Low Job Research Articles

The effect of workability-related factors in patients with end-stage kidney disease undergoing hemodialysis

BackgroundThe disability of patients with end-stage kidney disease (ESKD) and the possibility of reducing the ability to work for patients who are receiving hemodialysis require extensive investigations worldwide. In this regard, we aimed to investigate employment status and its effect on a large group of work ability-related factors in these patients.MethodsA total of 191 patients with ESKD who were referred to the dialysis department of Guilan Educational and Medical Centers, Rasht, Iran, in 2023 participated. The demographic and occupational data, clinical characteristics, and laboratory findings of the patients were recorded. A work ability index questionnaire was used to record the ability to work.ResultsAccording to the results, 37.7% of people undergoing hemodialysis were employed, 45.4% of those who were not employed, lost their jobs before, and 54.6% lost their jobs after starting hemodialysis. Patients with lower values of work ability index found to be significantly older, illiterate, with lower job satisfaction and high frequency of absence from their job. Also, they were unemployed individuals with high rates of disability and no history of job change (P < 0.05 for all).Additionally, current unemployment, history of job changes, and packed red blood cell transfusion were predictive variables of the ability to work in hemodialysis patients (P < 0.001, P = 0.046, P = 0.046).ConclusionsOur results illustrated that the employment rate is low among patients with ESKD even before starting hemodialysis. Patients with higher age, less education, disability and anemia are at higher risk of weak ability to work.

Does Voice Gap Influence Workers’ Job Attitudes and Well‐Being? Measuring Voice as a Dimension of Job Quality

ABSTRACTThis article investigates worker voice as a dimension of job quality and examines its link with job‐related outcomes. We refine and test a multi‐measure concept of the ‘voice gap’ to capture how much influence workers expect to have compared to what they actually have on a set of work‐related issues. Analysing a survey of 1307 American workers, we find that workers distinguish between a voice gap on issues related to their own interests (‘worker‐issues voice gap’) and those related to their employing organization's interests (‘organizational‐strategy voice gap’). Even after controlling for other dimensions of job quality, a larger voice gap is statistically associated with lower job satisfaction and well‐being, as well as higher levels of burnout and turnover intention. Additionally, we find that worker‐issues voice gap has a stronger and more significant effect than an organizational‐strategy voice gap. Based on these results, we recommend incorporating the voice gap measure in future worker voice research and as a practical tool for evaluating voice as a dimension of job quality.

Factors associated with burnout among internationally educated nurses: A scoping review.

The increasing nursing shortage in the healthcare industry has become a concern in many countries. Recruiting certified nurses from outside a country is one strategy to address this shortage. While the hiring of internationally educated nurses (IENs) fills the labor gap, a supportive work environment is necessary to retain IENs in the field. We conducted this scoping review based on the Joanna Briggs Institute (JBI) and PRISMA-ScR guidelines. It is reported along with the PRISMA-ScR checklist. A literature search was conducted across six electronic databases (PubMed, Web of Science, CINAHL, PsycINFO, Ichushi, and CNKI) on September 8, 2023, from which 722 articles were identified. Titles and abstracts were initially screened based on inclusion and exclusion criteria, followed by a full-text review of the selected articles. Eight articles satisfied the search criteria. From the characteristics of the factors related to nurses' burnout, all the components were categorized into organizational and individual factors. Organizational factors that contribute to higher burnout include poor professional-practice environment, high patient-to-nurse ratios, lower job satisfaction, and working in hospital wards and private hospitals. Individual factors include being younger IENs, being single (not married), being female, possessing higher educational degrees, short duration of employment, religion (Muslim), job title as a staff nurse, high stress, poor local-language capability, and first-time employment in a host country. Individual factors are more specific to IENs' backgrounds, whereas organizational factors are common to both internationally educated and host-country nurses. Both factors should be considered to reduce burnout among IENs. Healthcare organizations and administrators can develop targeted strategies to prevent and address the burnout experienced by IENs. Also providing understanding and support for religious backgrounds and language proficiency is crucial for alleviating intercultural stress. Through these measures, it is essential to create a work environment where internationally educated nurses can feel secure and comfortable.

Association of teleworking with employee psychosocial characteristics and well-being: A descriptive study

In recent years, teleworking (also referred to as telecommuting) has been the focus of academic research, due to its wide implementation during the COVID-19 pandemic and its significant implications, including psychosocial effects, job satisfaction, and social interactions among employees. Thus, this study employed a quantitative approach to examine these concepts and determine to what extent they have been changed by the implementation of teleworking in companies. Based on the findings, the most important aspect of teleworking was the need for social interactions. These three concepts also showed a statistically significant, but not a strong correlation. First, the women in the sample had higher psychosocial effects and a greater need for social interactions, compared to the men, whereas the younger participants had less psychosocial effects. Second, the participants aged 51 &amp;ndash; 60 years had lower averages for job satisfaction, while the participants aged 41 &amp;ndash; 50 years had lower averages for social interactions. Third, those who worked in companies consisting of 51 &amp;ndash; 200 employees had significantly higher psychosocial effects, but significantly lower job satisfaction, compared to the rest of the sample. Finally, demographic and work characteristics played important roles in the assessment of the impact of teleworking on psychosocial effects, job satisfaction, and social interactions.

Bagaimana Workplace Ostracism Mempengaruhi Turnover Intention yang Dimediasi oleh Job Performace dan Organizational Virtuousness Serta Authentic Leadership Sebagai Moderasi

This study examines the impact of workplace ostracism on employee turnover intention in manufacturing companies in Bekasi Regency, as well as the moderating roles of authentic leadership and organizational virtuousness in this relationship. Utilizing a quantitative approach with an online questionnaire employing a Likert scale, the research involved 202 respondents selected through purposive sampling. Data analysis was conducted using Structural Equation Modeling-Partial Least Square (SEM-PLS) to assess the relationships among variables and their validity. The findings indicate that workplace ostracism significantly affects employee turnover intention. However, perceptions of organizational virtuousness and authentic leadership did not positively moderate this relationship. Additionally, workplace ostracism negatively impacts job performance, while lower job performance is negatively related to turnover intention. These results underscore the importance of fostering an inclusive and supportive work environment to mitigate ostracism, enhance job performance, and increase employee retention.

Reasonable Accommodation, Career Development, and Psychological Well-being: Autoethnography as a Method of Qualitative Research

: Individuals with health issues and disabilities tend to encounter difficulties in the workplace, including decreased productivity and lower job performance compared to those without such problems. Nevertheless, creating a workplace environment that accommodates individuals with disabilities can help them overcome workplace obstacles and fulfil their job duties at the same level as disability-free individuals. Providing reasonable accommodation is one practical step in establishing an inclusive environment for those with vision impairments, leading to career development and psychological well-being. This paper focuses on workplace-related autoethnographic stories to explore the fundamental aspects of reasonable accommodation, career development, and psychological well-being for individuals with vision impairments. This study employed the method of autoethnography in qualitative research. Autoethnographic data was collected through personal reflection and the collection of relevant artefacts. Thematic analysis was used for the data analysis procedure. Therefore, having a disability does not necessarily mean an individual cannot do their job to the necessary standard. Visually impaired individuals can excel in their careers and attain psychological well-being when they are part of a workplace environment that is accommodating to their needs. To enhance job performance, career goals, and psychological well-being among employed disabled individuals, it is necessary to define "reasonable accommodation" in the Law of the Republic of Uzbekistan on the Rights of Persons with Disabilities, based on the UN Convention.

고등학교 교사의 교직이탈 의도 영향요인 분석: PISA 2022 한국 자료를 바탕으로

The purpose of this study was to analyse the factors influencing high school teachers' intention to leave teaching and to explore educational alternatives to increase teachers' job satisfaction and reduce the risk of teacher attrition. To this end, a multilevel logistic regression model with intention to leave teaching as the dependent variable was analysed using Korean data from PISA 2022. The results showed that teachers with more than 30 years of experience who are approaching retirement age and female teachers were more likely to leave teaching than other groups. The risk of considering attrition was also increased if teachers had students with emotional behaviour problems in their classrooms or if their school had a high number of parents with graduate degrees. Collaborative relationships with colleagues were found to be protective against teacher attrition, while a school climate that encouraged parental involvement in school activities was found to increase the risk of teacher attrition. In addition, higher job stress related to teaching and assessment and lower job satisfaction were associated with higher intentions to leave teaching. Based on these findings, schoolᐨlevel efforts to reduce the risk of teacher attrition in high school are discussed.

Evaluating factors influencing visit intention towards birding tourism: an extended theory of planned behaviour perspective

ABSTRACT Birdwatching, also known as avitourism, has become the fastest-growing segment of ecotourism, which contributes significantly to socio-economic development as well as the protection and development of threatened natural areas around the world. Despite the potential benefits of avitourism, only a few countries have fully exploited such opportunities. Hence, this study aims to understand the factors influencing the intentions to visit avitourism destinations. To improve the conceptual model, this study extended the Theory of Planned Behaviour (TPB) by integrating environmental awareness, concern, knowledge and the Big-Five personality traits. A quantitative methodology via questionnaire was employed to gather data from 389 respondents across Malaysia. The results reveal that environmental awareness, environmental knowledge, openness to experience, introversion, and emotional stability significantly influence Malaysians’ intention to visit avitourism destinations. Notably, this study also highlights the demographic profile as a crucial factor influencing the visit intention towards avitourism. Older males with lower education and job positions are more likely to visit avitourism destinations than younger females with higher education and job positions. These insights are anticipated to assist tourism organisations, educators, and policymakers in devising strategies to foster avitourism amongst the Malaysian population. The limitations and future studies were also discussed in this study.

Examining healthcare professional delivery of health behaviour change interventions during a public health emergency: A multi-professional survey among NHS healthcare professionals.

This study aimed to assess the extent to which healthcare professional characteristics and perceptions of major stressors during a public health emergency were associated with delivering health behaviour change interventions. A survey was administered in 2022 to a representative sample of 1008 healthcare professionals working in the UK's National Health Service (NHS). Data were analysed using descriptive statistics and hierarchical linear regression. Older respondents, higher levels of job satisfaction, being a nurse or health visitor, and reporting higher levels of perceived impacts of the COVID-19 public health emergency were associated with higher prevalence of delivering interventions. Higher levels of emotional job stress were associated with greater time spent delivering interventions (but not with a higher prevalence of contacts involving intervention delivery). Interventions targeted at younger healthcare professionals, those reporting lower job satisfaction, and healthcare professionals other than nurses or health visitors would be particularly beneficial.

The Interconnection between Job Satisfaction and Emotional Exhaustion against the Strike at Primary Education Teachers in Kosovo

This study investigates the relationship between job satisfaction and emotional exhaustion among primary education teachers in Kosovo, particularly in the context of strikes. The purpose of this paper is to understand how these variables interact and influence each other focusing on the impact of work experience. The methodology involved a quantitative approach using structured instruments to measure job satisfaction, emotional exhaustion and strike tendencies among 150 teachers from three primary schools in Pristina. Data were collected through questionnaires and analyzed using descriptive statistics, correlation analysis and one-way ANOVA. The findings reveal a positive and linear relationship between job satisfaction and emotional exhaustion indicating that teachers experiencing higher levels of emotional exhaustion report lower job satisfaction. Additionally, the results show that work experience significantly influences job satisfaction with more experienced teachers reporting higher satisfaction levels and better navi­gation of strikes. However, no significant relationships were found between job satisfaction and strike tendencies or between emotional exhaustion and strike tendencies. The practical implications of this study underscore the importance of addressing emotional exhaustion to enhance job satisfaction among teachers. The findings suggest that future research should explore interventions aimed at mitigating emotional exhaustion and improving job satisfaction in educational settings by providing a comprehensive understanding of the dynamics between job satisfaction, emotional exhaustion and strike tendencies. These insights can inform educational policy and teacher support programs ultimately contributing to a more supportive and satis­fying work environment for teachers.

Ensuring the safety of healthcare professionals: A review of current challenges and legal frameworks in India

Healthcare professionals, particularly doctors, face significant safety challenges in India. Workplace violence, harassment, inadequate infrastructure, and the absence of appropriate legal protections worsen their vulnerability, especially during night shifts. Recent incidents of violence have drawn attention to the urgent need for reforms to ensure their safety. This review aims to critically evaluate the current safety concerns for doctors in India, analyse the effectiveness of the existing legal frameworks, particularly the newer BNS (Bhartiya Nyaya Sanhita) and BNSS (Bhartiya Nyaya Suraksha Sanhita) systems, and propose practical strategies for improving workplace safety, focusing on night shifts and high-risk environments.This review article synthesises data from multiple sources, including published surveys, legal reports, and recent studies on workplace safety for healthcare professionals in India. The literature review focused on legal frameworks, hospital infrastructure, and psychosocial impacts affecting doctors. Inclusion criteria for the review included studies and reports on workplace safety, particularly those relevant to night shifts, emergency departments, and rural healthcare settings. Exclusion criteria included articles not directly addressing the safety concerns of healthcare professionals or those focused exclusively on non-clinical staff. The review revealed that over one-third of Indian doctors' report feeling unsafe during night shifts, with female doctors and junior staff particularly vulnerable. Key factors influencing perceptions of safety included inadequate security, lack of duty rooms, and insufficient legal enforcement under the Central Protection Act. The implementation of the BNS and BNSS systems is promising, but enforcement stays inconsistent across regions. Psychosocial impacts, including anxiety and burnout, were common, leading to lower job satisfaction and compromised care quality.Addressing the safety concerns of doctors in India requires a comprehensive approach, including stronger enforcement of legal protections under the BNS and BNSS systems, improved hospital infrastructure, and targeted psychosocial support. Future reforms should prioritise the establishment of secure environments and more robust legal accountability to mitigate workplace violence.

Do Teachers With Absent Students Feel Less Job Satisfaction?

Research and policy have focused predominantly on the individual consequences for students who miss school. Yet absenteeism does not occur in a vacuum, and less work has focused on how student absenteeism correlates to classroom dynamics. Practically no attention has been paid toward teachers. We propose in this study that student absences make it challenging for teachers to enjoy the very function of their jobs and thus experience more dissatisfaction at work as a result. We find that teachers have lower job satisfaction when more of their students are absent. However, we find statistically significant differences only for broad aspects of teacher satisfaction—job enjoyment, usefulness, and belief in the profession—rather than differences among other related measures of teaching.

Why should i be judged? Exploring third party perceptions of workplace incivility against single working mothers

A serious problem in the workplace is incivility, which impacts especially vulnerable groups like single mothers who hold jobs and experience subtle unfair or damaging treatment. As the number of single working mothers continues to rise in today’s workforce, this study aims to clarify third-party perceptions about incivility against them at work and subsequent influences on individuals as well as the organization. Because the analysis is embedded in theories of social role expectations and organizational justice, it explores third-party observers’ perceptions (such as coworkers or supervisors) of whether incivility directed at single working mothers differs from that experienced by their comparison group—professionally equivalent peers who do not share equal caregiver responsibilities. The researchers employed a mixed-methods approach, incorporating both quantitative surveys and in-depth qualitative interviews to collect rich data from participants who represented several fields. They report their results that third-party observers are less likely to experience vicarious justification of incivility against single working mothers but may be equally unlikely or even more reluctant than in the case of other employees and furthermore find this data account for these differences. The results illustrate the intricate interplay of gender, family structure and work dynamics on workplace outcomes—all leading to lower job satisfaction rates, a high level of stress or even stagnation in career progression for single working mothers. Our findings also extend the workplace incivility literature by demonstrating ways in which single working mothers are particularly vulnerable to this form of mistreatment and a broader need for organizational policies that cultivate an inclusive, supportive environment. Implications for human resource management, organizational culture and policy based on these findings are discussed as it may provide some recommendations for handling incivility in the workplace environment.

Older and younger job seekers' attention towards metastereotypes in job ads.

Building on social identity theory and cognitive models on information processing, the present paper considered whether and how stereotyped information in job ads impairs older/younger job seekers' job attraction. Two eye-tracking experiments with older (Study 1) and younger job seekers (Study 2) investigated effects of negatively metastereotyped personality requirements (i.e., traits) on job attraction and whether attention to and memory for negative information mediated these effects. Within-participants analyses showed for both older and younger job seekers that job attraction was lower when ads included negative metastereotypes and that more attention was allocated towards these negative metastereotypes. Older, but not younger job seekers, also better recalled these negative metastereotypes compared to not negative metastereotypes. The effect of metastereotypes on job attraction was not mediated by attention or recall of information. Organizations should therefore avoid negative metastereotypes in job ads that may capture older/younger job seekers' attention and lower job attraction.

Exploring how grassroots civil servants’ professional group identification affects job burnout: Evidence from China

We sought to understand better how to alleviate job burnout among grassroots civil servants. Specifically, we studied how professional group identification alleviated their sense of relative deprivation and enhanced their motivation for public service to reduce their burnout. We conducted a vignette experiment ( N = 151) and an online survey ( N = 439) on grassroots civil servants in China. In the experiment, we manipulated professional group identification to influence burnout in both experimental and control groups. In the survey, we used scales to measure the variables we were concerned about, and used the process plug-in of SPSS to analyze and compare the mediating effects. Results revealed that higher professional group identification led to lower job burnout, and public service motivation (PSM) and group relative deprivation (GRD) played mediating roles in the causal relationship. This study examined the dual pathways through which professional group identification mitigated job burnout, surpassing current understanding of the relationship between identification and job burnout. With greater validity than ever, we provide an original perspective on alleviating job burnout in public organizations.

Analysis of Job Satisfaction and Turnover Intention According to the Characteristics of Forest Industry Workers

The forest industry is a key sector in South Korea, significantly contributing to the national economy. Despite the growth of the forest industry, workers often face physically demanding tasks, high job stress, and factors reducing job satisfaction, such as remote locations and limited career opportunities. This study analyzes differences in job satisfaction and turnover intentions among forest industry workers based on socio-demographic and job characteristics. A survey of 654 workers across various sectors—including production, processing, retail, transportation, leisure, and services—was conducted. The data were analyzed using t-tests and ANOVA. The results indicate that job satisfaction and turnover intentions significantly vary with age, education, income, employment type, workplace location, and working days. The workers with graduate degrees reported lower job satisfaction and higher turnover intentions. The non-regular employees and field workers exhibited lower job satisfaction and higher turnover intentions. The findings suggest that improving job conditions, creating quality positions for highly educated workers, and providing stable employment could enhance job satisfaction and reduce turnover intentions in the forest industry, aiding workforce retention and sustainability.

The impact of job stress on job satisfaction and turnover intentions among bank employees during the COVID-19 pandemic.

The main objective of this study is to explore the relationships among job stress, job satisfaction, and turnover intentions among bank employees during the COVID-19 pandemic, with a focus on variations across different demographic characteristics. A cross-sectional design was employed, and data were collected from 501 bank employees using the Job Stress Questionnaire (JSQ), the Simplified Minnesota Satisfaction Questionnaire (MSQ), and the Intention to Leave Scale (ILS). Descriptive statistics, t-tests, ANOVA, Pearson correlation, and multiple regression analyses were used to test the research hypotheses. The findings show that job stress is significantly negatively correlated with job satisfaction and positively correlated with turnover intention. Interpersonal relationship stress emerged as the strongest predictor of turnover intention, while job autonomy stress significantly influenced job satisfaction. Demographic factors, including age, income, and education level, moderated these relationships, with younger, higher-income, and more educated employees reporting lower stress and higher satisfaction. Employees with dependents reported higher stress levels, lower job satisfaction, and greater turnover intentions compared to those without dependents. This study underscores the importance of managing workplace stress and enhancing job satisfaction to reduce turnover intention, particularly during the COVID-19 pandemic. Interventions focused on improving interpersonal relationships and providing targeted support for older and lower-income employees are recommended to mitigate stress and improve retention rates.

The Impact of Personality on Productivity and Job Performance

Abstract: There is a growing body of research on the impact of personality on job performance. Additional research is required to examine the influence of individual variations and perceptions on workplace conduct and productivity. Productivity is a critical quantitative element in determining the success of any individual to excel in a competitive environment and must effectively utilise limited resources. Job performance is a qualitative indicator of an individuals level of success within the workspace. For this study, the research method used is a survey to analyse the impact of different personalities on job performance and productivity. The results illustrate introverts are more productive despite displaying lower job performance than extroverts. In general, the personality questionnaire's design may have a limited representation of introverts due to their quiet nature. Ambiverts may be more challenging to distinguish during analysis. The study indicates the necessity of a more comprehensive comprehension of personality traits, with a specific emphasis on demographics and the working environment. Providing peaceful environments and designated time slots can enhance introverted performance in the workplace. Extraverts can excel at extroverted tasks but may struggle to adapt to introverted settings. Ambiverts possess both qualities, making influential leaders possible. Furthermore, this paper advises including supplementary control factors to establish a causal relationship between personality and workplace capability.

“They are not even called by name”: Security guards in a South African psychiatric hospital

BackgroundSecurity guards (SGs) play a significant role in health care and are an integral part of many psychiatric institutions. While their main duty is to ensure service users' (SUs) and staff's safety and protect the premises, they are also called upon for other tasks, often ones for which they are not adequately trained. This study aimed to explore the roles, formal and informal tasks performed, training, working conditions and well-being of SGs working in psychiatric services. MethodsGuided interviews were conducted with n = 12 SGs and n = 18 mental healthcare providers (MHCPs) at a psychiatric hospital in the Western Cape of South Africa. All interviews were audio recorded, transcribed verbatim and analyzed using a thematic analysis approach. ResultsIn addition to ensuring safety, SGs take on numerous informal tasks, often for which they are not adequately trained and which formally fall under the purview of other MHCPs, mostly nurses, including talking with SUs about their mental health issues, dressing, showering, feeding, and administering medication. SGs also serve informally as interpreters, raising ethical concerns regarding accuracy and confidentiality. SGs lack formal training for working in psychiatric services and handling aggressive SUs, which may lead to increased violence instead of de-escalation and, in the worst case, injuries. SGs work under precarious working conditions (i.e. low salary, outsourced employment, absence of labour rights and job insecurity) and lack professional recognition, potentially leading to lower job satisfaction and increased emotional distress. ConclusionAddressing the challenges outlined in the study requires collaborative efforts between government, psychiatric institutions, private security companies, SGs and MHCPs. The establishment of clear roles, implementation of comprehensive formal training, psychosocial support and improved working conditions, particularly in-house employment, higher pay, increased employee rights and job security, are needed.

Examining the Influence of Health-Related Quality of Life on Job Satisfaction Among Nurses in Kazakhstan.

This study evaluated health-related quality of life (HRQOL) and job satisfaction among Kazakh nurses and investigated the relationship between HRQOL and job satisfaction. Nurses' HRQOL may, directly and indirectly, affect their job satisfaction, which could subsequently result in poorer productivity and quality patient care. A cross-sectional research design utilizing a standardized questionnaire was employed among 615 nurses working at the University Medical Center in Astana, Kazakhstan. Nurses generally reported moderate HRQOL and low job satisfaction. Marital status and the number of children were significant predictors of high HRQOL. Married nurses had lower job satisfaction than single nurses. Nurses' number of children contributed to an increase in job satisfaction. Experiencing better environmental health may lead to greater general, intrinsic and extrinsic job satisfaction among nurses. Positive physical health is associated with higher levels of extrinsic and general job satisfaction. Better social health is linked to better intrinsic and general job satisfaction, whereas positive psychological health is related to better intrinsic job satisfaction. This investigation provided evidence of the influence of HRQOL on nurses' job satisfaction in Kazakhstan. Healthcare facilities can create organizational cultures and working environments that prioritize the well-being of healthcare workers.