job Satisfaction and Intention to Leave: A Study of Financial and Internal Audit Executive Staff of Public Universities in Sri Lanka

This study aims to measure the relationship between job satisfaction and intention to leave among the Financial and Internal Auditing Executive officers in the Public-Sector Universities in Sri Lanka. The objectives of the study are; to measure the level of job satisfaction of financial and Internal Executive Officers in the Public Sector Universities in Sri Lanka, identify the factors affecting the level of job satisfaction of financial and Internal Executive Officers in the Public Sector Universities in Sri Lanka and examine the influence of the level of job satisfaction of Financial and Internal Executive Officers in the Public Sector Universities in Sri Lanka on their intention to leave. Two models were used to measure the influence of variables; Model A assessed the relationship between the selected job-related factors and the level of job satisfaction. Model B measured the relationship between job satisfaction and intention to leave. Data were analyzed using descriptive and inferential (correlation, multiple regression analysis) statistics. One hundred and thirty executive staff members were selected through Proportionate Stratified Random sampling method from the public-sector universities in Sri Lanka. Questionnaires were administered to gather data and 128 questionnaires were received. Five job related factors; salary, promotion, training and development, relationships with co-workers and working conditions were selected for the study. The study’s findings show that there is a negative relationship between job satisfaction and intention to leave among the Financial and Internal Auditing Executive officers. Three factors; salary, relationship with co-workers and working conditions have shown a significant positive effect on the job satisfaction. Eexistence of negative relationship between job satisfaction and intention to leave from the organization will give signal for the authorities of higher education to consider that if the satisfaction is lower then there is a possibility of leaving from the organization.

Distress and demoralization of hospital nurses as a function of sources of stress and job seniority

AimTo explore job-related factors associated with distress and demoralization among hospital nurses, using a cross-sectional mixed-method design. BackgroundSources of job stress for nurses are mainly organizational or emotional care-related and can result in adverse outcomes such as distress or demoralization, but factors associated with demoralization in nurses still need to be thoroughly explored. MethodsA convenience sample of 150 nurses from three public hospitals completed an online survey on job stress, distress, demoralization, and feelings of entrapment in the caring profession. ResultsEmotional job stress was linked to higher distress and demoralization, compared to no job stress, and to higher feelings of entrapment, compared to both organizational and no job stress, among senior nurses. ConclusionsThis pilot study points to the study of demoralization as a promising line of research in hospital nursing, but further longitudinal studies with larger samples are needed.

Development and validation of the Polish version of Colquitt’s Organizational Justice Measure

Organizational justice is an important predictor of employees’ well-being and job performance. Colquitt’s Organizational Justice Measure (OJM) was designed to assess four aspects of justice – distributive, procedural, interpersonal and informational. The lack of a Polish version of the tool, however, has precluded its application in Poland. The objective of this study was to test the psychometric properties of the OJM in a Polish sample. The validating study was conducted on 2 participant samples (N = 209 and N = 659), employed in public and private companies. Both the exploratory and confirmatory factor analyses (EFA, CFA) as well as the estimation of internal consistency with Cronbach’s α method were conducted. Predictive validity was assessed by correlating organizational justice with job-related factors and outcomes, including job resources and counterproductive work behavior. The EFA and CFA supported a 4-dimension model of the OJM Polish version. This model indicated a better fit to data than the alternatively tested 1-factor, 2-factor and 3-factor models. The internal consistency of the scales was satisfactory, ranging 0.81–0.93 for various subscales. As expected, the overall organizational justice and the four subscales correlated positively with job resources and negatively with counterproductive work behavior. The Polish version of OJM has satisfactory psychometric properties and may be useful in assessing organizational justice in a Polish setting. Int J Occup Med Environ Health 2018;31(4):415–427

Work–family conflict in the sales force redux: A compendium of influencers

Selling is a primary function of channels of distribution with sales managers and salespeople markedly influencing channel success. Recently, salesperson work–family conflict has become a major concern, owing to its potential for adversely affecting sales force performance and thus impairing associated channel success. It has been extensively investigated in industrial-organizational (I/O) psychology, but sales scholars’ interest in it remains in the incipient stage. Whether findings from non-sales contexts are portable to a selling milieu remains an empirical question. This article presents an array of organizational- and managerial-related, individual job-related, individual person-related, technology-related, and contemporary selling environment-related factors that have been found to be or are logically associated with salesperson work–family conflict. The article thus seeks to facilitate sales researchers’ and practitioners’ efforts in undertaking empirical work and assisting salespeople to manage such conflict. To date, no previously published work has engaged in this charge.