Low Job Satisfaction Research Articles

Exploring the Optimization Path of Incentive Policies for Family Doctors in Fuzhou City

To fully leverage the role of family doctors as health gatekeepers and effectively improve their work enthusiasm and satisfaction, China vigorously promotes incentive policies for family doctors. However, there are many problems in the institutional design and local implementation of incentive policies for family doctors in China, resulting in low job satisfaction among family doctors in many regions currently. Based on this, this article takes Fuzhou, China as an example to point out that the incentive system for family doctors still faces problems such as low sense of professional achievement, limited promotion space, and unreasonable salary distribution. Based on this, this paper puts forward the following suggestions. The relevant part should focus on optimizing the performance model and providing a basic guarantee for family doctors. At the same time, attention should be paid to strengthening training to enhance their competitiveness. Finally, improve the promotion system to provide a platform for the development of family doctors. Taking Fuzhou City as an example, this study provides local experience for the development of a family doctor incentive system in China.

Team climate, job satsfaction and burnout: results from a national survey of staff in general practice in England.

Measures are needed to address recruitment and retention problems in general practice. A good team climate (relational processes of team working) can mitigate the effects of pressured work environments, but little is known about it in British general practice. To assess team climate, explore practice characteristics and workforce combinations associated with favourable team climates, and analyse associations between practice team climate and job satisfaction, intention to remain in post, burnout and measures of practice performance. An online questionnaire distributed to practices (for all their staff) via Clinical Research Networks, mid 2022, comprising validated measures: 14 item Team Climate Inventory (TCI) and single items on job satisfaction and emotional exhaustion/burnout; a question on intention to remain in post; participant role, age group, gender. Anonymous completion; submission through the Oxford RCGP RSC. Responses received from 4.8% of national staff headcount, n = 9835, (21.6% GP, 22.9% nurse/direct patient care, 55.5% non-clinical). Mean TCI score, 3.73 (scale 1-5 best); 78.3% were satisfied in their jobs; 26.1% reported high burnout. GPs perceived significantly better team climate, and reported lower job satisfaction, higher burnout (especially male GPs) and lower intention to quit than other groups. After adjusting for practice and workforce characteristics, team climate was better in smaller practices and associated with more job satisfaction, less burnout, increased intention to remain and improved patient-reported experiences; climate was unrelated to QOF performance. Team climate could be used to improve morale and patient experience. Micro teams might be beneficial in larger practices.

Determinants of psychological injury among health and social care workers in community settings: A systematic review.

Health and Social Care (HSC) workers face psychological health risks in the workplace. While many studies have described psychological injuries in HSC workers, few have examined the determinants. Previous research has primarily focused on hospitals, lacking systematic reviews of community-based settings. To systematically identify and appraise current evidence on the determinants of psychological injuries among HSC workers in community settings. Searches were conducted in three bibliographic databases, supplemented by citation searches. Included studies focused on community-based HSC workers, reporting statistical associations between psychological injury and personal, health, occupational, or organizational factors. Quantitative studies published in English between January 1, 2000 and August 15, 2023 were included. Quality appraisal was undertaken using the JBI critical appraisal checklist. Sixty-six studies were included. Study quality was highly variable, and all studies were cross-sectional. Twenty-three studies linked psychological injury with occupational factors (e.g. low job control, high job demands and low job satisfaction). Thirteen studies observed an association between work environment and psychological injury, and a further eleven between workplace social support and psychological injury. Fewer studies have examined the relationship between psychological injury and personal/individual factors. Occupational and organisational factors are significantly associated with psychological health among HSA workers, in community settings. These aspects of job design, work environment and workplace relationships are modifiable, suggesting an opportunity for work design interventions to improve workers' psychological health and reduce the prevalence of psychological injury in this sector.

Effects of on-site Supportive Communication Training (On-site SCT) on doctor-patient communication in oncology: Study protocol of a randomized, controlled mixed-methods trial

BackgroundThe quality of communication in oncology significantly impacts patients' health outcomes, as poor communication increases the risk of unnecessary treatment, inadequate pain relief, higher anxiety levels, and acute hospitalizations. Additionally, ineffective communication skills training (CST) is associated with stress, low job satisfaction, and burnout among doctors working in oncology. While acknowledging the importance of effective communication, the specific features of successful CST remain uncertain. Role-play and recorded consultations with direct feedback appear promising for CST but may be time-consuming and face challenges in transferring acquired skills to clinical contexts. Our aim is to bridge this gap by proposing a novel approach: On-site Supportive Communication Training (On-site SCT). The concept integrates knowledge from previous studies but represents the first randomized controlled trial employing actual doctor-patient interactions during CST.MethodsThis randomized multicenter trial is conducted at three departments of oncology in Denmark. Doctors are randomized 1:1 to the intervention and control groups. The intervention group involves participation in three full days of On-site SCT facilitated by a trained psychologist. On-site SCT focuses on imparting communication techniques, establishing a reflective learning environment, and offering emotional support with a compassionate mindset. The primary endpoint is the change in percentage of items rated “excellent” by the patients in the validated 15-item questionnaire Communication Assessment Tool. The secondary endpoints are changes in doctors’ ratings of self-efficacy in health communication, burnout, and job satisfaction measured by validated questionnaires. Qualitative interviews will be conducted with the doctors after the intervention to evaluate its relevance, feasibility, and working mechanisms. Doctors have been actively recruited during summer/autumn 2023. Baseline questionnaires from patients have been collected. Recruitment of new patients for evaluation questionnaires is scheduled for Q1-Q2 2024.DiscussionThis trial aims to quantify On-site SCT efficacy. If it significantly impacts patients/doctors, it can be a scalable CST concept for clinical practice. Additionally, qualitative interviews will reveal doctors' insight into the most comprehensible curriculum parts.Trial registrationApril 2023 – ClinicalTrials.gov (NCT05842083). April 2023 – The Research Ethics Committee at the University of Southern Denmark (23/19397).

Impact of Relational Coordination on Job Satisfaction and Willingness to Stay: A Cross-Sectional Survey of Healthcare Professionals in South Tyrol, Italy.

Job satisfaction and willingness to stay are critical for workforce stability in a challenging healthcare environment. This study examined how relational coordination, a key factor in teamwork and communication, influences outcomes among healthcare professionals in a bilingual, culturally mixed region of Italy. This cross-sectional survey included general practitioners, hospital physicians, nurses, and administrators from the South Tyrol Health Service, using the 'Relational Coordination Survey' and additional measures of job satisfaction and willingness to stay. The analytical methods used included descriptive statistics, correlations, and regression analyses. This study applied path analysis, including mediation and moderation techniques, to investigate the roles of relational coordination and job satisfaction in influencing the willingness to stay. It employs Conditional Process Analysis with the PROCESS macro in SPSS, focusing on models for moderated mediation analysis. The results indicated a critical influence of relational coordination on both job satisfaction and willingness to stay among the 525 healthcare professionals. Job satisfaction varied by health district and years of service, with midcareer professionals being the least satisfied. The findings highlight the central role of relational coordination in job satisfaction and willingness to stay and confirm that low job satisfaction increases turnover intentions. Relational coordination directly enhanced job satisfaction and willingness to stay, while also serving as a mediating factor that amplifies the impact of job satisfaction on retention intentions. This study reinforces the need for strong teamwork and communication to stabilize the healthcare workforce. Targeted interventions aimed at improving relational coordination could significantly enhance job satisfaction and retention among healthcare professionals, particularly in culturally diverse settings such as South Tyrol.

Socially Responsible Human Resource Management Practices and Job Satisfaction of Public Servants with Disabilities in South-West Nigeria

Overt ill-treatments from management and co-workers have often led to job dissatisfaction and discouraged other persons with disabilities keen and able to join the workforce. Persons with disabilities continue to suffer employment-related and other forms of discrimination, resulting in low job satisfaction and job discontentment. These conditions accentuate the need for socially responsible human resource management practices in organisations. This study examined socially responsible human resource management practices and job satisfaction of public servants with disabilities in South-West Nigeria. Survey research design was adopted for this study. The study’s sample size of 422 public servants and leaders was determined using total enumeration sampling technique. A structured and validated questionnaire and semi-structured interview were used to obtain quantitative and qualitative data. Cronbach’s alpha reliability coefficients for the constructs ranged between 0.69 and 0.84. The response rate was 95%. Data were analysed using descriptive and inferential (multiple linear regression and hierarchical regression) statistics. The study found that SRHRM had a statistically significant effect on job satisfaction (Adj.R2 = 0.53, F(5, 410) = 92.07, p < 0.05). The interviews indicated that only two of five States had a deliberate strategy driving recruitment of persons with disabilities. A vast majority were employed as teachers in special schools, and diverse administrative roles across government ministries, departments and agencies. All States provided varying degrees of basic support and benefits, and stated that the employment of persons with disabilities was influenced by its leadership and affected organisational reputation. The study concluded that SRHRM affects job satisfaction of public servants with disabilities in South-West Nigeria. The study recommended that the government, in conjunction with institutional stakeholders and advocacy groups, should facilitate the adoption of SRHRM practices in South-West Nigeria. In addition, the involvement of the private sector and provision of financial grants and subsidies for employers would enhance wider employment, inclusion and quality organisational support for persons with disabilities.

Burnout and Job Satisfaction among Lecturers in Public Universities in Enugu State, Nigeria.

There is increasing awareness of burnout and job disaffection among many professions like health profession, teachers, armed personnel and lawyers. However not much has been studied about university lecturers. To obtain the prevalence and determine predictors of burnout and job satisfaction among lecturers in public universities in Enugu State, Nigeria. It was a cross sectional analytical study. The participants were academic staff from University of Nigeria Nsukka and Enugu State University of Technology who met inclusion criteria. They were selected using multistage sampling technique. Data were collected using Oldenberg Burnout Inventory for burnout and Job Descriptive Index for job satisfaction. A total of 392 lecturers were studied: The males were 221 (56.3%), and the modal age group was 41-50 years: 152 (38.8%). The majority were married 303 (77.3%) and had worked for ≤10 years (65.8%). The prevalence of burnout was 57.7%. In general, 150 (38.3%) had a high level of job satisfaction. However, in most facets, < 50% were satisfied. Most socio-demographic variables were not associated with either burnout or job satisfaction. There is significant association between burnout and job satisfaction. Almost all 205 (90.7%) who had burnout had low job satisfaction and this was statistically significant (p value = 0.011). Present work condition, pay, opportunities, supervision were used as predictors to level of burnout. Present condition of work was a significant contributor (p = < 0.001). The prevalence of burnout was high and many had low to moderate job satisfaction. Most socio-demographic variables were not associated with burnout or job satisfaction. There was a negative association between job satisfaction and burnout.

Nurses' Well-Being: An Amazing Recipe, But What Ingredients Remain Missing?

The term "system well-being" can move forward a new vision, meaning the result coming from the addition of the well-being of persons belonging to different institutions and organizations, which are all parts of the "health care system." Beginning with this "new definition," with the aim of analyzing the multifaceted issues related to nurses' well-being, we could use the "classical nursing metaparadigm" composed of 4 concepts: "health," "nursing," "environment," and "person." We briefly describe this conceptual map and provide some focused suggestions for further reflection on topics such as physical and psychological well-being, economic gain and career opportunities, work climate, burnout, low job satisfaction, moral distress, compassion fatigue, and a joyful work environment. This view may help organizations to focus on interventions to prevent or eliminate stress, which may be more proactive and effective than interventions to manage stress. Moreover, it offers a multidimensional map to analyze the different aspects influencing the well-being issue, keeping in mind that a concrete solution can be obtained only if all the components of health care systems and society do their part. Some solutions proposed by authors and organizations to increase nurses' well-being are mindfulness based, such as meditation, yoga, acupuncture, gratitude, journaling, choirs, coaching, workload reduction, job crafting, and peer networks. Other reflections on work organization, expected professional behaviors, nurses' retention, and education should be added to the discussion on this multidimensional issue.

An exploratory study to identify the factors influencing community pharmacist retention by using COM-B model

BackgroundDue to multitude of gaps in Pakistan's healthcare system, community pharmacies serve as the” first port of call” for various illnesses. However, the present scarcity of pharmacists in these settings poses significant challenges to healthcare delivery in the country. This scarcity is primarily due to difficulties in retaining pharmacists for community practice. The aim of this study was to explore the factors that influence the retention of community pharmacists by using COM-B model. MethodsA qualitative methodology employing the COM-|B model was utilized to design this study. In-depth interviews were conducted with pharmacists experienced in community pharmacy practice, at time and place convenient to them. Data were transcribed, translated and analyzed by deductive thematic analysis in accordance with the constructs of COM-B model. ResultsA diverse range of factors were identified that negatively influenced the retention of community pharmacists including working conditions and proprietor's demeanor, deficiency in training and intern experience, lack of career planning, low social acceptance, less salary and job satisfaction, less regulatory control and aptitude of renting out category. Conversely, the study also identified the factors that motivate community pharmacists to stay in their roles despite the challenges including strong educational background, abundant job opportunities, flexible schedules, direct patient engagement and positive impact on sales. ConclusionThere was an observed discrepancy between the challenges faced by community pharmacists and the motivators that encourage them to continue their job. Due to a disparity and abundance of challenges rather than motivators, retention rates for community pharmacists are low. This imbalance shed light on areas where improvements are needed to enhance pharmacist retention. Various areas for change were highlighted including strict implementation of regulations, integration of practical experience of community pharmacy practice and internships into academic programs, career guidance, and raising patient awareness about the roles of community pharmacists.

THE IMPACT OF BURNOUT SYNDROME IN MEDICINE

Burnout syndrome is an increasingly prevalent mental health problem in medicine, characterized by physical, emotional and mental exhaustion caused by excessive and stressful work. This study aims to review the impact of burnout syndrome in medicine, highlighting its causes, symptoms and consequences for the health of professionals. This study aims to analyze the impact of burnout syndrome on the mental health of medical professionals, identifying its main causes, symptoms and consequences. In addition, it seeks to present strategies for preventing and managing this syndrome, with a view to promoting the health and well-being of doctors, highlighting the importance of the mental health of health professionals and discussing measures to promote a healthier and more balanced working environment. This is a bibliographical review, using qualitative premises, with the PubMed, Scopus, Web of Science and Scielo databases. To better refine the research, the health descriptors “Burnout Syndrome”, “Health Professionals”, “Occupational Stress” and “Mental Health” were used. Burnout syndrome in medicine can be triggered by various factors, including excessive workload, lack of emotional support, pressure for results and long working hours. Symptoms include emotional exhaustion, depersonalization and decreased professional fulfillment. The impact of burnout syndrome in medicine is significant, affecting not only the mental health of professionals, but also the quality of care provided to patients. Doctors with burnout are more likely to make medical mistakes, suffer from physical and mental health problems and have lower job satisfaction. Therefore, in order to prevent and manage burnout syndrome, it is important for medical professionals to adopt self-care strategies, such as practicing regular physical activity, setting healthy work limits and seeking emotional support when necessary. In addition, health institutions should promote an organizational culture that values the well-being of professionals and offers adequate support to prevent and treat burnout syndrome. It can therefore be concluded that burnout syndrome is a serious problem in medicine, with significant impacts on the health and well-being of professionals. It is essential that doctors are aware of the signs of this syndrome and adopt measures to prevent and manage its effects. In addition, healthcare institutions should implement policies and practices that promote a healthy and supportive work environment for their professionals.

Effects of workplace incivility and workload on nurses' work attitude: The mediating effect of burnout.

The study's aim was to examine how workplace incivility and workload influence nurses' work attitudes (turnover intention, job satisfaction, and organizational commitment) using the stress-strain-outcome framework. There is a lack of comprehensive research on the combined effects of workplace incivility and workload on nurses' work attitudes. Two workplace stressors, incivility and workload, were hypothesized to lead to burnout, which in turn influences nurses' work attitudes. A cross-sectional, descriptive correlational study was conducted. Survey data were collected from 1,255 direct care nurses with a minimum of 6 months' nursing experiences in 34 general hospitals across Korea. Structural equation modeling was used to test the hypothesized model. This study is reported using the STROBE checklist. As hypothesized, both workplace incivility and workload increased burnout. Heightened burnout correlated with increased turnover intention, lowered job satisfaction, and reduced organizational commitment. While workplace incivility impacted these outcomes both directly and indirectly via its effect on burnout, workload influenced the outcomes solely through burnout. The study's findings are based on one, nonrandomized sample of nurses working at South Korean hospitals. Despite such study limitations, the study findings support the adverse impact of two workplace stressors on burnout and nurses' work attitudes. Evidence-informed interventions for both workplace stressors include training programs, clear policy guidelines, open communication channels, and supportive work environments. Zero tolerance and equity, diversity and inclusivity policies to promote workplace civility must be enforced. Workload needs to be patient-centered, ensuring a "fit" between patient needs and nurse staffing.

Occupational Stress and Administrators’ Levels of Job Satisfaction in the University of Education, Winneba

The research assessed the effect of occupational stress on administrators’ levels of job satisfaction in the University of Education, Winneba (UEW). The study investigated the sources of occupational stress, job satisfaction determinants, and the effects of occupational stress on administrators' health, all of which were based on the demand control theory. The quantitative approach and descriptive survey design were used. The study randomly selected 110 participants from a population of 147 administrators at the University of Education, Winneba, using the sample size determination table. Data were collected from respondents using structured questionnaires, which were then processed with and coded IBM SPSS version 20. The data were analyzed with mean, standard deviation and regression. The study discovered that lack of promotion and resources, favouritism, inadequate staff, work obligations, red tape, immoderate administrative responsibilities, and occupational health issues were the major factors that account for occupational stress among staff. A weak and negative relationship was discovered between occupational stress and job satisfaction of staff. Thus, the study concluded that high levels of occupational stress resulted in lower job satisfaction. In order to improve job satisfaction levels of administrators at UEW, the study recommended that management should implement innovative measures such as flexible working hours, enhanced promotion based on merit, resource availability to facilitate work and remote working aimed at lowering the factors that contribute to occupational stress. Also, the University Health Directorate should occasionally run health screening to addressed health related issues among staff who are at risk.

THE EFFECT OF WORKPLACE INCIVILITY, PERCEIVED SUPERVISOR SUPPORT, JOB SATISFACTION ON ORGANIZATIONAL IDENTIFICATION THAT RESULTS EMPLOYEE PERFORMANCE AND TURNOVER INTENTION

Purpose: This study analyses the influence of Workplace Incivility, Perceived Supervisor Support, Job Satisfaction on Organizational Identification and its implications for Employee Performance and Turnover Intention. Theoretical Framework: Workplace incivility is related to a range of work attitudes, stress indicators, and behaviours, both for the person experiencing incivility as well as for those engaging in uncivilised behaviour. The incivility experienced is closely associated with low job satisfaction and sub-optimal employee performance, high levels of stress and burnout, and a strong desire to leave the job. Perceived supervisor support refers to the perception among employees of how much their supervisors value their contributions and care about their well-being. Design/Methodology/Approach: Determination of the sample using purposive sampling method involving employees who work in the renewable energy industry in Jakarta as many as 210 respondents. Analysis tool is Structural Equation Modeling (SEM) using AMOS version 22.0. Findings: It was found that Workplace Incivility does not affect Organizational Identification but, Perceived Supervisor Support and Job Satisfaction have an influence on Organizational Identification. The implication of Organizational Identification has an influence on Employee Performance and Turnover Intention, but Employee Performance does not affect the Turnover Intention of employees working in renewable energy in Jakarta. Research, Practical &amp; Social Implications: From the results of this study, management can get used to the culture that superiors should pay more attention to the performance of employees. In addition, management can consider that employees are part of the company, with this, employees will be more confident in their identity in the company which will increase Organizational Identification. High Organizational Identification is proven to improve Employee Performance and reduce Turnover Intention of employees. Originality/Value: The addition of turnover intention variables is the difference between this research and the previous one. The research was conducted in renewable energy company in Jakarta, Indonesia. This is the uniqueness and originality of this research.

The relationship between night shift work, sleep patterns, psychological well-being, and mental health among Jordanian healthcare workers

This study examines the associations between working night shifts and various outcomes, including sleep patterns, healthcare workers’ sleep quality, and physical, mental, and social well-being. A descriptive cross-sectional study was conducted, where the findings revealed that night shift healthcare workers experienced poor sleep quality and pattern. In addition, night shift healthcare workers were more likely to express their intent to leave, the impact of work on their social lives, and a low level of job satisfaction. Healthcare workers showed moderate anxiety and mild depression levels. Lower job satisfaction correlated with higher anxiety and depression levels among healthcare workers, while the negative impact of working hours on social life was associated with increased anxiety and depression. Organizations should consider establishing comprehensive wellness initiatives covering work-life balance, stress management strategies, and mental health resources.

Compassion Satisfaction, Burnout, and Secondary Traumatic Stress among Saudi Nurses at Medical City: A Cross-Sectional Study.

Compassion satisfaction, the pleasure gained from assisting others in their recovery from trauma, can help reduce the effects of burnout and secondary traumatic stress. As such, nurses' job satisfaction can be increased by increasing compassion satisfaction and decreasing compassion fatigue. This study examined the incidence of compassion fatigue and other influencing variables, such as compassion satisfaction, burnout, and secondary traumatic stress, among Saudi nurses. This was a cross-sectional study using convenience sampling. Participants comprised 177 registered nurses from various nursing departments. Data collection included the Professional Quality of Life Scale based on lifestyle, demographic details, and occupation-related questions. The averages of scores for the variables, compassion satisfaction, burnout, and secondary traumatic stress, were recorded (37.1 ± 7.4, 25.7 ± 7.5, and 26.7 ± 6.4). Participants aged 36 or older comprised a negative factor for compassion satisfaction, while years of nursing experience and higher job satisfaction were favorable predictors. Together, these three variables accounted for 30.3% of the overall variation. Low job satisfaction and poor sleep negatively affected burnout, accounting for 39.8% of the total variance. The results offer insights into identifying the risks of compassion fatigue in nurses and help design strategies to address burnout and secondary traumatic stress while enhancing their compassion satisfaction levels.

Professional quality of life in animal research personnel is linked to retention & job satisfaction: A mixed-methods cross-sectional survey on compassion fatigue in the USA.

Working with research animals can be both rewarding and challenging. The rewarding part of the work is associated with understanding the necessity for animal research to improve the health of humans and animals and the knowledge that one can provide care and compassion for the animals. Challenges with animal research include witnessing stress/pain in animals necessitated by scientific requirements, end of study euthanasia, and societal stigmatization about animal research. These challenges could be compounded with more general workplace stresses, in turn, impacting job retention and satisfaction. However, these factors have yet to be formally evaluated. Therefore, the purpose of this survey was to comprehensively evaluate professional quality of life's correlation with key workplace metrics. Six institutions were recruited to participate in a longitudinal intervention trial on compassion fatigue resiliency. This manuscript reports key baseline metrics from this survey. A cross-sectional mixed methods survey was developed to evaluate professional quality of life, job satisfaction, retention, and factors influencing compassion fatigue resiliency. Quantitative data were analyzed via general linear models and qualitative data were analyzed by theme. Baseline data was collected from 198 participants. Personnel who reported higher compassion satisfaction also reported higher retention and job satisfaction. Conversely, personnel who reported higher burnout also reported lower job satisfaction. In response to open-ended questions, participants said their compassion fatigue was impacted by institutional culture (70% of participants), animal research (58%), general mental health (41%), and specific compassion fatigue support (24%). In conclusion, these results show that professional quality of life is related to important operational metrics of job satisfaction and retention. Furthermore, compassion fatigue is impacted by factors beyond working with research animals, including institutional culture and general mental health support. Overall, this project provides rationale and insight for institutional support of compassion fatigue resiliency.

Swedish maternity care professionals’ perception of labor induction

BackgroundSweden recently adopted new labor induction guidelines lowering the threshold for post-term pregnancies to 41+ weeks. Despite evidence-based foundation, these guidelines stirred controversy among maternity care professionals, who voiced concerns about potential risks and unintended consequences, such as a rising Caesarean section rate. Midwives also highlighted potential impacts on their roles, workload, and working environment; implications that could affect obstetricians and gynecologists as well. Investigating Swedish maternity care professionals’ views on labor induction could benefit policymakers, managers, and birthing women alike. AimThe aim of this study was to describe and compare midwives to obstetricians/gynecologists, with regards to their views on labor induction, and how this relates to other work-related variables such as overall job satisfaction, clinical experience, gender, age, personality, and workload. MethodsSwedish midwives (N = 207, 99 % women, M = 45.2 years), and obstetricians/gynecologists (N = 240, 83 % women, M = 44.3 years) responded to an online questionnaire reflecting aspects of maternity care work. The data was analyzed using Welch's t-test and Pearson's correlation analysis. ResultsA large difference was observed in labor induction views between midwives and obstetricians/gynecologists (d = 1.39), as well as lower job satisfaction with midwives (d = -0.26). Overall job satisfaction further correlated negatively with views on labor induction (r = -0.30). ConclusionsLabor inductions might pose challenges to midwives and could bring to light underlying tensions between obstetricians/gynecologists and midwives. Given the modest response rate of the study, we cautiously suggest that while the development of new maternity care guidelines should be grounded in evidence, they should also embrace concerns and insights from a diversity of professional perspectives.

The role of political fit and self-censorship at work for job satisfaction, social belonging, burnout, and turnover intentions

We examined whether employees (N = 710) who experience low levels of political fit and who self-censor their political opinions at work, are more likely to display lower job satisfaction and perceived social community, and higher turnover intentions, burnout, and fear of social isolation. The results largely confirmed these associations and showed that the associations between perceived political fit and job satisfaction, social community, turnover intentions, and burnout were statistically mediated by willingness to self-censor. This suggests that employees who experience lower levels of person-organization fit with regards to their political ideology have a higher tendency to censure themselves, which is negatively related to their well-being, perceived social belonging, and job satisfaction. Furthermore, we found that the willingness to self-censor political opinions at work was slightly higher on average among those who were politically to the left, female, younger, and less educated. The findings point to the complexity of navigating political ideologies in the workplace.

Job satisfaction of health workers at a Vietnamese University Hospital and its predicted factors: A cross-sectional study.

Job satisfaction of healthcare workers from conventional and university hospitals (or teaching hospitals) might be different due to several factors, for example medical staff required to carry out multiple clinical and teaching tasks simultaneously. Our study aimed to determine how the job satisfaction among healthcare workers in university hospitals is different from those in conventional hospitals. A cross-sectional study was conducted by using the validated and contextualized job satisfaction tool for the Vietnamese context to survey 216 healthcare workers at a university hospital in Vietnam from January to March 2020 with online Google forms. The results indicated low overall job satisfaction (43.1%) in our study university hospital with the score cutoff of 80%. However, healthcare workers still reported high job satisfaction rates in certain aspects, such as personal empathy (70.8%), discipline, and reward (67.6%), co-worker collaboration (65.3%), training and promotion (63%), workplace environment (57.4%), and salary and allowance (44.9%). Subgroup analysis revealed statistically significant differences in job satisfaction (p < 0.01) related to age (31 to 40-year-old), and job position with ORs 3.9, and 8.6 respectively. University hospitals need to improve the healthcare workers' job satisfaction. It is recommended that special human resource strategies should be developed focusing on keeping satisfying older healthcare staff by recognizing their contributions and providing appropriate benefits based on their positions in the hospital.

Formalization of annual performance feedback and employees’ job satisfaction in the SME context

ABSTRACT Human resource management (HRM) practices in small and medium-sized enterprises (SMEs) to increase employees’ job satisfaction are on the rise. Given that SMEs often adopt highly formalized HRM practices of large companies, for example, in the case of annual performance appraisals, we investigate the relationship between the degree of formalization of annual performance feedback and employees’ job satisfaction in the SME context. Using an experimental survey study design (N = 166) in a German SME, we find that employees receiving annual performance feedback with a high degree of formalization report lower job satisfaction directly after the annual performance feedback than those who are still to receive their feedback. In contrast, in the case of annual performance feedback with a low degree of formalization, employees report higher job satisfaction right after the annual performance feedback than employees before the feedback. Moreover, we find that employees’ feedback orientation is an important moderator in this relationship.