Low Job Satisfaction Research Articles

Pengaruh Pengendalian Internal, Moralitas Individu, Kepuasan Kerja, Dan Kesesuaian Kompensasi Terhadap Kecenderungan Kecurangan Akuntansi

This study was made to examine the effect of internal control, individual morality, job satisfaction, and compensation suitability in an effort to reduce the tendency of accounting fraud in the Singapadu Village Cooperative. All employees of the Singapadu Village-wide Multipurpose Cooperative were used as the research population. The sample used amounted to 45 people which were further investigated by multiple linear regression analysis techniques. This study shows that the tendency of fraud will increase when the internal control in the organization is bad. Low individual morality causes the possibility of employees to commit fraud is higher. Low job satisfaction will encourage employees to commit fraud because they want to get satisfaction at work. The tendency of fraud will also be higher when the compensation provided by the company does not match the expectations and workload of the employees.

A Model for Mapping Graduates’ Skills to Industry Roles: Machine Learning Architecture

This paper presents a machine learning architecture of a hierarchical model for mapping skills to industry roles. Currently, researchers have been approaching the problem of selecting industry roles for potential employees using flat and top-down methods. Practically, top-down approach is not reliable because it negates the natural mobility of employees in the occupational industry role hierarchy while flat approach does not take advantage of not only the easier learning property of hierarchical approach but also the local information of parent child relationship for better results. The machine learning architecture has been an attempt to address this gap using experimental research design. The mapping model consists of a collection of objects that are hierarchically arranged to progressively group industry role constructs before applying bottom-up approach to select the best. The mapping begins by first selecting the most promising sub-objects at the lower levels before passing this information to the higher levels of the hierarchy to select the most promising functional (main competence), proficiency and specialty (specific competence) objects and eventually the respective constructs. The end product is an effective machine learning architecture of a model for mapping graduates’ skills to industry roles with relevant attributes to easily work with in the academia and that correctly reflects the hierarchy of industry roles. Findings reveal while SVM (67%) optimizes the model’s accuracy better than naïve Bayes (57%), on the same benchmark dataset the model recorded better performance (85%) than reported performance (82%) in the benchmark model. The findings will benefit industry by getting evaluation tool for revealing information on graduate’s suitability for employment which they can use for decision making when filtering candidates for interview. Besides, this will provide researchers better understanding of the gap between the academia and industry and can use this information to plan on how to bridge the gap using the mapping model. Lastly, this will attempt to reduce both low job satisfaction and long-term unemployment that is one of the causes of social and economic pain both in Kenya and around the world. However, this paper recommends testing this approach with other alternative machine learning techniques as well as other alternative industry domains.

Management of Health and Welfare Facilities and Nursing Staff Job Satisfaction. Case Study of the General Hospital of St. Dimitrios

Introduction: Job satisfaction is defined by the overall feeling, that employees feel, as well as their personal feelings regarding their salary, the opportunities for promotion, the extra rewards, their boss and colleagues, the nature of the work produced, the working conditions and the level of communication between the different parts in the organization. Purpose: To investigate the professional satisfaction of nurses, which will help to document the influence of hospital organization and management on their satisfaction and show ways of improving it. Material and method: A sample of 152 nurses of the General Hospital “Agios Dimitrios” was selected. The study was conducted using Paul Spector's JSS (Job Satisfaction Survey) questionnaire, which has been used widely and globally for several decades to measure job satisfaction. The SPSS statistical software was used for statistical analysis and processing of the results. Results: 200 questionnaires were distributed, 155 were correctly returned completed. Most participants consisted of married women, 45-54 years old, TEI graduates, as nurses, having 11-20 years of experience, working shifts, paid 1000-1500 €. Low overall job satisfaction was documented regarding salary, promotion, benefits, potential rewards and communication, on the other hand operating conditions factors, associates and nature of work is moderate and the supervisory factor high. The majority of nurses (82 persons, 53.9%) were dissatisfied and only 6 persons (3.9%) were satisfied and the remaining 64 (42.1%) were neutral / moderate, which contributed to the overall low satisfaction. Satisfaction was influenced by responsibility, salary, shifts and work experience. Conclusions: The results depict the multilevel nature of job satisfaction as it depends on many factors and may be influenced by many characteristics of the employees. Key words: JSS Questionnaire, job satisfaction, nursing management, health system.

Scribes with PGY-1 Residents on Inpatient Medicine Teams: Effect on Time Spent in Meaningful Work.

The high documentation demands and limited time in direct patient care in the first year of internal medicine residency represent concerns for burnout and low job satisfaction in this important year of training. To assess the effect of scribes on the time PGY-1 residents spent on various work tasks. Participants were 24 PGY-1 internal medicine residents on two inpatient medicine teams at one site for 6 months (September 2019-February 2020). Residents were assigned a scribe during the first or second 2 weeks of a 4-week rotation and had no scribe for the other 2 weeks. Time study observers documented resident work activities. Residents ranked the meaningfulness of work activities via survey at the end of each 2-week period. Of 24 residents, 18 (75%) completed the survey at both time points. Residents ranked patient care as the most meaningful and EHR work as the least meaningful work activity. EHR work claimed the largest percentage of time, with or without a scribe (mean, 33.2% and 39%, respectively). With a scribe, residents spent significantly less time (-5.8%, P < 0.0001) in EHR work and significantly more time (1.3%, P = 0.0267) in direct patient care and coordinating patient care (3.0%, P < 0.0001). The presence of a scribe with PGY-1 internal medicine residents on inpatient teams resulted in a significantly greater percentage of total work time spent in work they considered most meaningful and a significantly lower percentage of total work time in work they considered least meaningful.

The role of psychological flexibility in the relationships between burnout, job satisfaction, and mental health among nurses in combatting COVID-19: A two-region survey.

A growing body of evidence suggests that the COVID-19 pandemic is adversely impacting the mental health and well-being of frontline nurses worldwide. It is therefore important to understand how such impact can be mitigated, including by studying psychological capacities that could help the nurses regulate and minimize the impact. To examine the role of psychological flexibility in mitigating the adverse impacts of burnout and low job satisfaction on mental health problems (i.e., anxiety, depression, and stress) and well-being among the frontline nurses in Hong Kong and Switzerland during the COVID-19 pandemic. Cross-sectional, two-region survey study. Four hundred fifty-two nurses from Hong Kong (n=158) and Switzerland (n=294) completed an online survey. An adjusted structured equation model was used to examine the interrelationship of the constructs. Psychological flexibility was found to partially mediate the effects of job satisfaction on mental well-being (β=0.32, 95% CI [0.19, 0.57], p=0.001) and mental health problems (β=-0.79, 95% CI [-1.57, -0.44], p=0.001), respectively. Similarly, this partial mediation was found in the effects of burnout on mental well-being (β=-0.35, 95% CI [-0.89, -0.15], p=0.002) and mental health problems (β=0.89, 95% CI [0.48, 3.65], p=0.001). Psychological flexibility could be a crucial psychological resilience factor against the adverse impact of nurses' burnout on their mental health problems and well-being during COVID-19. Organizational measures should focus on fostering psychological flexibility in nurses through highly accessible, brief psychotherapeutic interventions, such as Acceptance and Commitment Therapy, to reduce the impact on mental health.

Effects of 8-Week Suspension Training Program on Physical Fitness, Biomechanical Lower Extremity Injury Risk Factors, Mental Health, and Work-Related Factors in Navy Personnel: Protocol for a Randomized Controlled Trial

Background: Military personnel need to be in optimal physical fitness and ready for action. Currently used physical training programs are mainly based on cardiovascular routines that do not fulfill all physical requirements. Feasible and easy-accessible training programs are needed to improve strength-related physical performance. Objectives: The current study aims to investigate the effectiveness of a suspension-training program with the total body resistance exercise band in physical fitness, biomechanical lower extremity injury risk factors, mental health, and work-related factors in navy personnel. Methods: To conduct this parallel-group randomized controlled trial, 50 young men aged 18 to 28 years will be recruited. The intervention group performs suspension training (three times a week for 8 weeks) in addition to their daily duties; however, the control group continues their daily duties. The primary outcome is physical performance. The secondary outcomes include biomechanical lower extremity injury risk factors, mental health, and work-related factors. Discussion: This study aims to evaluate the effectiveness of a randomized controlled trial of suspension training in performance, lower extremity frontal plane kinematics, job satisfaction, workability, and quality of life in navy personnel. This trial might provide new insights for various experts and military coaches and suspension-training programs can be used as new methods to meet all military personnel demands with minimum facilities.

Evaluation of Clinical Competence and Job Satisfaction and Their Related Factors Among Emergency Nurses in Palestinian Hospitals.

Nurses are responsible for providing primary care to millions of patients, and emergency nurses serve on the frontline in providing care for mildly to severely critically ill patients. This study aims to assess and evaluate the clinical competence and its related factors among emergency nurses in Palestinian hospitals. A cross-sectional study was conducted among 170 nurses working in the emergency units of hospitals in the West Bank, Palestine. Data collection utilized the Nurse Competence Scale, and the Job Satisfaction Scale. The results showed that only 33(19.4%) of the participants exhibited a good level of clinical competence, with none reaching the very good level. Among them, the highest proportion of good level 60 (35.3%) was in the helping role, while the lowest 38 (22.4%) was in ensuring quality. About 35% of nurses reported very low or low job satisfaction, while 58% had high or very high job satisfaction. Additionally, the results revealed a statistically significant relationship between clinical competence and job satisfaction (P < 0.05). Both clinical competence and job satisfaction were positively correlated with age and experience. The study found a significant relationship between demographic characteristics (e.g., education, experience, and marital status) and clinical competency among emergency nurses. Notably, less than half of the participants demonstrated good clinical competency, with none reaching a very good level. The highest scores were observed in the helping role domain, while the lowest were in the ensuring quality domain. Furthermore, clinical competence was found to be significantly associated with job satisfaction. Consequently, enhancing nurses' clinical competency will lead to an improvement in the quality of patient care.

"I Constantly Feel Worn Out": Mixed-methodology Approach to Seafarers' Sleep on Board.

Although seafaring is one of the most important professions for trade in goods in the 21st century, the results of recent research indicate that seafarers face various sources of stress in their work, including high workload and long working hours. These stressors can be reflected in low job satisfaction and poor mental health, which can result in sleep problems, and consequently lead to various somatic symptoms. The main goal of this mixed method research was, therefore, to expand knowledge about seafarers' sleep on board, whereby a sequential explanatory design was used. Study 1 (N = 286 male seafarers from Croatia) examined whether the number of sleep hours on board has a mediating role in explaining the relationship between job satisfaction and mental health as predictors of somatic symptoms. The results of the path analysis showed that higher job satisfaction directly and indirectly through longer sleep on board reduces the number of somatic symptoms, while better mental health directly contributes to fewer somatic symptoms. Study 2 (N = 205 seafarers from Croatia) aimed to get a deeper insight into the sleep of seafarers on board, whereby 39% (N = 80) of the participants had difficulties related to sleep problems on board. The thematic analysis of their answers (N = 76) showed the sleeping difficulties experienced by seafarers on board and gave an insight into the consequences of sleeping difficulties and the coping strategies they use. The results of this research indicate the importance of developing healthy work environments for seafarers.

VULNERABLE LEADERS AND TEACHERS IN ENGLISH SCHOOLS IN THE COVID-19 PANDEMIC: IMPLICATIONS FOR LEADERSHIP OF WELLBEING, RETENTION AND EQUITY

This paper explores the wellbeing of school leaders and teachers in England who assessed a specific health risk during the Covid-19 pandemic in 2020. It explores how this cohort, guided to physically shield, was affected in attitudes towards work and the extent to which leadership behaviours supported a positive and perhaps ‘thriving’ physical return in a post-Covid-19 environment for effective schools and staff retention.Educational systems worldwide have become a high-stakes accountability landscape, with leaders questioning how they can lead with integrity. Staff wellbeing has moved up the agenda in England, forming part of England’s inspection framework, with one criterion being that staff consistently report high levels of support for wellbeing issues (Ofsted, 2019).Insufficient numbers of teachers, with an early exit of novices, is a particularly negative structural feature of the English school system (OECD 2017). A large scale quantitative study indicates that teacher retention is crucial to meet rising pupil numbers (Worth and van den Brande 2020). In the same study, unmanageable workloads and low job satisfaction are cited as significant factors determining teachers’ retention decisions and where teacher autonomy is strongly related to the extent to which teachers regard their workload as manageable (ibid).The study is as concerned with leadership capability as the wellbeing and retention of staff and decision-making driving processes. It is in the development of leaders faced with extraordinary stresses that researchers can understand where gaps lie in leadership development and organisational structure and culture and how these gaps might be strategically addressed. The empirical research on which the paper is based explores some facets for leading effectively in extraordinary circumstances. The paper presents findings on how external structural government directives have challenged schools in carrying out their instructions, amplifying inequality.

The Collaborative Care Model: Realizing healthcare values and increasing responsiveness in the pharmacy workforce.

Healthcare values are fairly ubiquitous across the globe, focusing on caring and respect, patient health, excellence in care delivery, and multi-stakeholder collaboration. Many individual pharmacists embrace these core values. However, their ability to honor these values is significantly determined by the nature of the system in which they work. The paper starts by presenting the prevailing pharmacist workforce model, the 'Atomistic' Model, in Scotland, in which core roles are typically separated into hierarchically disaggregated jobs focused on one professional 'pillar': Clinician/Practice Provider; Educator; Leader/Manager; and Researcher. This skills-segregation yields a workforce of individuals working in isolation rather than collaborating, lacking a shared purpose. Key strategic flaws include suboptimal responsiveness to population needs, inconsistency/inequity of care, erosion of professional agency, and lower job satisfaction. It is conjectured that this results from a lack of congruence between values, professional ethos, and organizational structure. 'Atomism' culminates in a syndrome of widespread professional-level cognitive dissonance. The paper contrasts this with an emerging workforce vision, the Collaborative Care Model. This new model defines a systems-first-approach, built on the principle that all jobs must include all four professional 'pillars'. Vertical skills integration, involving education and task sharing, supports sustainability and succession planning. Horizontal skills integration (across practice, leadership/management, education, and research) is included to improve responsiveness to population need and individual professional agency. The working conditions, supportive ethos, and career structure needed to make the model work are described. Moral and workforce theory are used to justify why the model may be more effective for population health, delivering greater job satisfaction for individuals and ultimately helping systematically realize healthcare values. Finally, the paper sketches the first steps needed to implement the model at the national level, starting with the operationalization of new multi-'pillar' professional curricula across the career spectrum. Potential challenges also are discussed.

Darbuotojų asmeninių vertybių reikšmė pasitenkinimui darbu

There is a tendency for an organisation to define its values, which predetermines its behaviour to reach certain goals (mission). However, together with organisational values, personal values usually exist. In an ideal case, these personal values are similar to organisational values. However, ideal cases are rare, so in this article, the link between personal values and job satisfaction is analysed. The importance of personal values for job satisfaction in a representative sample of working people in Lithuania was assessed. The results of data analysis showed that higher job satisfaction was preconditioned by higher education, more expressed (more important) security, self-direction, and personal values achievement types. Lower job satisfaction was preconditioned by more expressed (more important) power type of personal values. Also, this article discusses what is important for these types of personal values in professional and personal life, and their importance in professional activities is also discussed.

Impact of Job Stress on Employee Performance: An Empirical Study in the Context of Banking Industry

Job stress (JS) has become a major concern for organizations worldwide, as it can have negative impacts on employee performance (EP), job satisfaction, and overall organizational productivity. The banking industry is known for its highly competitive and stressful work environment, where employees are under constant pressure to meet targets and handle complex tasks. This empirical study aims to explore the impact of JS on EP in the context of the banking industry. The study draws on a review of relevant literature and empirical data collected from a sample of banking industry employees. The research findings suggest that JS has a significant negative impact on EP, as it leads to decreased motivation, lower job satisfaction, and increased absenteeism. Moreover, the study highlights the importance of organizational support in mitigating the negative impact of JS on EP. Specifically, the results indicate that employees who receive adequate support from their managers and colleagues experience less JS and perform better on the job. Overall, the study underscores the importance of addressing JS in the banking industry, as it can have far-reaching consequences for EP and organizational productivity. The findings suggest that organizations need to take proactive measures to identify and mitigate the sources of JS, and to provide employees with the necessary support and resources to manage job-related stressors. By doing so, organizations can create a more positive and productive work environment that benefits both employees and the organization.

Meta-Analysis: Effects of Workload and Work Environment on Work Satisfaction in Health Personnel

Background: Job satisfaction is one of the important points to motivate and improve work efficiency, high job satisfaction can improve the performance of health workers and patient satisfaction. However, low job satisfaction results in fatigue and a tendency to increase the turnover of health workers which will exacerbate the condition of health facilities. The research objective was to analyze the effect of workload and work environment on job satisfaction in health workers. Subjects and Method: This study is a meta-analysis with PICO. Population: health workers. Intervention: high workload and safe work environment. Comparison: low workload and unsafe work environment. Outcome: job satisfaction. The articles used in this study were obtained from three databases namely Google Scholar, Science Direct and Pubmed. The keywords used to search for articles are “Workload” OR “Job Overload” AND “Safe Work Environment” AND “Job Satisfaction” AND “Health Workers” AND “Multivariate”. The articles used were full text in English from 2012 to 2022. Articles were selected using the PRISMA flowchart and analyzed using the RevMan 5.3 application. Results: A total of 17 cross-sectional study articles from Ethiopia, Switzerland, Israel, Belgium, China, Canada and Denmark. Based on the analysis, health workers with high workloads reduced job satisfaction 0.47 times compared to health workers with low workloads and this was statistically significant (aOR=0.47; 95% CI=0.24 to 0.92; p=0.030). Health workers with a safe work environment increased job satisfaction 2.75 times compared to health workers with an unsafe work environment and this was statistically significant (aOR=2.75; 95% CI=1.59 to 4.78; p=0.003). Conclusion: High workload reduces job satisfaction in health personnel and a safe work environment increases job satisfaction in health personnel. Keywords: workload, work environment, job satisfaction

Привлекательность гибких и цифровых форм занятости для Digital поколения

Digitalization and flexibilization of employment is the main direction of labor market transformation. The study aims to assess the extent of the spread and attractiveness of flexible and digital forms of employment. The key objective is to conduct a comparative analysis of employment formats in the groups of representatives of X, Y, and Z generations. The empirical base is formed on the basis of a regional sociological survey. The object of the study is the able-bodied population of the Sverdlovsk region with work experience of at least three months during the previous year at the time of the survey. The results showed a high prevalence of flexible working hours. 18.7% of respondents independently regulate the time of start, breaks and end of work at their main job, and 60.8% at an additional job. The level of such employment is 1.9 times more common among representatives of the digital generation. The frequency of work in digital forms of employment is also higher among representatives of the digital generation. Working in the flexible segment of employment on the grounds of "flexible working hours" increases the probability of job satisfaction by 25.4%; working in remote and hybrid forms - by 24.3%. The heterogeneity of the flexible employment segment in terms of well-being was revealed. Those working in a non-digital flexible format show low job satisfaction scores. It is proposed to distinguish two segments: non-digital and digital, which combines digital flexible employment and digital flexible self-employment. Flexible digital forms of employment are the most attractive for the digital generation. The introduction of such practices of organizing social and labor relations in the activities of Russian companies can be considered as a tool for attracting and retaining employees of the digital generation, allowing to ensure the competitiveness of organizations.

Work Environment as A Predictor of Job Satisfaction Among Doh Deployed Human Resources for Health

Job Satisfaction is one of the complex areas that concerns managers in the organization with regards to managing their employees and remains a challenge to most managers. The effects of low job satisfaction can be extensive and a big issue in organizations. The study aimed to discover the significant relationship of work environment and job satisfaction and what domain of work environment significantly predicts the job satisfaction of the deployed Human Resources for Health (HRH) in Davao de Oro. The researcher used the quantitative non-experimental utilizing causal-effect technique with regression analysis in research and utilized the adapted and modified questionnaires. It was found out that the work environment and job satisfaction was very much felt among the HRH deployed in Davao de Oro. It was determined that there is a significant relationship between work environment and job satisfaction. It was also found out that the relationship of work environment towards job satisfaction is significant to all the indicators specifically on training and development, relationship with co-workers, supervision, salary and benefits and work conditions. The study revealed that Salary and Benefits and Supervision are the domains that significantly predicts employee job satisfaction. Furthermore, recommendations were made based on the results.

Factors Associated with Job Satisfaction in Medical Laboratory Professionals during the COVID-19 Pandemic: An Exploratory Study in Ontario, Canada.

Job satisfaction has been widely studied across several healthcare disciplines and is correlated with important outcomes such as job performance and employee mental health. However, there is limited research on job satisfaction among medical laboratory professionals (MLPs), a key healthcare group that aids in diagnosis, treatment, and patient care. The objective of this study is to examine the demographic and psychosocial factors associated with job satisfaction for MLPs in Ontario, Canada during the COVID-19 pandemic. A survey was administered to medical laboratory technologists (MLTs) and medical laboratory technicians/assistants (MLT/As) in Ontario, Canada. The survey included demographic questions and items from the Copenhagen Psychosocial Questionnaire, third edition. Binary logistic regressions were used to examine the association between job satisfaction and demographic variables and psychosocial work factors. There were 688 MLPs included in the analytic sample (72.12% response rate). Having a higher sense of community at work was correlated with higher job satisfaction in both MLT (OR = 2.22, 95% CI: 1.07-4.77) and MLT/A (OR = 3.85, 95% CI: 1.12-14.06). In addition, having higher stress was correlated with lower job satisfaction in both MLT (OR = 0.32, 95% CI: 0.18-0.57) and MLT/A (OR = 0.26, 95% CI: 0.10-0.66). This study provides preliminary evidence on factors associated with job satisfaction in MLT and MLT/A. The findings can be used to support organizational practices and policies to improve psychosocial work factors.

Analysis of the Associated Factors of Doctor Job Satisfaction at Covid-19 Pandemic

The Covid-19 pandemic has caused doctors to have lower job satisfaction compared to the previous period. Preliminary survey conducted at Unand Hospital on health workers, doctor job satisfaction is lower than other health workers. Low job satisfaction among doctors can cause a decrease in hospital service quality. The purpose of this research is to analyze the factors related to the job satisfaction of doctors during the Covid-19 pandemic. The research method used is the quantitative method. Dependent variable in this study is overall job satisfaction, the independent variables are salary, promotion, fringe benefit, supervision, contingent reward, operating conditions, co-workers, nature of work, and communication. The sampling using census conducted on all doctors at Unand Hospital, where 71 doctors met the inclusion criteria. Data was collected by distributing job satisfaction survey (JSS) questionnaires. Univariate and bivariate analysis was used in this study. The result of this study is salary, fringe benefits, and operating procedure has the lowest average of the nine factors of job satisfaction, hospital management should pay attention for this aspect to maintain doctor job satisfaction.

TURNOVER INTENTION AMONG SPECIALIST MEDICAL PRACTITIONERS IN SABAH: A STATEWIDE MULTICENTER CROSS SECTIONAL STUDY

Movement of highly skilled physicians from the public sector to the private sector is interrupting progress towards Universal Health Coverage (UHC) and subsequently Sustainable Development Goals (SDG). There is insufficient information to understand factors associated with turnover intention among specialist medical practitioners in Sabah, a state in Malaysia with the least number of clinical specialists for all specialties. This study intended to determine prominent factors affecting turnover intention using a cross sectional study conducted among Ministry of Health’s specialist medical practitioners across Sabah. Respondents were chosen using convenience sampling technique to complete a self-administered questionnaire consisting of sociodemographic information, work characteristics, the 10 item Warr-Cook-Wall (WCW) job satisfaction scale, a question on private sector employment offer and turnover intention. Descriptive and bivariate analyses were used to identify significant factors affecting turnover intention. A total of 101 completed questionnaires were analysed. A total of 75 (74.3%) respondents were younger than 40 years old and 57 (56.4%) of them were male. Almost one third (31.7%) of specialist medical practitioners in Sabah were actively seeking alternative employment. Factors associated with turnover intention were low job satisfaction score (t = 3.516, 95% CI 2.64-9.49, p &lt; 0.005) and career development opportunities (x² = 5.766, p &lt; 0.05). Turnover intention among specialist medical practitioners in Sabah was significantly associated with low job satisfaction and dissatisfaction with career development opportunity. There is a dire need for an effective retention strategy to retain these limited highly skilled health personnel

FACTORS ASSOCIATED WITH NURSING HOME DIRECT CARE PROFESSIONALS’ TURNOVER INTENT DURING COVID-19

Abstract The negative effects of the COVID-19 pandemic on the well-being of direct care professionals (DCPs; nursing assistants and aides) in nursing homes (NHs) has led to high rates of DCPs’ turnover and staff shortages - both issues that were already prevalent before the pandemic. More optimal staffing levels and less turnover are essential for optimal NH quality of care, but little is known about factors associated with turnover in DCPs in NHs during the pandemic. Hence, the purpose of this study was to examine the mediating roles of 1) quality of employer communication related to COVID-19; 2) DCPs’ perceived preparedness to care for residents with COVID-19; and 3) DCPs’ job satisfaction in the relationship between overall COVID-19-related work stress and intent to remain in one’s job (an indicator of turnover). Path analyses (N=809) demonstrate a significant, indirect effect between COVID-19-related stress and intent to remain in one’s position through the variables of communication, preparedness, and job satisfaction. Higher levels of COVID-19 related stress were associated with poorer communication quality, lower levels of preparedness, and lower job satisfaction, which was subsequently associated with a reduced likelihood of intent to remain in one’s job. However, direct effects show that better communication quality was associated with better preparedness correlating with higher job satisfaction which increased the likelihood of intent to remain in one’s job. Findings underscore the importance of employer supports in DCPs’ job satisfaction and turnover in NHs and, thus have implications for how to improve quality of care in NHs.

ORGANIZATIONAL SUPPORTS ASSOCIATED WITH NURSING ASSISTANTS’ JOB SATISFACTION DURING COVID-19

Abstract The COVID-19 pandemic has disproportionately affected nursing home residents and staff, including the nursing assistants who provide critical supports for older adults and people with disabilities. The pandemic has added significant strain to an already vulnerable nursing home workforce, which has historically experienced high levels of turnover, chronic staffing shortages, and high burnout. At the same time, it has generated awareness of the value of the direct care workforce to provide care in places for those most at risk from the disease. Job satisfaction of nursing assistants is as major driver of turnover and intent to leave the job. Research has demonstrated organizational supports and job stresses that are associated with job satisfaction and turnover. However, limited research has investigated the factors associated with job satisfaction in nursing homes during the COVID-19 pandemic. Using data from an employee engagement and management system, we examined organizational supports (e.g., supervision, appreciation, safety) and work-related stresses associated with job satisfaction among nursing assistants in nursing homes (n=402). Higher quality of supervision, feeling appreciated for the job, and feeling safe and comfortable at work were associated with higher levels of job satisfaction. Work-related job stressors –increased workload demands and understaffing – were associated with lower job satisfaction. Our findings provide insights into the importance of employer supports and reducing work-related stressors in nursing assistants’ job satisfaction and practical implications for nursing home leadership regarding how to support workers