Low Job Satisfaction Research Articles

Job Satisfaction, Intention to Leave, and Related Factors among Foreign-Educated Nurses in Japan: A Cross-Sectional Study

Aims. To examine the association between job satisfaction and the intention to leave and explore the factors associated with job satisfaction or the intention to leave among foreign-educated nurses in Japan. Design. A cross-sectional design was used, and data were collected through an online survey of nurses who were born and received their basic nursing education outside of Japan but are currently working as registered nurses in Japan. Data were analyzed across two phases: the first explored the related factors with intention to leave and job satisfaction using bivariate analysis and regression through IBM SPSS; the second examined the theoretical framework model using a structural equation model through IBM Amos. Results. Data from 180 participants (effective response rate: 87.4%) were analyzed. Overall, foreign-educated nurses reported moderate job satisfaction level in Japan. The final model showed good fit indices, indicating that higher workplace discrimination, lower Japanese language satisfaction, and not receiving orientation were predictors of foreign-educated nurses’ lower job satisfaction. Lower job satisfaction, fewer years of nursing practice in Japan, single status, and higher language satisfaction predicted a higher intention to leave. Conclusion. This study provides incremental evidence of a negative relationship between job satisfaction and intention to leave among foreign-educated nurses in Japan. Workplace discrimination was the main predictor of nurses’ job dissatisfaction and indirectly correlated with their intention to leave, as mediated by job satisfaction. Implications. Our study suggests that managers should provide a supportive and equal work environment, including implementing policies to reduce workplace discrimination and providing adequate support programs to enhance foreign-educated nurses’ job satisfaction and reduce their turnover intention.

The Effect of Different Leadership Styles on Job Satisfaction

Leadership styles are a significant factor in achieving job satisfaction and directing it to achieve organizational goals. Every manager should consider employees as the organization's most critical asset to provide welfare and increase job satisfaction. Leadership styles are designed to improve job satisfaction. Data for this study were collected using a questionnaire forum developed for this purpose and distributed across the sample. We obtained a response rate of approximately 252 responses through simple random sampling. The data was entered and analyzed using correlation and regression models with the assistance of SPSS version 25, a statistical program. The findings indicated that all styles (democratic – autocratic – laissez-faire) of leadership styles significantly impact employees' job satisfaction. However, if it is the democratic leadership style that employees prefer and the positive impact on job satisfaction, which is the best one that shows higher job satisfaction? In contrast, autocratic and laissez-faire leadership styles are not accepted and harm the employees, resulting in lower job satisfaction.

Is it bad because it is boring? Effects of idle time on employee outcomes

ABSTRACT Idle time is a period during which employees cannot complete their work tasks for reasons beyond their control. It has previously been shown to have negative consequences for employees’ performance and well-being. To shed light on the mechanisms underlying these effects, we argue based on affective events theory and action regulation theory that idle time is an event that leads to boredom. Since boredom is a negative affective experience that motivates employees to do something about their situation, it may reduce job satisfaction and increase extra-role behaviour (i.e., prosocial and counterproductive) and turnover intentions. We tested our hypotheses using a sample of 1,036 employees who participated in a five-wave longitudinal study across 12 months. Results showed that, at both the within-person and between-person levels, idle time was positively associated with boredom, which, in turn, was associated with lower job satisfaction, higher counterproductive work behaviour, and higher turnover intentions, but not with prosocial work behaviour. These associations were robust when additionally controlling for work environment features (e.g., working from home), dispositions (e.g., personality), and demographic characteristics. Thus, idle time seems to be a boring and mostly negative experience for employees. Employees and managers should organize work to avoid boredom whenever possible.

Job demand and job resource factors explaining stress and job satisfaction among home care nurses – a mixed-methods sequential explanatory study

BackgroundIncreasing home care has been seen as a way to respond to the growing care needs of the aging population. To secure a sufficient number of nurses to provide home care, it is essential to identify and take into account the factors related to their well-being and job satisfaction. This study examined associations of both objective and subjective job demands and resources with stress and job satisfaction among nurses working in home care.MethodsThis study used a mixed-methods sequential explanatory design. First, quantitative data was collected with a survey, followed by a qualitative survey with open-ended questions. Linear regression analyses and qualitative content analysis with an inductive approach were used to analyze the quantitative and qualitative data, respectively. Joint display in a form of a table was used to integrate the results.ResultsOf the objectively measured job demands and resources, higher proportion of direct care time and higher number of interruptions were associated with higher stress in the fully adjusted models. Of the subjective measures, higher time pressure, role conflicts and disruptions were associated with higher stress. Higher time pressure, role conflicts, and disruptions in the workday were associated with lower job satisfaction, whereas higher care continuity and having more autonomy were associated with higher job satisfaction. The results of the qualitative study, in which the nurses described their experiences of their working week, partly explained and confirmed the results of the quantitative study but were also contradictory in some respects.ConclusionsMany demands, both subjectively experienced and objectively measured in terms of work organization, may undermine home care nurses’ well-being and enjoyment at work. A severe nursing shortage combined with a growing number of clients is the reality of home care, significantly increasing the risk of burnout and turnover among employees. Strategies must be developed urgently to ensure sufficient personnel in home care. For example, investments should be made in opportunities for autonomous planning of work, and promotion of good cooperation and functionality of work teams.

Does Emotional Labor Trigger Turnover Intention? The Moderating Effect of Fear of COVID-19

Turnover is a costly and time-consuming expense, especially for service industry businesses. To date, little is known about whether and how emotional labor may activate employee turnover intention in the service industry. In order to solve the above problems and fill the gaps, this study aimed to verify how emotional labor can trigger turnover intention during the COVID-19 pandemic. Based on job characteristics theory and job demands–resources theory, this study examined whether emotional display rules and emotional labor strategies affect turnover intention brought on by emotional exhaustion and job dissatisfaction, with fear of COVID-19 as a moderator. After testing our hypotheses using a sample of 623 individuals from China’s service industry, this study found that emotional display rules (positive and negative display rules) are significantly related to emotional labor strategies (deep acting, expression of naturally felt emotions, and surface acting). In particular, positive display rules have a positive impact on deep acting and the expression of naturally felt emotions and are more closely related to the expression of naturally felt emotions. Negative display rules negatively affect surface acting. Moreover, emotional labor strategies correlate significantly with emotional exhaustion, job satisfaction/dissatisfaction, and subsequent turnover intention. Thus, deep acting and the expression of naturally felt emotions are related to low emotional exhaustion and high job satisfaction, while surface acting is related to high emotional exhaustion and low job satisfaction. Emotional exhaustion has a negative effect on job satisfaction and a positive effect on turnover intention. Job satisfaction significantly weakens turnover intention. In addition, fear of COVID-19 has a moderating effect on the relationship between job satisfaction and turnover intention. The group with a high fear of COVID-19 has higher turnover intention even in job satisfaction situations than the group with a low fear of COVID-19. This work advances emotional labor research by combining two dimensions of emotional display rules and three dimensions of emotional labor strategies into a framework, investigating the mechanism through which emotional labor influences turnover intention, and revealing the moderating effect of fear of COVID-19 in the process.

Swiss cohort of healthcare professionals & informal caregivers (SCOHPICA): baseline survey's results

Abstract Background Worldwide, health systems face workforce problems such as personnel shortages, low job satisfaction and burnout. In Switzerland, data is insufficient to address this health system crisis. Hence, the Swiss COhort of Healthcare Professionals and Informal Caregivers (SCOHPICA) aims to study healthcare professionals (HCPs) and informal caregivers’ experiences, well-being, and career/personal trajectories. Results of the baseline survey on HCPs (completed in January 2023) are reported. Methods SCOHPICA is an open prospective cohort. Any HCP working with patients in any healthcare setting in Switzerland was eligible. The data was collected with a self-reported electronic questionnaire. Outcome variables are intents to stay in the job/profession/health sector and well-being; we also explored organizational, psychosocial, psychological and occupational factors, as well as sociodemographic and socioprofessional variables. Results The baseline sample included 1707 HCPs, with 32% registered nurses, 12% physicians and 9% physiotherapists among others. In the next few months, 20% of HCPs “not really/not at all intended to stay in their job”, 13% “in their profession” and 11% “in the health sector”; “not intending to stay in the profession” was highest among healthcare assistants (HCAs), nurses and pharmacists. Well-being was also low for these HCPs. Across other factors, pharmacists, physicians, and nurses showed worse scores than other HCPs, especially for workload and work-life balance. HCAs, pharmacists, and nurses reported more burnout and worse self-rated health. Conclusions Results revealed that some categories of HCPs had a lower intent to stay in their profession, and worse working conditions and experiences, such as nurses and pharmacists, compared to other HCPs. Future data collections, findings and data dissemination through a data repository will support decision-makers and public health policies with first-hand evidence. Key messages • SCOHPICA is the first cohort study to examine the working conditions, intents to leave/stay in the profession, well-being and trajectories of all types of healthcare professional across Switzerland. • At baseline, 13% of healthcare professionals did not intend to stay in their profession; pharmacists and nurses reported worse working conditions and experiences than other healthcare professionals.

Effect of Mandatory and Voluntary Overtime Hours on Stress Among 9-1-1 Telecommunicators.

9-1-1 telecommunicators are frequently exposed to indirect traumatic events that impact their mental and physical health and are often required to work overtime with rotating shifts. Previous studies reported various harmful effects of overtime on the health and well-being of workers, such as musculoskeletal injuries, burnout, low job satisfaction, fatigue, and intent to leave. However, there is limited research on the impact of overtime hours on 9-1-1 telecommunicators' stress symptoms, especially mandatory overtime hours. This study aimed to examine the relationship between overtime hours-mandatory and voluntary-and the level of stress symptoms among 9-1-1 telecommunicators. We used secondary data from the surveys of the "Multi-tasking to hyper-tasking: Investigating the impact of Next Generation 9-1-1" study for analysis. Linear mixed-effects regression was applied to examine the association of overtime hours with the stress level. Of the 403 participants, 47.6% reported that they were required to work mandatory overtime, and the mean mandatory overtime was 7.51 (SD = 12.78) hours in the past month. 58.3% reported working voluntary overtime, and the mean voluntary overtime was 11.63 (SD = 17.48) hours. This study found that mandatory overtime hours were associated with an increase in self-reported stress symptoms (β = 0.30, p = .002), whereas no significant association was found between voluntary overtime and the level of stress symptoms (β = -0.01, p = .885). Study results highlight the importance of reducing mandatory overtime in call centers as one possible strategy for reducing stress levels among this critical workforce.

Psychological safety, purpose, path, and partnership reduce associate veterinarian desire to leave current employment.

To identify demographic and employment variables associated with an associate veterinarian's intent to remain at their organization in the next 5 years and to assess the impact of positive leadership in the practice and on veterinarians' well-being. 2,037 associate veterinarians in private practice who participated in the 2021 and 2022 AVMA Census of Veterinarians surveys. Associate veterinarian demographic and employment information was used in regression analysis to determine the likelihood of remaining employed at their organization in the next 5 years and the impact leadership has on an associate veterinarian's employment. Higher levels of burnout, living in an urban community, and working in corporate practice were associated with lower odds of remaining in the next 5 years. Associates who worked in a practice in which they believed their leaders practiced positive leadership had higher odds of remaining in the next 5 years. An increase in a practice's leadership index was associated with a likelihood to remain employed over the next 5 years. Decreases in the leadership index were associated with higher burnout levels among associates, more work experience, working more hours, and specialty/referral practices. Findings supported anecdotal evidence that lack of positive leadership in a private practice may lead to higher odds of retention issues in a practice, as well as lower job satisfaction, organizational commitment, and workplace well-being among associates. Positive leadership practices might provide protective factors to critical veterinary business outcomes like team member retention and engagement.

Relationship amongst Noise Sensitivity, Burnout and Psychological Resilience in Community Workers.

The mental health status of community workers shows the characteristics of low job satisfaction, low self-efficacy and psychological resilience, and a high sense of burnout. This research aims to explore the relationship between noise sensitivity, burnout, and psychological resilience in community workers. Convenience sampling was adopted to select 169 community workers from five communities as research objects for an anonymous questionnaire survey. A general questionnaire was used to collect the general information of the respondents. Noise sensitivity, burnout and psychological resilience scales were adopted to analyse the correlation amongst noise sensitivity, burnout and psychological resilience in community workers. Univariate and multivariate logistics regression analyses were used to analyse the influencing factors of job burnout and psychological resilience in community workers. A total of 169 questionnaires were distributed, and after excluding 6 unqualified questionnaires, 163 valid questionnaires (96.45%) were collected. The scores on the noise sensitivity, burnout and psychological resilience scales were 63.80 ± 9.69, 78.57 ± 10.12 and 54.18 ± 8.77 points, respectively. The results of the correlation analysis showed that in community workers, the noise sensitivity score was negatively correlated with the psychological resilience score (P < 0.001) and positively correlated with the burnout score (P < 0.001). The burnout and psychological resilience scores of community workers showed statistical differences with different ages, working years and disposable monthly family income (P < 0.001). Multiple linear regression results revealed that noise sensitivity, age, working years and disposable monthly family income had an effect on burnout and psychological resilience scores (P < 0.001). In community workers, noise sensitivity is positively correlated with burnout and negatively correlated with psychological resilience. This study provides a certain research basis for conducting relevant psychological research and interventions.

Evaluation of job satisfaction among pharmacists working in public health facilities

BackgroundThe decline in healthcare workforce is a global trend that is alarming in low and middle-income countries (LMIC) in LMIC and many countries worldwide, pharmacists plays critical role in healthcare, many of which are not limited to patient care, research and development, health promotion. However, growing dissatisfaction among pharmacists working in public health facilities has become increasingly common and can have severe public health consequence. Job dissatisfaction ranks among the most significant factors influencing healthcare employees to seek career changes, reduce productivity, and possibly migrate to more promising opportunities, thereby posing a public health threat in the region.' Furthermore, healthcare professionals are crucial to the functionality of a healthcare system, with human resources standing as a critical element ensuring organizational success vis-a-vis other dependent factors to optimize efficiency and effectiveness. ObjectivesTo examine the job satisfaction of pharmacists working in public health facilities in Nigeria. MethodA descriptive, cross-sectional study on pharmacists' job satisfaction was carried out between march and July 2023, to determine the job satisfaction of pharmacists working in primary, secondary, and tertiary healthcare facilities in Nigeria. Data were gathered using an anonymous online validated questionnaire adapted from the Minnesota questionnaire short form and the Job Description Index (JDI) (Measuring Job Satisfaction - Tools, Scales, and Methods). ResultsThe study identified an overall low job satisfaction level of 65%. Major influencers included facility conditions, co-worker relations, and remuneration. The demographic data revealed a dominance of female pharmacists in general hospital settings, with a significant proportion aged between 23 and 36 years. Remuneration emerged as a universal concern across different age groups, reflecting Nigeria's prevailing economic challenges. Interestingly, satisfaction with the working facility decreased with age, suggesting that enthusiasm and optimism wane over time. Relationship dynamics with co-workers showed positive progression with age, whereas satisfaction with pay remained universally low. ConclusionThe study underscores the need for a comprehensive strategic review in the health sector, focusing on remuneration, working conditions, and inter-personal relationships to boost job satisfaction and retention. Further research might delve deeper into specific allowances and the impact of home ownership on satisfaction.

Professional Satisfaction of Nurses in the Intensive Care Unit Environment

Background: Job satisfaction of nurses is an issue that has focused intense attention in recent years, mainly due to the widespread reduction, worldwide, in the number of nursing personnel. Purpose to investigate the influence of the work environment of the intensive care unit on nurses and to identify the factors that play a decisive role in job satisfaction. Materials and Methods: Our study involved 100 intensive care unit nurses who completed a questionnaire focusing on nurses’ job satisfaction. Tests used are T-test, Mann-Whitney U (test of two independent samples), Anova, KruskalWallis to test distributions. The non-parametric tests analyzed with two independent variables T-test, Anova, Pearson, one-sample t-Test respectively. Results: Employees belonging to the age group of 40–49 are less satisfied with their work than employees from 30–39 years. Also, nurses with the most years of experience have statistically lower job satisfaction in terms of extrinsic job characteristics than groups with less work experience. Finally, nurses with more children are less satisfied with their work than those with fewer. Conclusion: Definitions of job satisfaction include a global affective approach with an approach to determine the overall level of job satisfaction while taking into account different individual and organizational factors that influence nurses’ job satisfaction. Contributions to Practice: The findings of this study can contribute to the improvement of working conditions and factors affecting the job satisfaction of intensive care unit nurses.

Association of part-time clinical work with well-being and mental health in General Internal Medicine: A survey among Swiss hospitalists.

Burnout and low job satisfaction are increasing among the General Internal Medicine (GIM) workforce. Whether part-time compared to full-time clinical employment is associated with better wellbeing, job satisfaction and health among hospitalists remains unclear. We conducted an anonymized cross-sectional survey among board-certified general internists (i.e. hospitalists) from GIM departments in 14 Swiss hospitals. Part-time clinical work was defined as employment of <100% as a clinician. The primary outcome was well-being, as measured by the extended Physician Well-Being Index (ePWBI), an ePWBI ≥3 indicating poor wellbeing. Secondary outcomes included depressive symptoms, mental and physical health, and job satisfaction. We compared outcomes in part-time and full time workers using propensity score-adjusted multivariate regression models. Of 199 hospitalists invited, 137 (69%) responded to the survey, and 124 were eligible for analysis (57 full-time and 67 part-time clinicians). Full-time clinicians were more likely to have poor wellbeing compared to part-time clinicians (ePWBI ≥3 54% vs. 31%, p = 0.012). Part-time compared to full-time clinical work was associated with a lower risk of poor well-being in adjusted analyses (odds ratio 0.20, 95% confidence interval 0.07-0.59, p = 0.004). Compared to full-time clinicians, there were fewer depressive symptoms (3% vs. 18%, p = 0.006), and mental health was better (mean SF-8 Mental Component Summary score 47.2 vs. 43.2, p = 0.028) in part-time clinicians, without significant differences in physical health and job satisfaction. Full-time clinical hospitalists in GIM have a high risk of poor well-being. Part-time compared to full-time clinical work is associated with better well-being and mental health, and fewer depressive symptoms.

Screening for psychosocial risks among physicians in a pediatric hospital

Over the past decades, productivity practices at hospital resulted in staff overload and burnout. Prompted by physicians’ complaints, this study assessed the level of psychosocial risk among senior pediatricians in a university hospital.The survey used the checklist of Quebec's National Institute of Public Health that comprises two six-indicator parts: “Context” and “Key Components” of the Organization.The psychosocial risk level was evaluated by a physician–psychologist duo during interviews of homogeneous groups of workers. The indicators were scored, tabulated, and discussed.The survey led to a substantial qualitative and quantitative clarification of physicians’ working conditions, claims, and needs. Regarding Context, the staff reported mainly: (a) cumbersome organization and norms vs. limited human resources (lack of stability, incentives, and promotions); (b) absenteeism and presenteeism; (c) reluctance to seek care or advice for fear of discredit; (d) presence of verbal violence; (e) self-imposed harsh returns-to-work; (f) work–life conflicts and difficult mental disconnection from work. Regarding the Key Components, the staff reported mainly: (a) work overload (physical, mental, psychological, and relational/social), continuous stress, and perceived exhaustion; (b) low job satisfaction and insufficient recognition; (c) inconstant support by their superiors; (d) poor job relationships and colleagues’ support; (e) occasional participation and lack of real autonomy and/or strategy sharing.The survey succeeded in underlining concerning issues that required the immediate attention of occupational physicians and managers. It proved the method feasible and valuable in the medical context despite a high diversity of staff functions and degrees.

Autonomy and engagement in self-managing organizations: exploring the relations with job crafting, error orientation and person-environment fit.

Self-managing organizations are a novel organizational form that radically decentralizes decision authority to adapt to the volatile business environment and the demands of knowledge work, resulting in new resources and demands for the employees. Therefore, building on the job demands-resources theory and the person-environment fit theory, the associations of self-managing organizations with higher perceived individual autonomy were tested. Additionally, the study investigated how job crafting and handling mistakes related to the relationship between job autonomy and work engagement/satisfaction. A cross-sectional study was conducted to gather data from employees of different self-managing organizations and non-self-managing organizations, and group comparisons and path analyses were applied to test the preregistered hypotheses. Increased method and decision autonomy, job crafting behaviors, error management orientation, work engagement, and job satisfaction were found in self-managing organizations. Additionally, a surplus of perceived autonomy compared to the ideal autonomy was associated with lower work engagement and job satisfaction compared to a fit between ideal and perceived autonomy. However, job crafting did not relate to a better fit between ideal and perceived autonomy. Decision autonomy predicted higher crafting of challenging demands and structural resources for employees with low error strain. Depending on the autonomy type, learning from errors enhanced or reduced the relationship between perceived autonomy and job crafting. This study showed the importance of addressing the higher level of individual autonomy in self-managing organizations and offered starting points for interventions to support employees with handling high autonomy. Reducing error strain but increasing error learning and risking errors could help increase job crafting and work engagement, particularly in self-managing organizations.

Influence of job satisfaction on SRH and happiness among Korean disabled workers: findings from the panel survey of employment for the disabled 2016-2018.

An understanding of the economic life activities of persons with disabilities (PWD) is important. Their ability to perform tasks and an increase in their income are more likely to yield an improvement in their Self-Rated Health (SRH) and happiness. However, there is still a lack of understanding of the specific associations among PWD in South Korea. Thus, this study conducted a longitudinal analysis of the association between job satisfaction and SRH, happiness among the Korean PWD. After excluding missing values, data on 1,637 participants at baseline (1st wave) were analyzed using the chi-square test, t-test, Analysis of Variance (ANOVA) and generalized estimating equation (GEE) model for data from 1st to 3rd Panel Survey of Employment for the Disabled (PSED). All analyses were conducted using the SAS statistical software package, version 9.4. Compared to very high job satisfaction group, low job satisfaction group was more likely to experience negative SRH [odds ratio (OR): 3.497, value of p: <0.0001] and experience low happiness (B: -0.291, value of p: <0.0001). Furthermore, in terms of the overall satisfaction with current job among the PWD, compared to the 'very satisfied' group, 'very unsatisfied' group had higher negative SRH (OR: 5.158, value of p: 0.003) and lower happiness (B: -0.327, value of p: <0.0001). This study suggests that increasing job satisfaction of PWD possibly leads to decreased negative SRH and to increased happiness, resulting in better SRH and happiness. Furthermore, it suggests the establishment of systemic, policy-oriented measures to enhance the employment opportunities for disabled individuals in Korea and create an inclusive working environment that aligns with their respective job responsibilities.

Working from home and job satisfaction: evidence from Russia

PurposeThis study aims to investigate the impact of working from home and its duration on job satisfaction.Design/methodology/approachThe analysis was conducted on a representative panel data set from the Russian Longitudinal Monitoring Survey - Higher School of Economics (RLMS-HSE) for 2016–2021 using endogenous regression models. The impact of working from home on job satisfaction before and during the coronavirus disease 2019 (COVID-19) pandemic, and separately for men and women, was analysed.FindingsWorking from home was found to positively affect job satisfaction in the Russian labour market. From 2016 to 2021, men and women who worked from home were more satisfied with their jobs than their counterparts who did not work from home. The positive impact of working from home on job satisfaction was observed before and during the COVID-19 pandemic. However, remote workers (RWR) putting in more than eight hours per day reported lower job satisfaction.Research limitations/implicationsWorking from home can be considered as a measure to combat unemployment, increase employment and improve the utilisation (distribution) of human resources. Further research is required to analyse the impact of health issues and the need to care for young children or infirm persons on job satisfaction in remote work. A more detailed analysis is required of the factors that affect the job satisfaction of women who work remotely.Practical implicationsTo ensure that labour productivity increases and not decreases, employers are advised to develop more detailed working arrangements and labour management for RWRs. Especially for such assigned workers, task control regulations must be developed. To increase the motivation of individuals to work remotely, overtime should be paid at a higher rate.Social implicationsUnclear working time regulations lead to overwork, irregular working hours and burnout. For RWRs, this leads to lower job satisfaction and a consequent drop in productivity.Originality/valueThe empirical investigation is based on a representative panel of Russian data with six waves. Wide ranges of job characteristics were incorporated as determinants. The problem of causality was investigated. For models with an endogenous regressor, instrumental variables were tested and selected.

Exploring the Reasons for Dissatisfaction of Nurses Working in Psychiatric Wards: A Qualitative Study

Objectives: This study sought to learn more about psychiatric nurses’ experiences working in Iraq because it has been reported that the field of mental health nursing is challenging and has low job satisfaction. Methods: This research is a qualitative study and draws on lived experience conducted on 24 nurses working at Al-Rashad a special hospital in Baghdad that included psychiatric wards selected via purposeful sampling in, 2021-2022. Data were gathered using smartphone-recorded interviews. The seven steps of Colaizzi’s data analysis were used by Husserlian phenomenology. To aid in the bracketing and reflection process, each nurse’s interview was verbatim recorded, along with their thoughts, feelings, and past experiences in this hospital. Results: Three themes were identified as the root reasons for participants’ dissatisfaction (DSS) with their jobs in mental hospitals; insufficient training for providing psychiatric treatment, a negative reputation for psychiatric nurses in the public, and concerns of nurses. These findings were collected during the interview sessions, and notes and ideas were classified and assorted. Analysis of the qualitative data provided insights into the barriers to psychiatric nurses’ satisfaction. Discussion: The present research contributes to the experiences of clinical nurses concerning clinical intervention and care processes in Iraqi psychiatric hospitals. Confrontation of mental patients by nurses in the work environment remains crucial. The findings emphasize the importance of listening to psychiatric nurses and considering how the name of the hospital and patient type and contexts affect nursing satisfaction. Understanding the challenges in the nursing workplace has increased the quality of care providers and satisfaction in the nursing and psychiatric field.

The Increasing Turnover Intention of Professional Nurses in Greek Public Hospitals: Factors and Motivation

All over the world, the shortages in the field of public nursing constitute a major challenge among health systems, not only due to the increasing life expectancy but also to emerging diseases that require sufficient staff for qualitative and equitable health services. This study aims to explore the increasing turnover intention of Professional Nurses (PN) in Greece, mainly in public hospitals as a multidimensional phenomenon, and to also highlight the factors that contribute either positively or negatively to this intention. To better understand the determinants of PN‘s turnover intention, and to explore the place of Greece concerning other European countries, data from Organisation for Economic Co-operation and Development (OECD), Eurostat and Hellenic Statistical Authority (ELSTAT) were analyzed in terms of the proportion of PN per population, the proportion of PN to doctors, the average remuneration level, and the ratio nurse to hospital bed. Low job satisfaction, burnout, emotional exhaustion, rotating hours, low remuneration levels, unjustified transfers, feelings of injustice, and bureaucracy are the main factors that contribute to the turnover intention of Greek PN. After the pandemic crisis and significant reductions in nursing staff, many measures are required, not only by the Greek government but also by hospital managers to strengthen the nursing sector.

The Influence of Green School and Organizational Culture on Job Satisfaction and Environmentally Friendly Behavior

In the field of education, teachers are crucial to raising the standard of instruction. They play a crucial role in making sure that school events run well and serve as role models that pupils adore. The two main challenges educational institutions face are low job satisfaction among teachers and concerns about environmental influence. This study aims to determine the direct and indirect effects of implementing green school programs and organizational culture on job satisfaction and environmentally friendly behavior of Vocational High School (SMK) teachers. This study employs quantitative research techniques. 211 teachers responded to a questionnaire that was used togather the data. The data obtained were analyzed using the Partial Least Squares (PLS) method. The results of the study found that green school did not affect job satisfaction, while organizational culture influenced job satisfaction. Job satisfaction affects environmentally friendly behavior. The green school does not affect environmentally friendly behavior either directly or through job satisfaction. Environmentally friendly behavior is not directly influenced by organizational culture, but it is indirectly influenced by job satisfaction. According to this study, job satisfaction can mediate the influence of organizational culture on employees' propensity to behave sustainably, but it cannot, as yet, do the same for the influence of green schools. This finding implies that in increasing the eco-friendly behavior of vocational teachers, school management needs to encourage an increase in teacher job satisfaction by paying attention to the organizational culture adopted by the school.

Looking at the bright side of workplace politics through the lens of social capital

PurposeThe purpose of this paper is to challenge the older perspective on the nature of workplace politics and its disruptive role in organizations. In particular, this paper references the positive aspect of meaningful relationship building that is promoted by workplace politics and how the very politicking becomes a necessary tool for generating and maintaining social capital within the organizational boundaries.Design/methodology/approachThe paper relies on presenting author’s viewpoint on positive workplace politics and its intertwined relationship with social capital.FindingsIn the process of politicking, the relationships built, the networks established and maintained and the social capital acquired are of immense value. To thwart the negative effects of organizational politics such as disengagement from work, intentions to quit, low job satisfaction, etc., we must look into the multidimensional nature of politics and the value that social capital adds to it.Research limitations/implicationsThe positive side of politics has long been in the shadows of its pronounced negative side. The paper presents the ground work for exploring the many colours of organizational politics and also delve into the factors that can thwart the negative effects of politics that may be experienced by the employees.Originality/valueThe paper contends that workplace politics is not just responsible for the disruptive and unwanted behaviours but is rather an important source of the positive and productive interpersonal relationships that are often useful in accomplishing individual and organizational goals.