Job-related Factors Research Articles

Factors Influencing Job Satisfaction Among Recently Qualified Resident Doctors: A qualitative study

Introduction: Public health systems throughout the world are constantly being confronted with serious shortages of doctors. The Saudi health system acknowledges the risks involved in its heavy dependence on non-Saudi doctors and has gradually expanded its efforts to nationalize its medical staff by improving the capacity of the medical education system through increasing the number of medical colleges. The objective of this study was to explore the most crucial factors that influence job satisfaction among recently qualified resident doctors in Saudi Arabia. Methods: The study used a qualitative approach, with in-depth interviews that were conducted with recently qualified resident doctors to gather information on the factors that were the most critical in affecting their job satisfaction early in their careers. Twenty-five qualified resident doctors were purposively selected for interviews. The participants were selected from various areas of specialization, such as internal medicine, surgery, pediatrics, obstetrics, gynecology, and emergency medicine. Results: This study emphasized the importance of improving the satisfaction levels of recently qualified resident doctors with respect to a range of job-related factors. The following seven themes emerged from the data: education and development, recognition and respect, professionalism, workload, healthcare facilities, patient adherence, and salary. Conclusion: An increased investment in medical education is recommended to improve educational outcomes. The satisfaction that recently qualified resident doctors have with regard to their salaries should be monitored continuously, and further evidence is needed to determine whether modifications are required. Improving the satisfaction levels of the resident doctors in the seven specific areas of their jobs can result in greater retention.

Occupational Well-Being in Beginning Early Childhood Educators of Hong Kong and the Prediction of Job-Related Factors: Variable-Centered and Person-Centered Approaches.

The occupational well-being (OWB) of early childhood educators (ECEs) play a crucial role in their job performance, the development of a child, and the operation of early childhood education sectors. OWB of ECEs has been an increasing concern in recent years and this concern might be particularly salient for beginning ECEs given the multiple adaptive changes and challenges they encounter during the transition from training to teaching. However, research on the beginning ECEs’ OWB has been scarce. In this study, we employed both variable-centered and person-centered approaches to explore OWB and examined job demands and resources as predictors in 117 Hong Kong beginning ECEs (113 females, Mage = 21.71 years). They first reported job demands (i.e., class size, working hours, dealing with children with special education needs) and job resources (i.e., salary and job support) at the end of the first month of the fall semester upon working as in-service teachers. They then reported on four OWB variables (i.e., job satisfaction, work engagement, job stress, and job burnout) at the beginning of the spring semester. Results of the variable-centered analysis revealed that beginning ECEs reported medium or above-medium levels on the positive OWB indicators and medium or below-medium levels on the negative OWB indicators. Regression analysis found that despite some exceptions, job demands and job resources negatively (positively) and positively (negatively) predicted positive (negative) OWB indicators, respectively. Results of person-centered analysis suggested that the complex pattern of different OWB indicators could be categorized into two OWB profiles (medium well-being vs. relatively weak well-being – emotional exhaustion). Results of regression analysis showed that beginning ECEs with higher job demands were less likely, whereas those with more job resources were more likely, to be assigned to the medium well-being profile. These results inform which leverage points could be targeted to enhance a specific OWB indicator and identify who would be in dire need to enhance their OWB at the very beginning of their teaching career.

Employees' Work-Related Well-Being during COVID-19 Pandemic: An Integrated Perspective of Technology Acceptance Model and JD-R Theory.

Employees’ work-related well-being has become one of the most significant interests of researchers and organizations due to the COVID-19 pandemic. This study examines how job characteristics such as mental load and team support, and technology-related factors such as perceived ease of use, perceived usefulness, and technology acceptance, impact employees’ work engagement as a dimension of work well-being. Data were collected through a sample of 610 academic employees from three Norwegian universities after COVID-19 restrictions were implemented. The structural model estimation showed that mental load, perceived team support, and technology acceptance were significantly related to work engagement. It also showed that perceived usefulness, perceived ease of use, and mental load were significantly related to technology acceptance. Furthermore, the analysis showed that technology acceptance partially mediates the relationship between job characteristics and work engagement, and fully mediates the relationship between technology-related perceptions and work engagement. Building on the technology acceptance model (TAM) and job demands-resources (JD-R) theory, this study provides insights into the effects of job-related and technology-related factors on remote workers’ well-being. By doing so, we contribute to the existing literature by demonstrating how remote working with the use of newly implemented technologies can be related to employees’ well-being during a pandemic.

The Effect of Black Tax on Employee Engagement: The Mediating Role of Idiocentrism-Allocentrism-A Case of Pharmaceutical Industry in Zimbabwe

Employees in the Pharmaceutical industry are coming late to work and knocking off early. These actions unveiled by the employees are likely to incur economic costs on the employer, occasioned by low employee productivity. Owners of production have expressed concern over the general low staff morale in the pharmaceutical sector. While most studies have concentrated on internal job-related factors as drivers of employee engagement, this study seeks to assess employee engagement as being influenced by black tax, an external factor. The main aim of the research was to establish the influence of black tax on employee engagement, being mediated by idiocentrism-allocentrism, particularly focussing on the pharmaceutical manufacturing and retailing industry in Bulawayo, Zimbabwe. The study employed the philosophical approach of pragmatism to guide the whole research. The researcher adopted a multi-stage sampling technique supported by the census technique to pick participants from the population. Closed and open-ended questionnaires were used to collect data from qualified pharmacists who are working in both the manufacturing and retailing industry in Bulawayo. Statistical Package for Social Sciences v23 (Process v3.5 by Andrew F. Hayes) was used to test the hypothesized relationship among variables. Qualitative data were analyzed using thematic analysis. The results suggest that black tax directly influence employee engagement in the presence of a mediator (idiocentrism-allocentrism). Furthermore, the results indicate that the indirect coefficient was partially significant, which means that idiocentrism-allocentrism has a partial influence on employee engagement. The researchers recommend that management should ensure that employees are motivated all the time. They should implement an open-door policy so that employees can share their issues that affect their engagement level at work.

A conceptual framework for supporting the mental health of the health workforce and key determinants

Abstract EXPH members and Opinion collaborators A conceptual framework was developed to guide the Opinion. The visual representation shows how determinants of mental health interact and displays the evolution of various mental health profiles of an individual over time under different stressful scenarios. Mental health is a continuum of two dimensions - mental wellbeing and mental health-illness. Mental health is influenced by a complex interplay of determinants. At work, these include both non-occupational and occupation-specific factors that interact. Following a particularly stressful event, an individual may face a possible deterioration in their mental health. There are various trajectories. The individual can respond or cope effectively and maintain his/her current level of mental health. If the stressor is intense, severe, and/or prolonged, deterioration in mental health may result. The level of deterioration depends on prior mental health and the interaction of non-occupational and occupation-specific factors. A recovery in mental health from the stressor may occur spontaneously or some form of intervention may be needed. Intervention could help to mitigate the appearance of a stressor (primary prevention), to mitigate impact of the stressor on mental health and/or ensure a rapid recovery from the stressor (secondary prevention), and/or decrease the rate of deteriorating mental health (tertiary prevention). Work-related risk factors related to mental health in the health workforce include issues related to role, relationships, control, demand, job-related factors, organizational environment, career-related factors, and interaction with non-work factors. Exposure-related concerns, burnout, and moral injury have received considerable attention during the COVID-19 pandemic.

Burnout, stress and Type D personality amongst hospital/emergency physicians

IntroductionIn previous studies, physicians have been identified as a high-risk group for burnout.Although the work environment has received more attention than specific determinants of personality traits, the latter might contribute to burnout.Study objective.We aimed to investigate the association of Type D personality, job and organizational determinants with burnout, stress and work engagement as outcome factors among emergency physicians and hospital physicians working in intensive care and surgery departments.We specifically focused on our group of emergency physicians.MethodsIn this cross-sectional study, self-report questionnaires were distributed via social media using a specific survey link to 531 Belgian hospital physicians working at the Emergency Department, Intensive Care, and Surgery Department between October 21, 2018, and April 11, 2019. The survey instrument included questions about sociodemographic characteristics, job characteristics, organizational factors, job satisfaction, social support by supervisors and colleagues (Leiden Quality of Work Questionnaire for Medical Doctors) and Type D personality (Distress Scale-14) and as outcomes burnout (Oldenburg Burnout Inventory) and work engagement (Utrecht Work Engagement Scale). A multiple regression analysis was used to examine the associations between the determinants and each of the outcomes with emergency physicians as the study population.ResultsEligible data were available for 436 questionnaires and involved 212 emergency physicians, 162 other hospital physicians (Intensive Care and Surgery Department) and 62 residents concerning both groups of physicians. Type D personality ranged from 28.5 to 29.1% in emergency physicians and other hospital physicians. Additionally, even after correcting for job-related and organizational factors, emergency physicians with Type D personality were seven times more likely to have a high risk for burnout.ConclusionAs a result, this study offers a new perspective on the associations between burnout, stress and Type D personality. Type D personality might be a personality-related risk factor for burnout among emergency physicians. Therefore, we recommend enhanced prevention measures that take into account this individual factor in the further development of coaching programs. Improving the professional well-being of emergency physicians is necessary, especially in the scope of the recent COVID-19 pandemic, which has put a high demand on acute and emergency care departments.

Examining associations among provider-family relationships, provider coping strategies, and family child care providers’ relationships with children

ABSTRACT Family child care (FCC) providers are key suppliers of care and education to young children, yet they often experience stressors that can influence their ability to provide developmentally appropriate care. This research sought to understand the direct and indirect associations among FCC providers’ relationships with families they serve, relationships with children in care (measured via closeness and conflict), and individual well-being (measured via coping skills). In this study, 888 FCC providers completed questionnaires. After controlling for demographic, job-related, and personal factors, path analysis revealed FCC providers reported higher closeness and lower conflict with the children in their care when they perceived more positive relationships with children’s families. In addition, more positive relationships with children’s families were associated with stronger FCC provider coping skills, which in turn, were associated with lower conflict and higher closeness within provider-child relationships. Suggestions are offered for future research and support of the well-being of FCC providers.

HUBUNGAN FAKTOR PEKERJAAN DENGAN KELELAHAN KERJA PADA PEKERJA LAPANGAN PROYEK PEMBANGUNAN GEDUNG PT. X DI JAKARTA PUSAT TAHUN 2020

Work fatigue can be determined by weakening the worker's body, impacting physical and mental performance decreasing. Job-related factors are one of the factors causing work fatigue, such as work duration, physical workload, and mental workload. This study aimed to determine the association between job factors and work fatigue among workers in PT. X building construction site at Central Jakarta. The research method used was quantitative analytic with a cross-sectional design. The research instrument used the IFRC questionnaire, NASA-TLX questionnaire, and pulse oxymeter. This research sample was 109 workers obtained with the accidental sampling technique, and data analyzed using the chi-square test. The results show that 50 workers (45.9%) had experienced a moderate category of work fatigue. The statistical analysis results showed a significant relationship between work duration (p-value = 0.000) and physical workload (p-value = 0.000) with work fatigue. Suggestions that need to be implemented by the company are to regulate work time and overtime according to applicable regulations and divide work shifts.

Factors Associated With Work-Life Balance and Productivity Before and During Work From Home.

Objectives:Considering the prevailing work from home (WFH) arrangement globally due to COVID-19, this paper aims to compare job-related and psychosocial factors before and during WFH setup; and to determine the relationship of these factors to work-life balance (WLB) and productivity.Methods:A total 503 employees from 46 institutions answered the online questionnaire, 318 of whom met the inclusion criteria. Paired t test and structural equation modeling (SEM) with multigroup analysis were used for the statistical analyses.Results:Psychological detachment (PD), sleep, stress, social support (SS), WLB, and productivity declined during WFH. SEM showed that PD significantly influenced stress and sleep, subsequently affecting productivity. SS significantly helped the participants maintain WLB.Conclusion:The key to increasing productivity and WLB during WFH is to foster PD and SS among employees.

Telework and Work–Family Conflict during COVID-19 Lockdown in Portugal: The Influence of Job-Related Factors

Even though research has been showing that telework, under regular circumstances, could benefit the integration of work and family life, mandatory telework during the COVID-19 lockdown brought additional challenges, with potential to create conflicts between work and family spheres. Using regression analysis, this study examined the contribution of demographic and job-related variables to the prediction of work–family conflict among a sample of 213 workers who were involved in mandatory telework during the first lockdown due to the COVID-19 pandemic. The results revealed that role overload, after-hours work-related technology use, and low job autonomy accounted for the prediction of work–family conflict. Support from the supervisors and coworkers did not have an impact in easing the perception of work–family conflict but presented a moderation effect between after-hours work-related technology use and work–family conflict. Implications of the study for management practices related to telework, limitations of the study, and directions for future research are discussed.

The Contribution of Adverse Childhood Experiences to Work-Related Stressors among Law Enforcement Officers

Abstract Objective: explore the role of law enforcement officers (LEOs) experiences of early adversity on work-related stress. Data/methods: LEOs were invited to participate in a data collection effort connected to a marketed LEO prevention toolkit on domestic violence (n = 247). Linear regression models were run to identify variables associated with work-related stress. Variables such as demographics, social behaviours, and other job-related factors were controlled for during analysis. Results: mean Adverse Childhood Experiences International Questionnaire (ACE-IQ) score of sample participants = 4.64; 95% of participants reported experiencing at least one ACE. ACEs are an important factor in later officer stress but is not significant when post-traumatic stress (PTS) is introduced to the regression models. ACEs, PST, and alcohol use are main explanatory variables of interest. Conclusions/implications: Out of our main variables of interest, ACEs were associated with LEO work-related stress, but the impact was blunted by PTS. PTS remained the only statistically significant variable associated with LEO work-related stress at the completion of analysis. ACEs have long been associated with development of PTS; thus, future research may explore how ACEs contribute to LEOs development of PTS.

Predictive Risk Factors and Occupational Impact of Self-Perceived Voice Problems in Preschool-Kindergarten versus First- to Sixth-Grade Teachers

Aim: The aim of this investigation was to complete a further analysis of existing data to compare risk factors of voice problems as well as create a hierarchical ranking of risk factors in preschool-kindergarten and 1st- to 6th-grade teachers in order to develop a voice hygiene program and prioritize its goals for each group of teachers. Methods: An online survey was completed by 148 preschool-kindergarten and 301 1st- to 6th-grade public school teachers. Participants were divided into four groups, preschool-kindergarten and 1st- to 6th-grade teachers with no self-perceived voice disorders and preschool-kindergarten and 1st- to 6th-grade teachers with self-perceived voice disorders. A χ2 test and a multivariate logistic regression model were used to examine the differences in answers between the preschool-kindergarten teachers with and without voice disorders and the 1st- to 6th-grade teachers with and without voice disorders and to identify the most important predictors. Results: The significant predictors for preschool-kindergarten teachers are frequently or sometimes continuing to talk after a breath cycle and being exposed to an excessive or a lot of noise generated in the classroom. The significant predictors for 1st- to 6th-grade teachers include having short breaks between classes and continuing to talk frequently after a breath cycle. Conclusions: Job-related risk factors in preschool-kindergarten and in 1st- to 6th-grade teachers may vary. Therefore, a preventative vocal hygiene education program specifically tailored for each population of teachers is suggested.

EMPLOYEES' TRAINING AND DEVELOPMENT AS EFFECTIVENESS INSTRUMENT FOR ORGANIZATIONAL PRODUCTIVITY IN MANUFACTURING SECTOR IN CHENNAI

The aim of this study is to examine the effectiveness of training and development in the manufacturing sector using training evaluation framework and transfer of training elements. Quantitative method through questionnaire survey was used for data collection in which questionnaires were distributed to respondents in various manufacturing companies in Chennai. The ndings of this study suggest that manufacturing employees were evaluated at all ve levels of evaluation, namely, the reaction, learning, behavior change, results and transfer of training levels. Factors that can affect the effectiveness of training in the manufacturing sector include lack of support from top management and peers, employees' individual attitudes, job-related factors and also the deciencies in training practice. Information obtained could be practical when management decides to analyze the evaluation and transfer of training elements that has been addressed in this study as to get management support and to create conducive environment to apply related skill and knowledge on the job.

The Prevalence and Associated Factors of Short Sleep Duration Among Nurses in Tertiary Public Hospitals in China: Findings from a National Survey.

BackgroundSleep is an essential component of health and well-being. Short sleep duration may negatively affect nurses’ health and patients’ safety.ObjectiveTo investigate the sleep duration and subjective satisfaction with sleep duration among nurses in tertiary public hospitals in China and to explore the associated factors.MethodsThis cross-sectional study was conducted between December 18 and 31, 2017 in 136 major public hospitals from 31 provinces in mainland China. An online anonymous questionnaire was delivered through WeChat. Totally 27,575 nurses completed the survey.ResultsThe response rate was 95.46%. The mean reported total sleep duration was 6.67±0.97 hours per day. About 46.87% (n=12,924) reported having short sleep duration (SSD, less than 7 hours per day), and 27.63% (n=7618) were not satisfied with their sleep duration. In the SSD group, 45.67% (n=5902) were dissatisfied with their sleep duration. SSD was significantly associated with sociodemographic factors, including an older age, having more than one child, being divorced or separated, and job-related factors, including longer working hours, more night shifts and heavy workload.ConclusionNearly half of the nurses in the public hospitals in China reported sleeping less than 7 hours, and more than one quarter were dissatisfied with their sleep duration. Interventions are needed to improve Chinese nurses’ sleep, including reducing working hours, night shifts or workload.

Association between Job-Related Factors and Work-Related Anxiety, and Moderating Effect of Decision-Making Authority in Korean Wageworkers: A Cross-Sectional Study.

Among the factors causing workers’ anxiety, job-related factors are important since they can be managed. Therefore, this study aimed to analyze the association between work-related anxiety and job-related factors among Korean wageworkers using data from the Fifth Korean Working Conditions Survey. Participants were 13,600 Korean wageworkers aged <65 years. We analyzed the association between job-related factors and work-related anxiety, and the moderating effect of decision-making authority. “Meeting precise quality standards,” “Solving unforeseen problems on your own,” “Complex tasks,” “Learning new things,” “Working at very high speed,” and “Working to tight deadlines” were positively associated with work-related anxiety. “Monotonous tasks” was negatively associated with work-related anxiety. The odds ratio (OR) of “Complex tasks” was higher in the group that had insufficient decision-making authority (OR 3.92, 95% confidential interval (CI) 2.40–6.42) compared to that with sufficient decision-making authority (OR 2.74, 95% CI 1.61–4.67). The risk of work-related anxiety was higher when the workers experienced time pressure, carried out tasks with high mental and physical demands, and dealt with unpredictable situations. This association was more pronounced when decision-making authority was insufficient.

Factors influencing nurses\u2019 intention to work in the oncology specialty: multi-institutional cross-sectional study

BackgroundNursing care for terminally ill cancer patients is routinely provided by oncology nurses in Saudi Arabia. Shortages and retention of oncology nurses is an important concern for healthcare leaders.ObjectivesTo identify and describe predictors of nurses’ intention toward working in the oncology specialty amongst three groups: undergraduate nursing students, oncology registered nurses and postgraduate oncology nursing students. In particular, the study sought to analyse association between individual characteristics, job-related factors, palliative care knowledge, attitude toward caring for dying patients, general self-efficacy, job satisfaction and intention to work in oncology.MethodsA cross-sectional study was conducted involving 477 participants in five major hospitals in Saudi Arabia. The Palliative Care Quiz for Nursing, Frommelt Attitudes Toward Care of the Dying Scale, General Self-Efficacy Scale and Minnesota Satisfaction Questionnaire short form were used for data collection. Multilevel logistic regression analysis was used to identify predictors associated with intention to work in oncology.Results43.9% (n = 208) of the sample reported an intention to work in oncology. Only one variable was a significant predictor of intention to work in oncology across all three groups studied: a more positive attitude toward caring for dying patients (Odds ratio (OR) = 1.09 [95% confidence interval (CI) 1.04–1.16]), (OR = 1.08 [95% CI 1.04–1.12]), (OR = 1.078 [95% CI 1.053–1.103] with P ≤ 0.001 for undergraduate, registered and postgraduate groups respectively. At post-graduate level, higher levels of palliative care knowledge and general self-efficacy were significantly associated with increased intention, whilst at undergraduate level, general self-efficacy was a significant predictor. Job satisfaction was a significant predictor of intention amongst registered nurses.ConclusionsAttitude toward caring for dying patients and general self-efficacy appear to be the most important predictors of intention to work in the oncology nursing specialty. However, the significance of influencing factors varied between the different groups of nurses studied. Perhaps surprisingly, palliative care knowledge was an influential factor amongst the postgraduate group only. The study results provide important insights for nursing leaders and policymakers in Saudi Arabia to inform the future planning of nursing workforce strategies to address shortages and retention of oncology nurses.

Malaysian Stakeholder Perspectives on Suicide-Related Reporting: Findings From Focus Group Discussions

Media guidelines on safe suicide-related reporting are within the suicide prevention armamentarium. However, implementation issues beleaguer real-world practice. This study evaluated the perspectives of the Malaysian media community, persons with lived experience of suicidal behavior (PLE), and mental health professionals (MHP) on suicide-related reporting in terms of the impact, strategies, challenges, and the implementation of guidelines on safe reporting. Three focus group discussions of purposively sampled Malaysian media practitioners (n = 8), PLE (n = 6), and MHP (n = 7) were audio-recorded, transcribed, coded and thematically analyzed. Inclusion criteria were: English fluency, no clinical depression or suicidal ideation (current), no recent previous suicide attempts or suicide bereavement. Three major themes emerged: (1) Unsafe Reporting; (2) Impact; and (3) Safe Reporting. Most described current reporting as unsafe by being potentially triggering to media users and may contribute to contagion effect. Positive impacts identified included raised awareness toward suicide and its prevention. Unsafe reporting was attributed to inadequate awareness, knowledge, and guidance, lack of empathy and accountability, job-related factors, popularity-seeking, lack of monitoring and governance, and information source(s) with unsafe content. Majority agreed on how suicide stories should be framed to produce a safe report. The media community diverged on how detailed a suicide story should be. Safe reporting challenges included difficulties in balancing beneficial versus harmful details, social media ubiquity and its citizen reporters. Participants suggested these safe reporting strategies: stakeholder engagement, educational approaches, improving governance and surveillance, and guidelines revision. Most acknowledged the relevance of guidelines but were unaware of the existence of local guidelines. Implementation challenges included the dilemma in balancing media industry needs vis-à-vis safe reporting requirements, stakeholder engagement difficulties and social media regulation. There is poor awareness regarding safe suicide-related reporting across all groups. PLE and MHP were negatively impacted by current unsafe messaging which aggravated trauma and grief reactions. Postvention support gaps for mental health professionals were highlighted. Safe reporting promotion strategies should include stakeholder engagement to increase awareness on minimizing Werther and maximizing Papageno effects. Strategic re-examination and dissemination of local media guidelines to address new media issues, and effective surveillance mechanisms, are crucial in sustainable improvement of safe reporting practices.

Gender Differences in Job Satisfaction and Work-Life Balance Among Chinese Physicians in Tertiary Public Hospitals.

Background: Gender has been associated with job-related experience, including job satisfaction and work-life balance. This study aimed to identify gender differences in job satisfaction and work-life balance among Chinese physicians in a large, nationally representative sample.Methods: A national cross-sectional survey was conducted between March 18 and 31, 2019, using an anonymous online questionnaire. The questionnaire included the short-form MSQ (Chinese version) and a work-life balance item. The demographic and job-related factors were also collected.Findings: In total, 22,128 physicians (9,378 males and 12,750 females) from 144 tertiary public hospitals completed the survey. The overall MSQ score (job satisfaction) was 70.31 ± 12.67, and it was 69.89 ± 13.24 in males, and 70.63 ± 12.22 in females, respectively (p < 0.001). Only 931 (4.21%) physicians were very satisfied with WLB (421 males, 510 females), and 2,534 (11.45%) were rated as satisfied. Age, education, monthly income, working hours, specialty, and professional titles were significantly associated with job satisfaction; while number of children, specialty, professional titles, monthly income, age, working hours were significantly associated with WLB. No significant gender differences were observed in job satisfaction or WLB after controlling confounding factors (both p > 0.05).Interpretation: While many demographic and work-related factors are significantly associated with job satisfaction and WLB, we found no significant gender differences, which is different from many other studies. To improve Chinese physicians' job satisfaction and work-life balance, interventions should be focused on certain specialties and on other modifiable factors, such as income, working hours.

From curse to cure of workplace ostracism: A systematic review and future research agenda

Workplace ostracism is mistreatment in disguise that has spread its roots deep into organizations. This research has a threefold purpose. Firstly, to shed light on its seriousness by highlighting its personal, relational, and organizational impacts. Secondly, to identify buffering mechanisms that nullify its damaging impacts. Finally, to offer novel avenues for future research. The systematic review of 89 articles reveals workplace ostracism causes significant damages to employees, their personal and professional relationships, and organizations. It also reveals that employees' traits, abilities, skills, psychological states, job-related factors, support, culture, and religiousness cushion against ostracism's adverse impacts. Perhaps this is the first review that highlights workplace ostracism's relational impacts and systematically and comprehensively summarizes its buffering mechanisms as the cure to its curse. This review identifies literature gaps and proposes a future research framework and other future research directions for scholars to address them. It concludes with a discussion of practical implications.

The Role of Facets of Job Satisfaction in the National and Socioeconomic Differences in Overall Job Satisfaction: A Comparison Between Studies of Civil Servants in Great Britain and Japan.

To explore national and socioeconomic differences in overall job satisfaction, we examined whether those differences can be explained by what job-related factors. Our datasets for this study are from the Whitehall II study and the Japan Civil Servant Study. Of the participants who were 5540 cases, with 3250 people from Great Britain and 2290 from Japan. The odds ratio for job dissatisfaction was more than double in Japan compared with Britain. However, after adjusting the related factors-especially the facets of job satisfaction variables-the difference was reversed. Also, regarding the occupational differences, lower occupational grades had lower risks of overall job dissatisfaction, after adjusting for related factors. The national and socioeconomic differences in overall job satisfaction were strongly related to facets of job satisfaction rather than job stress factors.