Perceptions Of Work Environment Research Articles

Acculturation, quality of life and work environment of international nurses in a multi-cultural society: A cross-sectional, correlational study

AimThe aim is to examine the acculturation level of international nurses working in a multi-cultural society. The relationship between acculturation, working environment and quality of life of international nurses was also explored. MethodsA cross-sectional, correlational study using self-report questionnaire was conducted on 814 international nurses using stratified random sampling based on the nationality distribution of international nurses registered with the Singapore Nursing Board. Outcome measures included World Health Organisation Quality of Life-BREF (WHOQOL_BREF) and Practice Environment Scale of the Nursing Work Index-Revised (PES-NWI-R). Data were collected from June to December 2012. ResultsThere were variations in the acculturation level among different nationality groups of international nurses. Acculturation levels were the lowest among Mainland Chinese international nurses (M=27.47, SD 5.23). A positive correlation was found between acculturation and quality of life whereas a lower perception of work environment was associated with lower acculturation level. ConclusionData obtained from this study can be utilized to develop interventions targeted at the unique needs of the international nurses as they migrate.

Women’s perceived work environment after stress-related rehabilitation: experiences from the ReDO project

Purpose: The study aimed to investigate (a) if women’s perceptions of their work environment changed during a 16-week rehabilitation period and at a 12-month follow-up; (b) whether such changes were related to outcomes in terms of return to work, well-being and valued occupations. Methods: Eighty-four gainfully employed women on sick-leave due to stress-related disorders responded to instruments assessing perceptions of the work environment, well-being (self-esteem, self-mastery, quality of life, perceived stress, self-rated health) and perceived occupational value. Data about return to work were collected from registers. Non-parametric statistics were used. Results: The increase in the women’s ratings of their work environment was non-significant between baseline and completed rehabilitation but was statistically significant between baseline and the 12-month follow-up. No relationships were found between changes in perceptions of the work environment and outcomes after the rehabilitation. At the follow-up, however, there were associations between perceived work environment changes in a positive direction and return to work; improved self-esteem, self-mastery, quality of life, perceived occupational value and self-rated health; and reduced stress. Conclusion: It seems important to consider the work environment in rehabilitation for stress-related problems, and a follow-up appears warranted to detect changes and associations not visible immediately after rehabilitation.Implications for RehabilitationWork environmentPerceptions of the work environment seem important for return to work, although other factors are likely to contribute as well.Perceptions of the work environment are associated with several aspects of well-being.When developing rehabilitation interventions a focus on the clients' perceptions of their work environment seems vital.

Development of a work environment rating scale for kindergarten teachers.

Kindergarten education in Hong Kong serves children aged 32-68 months. However, there is no extant scale that measures kindergarten teachers' perceived work environment, an important influence on their well-being. To develop a new instrument, the Teachers' Perceived Work Environment (TPWE) scale, and to assess whether kindergarten teachers with higher TPWE ratings had higher scores for job satisfaction, self-esteem and mental health. A 25-item rating scale was developed and used with a sample of in-service kindergarten teachers. Their perceived work environment was represented by five factors (ergonomics, staffing, teaching space, work hours and social space). These teachers also completed three well-being inventories: the Job Satisfaction Survey, the Rosenberg Self-Esteem Inventory and the General Health Questionnaire-12. In a second stage, a new sample of in-service kindergarten teachers was used to cross-validate the findings from the earlier assessment. In the first sample of 141 teachers and the second of 125, social space, staffing and work hours were associated with job satisfaction, while ergonomics was a significant negative predictor of mental health complaints. The TPWE exhibited satisfactory reliability and validity. Some factors were differentially associated with specific types of well-being. The results may inform future studies of the working conditions of kindergarten teachers.

Intention to leave the workplace among nurses working with cancer patients in acute care hospitals in Sweden

PurposeTo examine associations between perceived leadership and intention to leave the workplace due to job dissatisfaction among registered nurses (RNs) who care for patients with cancer. We also examine intention to leave in relation to proportion of cancer patients, length of time in practice, perceived adequacy of cancer care education, and burnout. Methods and sampleThe data originated from the Swedish component of RN4CAST, based on a survey of RNs working with in-patient care in all acute care hospitals in Sweden. The 7412 RNs reporting ≥10% patients with cancer on their unit were included in this analysis. Data were collected on perceptions of work environment, burnout, future employment intentions, and demographic characteristics. Additional questions related to cancer care. Key resultsAbout 1/3 of all RNs intended to leave their workplace within the next year. Intention to leave was more prevalent among RNs reporting less favourable perceptions of leadership, who had worked ≤ two years as RN, who reported having inadequate cancer care education, and with higher burnout scores. Associations between leadership and intention to leave were stronger among RNs in the profession > two years, who reported having adequate cancer care education, and with lower burnout scores. ConclusionsPerception of leadership is strongly associated with intention to leave among RNs in both specialized and general cancer care. This suggests a crucial area for improvement in order to reduce turnover rates.

Conflict management style, supportive work environments and the experience of work stress in emergency nurses.

To examine the conflict management style that emergency department (ED) nurses use to resolve conflict and to determine whether their style of managing conflict and a supportive work environment affects their experience of work stress. Conflict is a common stressor that is encountered as nurses strive to achieve patient satisfaction goals while delivering quality care. How a nurse perceives support may impact work stress levels and how they deal with conflict. A correlational design examined the relationship between supportive work environment, and conflict management style and work stress in a sample of 222 ED nurses using the expanded nurse work stress scale; the survey of perceived organisational support; and the Rahim organisational conflict inventory-II. Twenty seven percent of nurses reported elevated levels of work stress. A supportive work environment and avoidant conflict management style were significant predictors of work stress. Findings suggest that ED nurses' perception of a supportive work environment and their approach to resolving conflict may be related to their experience of work stress. Providing opportunities for ED nurses in skills training in constructive conflict resolution may help to reduce work stress and to improve the quality of patient care.

Does Tenure and Age Influence Work Environment Perception of Faculty in Business Schools?

The right attitudes, belief and spirit of acceptance are the basic essentials to achievement of growth, innovation and sustainability in a constantly changing scenario. One aspect that leads to significant difference in attitudes, belief’s and perception are the demographic attributes of employees. Review of literature have shown that there is a negligence of the use of demographics in OB and HRM research leading to a state called black box filled with unreliable, vague and untested theories. Considering the importance and contribution of the Indian educational sector towards the emerging knowledge based and technology driven economy, the core stakeholders which are the faculty need to be in an environment that enables them cater to the development of minds. This paper investigates the influence of demographics which are tenure based and age on the perception held by faculty members towards the dimensions of their psychological work environment. Survey data was collected from a sample of 182 faculty members working in AICTE recognized and state university affiliated business schools in Kerala by administering standardized, valid and reliable tools. One-way ANOVA was used to analyse data. Results show that there was mixed response toperception towards work environment dimensions across the different tenure based demographics considered such as tenure with current organisation, tenure of teaching experience, tenure of industrial experience, tenure of total work experience and age. The implications, findings and suggestions for future research are detailed

Authentic leadership practices informed by a rural hospital study

The purpose of this study was to explore perceptions of work environment characteristics across employee groups in a rural hospital to determine if authentic leadership and management practices were perceived to be actualized in the organization. Creating a healthy work environment through authentic leadership practices is critical to sustaining care quality improvements (QIs) and patient safety. In light of fewer financial and educational resources, an academic-practice partnership provides evidencebased support for administrators in rural hospitals. This mixed methods study involved the following measures: 1) Descriptive cross-sectional survey of hospital employees regarding work environment characteristics (N = 139/188; 74% response rate), yielding statistical power of .95, and 2) multiple qualitative focus groups with employees (N = 37) to explore contextual factors potentially influencing perceptions of work environment. There were statistically significant differences among perceived levels of vitality for hospital administrative staff compared to clinical and ancillary staff (p < .000 – p < .026). Thematic content of qualitative data revealed issues regarding a perceived lack of authentic leadership and management behaviors. Adopting best practices related to QIs may first require a paradigm shift by hospital leadership and management through conscious promotion of mutual trust and healthy work behaviors. An academic-practice partnership can provide data-based insights into work environment characteristics that may need attention so that the hospital administrator may empower staff-driven, collaborative QIs from an evidence-based stance.

Swedish midwives' perception of their practice environment – A cross sectional study

BackgroundThere is a shortage of midwives in Sweden. Evidence suggests that the work environment is likely to play a part in retention and attrition rates. ObjectiveTo explore the practice environment of Swedish midwives and factors associated with the perception of an unfavorable work environment. Methods475/1000 (48.6%) members of the Swedish Midwifery association completed a questionnaire including the Practice Environment Scale (PES). Differences in mean scores were calculated for the subscales of PES and midwives' background characteristics. Logistic regression was used to investigate factors most strongly associated with unfavorable working environment. ResultsThe two domains that showed significant differences in terms of participant characteristics were the Staffing and resources adequacy subscale and the Foundations of quality care subscale. Midwives younger than 40 years, those with less than 10 years' experience and those with an additional academic degree rated these two domains more unfavorably. Protective factors for assessing the work environment unfavorable were mainly internal such as high quality of life and high self-efficacy. Swedish midwives were most satisfied with the midwife–doctor relationship and least satisfied with their participation in work place or hospital affairs. Midwives suffering from burnout, those who provided hospital based care and those without leadership position were more likely to assess their work environment as unfavorable. ConclusionsThis study identified personal factors as well as work related factors to be associated with midwives' assessment of their practice work environment. Establishing healthy work places where midwives feel recognized and valued could prevent midwives from leaving the profession.

Part 2

Based on the work of a TCAB facility design team at an academic hospital (part 1), an evaluation project was implemented to measure RN work environment perceptions, work activity sampling, and steps walked on 6 units moving into a new acute care pavilion. Pre and post data reported significant nurse satisfaction post move with the new work environment. Workflow sampling data did not reflect significant changes; the pedometer device used to measure nurse steps proved unreliable. Project evaluation data are reported.

The Effect of First-Line Supervision on Patrol Officer Job Satisfaction

This study examines the extent to which attitudinal dimensions associated with supervisor and officer styles explain subordinate officers’ satisfaction levels. Two frameworks, the average leadership style and person–supervisor fit, were employed and tested. To do so, survey data of 765 patrol officers and 146 patrol sergeants across five departments were used. The results provided little empirical support for the average leadership framework. After controlling for demographics and officer perceptions of work and organizational environments, sergeant style dimensions failed to exert a top-down effect on subordinate officer satisfaction. Support, however, was found for the person–supervisor fit framework. Specifically, when sergeant and officer views were congruent in the areas of support relations and expectations of aggressive enforcement, officers were more satisfied with their jobs. On the other hand, when sergeants viewed aggressive enforcement as important, but officers did not, officers were less satisfied. Finally, the patterning of results from a subsample analysis suggested that supervisory influences were more pronounced in the early stages of the officer–sergeant relationship. Practical implications associated with the person–supervisor fit framework are discussed.

Moderating Effect of Personal Background Variables on the Relationship of Multi-Dimensional Organisational Commitment and Perceived Work Environment - Sub Group Analysis

Four hundred rail engine drivers using purposive sampling were selected from 34 divisions of Central, Eastern, Northern, North-Eastern, Southern, South Eastern, and Western zones of Indian Railways. Sub-group analysis was used to determine the referent effect of personal background variables (age, total dependent family members, income, length of service, and service in present grade) on the relationship of multi-dimensional organizational commitment and perceived work environment. Age, length of service and service in present grade have moderating effect on the relationship of multi-dimensional organizational commitment and perceived work environment. Utility of moderator variables in determining the relationship discussed. HRD Managers and Behaviorists were admonitioned to visualize the relationship in reference to emerged significant referent variables for good health of the organizations.

Perceived work environment and job satisfaction among public administration employees

This study examines the effects of the percieved work environment on public employee feelings of job satisfaction. Moreover, the paper will investigate the relationship between personal and job characteristics and job satisfaction. The data was collected from a sample of 169 employees working in one local government municipality in Macedonia. The results show that organizational climate and its components significantly predict job satisfaction among public administration employees. The results highlight that employee age acts as the most powerfull predictor of job satisfaction. The analysis of the perceived work environment suggests that recognition is a significant predictor of job satisfaction among public administration employees, followed by opportunities for professional advancement and work itself. The significance of this research lies in its contribution to the knowledge and understanding of determinants that could improve job satisfaction among public administration employees in developing economies.

Work environment perceptions following relocation to open-plan offices: A twelve-month longitudinal study

A workplace's design can have various positive or negative effects on the employees and since the 1970s the advantages and disadvantages of open-plan offices have been discussed. The aim of this study was to investigate perceived health, work environment and self-estimated productivity one month before and at three, six and twelve months after relocation from individual offices to an open-plan office environment. Employees from three departments within the same company group and who worked with relatively similar tasks and who were planned to be relocated from private offices to open-plan offices were invited to participate. Questionnaires comprising items from The Salutogenic Health Indicator Scale, The Work Experience Measurement Scale, the questionnaire by Brennan et al. about perceived performance and one question from the Work Ability Index were sent to participants one month before relocation (baseline) to open-plan offices and then at three, six and twelve months after relocation. At baseline, 82 questionnaires were sent out. The response rate was 85%. At the follow-ups 77-79 questionnaires were sent out and the response-rate was 70%-81%. At follow-ups, perceived health, job satisfaction and performance had generally deteriorated. The results of the study indicate that employees' perception of health, work environment and performance decreased during a 12 month period following relocation from individual offices to open-plan offices.

Bureaucrats on the Cell Block: Prison Officers’ Perceptions of Work Environment and Attitudes toward Prisoners

AbstractUS prisons represent an important site for the delivery of social services—even in light of the punitive policy shifts of recent decades—because a significant segment of the nation’s low-income, minority population is incarcerated every year. Prison officers interact daily with prisoners and are responsible for maintaining prisoners’ security and welfare. As a result, this group of workers can be understood as street-level, front-line bureaucrats who implement penal policy and play a role in distributing needed resources to millions of society’s most vulnerable citizens. We examine prison officers through this lens to assess how officers’ perceptions of prison resources, work stress, and work support are associated with their attitudes toward the prisoners in their care. We find that work stress and work support operate as mediating pathways between prisoner officers’ assessments of available resources and their attitudes toward prisoners.

To what extent is the work environment of staff related to person-centred care? A cross-sectional study of residential aged care.

To explore the relationship between staff characteristics, perceived work environment and person-centred care in residential aged care units. Person-centred care is often described as the model of choice in residential aged care and in the care of persons with dementia. Few empirical studies have reported on the relationship between how staff experience different aspects of their work and person-centred care. The study had a cross-sectional quantitative design. Staff in 151 residential aged care units in Sweden (n = 1169) completed surveys which included questions about staff characteristics, valid and reliable measures of person-centred care, satisfaction with work and care, job strain, stress of conscience and psychosocial unit climate. Statistical analyses of correlations, group differences and multiple linear regression analysis estimated with generalised estimating equation were conducted. Higher levels of staff satisfaction, lower levels of job strain, lower levels of stress of conscience, higher levels of a supportive psychosocial unit climate and a higher proportion of staff with continuing education in dementia care were associated with higher levels of person-centred care. Job strain and a supportive psychosocial climate, explained most of the variation in person-centred care. This study shows that the work environment as perceived by staff is associated with the extent to which staff perceive the care as being person-centred in residential aged care. These empirical findings support the theoretical postulation that the work environment is an important aspect of person-centred care. Promoting a positive and supportive psychosocial climate and a work environment where staff experience balance between demands and control in their work, to enable person-centred care practice, seems to be important implications for managers and leaders in residential aged care.

Impact of Teaching Experience on Self-Directed Learning Culture

This paper explores the survey responses of 129 adult students to investigate the differences in years of teaching experience between respondents identified as having a strong self-directed learning culture and respondents identified as having a weak self-directed learning culture. 36 respondents from this sample were grouped as having a strong self-directed learning culture and compared against another group of 36 classified as having a weak self-directed learning culture. Both quantitative and qualitative analyses were conducted on the survey results which comprised of 25 agreement-scale statements and two open-ended questions. The findings showed that there was a mean difference in teaching experience of five years between the two groups. The longer teaching experience noted in the group of respondents with a strong self-directed learning culture was attributed to the sense of being settled into the job and the perception of a supportive workplace that fostered self-directed learning. In addition, these respondents were largely with the opinion that they already had a nature of self-directed learning. This paper arrives at the conclusion that the perception of a supportive work environment occurred after spending an extended time in the job, which then enabled individuals with an existing self-directed learning nature to capitalise on their capabilities and passion to enhance their competencies. The findings stated and the conclusion are corroborated by existing literature, and further research opportunities have been identified by exposing the limitations of this study.

Multigenerational perceptions of the academic work environment in higher education in the United States

The current workforce composition of the academy is comprised of multiple generational cohorts, Traditionalists, Leading Edge Boomers, Trailing Edge Boomers, Generation Xers and Millennials. Despite the plethora of research identifying a myriad of differences in the way these generational cohorts approach work and social activities little attention has been paid to their perceptions of the psychosocial aspects of the academic work environment. The present study used the Copenhagen Psychosocial Questionnaire II to assess job perceptions of 434 academic personnel across four generational cohorts. A direct discriminant function analysis revealed Trailing Edge Boomers perceived a greater effort-reward imbalance than Traditionalists/Leading Edge Boomers and Generation Xers, and Millennials perceive less imbalance than all other generations. There were also generational group differences in perceived stress and health. These results draw attention to the value of knowing the generational composition of a higher education institution in order to take into account the unique needs of each generational cohort when planning ways to improve recruitment, retention, and productivity of administrators, faculty and staff.

Drivers of work engagement: An examination of core self-evaluations and psychological climate among hotel employees

Many practitioners consider employee engagement a new human resource practice through which business can cope with uncertain and turbulent industry conditions. However, the hospitality academic community is still in need of finding predictors of employee engagement. The purpose of this study was to provide theory-based empirical evidence on whether employee evaluations of self (i.e., core self-evaluations) and perceptions of organizational work environment (i.e., psychological climate) affect employee engagement. Kahn's theory of three psychological conditions and Demerouti and her associates’ job demands–resources model were used for theoretical frameworks. Data were collected from 394 hotel line-employees and managers in the United States. Results of hierarchical multiple regression analyses revealed that core self-evaluations and four components of psychological climate (i.e., customer orientation of the management, managerial support for service, internal service, and information-sharing communication) were positively associated with employee engagement. Managerial implications for human resource practice and future research directions are provided.

Nurse Educators’ Perceptions of Caring Attributes in Current and Ideal Work Environments

Abstract AIM The study explored nurse educators' perceptions of the frequency (experience) of caring attributes in their current work environments and the attributes' importance (expectation) in an ideal work environment. BACKGROUND Caring has been linked to only a few components of nurse educators' work satisfaction. However, its influence may be much greater. METHOD A multisite convenience sample (N = 241) completed an adapted version of the Nyberg Caring Assessment Scale©. Paired t-tests, correlations, and content analysis were used to explore experience-expectation gaps RESULTS Significant and substantive (p < .01, r ≥ .50) experience-expectation gaps and correlations (p < .05) between demographic and work environment characteristics and caring attributes were found. Sources of and opportunities for caring attributes were identified. CONCLUSION The findings suggest that feeling valued contributes to nurse educators' perceptions of a positive work environment and may inform recruitment and retention st...

Dehumanization of older people: The evaluation of hostile work environments.

This research examined how people judge hostile work environments in which members of a work setting derogate other workers because they are older and presumed to be incompetent based on a psycholegal model incorporating negative affect and dehumanization (Wiener, Gervais, Brnjic, & Nuss, 2014). Specifically, we conducted a study in which a national sample of community participants read a scenario in which an interviewer did or did not derogate an older worker in a work interview. Respondents predicted affect (negative and positive), rated dehumanization (animalistic and mechanistic), and assessed hostile work environment (legal and impact). Consistent with hypotheses, derogation of the older worker caused more negative affect, more animalistic and mechanistic dehumanization, and more hostile work environment perceptions. Further, consistent with the mechanisms posited by our psycholegal model, path analysis revealed that negative affect and mechanistic dehumanization explained the relation between age derogation and hostile work environment judgments. The paper ends with a discussion of implications for organizations, law, and psychology, as well as directions for future research.