Perceptions Of Working Conditions Research Articles

English teachers’ views of EFL education in private educational institutions in Tunisia: A qualitative investigation

This research study focuses on the status of English language education in private educational institutions in Tunisia, an area that has received limited attention. Qualitative investigation, utilizing one-to-one interviews with English language teachers in private schools and universities, was conducted to understand the conditions of Teaching English as a Foreign Language (TEFL) in the private sector. Interviews were conducted online and transcribed for analysis. Findings indicate that the quality of English language teaching in private institutions surpasses that of state schools, with students benefiting from early exposure and ample practice opportunities. Teachers in private institutions have access to better resources due to stable financial situations, but they tend to be less experienced compared to their counterparts in public schools. Despite the study's limited scope, it provides valuable insights into Tunisian English teachers’ perceptions of working conditions and highlights their need for professional development and improvements in TEFL. The instrument used in the study has been validated and could serve as a basis for future research. This research, part of a larger PhD dissertation, contributes to understanding the differences between state and private language education and has pedagogical relevance for EFL education in similar contexts.

Prevalence of Depression, Anxiety, and Stress along with Coping Strategy and Work-related Sense of Coherence in Anesthesia Care Providers during the COVID-19 Pandemic in a Tertiary Care Hospital: A Cross-sectional Study

Abstract Background: Numerous studies have reported the prevalence of psychological issues in anesthesia professionals during stressful situations like the COVID-19 pandemic; however, there are limited data exploring the coping strategies and work satisfaction in this workforce during the pandemic. Methodology: In this observational cross-sectional study, three validated questionnaires, namely, the Depression, Anxiety and Stress Scale 21, the Brief-Coping Orientation to Problems Experienced inventory, and the Work-related Sense of Coherence (Work-SoC) scale, were handed out to 150 anesthesia health-care providers (doctors and allied health staff [AHS]). The prevalence of depression, anxiety, and stress; Work-SoC conditions; and coping strategies were compared between groups of participants based on age (<30 years vs. ≥30 years), gender (males vs. females), and occupation (doctors vs. AHS). Results: Participants aged <30 years reported more depression (P = 0.0134) and stress (P = 0.0453) compared to participants aged ≥30 years. Younger participants used emotion-focused and avoidant coping styles, whereas older participants used coping styles that were emotion focused and problem focused. Similarly, a problem-focused coping style was observed frequently among both doctors and AHS. Work-SoC assessment showed that younger participants (P = 0.0088) and more AHS respondents (P = 0.000) attributed poor meaningfulness, but doctors reported poor comprehensibility (P = 0.058) to their working conditions. Conclusion: Younger professionals were more susceptible to stress and depression during the pandemic. Similar to AHS, they perceived work conditions as unrewarding and less meaningful. Doctors perceived working conditions as unmanageable, unpredictable, and unstructured. There were age-related differences in coping strategies where older adults engaged in more proactive coping.

Perceived working conditions and employee performance in the coal mining sector of China: a job demands-resources perspective

Purpose This paper aims to investigate how perceived working conditions affect employee performance, including safety compliance and task performance, through employee well-being (i.e. job satisfaction) in the context of the coal mining sector in China. Design/methodology/approach This paper uses the job demands-resources model to test the relationships between working conditions, including job demands (work pressure as a challenge demand and perceived risks and hazards in the workplace and ineffectiveness of the safety system as hindrance demands), job resources (interpersonal harmony), job satisfaction and performance. This study adopts a two-wave design with a three-month lag to reduce possible common method bias. Findings Employees who experienced high level of challenge demands, e.g. time pressure workload, reported higher levels of task performance, and this positive relationship seemed to be robust. There is a direct effect of perceived ineffectiveness of the safety system on task performance, while the relationship between perceived risks and hazards and task performance was fully mediated by job satisfaction. Challenge demands, i.e. work pressure, did not impact much on employees’ well-being, and thus job satisfaction did not mediate the relationship between work pressure and performance. Perceived ineffectiveness of the safety system was negatively associated with safety compliance. This result is not surprising since a lack of effective safety system reflects management’s ignorance of workplace safety, which demotivates employees to enact safe behaviors. In contrast, the presence and implementation of an effective safety system would be interpreted by employees as management exhibiting a high level of commitment. Work pressure was positively not negatively related to safety compliance. One possible explanation for this finding is that the effects of work pressure on safety compliance behaviors might be dependent on contextual factors such as safety climate. Interpersonal harmony moderated the relationships between work pressure and employee performance (both safety compliance and task performance) and the relationship between perceived risks and hazards and task performance, but the role of interpersonal harmony appeared more complex. There was no significant correlation between challenging job demands and individual employee performance when there were higher levels of interpersonal harmony. The relationship between perceived risks and hazards, a hindrance job demand and task performance became positive as interpersonal harmony increased but negative as interpersonal harmony decreased. Originality/value This paper provides a robust integrative theoretical framework that better explains the various types of job demands and job resources in the working environment of coal mining sector in China and their relationships to employee performance. The findings also offer valuable guidance for managers trying to identify effective ways to enhance employee performance and safety in the workplace.

Nurses’ perceptions of the transition to 100% single-occupancy patient rooms in a university hospital in the Netherlands: an uncontrolled before and after study

BackgroundTo improve patients’ privacy, comfort and infection control, newly built hospitals increasingly offer 100% single-occupancy patient rooms. Our study examines how nurses perceived the transition from a hospital with multi-bedded patient rooms to one with solely single-occupancy patient rooms designed according to principles of a healing environment.MethodsIn a single-centre, before-after survey study, nurses completed a questionnaire of 21 items in three domains: perceived patient safety and monitoring, nurses’ working conditions and patient environment. Before-measurements (n = 217) were compared with two after-measurements in the new hospital, respectively after one (n = 483) and two years (n = 191).ResultsNurses considered the single rooms in the new hospital worse for visibility and monitoring but this had improved somewhat after two years. In either setting, the majority perceived working conditions (walking distances and designated rest area) as unfavourable. The patient environment in the new hospital was generally perceived as much better than in the former hospital.ConclusionThe transition to solely single-occupancy patient rooms was largely considered positive by nurses in terms of patient environment. However, monitoring of patients and working conditions remain a concern. When designing new hospitals, attention should be paid to optimal working conditions for nurses. To improve monitoring of patients, we recommend the use of remote-sensoring.

Perspectives on Nurse Retention in Hospitals in the Netherlands: A Qualitative Study

Aim. To explore hospital nurses’ perceptions of working conditions that affect their retention and to identify preconditions for retention across nursing subgroups and informants directly involved in the work that nurses do. Introduction. Understanding why nurses want to stay in their job is essential for hospitals to improve retention and develop policies to combat nursing shortages. Retention barriers are known, but mostly pre-COVID-19 and in specific nursing subgroups, while nursing teams are diverse in life phase, education, and expertise. Materials and Methods. A qualitative study with semistructured focus group interviews with nurses from different hospitals. We held interviews with nursing students and with newly graduated, experienced, specialized, and master-educated nurses. In addition, we held interviews with informants directly involved in the work that nurses do. Results. Three themes concerning the perceptions of working conditions and retention preconditions were identified among subgroups: (1) nurses finding their personal pathway, indicating work that fits individual challenges during the life course and work that matches personal motives and authority and control over professional practice; (2) constructive collaboration within the nursing team and with their manager and physicians; and (3) availability of supportive facilities, e.g., development, professionalization, working environment, and rewards. Conclusion. Elements for retention occur at individual, team, and organizational levels. Nurses find it important that their profession aligns with their personal pathway and are motivated by constructive collaboration in a stimulating team. They emphasized organizational support in realizing career tracks and in active participation in decision-making. These themes are consistent across subgroups and encompass multiple interacting elements. Implications for Nursing Management. By recognizing and understanding what takes place at these different levels, policymakers and managers can develop effective strategies to promote nurse retention and improve healthcare quality. While implementing and monitoring a broad retention program, managers must remain attentive to nurses’ perceptions of retention preconditions amidst changing demographics and the impact of COVID-19.

Working conditions, psychological distress and suicidal ideation: cross-sectional survey study of UK junior doctors.

Evidence attests a link between junior doctors' working conditions and psychological distress. Despite increasing concerns around suicidality among junior doctors, little is known about its relationship to their working conditions. To (a) establish the prevalence of suicidal ideation among junior doctors in the National Health Service; (b) examine the relationships between perceived working conditions and suicidal ideation; and (c) explore whether psychological distress (e.g. symptoms of depression and anxiety) mediates these relationships. Junior doctors were recruited between March 2020 and January 2021, for a cross-sectional online survey. We used the Health and Safety Executive's Management Standards Tool; Depression, Anxiety and Stress Scale 21; and Paykel Suicidality Scale to assess working conditions, psychological distress and suicidality, respectively. Of the 424 participants, 50.2% reported suicidal ideation, including 6.1% who had made an attempt on their own life. Participants who identified as LGBTQ+ (odds ratio 2.18, 95% CI 1.15-4.12) or reported depression symptoms (odds ratio 1.10, 95% CI 1.07-1.14) were more likely to report suicidal ideation. No direct relationships were reported between working conditions (i.e. control, support, role clarity, strained relationships, demand and change) and suicidal ideation. However, depression symptoms mediated all six relationships. This sample of junior doctors reported alarming levels of suicidal ideation. There may be an indirect relationship between working conditions and suicidal ideation via depressive symptoms. Clearer research exploring the experience of suicidality in junior doctors is needed, including those who identify as LGBTQ+. Systematic interventions addressing working environment are needed to support junior doctors' mental health.

Women's perceived working conditions in the mining industry: A qualitative study.

Women's status in society has been contested over the years, with arguments centred on the deliberate marginalisation of women by ancient policies and legislations, which compelled women to assume secondary status in society. This study aimed at exploring and describing the perceptions of women on working conditions in the mining industry. A qualitative, explorative and descriptive design was followed. The study was conducted at a mining industry based in Mpumalanga Province. Ten women were purposively selected to participate in the study. Data were collected through in-depth semi-structured face-to-face interviews. Data were analysed using Tech's method of qualitative analysis. Three themes and categories emerged from data analysis. The themes that emerged were: Benefits for women in the mining industry, work conditions-related challenges for women in the mining industry and opportunities for growth and development of women in the mining industry. Despite the employment of women in the mining industry, the women echoed that mining remains a male-dominated place of employment. The study revealed that although the mining industry is still a male-dominated environment, women are generally content to be working at the mines. A lot of transformation should take place to make mining a women-friendly place of employment. The relevance of this study for mental health is that gender equality is a risk factor for gender-based violence. Furthermore, facing discrimination can also result in anxiety and psychological trauma that can negatively affect a woman's sense of well-being and success.

Finding meaning in crowdwork: An analysis of algorithmic management, work characteristics, and meaningfulness

In this study we investigate the implications of different aspects of algorithmic coordination and algorithmic quantification for perceived work conditions and the meaningfulness of crowdwork. Using survey data obtained from 412 crowdworkers, our analysis shows that work conditions and the meaningfulness of work are impacted differently by algorithmic coordination and the feeling of being quantified by an algorithm. Specifically, it shows that algorithmic coordination has either a positive or null impact on perceived work conditions and meaningfulness of work. However, negative associations between algorithmic quantification and perceived work conditions, suggest that the algorithmic quantification seems particularly problematic for crowdworkers’ experienced work conditions. Furthermore, algorithmic coordination is positively associated with the meaningfulness of work, while algorithmic quantification is negatively associated with the perceived meaningfulness of work. Using work design theory, the findings also provide insights into the mechanisms explaining these relationships.

How job demands and job resources contribute to our overall subjective well-being.

How the work environment contributes to employees' overall subjective well-being remains inadequately explored. Building upon the seminal Job Demands-Resources model, this study aims to test a complex model that combines leadership, job demands, and job resources, as factors contributing either indirectly (via job satisfaction) or directly to employees' subjective well-being (SWB). The cross-sectional data (N = 1,859) of the Belgian National happiness study (2020) were used. Leadership (satisfaction with leadership; perceived supervisor support), job demands (role conflict; job insecurity; work-private conflict; perceived working conditions), job resources (autonomy; relatedness; competence; skill utilization; personal growth), job satisfaction and subjective well-being (life evaluation; positive affect; negative affect) were assessed via self-report questionnaires. The proposed model investigates the direct impact of job demands and resources on SWB, as well as the indirect impact with job satisfaction as mediating factor, and was tested using the Structural Equation Modeling technique. Findings supported the proposed model. Both job demands and job resources have a direct relationship with SWB. Job resources are positively related to overall SWB, whereas job demands negatively affected SWB. Moreover, job resources are more strongly related to SWB compared to job demands. The demands and resources also indirectly contribute to employee's SWB via job satisfaction as job satisfaction appeared to mediate these relationships. The current study shows that both job demands and resources directly and indirectly contribute to employees' SWB. Creating a supportive and healthy work environment is thus of paramount importance in order to foster employees' SWB. In particular, investing in improving job resources may be a fruitful approach to promote employees' overall subjective well-being.

Who Provides Resilience to the Community Resilience Providers?

The article focuses on employees of nonprofit organizations (NPOs) as an essential component of community resilience. Forty women, professionals in the helping professions, were interviewed about their work experiences as employees in social service NPOs. The interviews were conducted from 2019 to 2020, mostly during the COVID-19 pandemic. Semi-structured interviews were conducted to understand those employees’ perceptions of work conditions, contracting-out of social services, professional community and relationships with co-workers, work–life balance, job satisfaction, and their future plans. The findings present loneliness at work and lacking of a sense of community and a strong sense of mission while facing a challenging environment and work conditions in NPOs. In the discussion, we offer a complementary understanding of solidarity and resilience in NPOs—and we elaborate on the lack of professional “communitiness” and its possible harmful effect on the resilience of wider communities in times of crisis—when resilience is mostly needed. The paper presents NPOs employees as critical actors in producing resilience, hence there exists a need to examine their work environment, job perceptions, and the latter’s contribution to their own resilience.

Workplace spirituality to cultivate innovative work behaviour: the moderating role of perceived working conditions

PurposeThe purpose of the present study is to contribute to the debate on innovative work behaviour (IWB). Employees are expected to exhibit innovative behaviour that can realize, sustain and implement new ideas. This study explores the role of workplace spirituality (WPS) in advancing employees' innovative work behaviour (IWB). Furthermore, this study investigates how employees' perceived working conditions moderate the relationship between WPS and IWB.Design/methodology/approachThe sample comprised 516 employees working in different supply chain companies in India. The researchers used correlation, hierarchical regression analysis and the PROCESS macro in SPSS.FindingsThe results highlighted that the four measurements of WPS (Swadharma, a sense of community, authenticity and Lokasangraha) significantly predict IWB among employees of selected companies. Also, the results suggested the significant moderating effects of decision authority, social support and autonomy on IWB.Originality/valueDrawing from broaden and build theory and theory of intangible resources, the present study demonstrates that WPS positively impacts the employee's IWB. Further, this paper also shows the moderating effects of three dimensions of perceived working conditions between WPS and IWB, which is under-explored in previous research.

Lity of work life (QoWL) among farmers in Thailand

Working conditions and quality of work life reflect a person’s overall quality of life and wellbeing. The purpose of this cross-sectional survey study was to investigate the working conditions, quality of work life, and related factors among farmers. The samples consisted of 445 farmers from the Wang Chin and Song Districts in Phrae Province, Thailand. Data collection was accomplished through a self-administered questionnaire. A structural equation model was specified to investigate the extent to which individual characteristics, interpersonal factors, and working conditions contribute to the quality of work life. More than half of the participants were (52.1%) men; the average age was 48.26 years; the average monthly income was 5,113.48 THB; 89% held debt; and 56.9% were landowners. Farmers’ perceptions of working conditions, namely, the physical, chemical, and ergonomic working environment were poor, and there was a significant risk of workplace accidents. The results revealed that the overall quality of work life among employees was moderate (82.9%). The causal model of the quality of work life was assessed and justified through SEM. The model fits well with the empirical data (GFI = 0.973, AGFI = 0.912, CFI = 0.985, RMSEA = 0.062, SRMR = 0.053). A combination of marital status, relationships with family and peers, social support, the biological environment, and ergonomics explained 23.3% of the variation in the quality of work life. The findings indicate that government organizations involved in agricultural work should work with interdisciplinary groups to improve the quality of farmers’ working lives. It is recommended that a one-stop service center be established in an easily accessible area, as a resource for farmers to store their knowledge and gain inspiration. Farmers should be encouraged to work together to improve their ability to negotiate and the community’s ability to build a sustainable quality of life.

Gender Differences in Perceived Working Conditions of General Practitioners During the COVID-19 Pandemic—a Cross-Sectional Study

BackgroundTheongoing COVID-19 pandemic has revealed gender-specific differences between general practitioners in adapting to the posed challenges. As primary care workforce is becoming increasingly female, in many countries, it is essential to take a closer look at gender-specific influences when the global health care system is confronted with a crisis.ObjectiveTo explore gender-specific differences in the perceived working conditions and gender-specific differences in challenges facing GPs at the beginning of the COVID-19 pandemic in 2020.DesignOnline survey in seven countries.Participants2,602 GPs from seven countries (Austria, Australia, Switzerland, Germany, Hungary, Italy, Slovenia). Of the respondents, 44.4% (n = 1,155) were women.Main MeasuresOnline survey. We focused on gender-specific differences in general practitioners’ perceptions of working conditions at the beginning of the COVID-19 pandemic in 2020.Key ResultsFemale GPs rated their skills and self-confidence significantly lower than male GPs (f: 7.1, 95%CI: 6.9–7.3 vs. m: 7.6, 95%CI 7.4–7.8; p < .001), and their perceived risk (concerned about becoming infected or infecting others) higher than men (f: 5.7, 95%CI: 5.4–6.0 vs. m: 5.1, 95%CI: 4.8–5.5; p = .011). Among female GPs, low self-confidence in the treatment of COVID-19 patients appear to be common. Results were similar in all of the participating countries.ConclusionsFemale and male GPs differed in terms of their self-confidence when dealing with COVID-19-related issues and their perceptions of the risks arising from the pandemic. To ensure optimal medical care, it is important that GPs realistically assess their own abilities and overall risk.

Working Conditions and Mental Health in a Brazilian University.

The highest prevalence of mental illnesses and mental suffering in contemporary society has raised awareness of the theme and their connection to work. In Brazil, university servants (professors and technical-administrative staff) are a focused occupational group. We developed this research with the objective of exploring the relationship between the perception of working conditions and the mental health of these servants. Structured questionnaires were applied to 285 servants, 33.5% being professors and 66.5% technical-administrative staff. Regarding working conditions, the questionnaires included items that measured 15 primary factors and questions about their contracts and legal conditions. To evaluate mental health, the participants answered a questionnaire about common psychic symptoms, negative and positive affects, self-esteem, and family-work conflict. We composed groups of participants according to their mental health indicator scores (cluster analysis), and after that, we compared the mean scores in working conditions for the groups. Then, we found that the mean scores of 13 from the 15 working condition factors were significantly different between the mental health groups. Our results showed the importance of improving working conditions in universities to prevent mental illnesses. Understanding the content of each working condition factor presents potency to contribute to defining the priorities among different aspects of working conditions.

Doctors’ perceived working conditions, psychological health and patient care: a meta-analysis of longitudinal studies

ObjectivesStudies have demonstrated an association between doctors’ perceived working conditions, and their psychological well-being and patient care. However, few have examined inter-relationships among these three domains, and even fewer using...

Algılanan Çalışma Koşullarının İşten Ayrılma Niyeti ile Tükenmişliğe Etkisi: Gıda Perakendeciliği Çalışanlarına Yönelik Bir Araştırma

The effects of working conditions on employees have been examined for a long time in numerous studies on work-life, and these conditions are still necessary today due to intensive and long-term work. For a sample of 196 employees of a food retailing business in Ankara, this study examines the effect of working conditions on employee turnover intention and the mediating effect of employee burnout in this relation,. According to the findings obtained from the survey study, the conditions requiring intense physical effort dimension of the working conditions affect both burnout and the intention to leave. Besides, it has been determined that non-ergonomic conditions and monotonous work dimensions positively affect the employees' turnover intention. The mediating effect of burnout levels was not found in the relationship between employees' perceptions of working conditions and their intention to leave.

The mediator role of the perceived working conditions and safety leadership on the relationship between safety culture and safety performance: A case study in a Portuguese construction company

Occupational accidents in the construction sector are still a major concern with relevant costs at different levels, both individually and socially. We developed and tested two structural equation models to study, from the workers’ point of view, the mediator role of working conditions and safety leadership on the relationship between safety culture and safety performance, in a Portuguese firm. This quantitative and correlational case study applied a questionnaire to a convenience sample of 320 workers. A structural equation modeling analysis showed that safety culture was predominant in predicting safety performance and that working conditions mediated this relationship, but safety leadership did not. The results allow company’s managers gaining certain insights about the role of safety culture, working conditions and safety leadership on safety performance prediction and in the work accidents’ prevention. Furthermore, likely may help to understand what is going on in other firms, in construction sector in Portugal, and to identify problematic areas needing to be addressed.

The role of satisfaction in labor diaspora dynamics: An analysis of BREXIT effects

AbstractIn diaspora research, people's international mobility is often understood as a response to pull‐push forces on an economic macro‐level or as part of diasporic waves. However, labor diaspora formations are also influenced by micro‐level (i.e., individual perceptions) drivers related to work per se, such as satisfaction. This explorative qualitative study takes a novel angle and focuses on the role of Portuguese nurses’ satisfaction with the evaluation of the Brexit scenario and its effects on this labor diaspora's mobility and stability. The findings illustrate that satisfaction, although affected by uncertainty, mainly relates to perceived working conditions and legislation and the possibilities to communicate with locals and other diasporans. This paper provides suggestions for future research and contributes to the development of theory on staying and human stickiness, explaining the dynamics of exit and entry in (re‐)migration decision making.

Non-Migrant Paid Domestic Workers and Depressive Symptoms: A Mixed-Methods Systematic Review.

Health of non-migrant paid domestic workers (PDWs) has seldom been studied. This review examines the relationship between being a non-migrant paid domestic worker and manifesting depressive symptoms (DS). Following a mixed-methods systematic review protocol, we found 10 relevant cross-sectional studies conducted in African, Asian, and Latin American countries. Depressive symptoms prevalence reported in quantitative studies ranged from 28% (CI: 22-35) to 53% (CI: 46-60). Qualitative evidence points towards structural conditions (poverty and intersectional discrimination) as drivers of female job placement in domestic work. Qualitative and quantitative evidence suggest that DS occurs more frequently in PDWs than other workers in the informal labor market. Psychosocial risks, working conditions, and workplace abuse play an intervening role in the development of DS. Future longitudinal research and adequate sampling methods are needed to examine protective factors, perceptions of working conditions, and work-family conflict in PDWs to better assess the development of DS among them.

Dedication to work: social workers in a Norwegian activation work context

ABSTRACT Dedication to work is about enthusiasm for the job and feelings of pride and inspiration from one’s work, which is important due to its influence on work performance. We have surveyed dedication to work among 1347 trained social workers and street-level bureaucrats with other educational backgrounds in the Norwegian Labour and Welfare Administration. By using the Job Demand–Control–Support model, we examined the relationship between perceived working conditions and dedication to work. The results revealed rather high levels of dedication to work among street-level bureaucrats in an activation work context, and highest among those who most strongly supported welfare conditionality measures. Whereas perceptions of demand were negatively associated with dedication, perceptions of control and support yielded positive relationships, with the latter variable being the most salient predictor of dedication to work. Educational background seems to be less important, and minor differences in the prediction of dedication were found between educational groups.