Occupational Pride Research Articles

Do sleep and psychological factors influence musculoskeletal pain among nurses?

The physical factors associated with musculoskeletal pain in nursing personnel have been largely investigated, although the role of sleep and psychological factors resulting in musculoskeletal pain has not been addressed thoroughly. This study aimed to explore the prevalence of musculoskeletal pain and investigate how sleep and psychological factors influence musculoskeletal pain in a nursing group. Nordic standard questionnaires were distributed to 230 female nurses. Chi-square tests were performed to assess the associations between sleep problems, psychological problems, and musculoskeletal pain symptoms. Binary logistic regression analysis was also conducted to identify the primary factors influencing the prevalence of musculoskeletal pain. The highest prevalence of pain was observed in the lower back, neck, and shoulders, whereas the lowest prevalence of pain was observed in the ankles, feet, elbows, and hips/buttocks. Chi-square analysis and binary logistic regression showed that sleep duration, sleep onset time, and sleep quality all significantly contributed to the development of neck and upper back pain. With regard to the psychological factors, only occupational pride and stress had a significant effect on pain; in contrast, family support did not show any significant influence. Compared with other body regions, musculoskeletal pain in the lower back, neck, and shoulders requires more attention and preventive interventions. Special efforts should be made to shift the workday system of the nursing group because of the strong correlation between sleep problems and pain. Incentives other than penalty mechanisms should be considered seriously in nursing to boost occupational pride and relieve job stress.

When Monetary Value Erodes Social Value: Motivations, Rewards, and Occupational Pride of Frontline P

When Monetary Value Erodes Social Value: Motivations, Rewards, and Occupational Pride of Frontline P

Ruination in the ring: Habitus in the making of a professional “opponent”

Backed by 3 years of apprenticeship in a boxing gym of Chicago’s hyperghetto and in-depth life-story interviews with fifty professional boxers, this article reconstructs the social biography and ring career of a professional “opponent” as a living analyzer of the social, economic, mental, and emotional wheels and cogs of prizefighting careers. An “opponent” like Jake “The Snake” Valliance is a boxer determined and skilled enough to give a good account of himself in the ring, but willing to travel for quick money and be overmatched to serve as a stepping stone in the careers of rising fighters. He fights often, loses nearly as often, but maintains enough occupational pride that he keeps going, always hoping to turn his ship around, thus playing a key role in the pugilistic market. The article dissects the genesis, feeding, and fading of the libido pugilistica that explains the opponent's continued investment in the economy of pain, love, and deceit that is professional boxing. It throws light on the material and symbolic logics of a skilled bodily craft and, beyond it, on the workings of habitus as cognitive cog, trained capacity and socialized desire driving social action.

Emotional labour and occupational wellbeing in political office

Like many public service workers, politicians must manage the emotions of others as well as themselves in order to facilitate cooperation or goal accomplishment. Coined by Arlie Hochschild, this type of work is known as emotional labour. This article analyses a unique data set on the emotional labour and occupational wellbeing of over 500 elected politicians in the United Kingdom to understand how this important feature of public service plays out in political office. On one hand, all three facets of emotional labour (emotion work, personal efficacy, and false-face acting) are found to be prevalent among elected politicians, with self-reported levels of emotional labour differing among men and women. On the other hand, emotion work and personal efficacy appear to improve job satisfaction and occupational pride among politicians, but false-face acting increases symptoms of occupational burnout. These findings raise important questions about the nature of political institutions and the sustainability of political work.

公正な職場は仕事の誇りと安全行動意思を高めるか : 職業的自尊心-安全行動意思モデルと組織的公正,情緒的組織コミットメント

公正な職場は仕事の誇りと安全行動意思を高めるか : 職業的自尊心-安全行動意思モデルと組織的公正,情緒的組織コミットメント

安全行動における職業的自尊心の役割 : 計画行動理論を用いた職業的自尊心-安全行動意思モデルの開発

安全行動における職業的自尊心の役割 : 計画行動理論を用いた職業的自尊心-安全行動意思モデルの開発

Work-Nonwork Spillover of Wage Justice through Work Capabilities in Low and Middle Income Workers

Wage justice literature asserts that it is the perceived fairness of pay (based on comparison others) instead of actual pay that matters most to an employee. This study therefore investigates the spillover effect of wage justice on life capabilities in the Philippines. It is hypothesized that wage justice will influence life capability through work capabilities such as job empowerment, job satisfaction, and occupational pride. Using data from the Institute of Philippine Culture study on living wages of 500 individuals, a structural equation model was estimated to test the spillover effect. Findings confirms the hypothesis that wage justice influences life capabilities (life satisfaction and physical well-being) through work capabilities. Implications for research on wage justice and capabilities as well as to people management practices in work organizations are discussed.

A Study on the Cultivation of Values of Maritime College Students’ Occupational Pride

A Study on the Cultivation of Values of Maritime College Students’ Occupational Pride

Are Chinese college graduates satisfied with serving as village officials? An evaluation with nationwide survey data

ABSTRACTTo promote rural socio-economic development, the Chinese government has encouraged college graduates to work in villages since 2005, bringing about a novel nonmarket-determined job called graduate village official. We use nationwide survey data to analyse the determinants of job satisfaction for graduate village officials. Empirical results show that the job satisfaction of graduate village officials is basically not determined by their personal traits, but by social contexts as well as job factors. Salary, occupational pride, adaption to rural work, supports from leaders and job prospects impact more on graduate village officials’ job satisfaction than other factors. Unreasonable policy management and implementation contribute to graduate village officials’ job dissatisfaction. Finally, we briefly discuss potential policy implications of our findings.

Experience of second-line on duty senior nurses participating in rescue on night shift: a qualitative research

Objective To explore the work experience and responding measures of the second-line on duty senior nurses in night shift rescue. Methods In-depth interviews were conducted in 11 nurses and the interview data were collected and analyzed by phenomenological research method. Results The work experience of the second-line on duty senior nurses in night shift rescue was divided into three stages and eight topics. Before rescue: the influence of working environment on sleep; concerns over the incompetence of the emergency work because of the unfamiliarity of the specialty; the invisible pressure from their responsibility. During the rescue: the ability of quick adjustment into new environment and rescue state; timely detection and suppression of potential security risks of nursing; the perception of lack of knowledge in night shift nurses and themselves. After the rescue: occupational pride gained from emergency rescue; and the desire for knowledge. Conclusions Nursing managers should pay attention to the work experience of the senior nurses who are on the duty of second-line and take effective interventions to better play the role of senior nurses, at the same time, improve the working ability of night duty nurses to ensure the quality and safety of night nursing work. Key words: Nurses; Senior; Second-line on duty; Night rescue; Qualitative research

Qualitative study on emotional experience associated with compassion fatigue and its coping strategy in clinical nurses

Objective To explore how the emotional experience and stress symptoms associated with compassion fatigue emerges, develops and subsides, as well as their coping strategy for compassion fatigue. Methods By purposive sampling integrating with snowball sampling method, semi-structured reviews with open-ended questions were conducted among 47 registered nurses who are working or have ever being in clinical frontline department to gain their in-depth views about compassion fatigue. Theme analysis was used to analyze the data. Results In emotional experience, two main themes were extracted: positive and negative emotion. Six subthemes including happy, high spirits, interests, sense of self-value, sense of achievement and occupational pride were extracted from positive emotion. While nine subthemes including compassion, grief, depressed mood, irritability, guilty, powerlessness, apathy, fear and anxiety were extracted from the negative emotion. Conclusions Clinical nurses are lack of basic knowledge about compassion fatigue, and their work and life are influenced by compassion fatigue. It should be emphasized and enhanced that domestic hospital administrators should identify and take precaution against compassion fatigue. Key words: Clinical nurses; Compassion fatigue; Emotional experience; Coping strategy; Qualitative study

Patrol Officer Job Satisfaction Scale (POJSS)

Purpose When patrol officers experience poor job satisfaction and make the decision to leave their profession, their departments face the cost of recruiting and training new officers. The purpose of this paper is to develop a new measure that could be used by police departments to identify specific dimensions of job satisfaction in their officers so that appropriate interventions could be made before officers reach the point of ending their employment. Design/methodology/approach To enhance widespread applicability of the new measure, the 221 study participants were from convenience samples of patrol officers in the USA and Turkey (95.9 percent male; mean age=29.4 years; mean service=5.9 years). Officers completed anonymous surveys to report individual and departmental demographics, to give satisfaction ratings for a variety of aspects of their work environment, and to report other psychosocial variables that might be used to assess validity of job satisfaction dimensions. Findings Exploratory factor analysis produced the 14-item Patrol Officer Job Satisfaction Scale (POJSS) with three dimensions: supervisor fairness, peer comradery, occupational pride. The three POJSS dimensions showed acceptable goodness-of-fit, internal reliability, and test-retest reliability. Multiple regression analyses demonstrated no significant associations between nine individual and department demographics (gender, age, marital status, education, service years, weekly work hours, nation, city location, number of officers) and any of the three POJSS dimensions. Research limitations/implications One limitation of the present study was that it included only convenience samples of patrol officers from the USA and Turkey. Future research could conduct confirmatory factor analyses on more diverse and representative samples of patrol officers from various international locations to determine if they also perceive the same three POJSS dimensions of job satisfaction (supervisor fairness, peer comradery, occupational pride). Practical implications Police departments could use the POJSS as an assessment tool to identify any problems of poor job satisfaction in their patrol officers so they could provide targeted improvements. For example, if patrol officers report low ratings for supportive peers, some scholars have recommended the formation of officer support groups (Johnson, 2012; Pienaar et al., 2007; Rhoades and Eisenberger, 2002; Scott, 2004; Stamper and Johlke, 2003; Toch, 2002; Walker et al., 2006). Social implications If patrol officers report low ratings for supervisor fairness, peer comradery, and occupational pride, police departments could arrange leadership seminars, hold “Clear the Air” meetings or anonymous surveys to allow patrol officers to identify specific improvements they suggest to improve these components of job satisfaction. Originality/value Research on police officer job satisfaction has been increasing in recent decades, but is still relatively sparse when compared to the study of employee job satisfaction in the private sector and other areas of government. Recent research on police job satisfaction has typically included law enforcement officers with a wide range of ranks, rather than focusing solely on patrol officers. Also, the few studies that focus on job satisfaction in patrol officers used either secondary data (Ingram and Lee, 2015) or re-evaluated data over eight-year old (Johnson, 2012). Especially with the recent turbulent events seen between community members and their front-line police officers (including in the USA and Turkey), available research may have missed the most important dimensions of job satisfaction for present patrol officers supporting the measure's widespread relevance.

Scale development of occupational identity and testing model of antecedents and outcome variables of occupational identity

The first purpose of this study was to define the construct of occupational identity and develop the scale of occupational identity, the second purpose of this study was to examine the factor structure of occupational identity using exploratory common factor analysis and test the discriminant validity of occupational identity with workplace satisfaction, and third purpose of this study was to test the model of antecedents and outcome variables of occupational identity using confirmatory factor analysis. For fulfilling these purposes, three studies were conducted. Data were gathered from 390 workers in study 1, 505 workers in study 2, 1,115 workers in study 3. As a result, the three-factor structure of occupational identity was stably replicated, although the sample was changed. The occupational identity had discriminant validity with workplace satisfaction. Except for person-occupation fit(a subfactor of occupational identity) had a high correlation with general, occupational satisfaction(a subfactor of workplace satisfaction), other subfactors of occupational identity generally had low correlations with other subfactors of workplace satisfaction. It was found that the occupational identity was derived from occupational reputation, dedication to the occupation, occupational pride, and mission to the occupation. And the occupational identity resulted in the purpose of the worker’s life and intention to continue the worker’s occupation. Based on these results, We made discussions about implications, limitations, and future research tasks.

Scale Development of Occupational Identity and Testing Model of Antecedents and outcome variables of Occupational Identity

The first purpose of this study was to define the construct of occupational identity and develop the scale of occupational identity, the second purpose of this study was to examine the factor structure of occupational identity using exploratory common factor analysis and test the discriminant validity of occupational identity with workplace satisfaction. The third purpose of this study was to test the model of antecedents and outcome variables of occupational identity using confirmatory factor analysis. For fulfilling these purposes, three studies conducted. Data gathered from 390 workers in study 1, 505 workers in study 2, 1,115 workers in study 3. As a result, the three-factor structure of occupational identity stably replicated, although the sample was changed. The occupational identity had discriminant validity with workplace satisfaction. Except for person-occupation fit(a subfactor of occupational identity) had a high correlation with general, occupational satisfaction(a subfactor of workplace satisfaction), other subfactors of occupational identity generally had low correlations with other subfactors of workplace satisfaction. It found that the occupational identity derived from occupational reputation, dedication to the occupation, occupational pride, and mission to the occupation. Furthermore, the occupational identity resulted in the purpose of the worker’s life and intention to continue the worker’s occupation. Based on these results, We made discussions about implications, limitations, and future research tasks.

Can organization justice enhance the workers’ intention of carrying out safety actions mediated by occupational pride?

Can organization justice enhance the workers’ intention of carrying out safety actions mediated by occupational pride?

How does the organizational justice an employee recognizes contribute for his/her occupational pride?

How does the organizational justice an employee recognizes contribute for his/her occupational pride?

How do occupational images of an employee contribute for his/her occupational pride?

How do occupational images of an employee contribute for his/her occupational pride?

The role of occupational pride on safety action

The role of occupational pride on safety action

Application of clinical nursing pathway in improvement of occupational pride in nurses

Objective To explore the influence of management style through clinical nursing path-way (CNP) on improvement of occupational pride in nurses. Methods 40 clinical nurses from the gyne-colog-ic and obstetrics departments were set as the experimental group,40 others from the surgical and pe-diatric departments were named as the control group.The two groups were given work education through CNP pattern and routine pattern respectively.Self- designed questionnaire was used to investigate the influ-ence of two work patterns on the occupational pride of nurses.The results underwent X2 and t test. Results The score of every evaluation index in the experimental group was better than that of the control group. Conclusions The appli - cation of management pattern with clinical nursing pathway in clinical nursing work can improve the occupational pride of nurses. Key words: Clinical nursing pathway; Nurse; Occupational pride

Gender differences in the effects from working conditions on mental health: a 4-year follow-up.

The overall aim was to examine how working conditions in 1993 influenced the occurrence of poor mental health in 1997 among women and men from the general population. Also, the relative importance of other living conditions in relation to poor mental health in 1997 was examined. A sample from the general Swedish population (originally examined in 1969) was followed up in 1993 and 1997. Data from these follow-ups were analysed, and both bivariate and multivariate analyses of associations between occupational and non-occupational conditions in 1993 and poor mental health in 1997 -- defined as sub-clinical depression, reduced psychological well-being and high alcohol consumption -- were performed. Several occupational risk indicators were identified for poor mental health among women, especially sub-clinical depression and high alcohol consumption. Occupational factors such as shift work, job strain, no education at the employer's expense, low occupational pride, low stimulation at work and poor social support were related to poor mental health among women. For poor mental health among men, mainly sub-clinical depression, shift work and low occupational pride were identified as risk indicators. Non-occupational factors related to poor mental health among women were poor quality of social contacts, demanding life events, physical inactivity, high perceived physical load outside work and inadequate coping strategies. Among men, smoking and inadequate coping strategies were related to poor mental health. The difference between women and men, regarding the numbers of identified occupational and non-occupational risk indicators, may partly be explained by the gender-segregated labour market, and partly by other explanations. In our study, we have not succeeded in collecting the relevant information about occupational conditions that is important for men's mental health.