Lack Of Reward Research Articles

A study on the relationship between job-stress and burnout: Focusing on job domain among medical technologists in South Korea

This study analyzed the relationship between job stress and burnout among medical technologists in South Korea by job domain. Most job stress factors showed significant correlations with burnout. Among the job stress factors, job demand, job instability, lack of reward, and occupational climate had significant impacts on burnout scores, with occupational climate exerting the greatest influence. In analysis of job stress factors influencing burnout according to job domain, the diagnostic testing department was most affected by lack of reward. In the departments of pathological examination, physiological testing, and health screening, occupational climate had a significant impact on burnout scores. This study demonstrated that the job-related stress experienced by medical technologists in South Korea is closely associated with burnout. To maintain work efficiency, it is essential that job-related burnout be addressed.

Lack of Control, Lack of Reward and Lack of Fairness in Relation to Academic Burnout Among Students

Students who cannot manage the demands of academic life are prone to burnout. This study aims to determine the influence of lack of control, lack of reward, and lack of fairness on academic burnout among students. The research method used is quantitative correlational. Data collection tools include the Maslach Burnout Inventory Student Survey (MBI-SS), lack of control scale, lack of reward scale, and lack of fairness scale. The study involved 125 students. Hypotheses were tested using ordinal regression analysis and Spearman correlation with the help of SPSS. The results showed that lack of control, lack of reward, and lack of fairness significantly influence academic burnout with a significance value of 0.000 < 0.05.

A Volunteer Passion: A Qualitative Look at How We Measure and Reward the Work of Medical Educators.

Background Medical educators face many challenges, including the absence of defined roles, lack of standard career paths, and limited support in systems that generally prioritize research and clinical productivity over educational activities. Providers also teach to widely varying degrees. This study was designed to specifically examine the professional rewards and obstacles experienced by physicians who have dedicated significant energy and career focus to medical education. Methodology A phenomenological approach was used in this qualitative study.Purposeful sampling was utilized to identify medical educators from different institutions and geographical areas. Participants were categorized by gender and career stage. Semi-structured interviews were conducted, and reflexive thematic analysis was used to develop themes across items and participants. Results Twenty-two medical educators were interviewed (11 males, 11 females), with an average age of 51 (range: 38-72) years. The average time from completion of training was 18 years (range: <1 to 41 years). Two main themes were constructed, which related to medical educators' career motivations and challenges: (1) Joy and purpose (subthemes: Interaction with learners, Impact, and Innovation) and (2) Everyone teaches(subthemes: Lack of recognition, Lack of reward, Malalignment of metrics) Conclusions The greatest source of motivation and satisfaction for medical educators is linked to the work itself; in addition to interactions with learners, educators derive pleasure from the innovation, collaboration, and systems thinking involved in their work. Importantly, participants also experience dissatisfaction, primarily due to a lack of recognition and reward, and metrics that do not consistently demonstrate their achievements.Participants provided examples of metrics that more accurately reflected the work of education; they identified clear benefits of academic promotion; and they highlighted significant challenges in the promotional system. The implementation of appropriate systems of measurement and reward is needed to better support the work of medical educators. Our aim should benot only to increase opportunities for satisfaction but also to reduce factors that cause frustration and limit advancement.

Challenges in Implementation of Integrated Curriculum-Insights from Faculty’s Perspectives

Objective: The purpose of this study was to explore the barriers regarding implementing integrated undergraduate curriculum perceived by medical faculty.Methodology: From October - November 2023, a qualitative exploratory study was carried out at undergraduate medical college that successfully implemented integrated curriculum. We recorded and transcribed a total of twelve semi-structured interviews. Faculty perspectives of the issues preventing a smooth transition to an integrated curriculum were investigated both before and after it was implemented, using a thematic content analysis approach.Results: Faculty who had seen the programme firsthand determined that four initial barriers were genuine: faculty reluctance, a lack of rewards, inadequate resources, and a lack of preparation. Following the event, four more barriers were found, including a lack of administration, a disregard for the concerns of the faculty, a communication breakdown, and challenges in determining suitable assessment.Conclusions: Curriculum integration at undergraduate medical institutions may fail for a number of reasons if they are overlooked. The regulatory agency should establish relevant and adequate policies to guarantee the control over the obstacles.

Government innovation management: challenges and opportunities

PurposeThis paper aims to identifying challenges faced by innovation in the public sector of Jordan.Design/methodology/approachA qualitative method was adopted for achieving the study objective with the undertaking of thematic analysis upon the answers of respondents in relation to the challenges for innovation within the public sector of Jordan. There were 25 semi-structured interviews conducted with organizational development managers, innovation assessors working within the public sector and other experts.FindingsThe aspect of the government innovation concept that is most important is the creation of added value, and also that innovation is a process that is individual rather than one that is institutional. Leaders or managers and the employees are considered as primary sources for the innovation in government. On the basis of the analysis of the data within the study, it was concluded that the challenges faced by innovation management within the public sector of Jordan can be considered as being a lack of a culture that is supportive of innovation, a lack of vision for innovation, a lack of institutionalization, a lack of an innovation plan at the national level, a general lack of awareness, the bureaucracy and the rigidity of the organizational structures, the excessive routine, the lack of rewards and incentives, the lack of training, the lack of financial resources and, finally, the silo effect. Several recommendations are provided by the study for improving the reality for government innovation including the building of organizational culture for supporting innovation, the activation of open communication, the development and training of employees and the provision of proper incentives for them.Originality/valueA conceptual model has been put forward by the study that may be employed in the assessment of challenges faced by managers when seeking to implement innovation management within institutions in the public sector. The study can also benefit both decision makers and practitioners and the makers of public policy within the public administration of Jordan, especially in relation to government innovation through the identification of all the challenges faced by innovation management in Jordanian public sector, and the provision of useful strategies and mechanisms that can help in the mitigation of those challenges and the improvement of innovation management levels in Jordanian government. Further, the study results can act as a catalyst for the issuing of annual innovation reports within the government sector of Jordan.

A Study on Irritable Bowel Syndrome (IBS) in Mental Health Professionals and the Psychosocial Factors Affecting This

Introductionhe present study investigates irritable bowel syndrome in mental health professionals and the characteristics of psychosocial factors that affect this.ObjectivesMethodsThe present study selected an irritable bowel syndrome group among 291 mental health professionals based on the Rome III criteria, and investigated demographic variables. The Hospital Anxiety Depression Scale (HADS), Psychosocial Well-being Index (PWI), and Korean Occupational Stress Scale (KOSS) were used to evaluate psychosocial factors. An independent t-test and chi-square test were used to determine differences between the groups, and a logistic regression analysis was used to determine the odds ratio (OR) of IBS based on occupational stress. SPSS 21.0 (IBM Statistical Package for the Social Sciences 21.0) was utilized for all statistics.ResultsDifferences in demographic variables based on IBS group were not statistically significant. Depressive symptoms (t = -4.767, p&lt;0.001) and anxiety (t = -4.068, p&lt;0.001) were higher in the IBS group, and psychosocial well-being was lower (t = 2.288, p&lt;0.05). The OR of IBS based on depressive symptoms was 5.737 (95% CI = 2.24–14.69). There were significant differences in occupational stress based on IBS within the subordinate domains of physical environment (t = -3.160, p&lt;0.01), job demand (t = -3.273, p&lt;0.01), interpersonal conflict (t = -2.295, p&lt;0.05), job security (t = -3.005, p&lt;0.01), and lack of reward (t = -2.046, p&lt;0.05). The OR of IBS based on the subordinate domains of occupational stress was 3.708 (95% CI = 1.20-11.41) in physical environment, and 3.759 (95% CI = 1.33-10.56) in job demand.ConclusionsThe results of the present study verify that psychosocial factors in mental health professionals have a close correlation with IBS. Accordingly, improvements in both IBS symptoms and quality of life should occur through proactive intervention in these variables.Disclosure of InterestNone Declared

On the Continued Need for Replication in Media and Communication Research

Common models of the scientific method articulate the processes by which we hypothesize about the correlation between variables and then test those predictions to make incremental conclusions about the world around us. Implied in this process is the replication and extension of that knowledge to various contexts. As with other social sciences, published analyses have demonstrated that media and communication scholarship suffers from a lack of replication studies, often due to presumptions about the lack of reward or incentive for conducting this work—such as perceived difficulties securing support for and/or publishing these studies. This commentary will reflect on and reinforce arguments for the intentional and important role of replication studies in media and communication scholarship. The essay reflects on replication as a key to post-positivist approaches, and then highlights recent developments that center replication work as key to scientific progression.

Ways of Being Smart in Engineering: Beliefs, Values, and Introductory Engineering Experiences

Common discourse conveys that to be an engineer, one must be “smart.” Our individual and collective beliefs about what constitutes smart behavior are shaped by our participation in the complex cultural practice of smartness. From the literature, we know that the criteria for being considered “smart” in our educational systems are biased. The emphasis on selecting and retaining only those who are deemed “smart enough” to be engineers perpetuates inequity in undergraduate engineering education. Less is known about what undergraduate students explicitly believe are the different ways of being smart in engineering or how those different ways of being a smart engineer are valued in introductory engineering classrooms. In this study, we explored the common beliefs of undergraduate engineering students regarding what it means to be smart in engineering. We also explored how the students personally valued those ways of being smart versus what they perceived as being valued in introductory engineering classrooms. Through our multi-phase, multi-method approach, we initially qualitatively characterized their beliefs into 11 different ways to be smart in engineering, based on a sample of 36 engineering students enrolled in first-year engineering courses. We then employed quantitative methods to uncover significant differences, with a 95% confidence interval, in six of the 11 ways of being smart between the values personally held by engineering students and what they perceived to be valued in their classrooms. Additionally, we qualitatively found that 1) students described grades as central to their classroom experience, 2) students described the classroom as a context where effortless achievement is associated with being smart, and 3) students described a lack of reward in the classroom for showing initiative and for considerations of social impact or helping others. As engineering educators strive to be more inclusive, it is essential to have a clear understanding and reflect on how students value different ways of being smart in engineering as well as consider how these values are embedded into teaching praxis.

Patologi Dalam Evaluasi Kebijakan Publik Di Kementerian Agama

This type of personnel expenditure is one of the plans that needs to be calculated carefully because in personnel expenditure problems often occur minus or surplus budgets at the end of the year which result in not achieving proper reporting. The purpose of this analysis is to carry out an analysis of the occurrence of minus budgets in personnel spending and strategies to solve these problems using SWOT analysis. This analysis was carried out using a qualitative approach. The types of data used in this study are primary data types, namely observations and interviews during the Forum Group Discussion and secondary data types, namely documents, journals, financial reports and other data related to the problem being analyzed. The results of this study are as follows: 1) the placement of personnel expenditures for all work units in a district/city area is in the Secretary General's DIPA which can break the chain of minus budget problems evenly so that it makes it easier to solve problems, 2) the problem of adding tasks to the finance section can be done by improving the performance management of the financial section. Conclusion: the completion of the minus budget can be used by placing the employee budget in one work unit, 3) pathology in bureaucracy conducted in readiness of employee and lack of reward. Placement of the budget in a work unit must be followed by the consequences affected by the transfer so that it does not cause problems.

Characteristics of Korean Employees Without Depression but Having Suicidal Ideation.

The aim of this study was to identify the factors related to suicidal ideation targeting the risk group showing suicidal ideation despite the absence of depression in Korean workers. The data of 14,425 participants who were employees aged of 18 to 75 years who attended a mental health checkup program at the Workplace Mental Health Institute, Kangbuk Samsung Hospital from June 2015 to October 2019 were analyzed. A self-report questionnaire consisting of sociodemographic factors, suicidal ideation, job stress, levels of depression and anxiety, and resilience was administered. A Hierarchical logistic regression model was used with suicidal ideation as dependent variable. Separate analyses were conducted according to depressive symptoms using the 20-item Center for Epidemiological Studies Depression (CES-D) scale. Being women, older, and having low resilience, more perceived stress, more severe anxiety and less sleeping hours were associated with suicidal ideation in no-depression group (CES-D <16). In the subcategories of job stress, lack of reward was significantly associated with suicidal ideation in no-depression group. This study identified the characteristics of a group that has no depression but has suicidal ideation in Korean workers. Among job stress items, lack of reward is a clear characteristic to be considered with caution in this group.

Assessing Job Satisfaction in the Bangladeshi Readymade Garment Industry: A Study of Shams Styling Wears Limited Using PLS-SEM Modeling

Job satisfaction has been a significant issue worldwide. Dissatisfied employees cannot devote their full attention to their work. Despite making up 84.4% of Bangladesh's total exports, the RMG business is home to some of the country's most dissatisfied workers. Consequently, this sector is essential to the economy. Therefore, RMG employees should be pleased to contribute to the economy. Several regrettable factors contribute to Bangladeshi RMG factories' tension and consequently, poor output. Factors such as a lack of job security, lack of trust, poor working conditions, compensation, other financial incentives, a lack of rewards and recognition, etc., may predict frustration among Bangladeshi RMG workers. The low wages of Bangladesh's RMG workers are strongly associated with their discontent. In the industry, worker discontent is a magnet for violence. Obviously, without a supportive work environment, employee satisfaction on the job does not affect how conflicts are resolved within the organization. This quantitative analysis employs a strategy of random sampling. 384 Bangladeshi employees of the RMG manufacturer Shams Styling Wears Limited in Savar, Dhaka, were surveyed using a structured questionnaire. PLS-SEM was utilized to analyze the data. According to the findings of this study, conflict resolution effectiveness is associated with greater job satisfaction at Shams Styling Wears Limited. Indirectly, the relationship between job satisfaction and conflict resolution was also found to be influenced by the organizational climate.

Assessing Job Satisfaction in the Bangladeshi Readymade Garment Industry: A Study of Shams Styling Wears Limited Using PLS-SEM Modeling

Job satisfaction has been a significant issue worldwide. Dissatisfied employees cannot devote their full attention to their work. Despite making up 84.4% of Bangladesh's total exports, the RMG business is home to some of the country's most dissatisfied workers. Consequently, this sector is essential to the economy. Therefore, RMG employees should be pleased to contribute to the economy. Several regrettable factors contribute to Bangladeshi RMG factories' tension and consequently, poor output. Factors such as a lack of job security, lack of trust, poor working conditions, compensation, other financial incentives, a lack of rewards and recognition, etc., may predict frustration among Bangladeshi RMG workers. The low wages of Bangladesh's RMG workers are strongly associated with their discontent. In the industry, worker discontent is a magnet for violence. Obviously, without a supportive work environment, employee satisfaction on the job does not affect how conflicts are resolved within the organization. This quantitative analysis employs a strategy of random sampling. 384 Bangladeshi employees of the RMG manufacturer Shams Styling Wears Limited in Savar, Dhaka, were surveyed using a structured questionnaire. PLS-SEM was utilized to analyze the data. According to the findings of this study, conflict resolution effectiveness is associated with greater job satisfaction at Shams Styling Wears Limited. Indirectly, the relationship between job satisfaction and conflict resolution was also found to be influenced by the organizational climate.

Sense of Competence and Feelings of Stress of Higher Education Faculty in the Transition to Remote Teaching: What Can We Learn from COVID-19 Pandemic in the Long Run

This study focuses on measuring and characterizing the sense of competence and feelings of stress of higher education faculty in the transition to ‘Emergency Remote Teaching’ due to the COVID-19 pandemic and their willingness to adopt it in future. A total of 318 higher education faculty responded to a new questionnaire, developed and validated by the researchers. The findings show that the faculty experience a high sense of competence, related to positive feedback on remote teaching, a tighter trust relationship with the students, and their personal and professional development in the field of techno-pedagogy. Higher education faculty indicate feelings of stress on a medium-low level manifested by frustration and overburden due to difficulties in their interaction with the students, lack of reward, vague home–work boundaries, and techno-pedagogical challenges. The findings show that the more competent and the less stress higher education faculty feel regarding remote teaching, the more they wish to adopt it in future. The findings outline a desirable way to support higher education faculty and their professional development, aiming to reduce feelings of stress and enhance their sense of competence in remote teaching. Thus, they can implement changes, facing the challenges and expectations of higher education’s “new normal” in which technology will play a key role.

How do Effort, Reward, and Their Combined Effects Predict Burnout, Self-rated Health, and Work-family Conflict Among Permanent and Fixed-term Faculty?

Employment conditions and psychosocial factors have been linked to various health-related outcomes in different occupational groups, but few studies focus on the conditions in academia. This study explores the effects of effort, reward, and their interaction to explain health-related outcomes, namely burnout, self-rated health, and work-family conflict among academic faculty in Sweden. We also explore these effects among those with permanent and fixed-term employment contracts. Questionnaire data, collected online in 2016, came from 2335 employees (57% women) with a doctoral degree, working at a Swedish higher education institution. Latent moderation analysis combined with multi-group analysis was conducted. Main effects of effort were found for all health-related outcomes revealing that effort was associated with higher burnout, poorer self-rated health, and greater work-family conflict. Reward was negatively associated with burnout and self-rated health revealing that reward reduced burnout and improved self-rated health. The interaction between effort and reward was significantly associated with all outcomes among permanent contract employees, but was non-significant among those with fixed-term contracts. This may suggest that fixed-term faculty are less affected by the presence or lack of reward. Overall, the findings emphasize the importance of the psychosocial work environment to understand health-related consequences for permanent and fixed-term faculty with a doctoral degree.

Occupational stress changes and new-onset depression among male Korean manufacturing workers.

Studies on the association between occupational stress and depression have been frequently reported. However, the cross-sectional designs of studies limited insight into causal associations. In this study, we investigated the longitudinal association between occupational stress and new-onset depression among employees in a single manufacturing plant. The annual health checkup data of employees at a manufacturing plant in Korea were collected. A total of 1,837 male employees without depression who completed a health checkup during two consecutive years were included. Occupational stress was measured using a short form of the Korea Occupational Stress Scale (KOSS-SF), and depression was assessed using a Patient Health Questionnaire-2. The association between occupational stress change over the two years and newly developed depression was investigated using two logistic regression models. Across all sub-factors of KOSS-SF, employees who reported increased occupational stress had a higher risk of new-onset depression. Newly developed depression was significantly associated with job demand (odds ratio [OR]: 4.34; 95% confidence interval [CI]: 2.37-7.96), job insecurity (OR: 3.21; 95% CI: 1.89-5.48), occupational climate (OR: 3.18; 95% CI: 1.91-5.31), lack of reward (OR: 2.28; 95% CI: 1.26-4.12), interpersonal conflict (OR: 2.14; 95% CI: 1.18-3.86), insufficient job control (OR: 1.93; 95% CI: 1.05-3.56), and the organizational system (OR: 1.84; 95% CI: 1.01-3.36). For every sub-factor of the KOSS-SF, occupational stress increase and persistent high stress were associated with the risk of developing new-onset depression. Among the seven sub-factors, job demand had the most significant effect. Our results show that occupational stress should be managed to promote employee mental healthcare.

Changes in working status after cancer diagnosis and socio-demographic, clinical, work-related, and psychological factors associated with it

BackgroundWhile many studies investigated changes in working status in cancer survivors, most studies have been performed in survivors of breast cancer and few studies evaluated factors associated with changes in the working status of cancer survivors comprehensively. We aimed to evaluate the changes in the working status of cancer survivors after diagnosis and socio-demographic, clinical, work-related and psychological factors associated with it.MethodsWe conducted a cross-sectional survey of adult patients with cancer who were working at the time of diagnosis. A trained interviewer inquired about participants’ current working status, including leave of absence, discontinuing, continuing, and changing work. Sociodemographic, clinical, work-related and psychological factors were measured. Multinomial logistic regression was used to identify factors associated with changes in the working status.ResultsAmong the 730 patients, 29%, 18% and 6% were currently on a discontinued working, leave of absence and had changed jobs, respectively. Patients who discontinued working after cancer diagnosis were more likely to be female, have ≥ $3,000 of monthly family income, not be the principal wage earners for their families and be blue-collar workers. In clinical characteristics, advanced-stage cancer and experienced cancer recurrence was associated with leave of absence and discontinued working. In work-related and psychological factors, stress due to insufficient job control (relative risk ratio [RRR] = 2.26), interpersonal conflict (RRR = 1.86), job insecurity (RRR = 2.63), organizational system (RRR = 3.49), and lack of reward (RRR = 11.76), and less meaning to work were more likely to discontinue working after a cancer diagnosis.ConclusionOccupational health care professionals and other stakeholders need to openly communicate with patients with cancer about potential barriers during the return-to-work trajectory.

Perceived Barriers to Serving on National Institutes of Health Scientific Review Groups Experienced by Black and African American Scientists

African American and Black scientists are awarded disproportionately fewer National Institutes of Health (NIH) grants than White scientists. Increasing Black representation on NIH scientific review groups (SRGs) likely will contribute to increased equity in funding rates because research topics of Black and African American scientists' submitted applications will be more highly valued; however, Black and African American scientists often perceive barriers that prevent them from serving on NIH SRGs. To examine perceived barriers that prevent Black and African American scientists from serving on NIH SRGs. This qualitative study used a mixed methods online approach with a convenience sample of Black and African American scientists to identify barriers to NIH grant review participation. Eligible participants were recruited online from professional organizations with primarily Black and African American membership. From February through April 2021, participants were asked to identify barriers to serving on NIH SRGs using concept mapping. Participants brainstormed statements describing barriers to serving on NIH SRGs, sorted statements into content themes, and rated statements on how true they were. Multidimensional scaling and a hierarchical cluster analysis identified content themes. Data analysis was conducted in May and June of 2021. Self-reported barriers to serving on an NIH SRG among Black and African American scientists. A total of 52 scientists participated in both phases of the study (mean [SD] age, 42.3 [8.2] years; 46 women [88.5%]). Participants provided 68 unique statements that were organized into 9 thematic clusters describing barriers to serving on NIH SRGs. Themes included structural racism, diversity not valued, toxic environment, review workload demand, lack of reward, negative affect about the review process, competing demands at home institution, lack of opportunity, and perceptions of being unqualified. Black and African American scientists reported many barriers to serving on NIH SRGs that are unique to Black and African American scientists, as well as barriers that transcend race but are exacerbated by structural racism. This study provides NIH with concrete opportunities to address realized barriers to increase inclusion of Black and African American scientists on NIH SRGs, fund more Black and African American scientists, and ultimately reduce health inequities in the US.

Apparently We Cannot Live, We are like Infectious Zombies: A Qualitative Research on Personal and Familial Experiences of Health Workers in the Filiation Teams in Turkey during the COVID-19 Pandemic

ABSTRACT This study aims to examine the experiences of health workers in filiation teams in Turkey. The qualitative research model has been used. 375 health workers have participated using a non-probability sampling method. The data were collected over the internet using the questionnaire. The data have been analyzed with the MAXQDA and various code-sub codes-segment maps and code matrices have been used. The results expressed in two dimensions: instrumental and emotional areas. It has been observed that issues such as burnout, loss of motivation, and future anxiety have often been coded due to poor working conditions of the filiation teams, lack of rewards, and other factors. They have been determined as experiencing social stigma along with fear of infecting their families, and therefore have problems with child care, visiting adult family members in the risk group. It is recommended to develop psychosocial support services and improve organizational conditions.

Supervisory feedback: Supervisors’ reasons for not giving timely feedback

ABSTRACT Timely insightful feedback during the supervision process is crucial to completing a dissertation and acquiring sustainable research skills. Insightful feedback from research supervisors can significantly improve the quality of the dissertation. This study was focused on finding out factors that hinder timely feedback during the supervision process. This study adopted the exploratory case study research design. A qualitative methodology was used. The study participants were 66 research supervisors in the Social Sciences from two universities in Cameroon. A semi-structured interview guide was used to collect data. The qualitative data collected was analysed thematically. The study found that late feedback during the supervision process is due to heavy workload, poor quality of the dissertation, lack of engagement with the supervisory feedback, late submissions by students, the disparity in research interest, lack of reward and recognition. Implications are given to ensure timely feedback during the supervision process.

Relationship between occupational stress, sleep disturbance, and presenteeism of shiftwork nurses.

This study aimed to determine the relationships between occupational stress, sleep disturbance, and presenteeism in shiftwork nurses in South Korea. This cross-sectional study used survey data from 442 shiftwork nurses at two hospitals in South Korea. Data were collected between March 2018 and April 2020. A self-reported questionnaire was used to assess shiftwork nurses' demographic and job-related information, presenteeism, occupational stress, and sleep disturbance. Data were analyzed using descriptive statistics, multiple regression, and the PROCESS macro. The mean presenteeism score was 39.52. Multiple regression analysis revealed that job insecurity, interpersonal conflict, occupational climate, lack of reward, and job demand are significantly associated with presenteeism. Sleep disturbance was related to presenteeism and had a moderating effect on the relationship between occupational stress and presenteeism. This study indicates that proper occupational climate, positive interpersonal relationships, and adequate sleep can reduce shiftwork presenteeism. Therefore, individual and organizational efforts to alleviate occupational stress and sleep disturbances are essential. Organizational support is needed to maintain a positive occupational climate and interpersonal relationships and ameliorate sleep disturbance among shiftwork nurses.