Job Perceptions Research Articles

Medical Students' Impression of Surgical Pathology as a Career in Saudi Arabia.

Surgical/anatomical pathologists study diseases to provide accurate diagnoses, identify pathogens, and participate in treatment. However, there is a need for more surgical pathologists worldwide due to low recruitment rates. One contributing factor is the medical students' interest and knowledge about surgical pathology as a career option. Understanding medical students' knowledge and perceptions about surgical pathologist jobs is crucial for future physicians, as it influences collaboration with pathologists and impacts patient care outcomes. This study aims to evaluate medical students' knowledge of surgical pathologists' jobs in Saudi Arabian medical colleges, which will help identify gaps in knowledge and develop targeted interventions to promote interest in surgical pathology as a career. For simplicity, in this study, we refer to anatomical/surgical pathology as "pathology". A cross-sectional study was done in Saudi Arabia with a total of 478 medical students examining their perception of pathologist's job using a validated questionnaire distributed through social media platforms. The study revealed that 322 (67%) had no interest and did not consider becoming pathologists in the future, and 194 (40%) chose lack of patient contact as the main reason for not joining this field. However, 15% of the students think that pathologists have flexible lifestyle. Our study shows that many students are not interested in pathology as a career, with varied responses revealing uncertainty about pathologists' roles. To spark interest, universities should involve students in laboratories and decision-making processes, prioritize understanding pathologists' roles, and emphasize their impact on patients' lives.

Considering the Dark Side of Work: Bullshit Job Perceptions, Deviant Work Behavior, and the Moderating Role of Work Ethic

AbstractThis contribution aims to expand the study of experiences at work by (a) analyzing a theoretical perspective concerning experiences at work which emphasizes both positive aspects as well as negative aspects, (b) exploring the relation of both negative (Bullshit job perceptions; BJP) and positive aspects (Meaningful Work perceptions; MWP) experienced at work to negative work-related behavior (Counterproductive Work Behavior [CWB] and Cyberloafing), (c) investigating the (moderating) role of work ethic, and (d) examining the robustness of these relations when considering additional contextual factors (organizational work values and tightness–looseness reflecting social norms). Three studies were conducted, including two samples of German employees (N = 247 and N = 240), and another one of employees in the USA (N = 253). Our findings reveal that negative experiences at work (BJP) are the main predictor of problematic workplace behavior (CWB and Cyberloafing). Furthermore, their relation was contingent on individuals’ endorsement of work ethic. BJP and CWB (or Cyberloafing) were more closely associated for individuals strongly endorsing work ethic. In contrast, the relation of positive experiences (MWP) to problematic behavior at work was not significantly qualified by work ethic. The observed relations were robust when additional contextual factors were controlled for. The results emphasize the importance and complexity of work experiences including and differentiating positive and negative aspects. They also highlight the significance of work ethic and related beliefs of employees in shaping problematic behavior in work settings.

Job perception and satisfaction correlations: Examining intrinsic and extrinsic job satisfaction for fast-food restaurant managers in San Jose City, Nueva Ecija

This research investigated the correlation between job perception and both intrinsic and extrinsic job satisfaction among fast-food restaurant managers. Utilizing a descriptive-correlation research design, the study involved 20 regular managers from fast-food establishments. Data were collected through surveys and face-to-face informal interviews with 20 purposively selected respondents aged 21-45 years. The analysis employed Pearson correlation to examine the relationships between job perception and satisfaction variables. Findings revealed a very strong positive correlation between job perception and both types of job satisfaction. Managers who perceived their roles as fulfilling, well-aligned with their expectations, and supportive of their skills reported higher levels of both intrinsic and extrinsic satisfaction. Specifically, job aspects such as personal fulfillment, recognition, and alignment with personal values strongly correlated with high intrinsic satisfaction. Similarly, factors like competitive salary, job security, and a supportive work environment were closely linked with higher extrinsic satisfaction. The results underscored that positive job perception significantly enhances both intrinsic and extrinsic job satisfaction, reflecting the critical role of managers’ views on their roles in determining their overall job satisfaction and motivation. The study suggests that fast-food restaurant operators should focus on improving job perception by enhancing both intrinsic and extrinsic factors. This includes providing meaningful work experiences, recognizing managers’ contributions, ensuring competitive compensation, and fostering a supportive work environment. By addressing these areas, organizations can improve managerial satisfaction, reduce turnover, and enhance overall operational effectiveness.

Associations of perceptions of patient safety culture, job crafting, and perceptions of patient rounding with patient safety management activities among tertiary hospital nurses

Associations of perceptions of patient safety culture, job crafting, and perceptions of patient rounding with patient safety management activities among tertiary hospital nurses

'My words would have more weight': exploring weight stigma in UK dietetic practice and dietitian's lived experiences of weight stigma.

Weight stigma is pervasive within healthcare and negatively impacts both access to care and the patient-practitioner relationship. There is limited evidence on weight stigma among registered dietitians, particularly in the United Kingdom, though data show weight-related prejudice towards people living with obesity. The aim of this study was to examine both explicit and implicit weight stigma in practicing dietitians in the United Kingdom, as well as the lived experience of weight stigma among dietitians, both towards themselves and towards others. An online cross-sectional survey was disseminated between February and May 2022 using snowball sampling. Inclusion criteria were that participants were UK registered dietitians aged 20-70 years. Four hundred and two dietitians responded to the survey (female [94.1%], mean age 40.2 years [standard deviation (SD) 10.7]; White ethnicity [90%]; median 12 years [interquartile range (IQR) 6, 22] within dietetic practice). Mean self-reported body mass index was 25.1 kg/m² (SD 8.7). Most dietitians reported experiencing weight stigma prior to (51%) and postregistration (59.7%), whereas nearly a quarter (21.1%) felt that weight influenced their ability as a dietitian. Weight stigma was experienced across the weight spectrum. Overall participants reported explicit weight bias attitudes, moderate beliefs that obesity is controllable and implicit antifat bias. Within open-ended responses, dietitians reported three key themes related to their personal experiences of weight stigma: (1) experiences of stigma in dietetic practice, (2) impact of weight stigma and (3) perception of weight, appearance and job. This study shows that UK dietitians exhibit both explicit and implicit weight bias towards people living with obesity. Dietitians reported experiencing weight stigma, which impacted their career-related decisions and their perception of their own ability to perform as dietitians. The study highlights the need to address weight stigma and its implications within the dietetic profession.

Digital Transformation of Public Services in a Startup-Based Environment: Job Perceptions, Relationships, Potentialities and Restrictions

Digital transformation in public administration needs to be accompanied by more dynamic and intelligent strategies, which effect cultural change. Inspired by the business culture of startups, in 2021 the Brazilian government created the StartUp GOV.BR program to develop and accelerate the development of digital transformation projects within the Federal Government. This program aims to make digital transformation processes more proactive and flexible and generate more profitable operations. In this work, we investigated the perception of ICT practitioners (members of startups) about the program and the issues that surround it. Our goal was to identify relations, potentialities and restrictions of this program to contribute to outlining growth strategies, as well as the assets and capabilities needed to successfully transform digital public services in a startup-based environment. For this purpose, we conducted 23 focus groups with up to 12 people, totaling 175 participants. Then, we fully transcribed and qualitatively analyzed the data from each of the focus groups based on Grounded Theory. As a result, we developed maps of relationships between categories, along with narratives that help explain and understand the members’ perception of the StartUp GOV.BR program. We also listed 34 points for improvement and 62 actions to be taken to improve the program. The results achieved in this work can contribute to a research agenda of initiatives towards the Digital Transformation of public services in governments around the world combining innovative digital strategies based on the perspective of professionals.

Digitalization and job stress: exploring the mediating roles of job and personal aversion risk with gender as a moderator.

BackgroundThis time-lagged study delves into the impact of digitalization on job stress. Digitalization is defined as the incorporation of digital technologies into various aspects of work life, fundamentally transforming processes, interactions, and decision-making.AimThe present research focuses on the mediating roles of job-related risk and personal risk, and the moderating effect of gender. We hypothesized that employees’ aversion to risks, both in their professional and personal facets, mediates the relationship between the rapid digitalization of their work environment and the resultant job stress. Regarding gender as a moderator, recent research suggests that gender can influence the experience of workplace stress, with women often experiencing higher levels of stress than men in certain situations. This indicates that gender might also moderate the relationship between digital living, risk perception, and job-related stress. This approach allows for an examination of the ways in which digital technology adoption influences workplace stress, considering the temporally spaced data.MethodsConducted over three waves of data collection among 795 Chinese employees, the research utilizes Hayes’s Model 8, adept at revealing the dynamics of digitalization’s influence in the workplace and its effects on individual well-being.ResultsThe study corroborates Hypothesis 1 by establishing a significant, albeit less pronounced, relationship between digital living and job stress. The findings also support Hypothesis 2 by demonstrating that both job risk and personal risk mediate this relationship. The study’s results also validate Hypothesis 3, indicating that gender moderates the relationship between digital living, job risk, personal risk, and job stress. Finally, the significant interaction effects found in the study, particularly the stronger conditional negative effect of digital living on perceptions of job and personal risks for males, despite the absence of statistical significance failed to support Hypothesis 4.ImplicationsThis study sheds light on the dynamics of job stress in the context of a digitalizing work environment. The results have important implications for designing workplace strategies and interventions that are sensitive to risk perceptions and gender differences in the digital era.

“Doing it for my family”: examining when and how family motivation hinders creativity of hospitality employees by shaping job-perception

PurposeThis study explores the relationship between family motivation and employee creativity. It examines the way family motivation shapes employees' job perceptions, specifically examining the mediating roles of job instrumentality and job meaningfulness detachment. Additionally, the study explores the moderating effect of family financial pressure.Design/methodology/approachThe data were collected in three waves over six months from 382 employees in the Turkish hospitality industry. The Warp PLS 7.0 software was utilized for data analysis using partial least squares structural equation modeling (PLS-SEM).FindingsThe results indicate that family motivation significantly influences job instrumentality and job meaningfulness detachment, which subsequently reduce employee creativity. Moreover, family financial pressure moderates the relationship between family motivation and job perception, thereby amplifying its effects.Research limitations/implicationsThis study highlights that organizations should minimize ambiguity and complexity, create a psychologically safe environment, align incentives with creativity, address conflicts between short-term gains and long-term projects and support work-life balance in the hospitality industry. This can enhance employee creativity, satisfaction and retention.Originality/valueThis study is an early attempt to investigate when and how family motivation (re)shapes hospitality workers’ job perceptions and influences their propensity to engage in creative endeavors.

Job description and perception of clinical research personnel working in a network of French intensive care units

BackgroundThere is a lack of information about the organisation and management of clinical research personnel in Europe and of their professional activity in intensive care. We therefore conducted a cross-sectional survey among personnel currently working in a French intensive care research network that involves 41 centres nationwide. The aim of the survey was to describe the personnel’s personal and institutional organisation and management, their job perception in terms of satisfaction and stress, and suggestions for improvement.MethodsOver 3 months in 2023, the research personnel received an electronic questionnaire on their personal and professional profile, past and present training, workplace and functions currently performed, personal knowledge about job skills required, job satisfaction and stress by as measured on a rating scale, and suggested ways of improvement.ResultsNinety seven people replied to the questionnaire (a response rate of 71.3%), of whom 78 (57.3%) were sufficiently involved in intensive care to provide complete answers. This core sample had profiles in line with French recruitment policies and comprised mainly Bachelor/Master graduates, with nurses accounting for only 21.8%. The female to male ratio was 77:23%. Many responders declared to have a shared activity of technician (for investigation) and assistant (for quality control). More than 70% of the responders considered that most of the tasks required of each worker were major. Figures were much lower for project managers, who were few to take part in the survey. On a scale of 10, the median of job satisfaction was 7 for personal work organisation, 6 for training and for institutional organisation, and only 5 for personal career management. The median of job stress was 5 and was inversely correlated with satisfaction with career management. Respect of autonomy, work-sharing activity between investigation and quality control, a better career progression, financial reward for demanding tasks, and participation in unit staff meetings were the main suggestions to improve employee satisfaction.ConclusionThis nationwide survey provides a new insight into the activity of French clinical research personnel and points to ways to improve the quality and efficiency of this workforce.

Job characteristics model-based study of the intrinsic motivations for primary care practitioners

BackgroundIncentives for primary care workforce are close related to the “strengthening basic healthcare” strategy of the new health reform of China and help achieve the goals of establishing a tiered system for rational diagnosis and treatment. Previous studies primarily focused on extrinsic incentives and their influence on performance, with limitation of exploring intrinsic motivations directly from the job. ObjectiveThis study aimed to analyze the job characteristics of primary care practitioners within the framework of Job Characteristics Model, evaluate their effect of intrinsic motivations on various job performance, compare the impact of five job characteristic dimensions with extrinsic motivators such as salary on these performance, and offer policy suggestions to enhance the motivations for bettering performance of primary care practitioners. MethodsA questionnaire survey was conducted between February and June 2021. The questionnaire was developed by the authors and delivered to primary care practitioners of 18 community health centers and 20 township health centers of three cities in Shandong Province China. The health centers were selected through a multi-stage sampling method. Within participants who completed the questionnaires, 167 participants were selected through a convenience sampling process, for semi-structured interviews. These interviews explored their opinions on job characteristics in their roles. Pearson correlation analysis was used to examine the association between the five job characteristics and extrinsic motivators, with self-motivation, performance, professional burnout, and intent to leave. Multiple linear regression was employed to assess the impact of these factors on job performance. The interview data were analyzed through thematic analysis. ResultsA total of 870 questionnaires were included in the study. Participants gave the highest rating to skill variety (4.09 ± 0.71) and the lowest to task integrity (3.18 ± 1.04) in the job characteristics. Scores for task significance, feedback, and autonomy were 3.91 ± 0.76, 3.46 ± 0.83, and 3.43 ± 0.79, respectively. Pearson correlation indicated positive associations of each job characteristic dimension with self-motivation and performance (P<0.05), and negative associations with burnout and intent to leave (P<0.05). Multiple linear regression results revealed that job characteristics dimensions significantly affected job performance, with notable impacts on self-motivation (R²=18.8 %), performance (R²=11.3 %), professional burnout (R²=16.5 %), and intent to leave (R²=21.9 %). These characteristics showed greater explanatory power compared to extrinsic motivators (1.7 %, 3.4 %, 5.8 %, and 11.8 % contributions to the four performances, respectively). Interviews highlighted challenges such as fragmented task assignment, limited autonomy, and inadequate feedback. ConclusionThe influence of intrinsic motivations stemming from of job characteristics is more significant in explaining job performance among primary care practitioners than extrinsic motivational factors. A noticeable discrepancy exists between theoretical job characteristics and their practical application. Focus should be shifted towards the intrinsic motivations of job. Recommended measures include enhancing training opportunities and their quality of service, reducing work-related stress, empowering medical professionals, increasing resource investments, relaxing policy constraints, and improving the performance management system. These measures aim to impact job perceptions, thereby enhancing the motivations and performance of primary care practitioners.

Analisis Motivasi dan Persepsi Kerja terhadap Pemilihan Karir Jabatan Fungsional Pengelola Barang Jasa dengan Minat sebagai Variabel Mediasi

The aim of this research is to analyze the relationship between motivation and work perception on career choice in the functional position of goods and services manager, with interest as a mediating variable. This research was conducted using quantitative methods, with a population consisting of 257 State Civil Service Employees (ASN), and a sample of 157 respondents. The data analysis technique used was an inner model with the bootstrapping method. The research results show that work motivation and work perception have a positive influence on career choice. Apart from that, work motivation and work perception also have a positive effect on interest. Furthermore, interests have a direct and indirect influence on career choice. The conclusion is that work motivation and perception play an important role in choosing a career in the functional position of managing goods and services. Interest also mediates the relationship between work motivation and work perception and career choice. This shows the importance of understanding motivational factors and work perceptions in managing careers, as well as the role of interests in shaping individual career decisions in organizations. Keywords: Motivation, Interest, Job Perception, Career Choice

Influence of Prefabrication on Job Satisfaction in The Construction Industry

New construction approaches, such as prefabrication, have been increasingly recognised as a strategy to boost productivity and support the industry’s sustainability and growth. Advancing existing understanding on the benefits of prefabrication to promote its adoption, this research aims to assess job satisfaction and work conditions of construction practitioners involved in prefabrication and assess its impacts on their job satisfaction, represented by job demands, job support, physical work environments, and job perception. Quantitative data were collected from 37 practitioners exposed to prefabrication and 30 practitioners involved in conventional construction. The findings show that prefabrication can lead to higher job satisfaction and better work conditions than conventional construction. Compared with conventional construction, practitioners working in prefabricated projects experienced improved workload distribution, better physical surroundings, and positive job perception. This research, therefore, provides new insights into the benefits of prefabrication and its potential to promote better mental wellbeing and higher productivity.

Job perception and job performance of assistant technology managers (ATMs) under Atma in North Karnataka

Job perception and job performance of assistant technology managers (ATMs) under Atma in North Karnataka

An Application of Judgement Modeling to Examine Inter-Cultural Differences Regarding Perceptions of Business Skill Importance

With increased global interaction, cultural awareness among stakeholders is crucial, especially for companies seeking growth in the international environment. This study focuses on comparing the perceptions of business skill importance between student subjects from China/Hong Kong (CHK) and the United States (US). The results show that the six cues representing the business skills/attributes strongly influenced student perceptions of job offer likelihood and the relative importance of these cues were not equal, with Interpersonal Effectiveness (INPER), Internship Experience (INT), and Ethical Awareness (ETH) having a higher impact than Communication (COMM), Cultural Intelligence (CULT), and Critical Thinking (CRIT). The results indicated that INPER, INT, and ETH were associated with similar, substantial effects, while COMM, CULT, and CRIT exhibited smaller and comparable effects. The analysis revealed significant interactions between the country and two cues Interpersonal Effectiveness (INPER) and Ethical Awareness (ETH). Chinese students perceived INPER to be somewhat more important than U.S. students, possibly influenced by cultural dimensions such as the emphasis on interpersonal relationships in Chinese culture. Conversely, U.S. students regarded ETH as more crucial than their Chinese counterparts, aligning with findings that suggest cultural variations, particularly in power distance and collectivism, may influence ethical values. The findings enhance our understanding of the relative importance of business skills in different cultural contexts and provide insights for educational institutions and employers in preparing students for the global business environment. The study contributes to the existing literature by providing direct comparisons of student perceptions across cultures and employing a rigorous judgment modeling methodology.

Influence of Guidance on Occupational Image and Traineeship’s Satisfaction of Vocational Students

AbstractInitial vocational training (VT) in high school consists of short-term programs leading to employment in a skilled trade. To better align training with employment opportunities and to encourage students to stay in the programs until they graduate, most programs include traineeship. Since traineeships involve acquiring skills directly on the job, they require greater involvement of supervisors to guide the trainees. Given the importance of on-the-job guidance in achieving traineeship objectives, this study examines the potential influence of three dimensions of guidance provided by traineeship supervisors –planning, support, and training– on students’ job perception (i.e., occupational image) and traineeship satisfaction. Overall, the results provide mixed results, partially supporting the mediation hypothesis suggested by the results of previous studies. Indeed, the results reveal that the quality of the training offered by the supervisor affects subsequent students’ satisfaction with traineeship experience. Training has an indirect effect on satisfaction via the occupational image held by students. However, the expected indirect links between the other two dimensions of supervisor guidance –degree of planning and support perceived by the student– and the students’ image of their chosen occupation could not be confirmed. The results support the importance of providing quality on-the-job training to students during their studies.

The Quality Work Life among Nurses Working in Selected Hospitals in Kathmandu

Background: Quality Work Life (QWL) is essential for the long-term resilience of healthcare systems and nurses' Well-Being (WB), despite the fact that there hasn't been much research done in Nepal. Purpose: The main aim of this research study is to examine the QWL among nurses and inspect the association b/t QWL with demographic features among nurses. Methods: To study nurses' QWL, a cross-sectional technique was carried out at the selected tertiary-level of Hospital in Basundhara/Dhapasi, Kathmandu; a non-probability enumerative sampling method was adopted based on the QWL survey. The questionnaire has six categories: sociodemographic data, work environment, management relationships, work conditions, job perception, and support services. Validity and reliability were ensured, and informed consent was obtained in writing. The study had 150 registered nurses enrolled in it, and it received ethical approval. Findings: In this study, researchers utilized descriptive and chi-square tests to examine the level of quality of work life (QWL) among nurses and the association of demographic factors with QWL, However, the results demonstrated that the majority (81.3%) of the nurses experienced a moderate level of QWL. Research Limitation/ Practical Implication: Low generalizability, a small sample size, self-reported bias, a cross-sectional design, and limited data collection techniques are some of the study's limitations. Health organizations should invest in training and development, social support, flexible work, and policies that address the work environment, relationships with management, work conditions, job perception, and support services if they want to improve the QWL of nurses in Kathmandu. It is crucial to take activities that increase output and employee happiness. Originality/Value: The originality and value of this study reside in its assessment of the relationship between QWL, quality patient outcome, and nurse well-being, addressing a significant gap in the literature.

Job Insecurity during the COVID-19 Pandemic in Spain: Urban-Rural Differences

In a period in which COVID-19 began to spread quickly around the world, and the WHO had just declared a public health emergency of international concern, we examine the impact of these circumstances on perceived job insecurity in Spain. We analyse the role of labor status and place of residence (urban/rural) on these job perceptions. To this end, we conducted a large-scale survey in Spain just before and after the nationwide lockdown was implemented on March 14, 2020, and a law with extraordinary urgent measures to address the economic, labour, and social impact was passed on March 17, 2020 (ERTE in Spanish). Our main results show that rural areas are most sensitive in terms of feelings of job insecurity. In particular, we find that for some groups living in rural areas is related to lower perceived job insecurity. Besides, we observe that, among the non-working population, the feeling of job insecurity reacts more to the implementation of the lockdown and ERTE, with offsetting effects.

Fairness of recommender systems in the recruitment domain: an analysis from technical and legal perspectives.

Recommender systems (RSs) have become an integral part of the hiring process, be it via job advertisement ranking systems (job recommenders) for the potential employee or candidate ranking systems (candidate recommenders) for the employer. As seen in other domains, RSs are prone to harmful biases, unfair algorithmic behavior, and even discrimination in a legal sense. Some cases, such as salary equity in regards to gender (gender pay gap), stereotypical job perceptions along gendered lines, or biases toward other subgroups sharing specific characteristics in candidate recommenders, can have profound ethical and legal implications. In this survey, we discuss the current state of fairness research considering the fairness definitions (e.g., demographic parity and equal opportunity) used in recruitment-related RSs (RRSs). We investigate from a technical perspective the approaches to improve fairness, like synthetic data generation, adversarial training, protected subgroup distributional constraints, and post-hoc re-ranking. Thereafter, from a legal perspective, we contrast the fairness definitions and the effects of the aforementioned approaches with existing EU and US law requirements for employment and occupation, and second, we ascertain whether and to what extent EU and US law permits such approaches to improve fairness. We finally discuss the advances that RSs have made in terms of fairness in the recruitment domain, compare them with those made in other domains, and outline existing open challenges.

경찰 공무원들의 감정노동, 직업 전문성 인식도 및 직무만족도가 소진에 미치는 영향

경찰 공무원들의 감정노동, 직업 전문성 인식도 및 직무만족도가 소진에 미치는 영향

An Elucidation on the Challenges of Pre-hospital Emergency Technicians: A Study on Emergency Medical Technicians in Shiraz, Iran

Background: The identification of the strengths and weaknesses of pre-hospital emergency technicians, as the first providers of treatment services to critically ill patients, is of utmost importance. Objectives: This study was conducted to explain the challenges faced by emergency medical technicians in Shiraz, Iran, within 2021 - 2022. Methods: The present study was a qualitative study that was conducted using the traditional qualitative content analysis (Graneheim and Lundman, 2004). Sampling in this study was purposeful. A semi-structured interview was conducted with 17 emergency technicians in Shiraz. Lincoln and Guba’s standards were used to validate the data. Results: This study identified 3 categories and 12 subcategories. These three categories include management challenges, professional problems, and cultural barriers. Subcategories were “insufficient emergency medical services (EMS) stations”, “lack of human resources”, “role ambiguity”, “lack of organizational support”, lack of job prestige”, “high job stress”, “crowded missions”, “lack of psychotherapy and counseling”, “high-risk profession, “public’s false perception of EMS job”, “abuse of emergency call center services”, and “disrespectful behavior”. Conclusions: Considering that the provision of EMS is an inherently stressful and highly anxious job, some measures can be taken to reduce the mental effects of such pressure on the technicians. In addition, they should run public awareness campaigns to improve the cultural level of society to better understand the duties and activities of EMS workers at the community level.