Poor Job Satisfaction Research Articles

An Exploratory Study on Behavioral Science Of HR Mangers to Respond the COVID-19 Challenge

World certainly has a warning and alarming situation due to the global pandemic outbreak of COVID-19 pathogen since December 19 taking along human cost, mentally and physically with economic cost too. The spread of this contagion is deadly worldwide without any proven official medical treatment. Governments around the world are taking measures of country lockdown and stay at home for social distancing, leading to drastic increase in unemployment conditions, economic loss of trillions dollar, poor job satisfaction, reduced motivation and workplace depression crisis among organization’s employees with far reaching impacts. At this time of global critical waves, companies and organizations need their human resources officials to help the employees out of this badly driven health and economic crisis. The human resource representatives and their behaviors are the pillars of strength and biggest support center of companies to combat the unpredictable circumstances and to overcome the human depression among employees at plenty of work places around the globe. During the badly stricken circumstances and to face the challenges, leaders & Human resource managers are highly concerned about their work force from encouraging the employees to reduce the impacts on their personal as well as professional life by applying various leadership & behavioral aspects in these critically hit phase of COVID-19. Organizations are dealing this outbreak situation in various ways ,one of the fundamental qualities of leaders is behavioral science which is being followed by managers in this eclipsed time, it builds an understanding of how people react psychologically and respond behaviorally to environments & situations. This paper reveals how leaders and managers using behavioral science to boost their employees spirit mentally and physically to fight Corona Virus surroundings.

Multilevel Analysis on the Association of Job Satisfaction and Organization Commitment with Performance of Family Planning Counsellor in Yogyakarta

Background: Performance is an important thing in an organization's efforts to achieve the goals. To evaluate employees objectively, a su­per­­­vi­sor must be able to measure their per­for­man­ce le­vel. There are many job characteristics that emp­loyees consider, but a group of job cha­rac­te­ris­tics tends to be collectively eva­luat­ed in the same way. This study aimed to analy­ze the effect of job satisfaction and organiza­tional com­mit­ment on the employee per­for­man­ce of the Family Plan­ning Counselors in ­Yogyakarta Subjects and Method: This study used a cross-sec­tional study. This study was conducted in the office of Family Planning Field Of­fi­cer (PKB), Yogyakarta, Central Java, from January to Feb­ru­a­ry, 2020. There were 200 employees as the samp­le of this study. The sample was collected using simple ran­dom sampling. The dependent vari­able was the performance of PKB emp­loye­es. The inde­pen­dent variables were job satis­fac­tion and organi­za­tio­nal com­mitment. The data we­re collected us­ing questionnaires. The data were analyzed using mul­tilevel analysis with Stata 13. Results: The performance of PKB employess in­­creas­ed with poor good job satisfaction (b=­2.36; 95%CI=1.49 to 3.22; p<0.001) and good or­gani­za­tional commitment (b=1.68; 95%­CI=0.89 to 2.47; p<0.001). PKB office had a con­textual effect on employee performance with ICC=10.75%. Conclusion: Job performance is affected by job satisfaction and orga­ni­za­tional com­mitment. PKB Office has a strong con­textual ef­fect on job performance. Keyword s : employee performance, job satis­fac­­tion, organizational commitment Correspondence: Ikhtiarisca Olifia Mufidatun. Masters Program in Pub­lic Health, Universitas Sebelas Maret. Jl. Ir. Su­tami 36A, 57126, Surakarta, Central Java. Email: riscaolifia@gmail.com. Mobi­le: +6282­220030006 Journal of Health Policy and Management (2020), 05(03): 197-203 https://doi.org/10.26911/thejhpm.2020.05.03.05

The health effects of work-family conflict in men and women Japanese civil servants: a longitudinal study.

High level of work-family conflict (WFC) is an important risk factor for stress-related health outcomes. However, many studies are cross-sectional studies. In this study, we aimed to clarify how changes in WFC levels over a period 5 yr can affect workers’ mental and physical health, and to clarify whether there are gender differences of them. This study examined 1,808 civil servants (1,258 men and 550 women) aged 20–65 yr working in a local government in the west coast of Japan from 2003 to 2008. Logistic regression analyses were used to examine whether the change in WFC contributes to workers’ health problems and whether there are gender differences. This study revealed association sustained high WFC and deterioration of WFC conflict with poor mental health and poor job satisfaction for both men and women. In men high WFC conflict and deterioration was associated with poor mental health (OR=2.74). On the other hand, women had strong relationship between WFC changes and poor physical health (OR=2.64). WFC was an important factor as a social determinant of health of Japanese civil servants, and the change in WFC affects subsequent health problems with different trends in men and women.

Workplace Violence in Health Care: An Overview and Practical Approach for Prevention

Workplace violence has infiltrated almost every industry in our society, but research has shown that mental health workers are among those most at risk for workplace violence. In addition to the risk of physical harm, this epidemic of workplace violence can lead to negative impacts on overall health and wellness, including poor job satisfaction, anxiety, burn out, and other adverse effects. National organizations such as the Occupational Safety and Health Administration have created guidelines to help address the issue of workplace violence. Along with education and awareness, combating the problem requires comprehensive workplace violence prevention programs and system-level changes from organizations. This article describes a three-pronged approach to minimize workplace violence in the high-risk area of psychiatric emergency care. [ Psychiatr Ann . 2019;49(11):482–486.]

Advanced Practice Providers:: How Do We Improve Their Organizational Engagement?

Advanced practice providers (APPs) are integral members of the multidisciplinary health care team, providing access to high quality and cost-effective patient care. Despite the consistent increase in demand for APPs, these practitioners often lack role clarity, frequently resulting in poor job satisfaction and retention. Establishing an advanced practice provider council within organizations is a positive step in providing APPs with a platform for increasing their visibility, peer support, and decision-making power, thereby improving their engagement within the organization. Advanced practice providers (APPs) are integral members of the multidisciplinary health care team, providing access to high quality and cost-effective patient care. Despite the consistent increase in demand for APPs, these practitioners often lack role clarity, frequently resulting in poor job satisfaction and retention. Establishing an advanced practice provider council within organizations is a positive step in providing APPs with a platform for increasing their visibility, peer support, and decision-making power, thereby improving their engagement within the organization. Molly Condit, DNP, APNP, CRNA, is the Assistant Director of the Nurse Anesthesia Emphasis Program at University of Wisconsin Oshkosh in Oshkosh, Wisconsin, and a practicing CRNA at HSHS St. Vincent and St. Mary's hospitals in Green Bay, Wisconsin. She can be reached at [email protected] Paula Hafeman, DNP, RN, is chief nurse executive at Hospital Sisters Health System–Eastern Wisconsin Division in Green Bay, Wisconsin.

Alienation and Redemption: The Praxis of (Roman) Archaeology in Britain

The TRAC session that led to this series of combined mini-papers was consciously designed as a forum for discussion. The aim of the session was to consider ways to tackle perceived systemic problems in the archaeology of Roman Britain (and, by extension, in the archaeology of other periods) that lead to destructive methods, interpretive fallacies and poor job satisfaction. The shared feeling of those attending the TRAC session seemed to be that well established systems in developer-funded or ‘commercial’ archaeology, university archaeology departments and even in museum environments are overly driven by ideas of competition, division and acquisition for its own sake, the apparently dominant neoliberal values of our time. Such values promote constraining hierarchies within and between organisations, generating lack of communication and ineffective team working. In this ‘manifesto’-style paper, different authors discuss the systemic issue that has most impact on their field of employment or research, and offer solutions for a potential ‘redemption’.

Associative stigma among mental health professionals in Singapore: a cross-sectional study

Objectives(1) Investigate and explore whether different classes of associative stigma (the process by which a person experiences stigmatisation as a result of an association with another stigmatised person) could be...

Shift Work Disorder - Prevalence &amp; Burden of Illness in Healthcare Providers of India

Background: The proportion of shift workers in the society has taken a big leap in the last 2 decades or so. Thus, the epidemiological significance of shift work disorder (SWD) can no longer be ignored. Emergency Physicians &amp; nurses almost always work in shifts and are an important subset of the population whose health and wellbeing directly and indirectly impacts the morbidity and mortality of the rest of the population. It is thus important to understand the magnitude of the problem in this population. Several studies describe a high incidence of SWD and psychosomatic complaints in EP. The main objective of this study is to examine the prevalence of symptoms of SWD; contribution of demographics, working hours, shift work, morningness/eveningness &amp; sleep hygiene practices to occurrence of SWD, related health &amp; occupational hazards and job satisfaction in a random sample of Emergency Physicians &amp; nurses of India. Methods: A cross sectional survey of nurses and doctors working in emergency departments of at least 12 major urban hospitals across India was conducted during October 2016 – March 2017. Peer validated questionnaire with standard scales, descriptive &amp; objective questions was emailed only to individuals who were known to be working in Emergency departments as nurses and doctors. This convenience-sample of email addresses was obtained through personal and professional contacts of the researcher. Those who volunteered responses were included in the study. No identifying information was collected. Those who reported diagnosed sleeping disorders were excluded from the analysis. For analysis, responses were divided into 2 groups – those who reported symptoms of SWD and those who did not. With aid of a professional biostatistician, these 2 groups were then compared for unique characteristics and statistically significant variables using t test, chi square test, odds ratio and logistic regression Results: Prevalence of symptoms indicative of SWD in a random sample of emergency medicine physicians and nurses in India ranges from 13-27% and was significantly (p=0.048) higher in those who did shift work and night shift work depending on the method of assessment. Women have 3 times higher risk than men. More than half (51%) the number of Emergency medicine physicians and nurses in the study suffer sleep disturbances due to work timings. This group may develop SWD in the future, pending due intervention. SWD is strongly (p&lt;0.02) associated with bad sleep hygiene and excessive daytime sleepiness. The presence of symptoms of SWD also leads to poor job satisfaction. (p&lt;0.05). Majority (60%) report preference for shifts that start later in the day.

Factors Influencing Job Satisfaction of Employee in Public Institutions: In Case of Ginnir Town South Eastern Ethiopia

Employee job satisfaction is essential to face the dynamic and ever-increasing challenges of maintaining productivity of the organization by keeping their workforce constantly engaged and motivated. If the employees have negative and unpleasant feelings in the work, their attitudes to the work are dissatisfaction which in turn reduce the achievements of the employee. This paper outlines the employee’s job satisfaction level and factors that influence job satisfaction of Employee in public institutions of Ginnir town. The study employed a descriptive survey design where information was gathered mainly using self-administered questionnaires and document analysis. Respondents for the self-administered questionnaires were distributed for all public institutions employees. Hence, all 257 employees were selected. Data presentation was used different tools such as tables, bar charts and pie charts and analyzed using descriptive statistics. The findings of the study showed that general job satisfaction levels of employees in the organizations are inclining towards negative in all criteria. In terms of main factors, the responses show that employees are dissatisfied with self-improvement, opportunities and “working conditions. Besides poor job satisfaction conditions the study also identifies factors that affect job satisfaction like salary level, internal facility, upgrade employees’ knowledge and skills, organizational recognition and awards, annual bonus payment, perceiving promotion and grade as fair, sponsorship to pursue academic and professional education programs and the like. Further the study identifies effects of job dissatisfaction in Ginnir town as turnover, absenteeism, tardiness, Accidents, Strikes, Grievances and Sabotage. The study recommended extensive and sustained improvement about the job satisfaction levels of the important factors. Keywords : Employees, Factors, Ginnir, Job Satisfaction DOI : 10.7176/EJBM/11-16-07 Publication date :June 30 th 2019

Implementation of an Oncology Nurse Practitioner Fellowship Program Focused on Adult Stem Transplant and Cellular Therapy Training

Topic Significance & Study Purpose/Background/Rationale Nurse practitioner (NP) graduate programs mainly focus on primary care and lack specialty training. It is important that new NPs entering the field of hematology are prepared to manage the complexity of patient care involved with the transplant and immunotherapy population. Inadequate training and mentoring can lead to poor job satisfaction, burnout, high turnover and suboptimal proactive care assessment and interventions impacting patient outcomes. Methods, Intervention, & Analysis In 2017, the Oncology NP fellowship was initiated. With the FDA approval of chimeric antigen receptor T-cell therapy came the vision to expand the fellowship to include a designated track for the transplant program. The NP fellow spends one year immersed in managing stem cell transplant and cellular therapy patients in the inpatient and outpatient setting under the guidance of a senior transplant NP and mentor. The program includes didactic and clinical experiences with a curriculum based on national guidelines and clear endpoints for successful completion (Figure 1). Findings & Interpretation It is critical to the development for NPs interested in practicing in specialty services have a standardized framework for training. This allows the NP the opportunity to gain the necessary knowledge and confidence to manage transplant and cellular patients effectively, provide quality care and become valuable members of the multidisciplinary team. Discussion & Implications The role of the transplant NP continues to evolve. It is vital to establish training programs to support the growing complexity of cancer care. Development of specialty training programs promotes a structural framework (Figure 2) and smooth integration of the new NP into transplant and cellular therapy programs.

Job satisfaction and stress levels among community pharmacists in Malaysia

AbstractBackgroundCommunity pharmacists have an important role in ensuring safe and effective use of medicines. However, poor job satisfaction and high stress levels may negatively affect job performance.AimThis study evaluated job satisfaction and job stress levels, and associated factors, among community pharmacists in Klang Valley, Malaysia.MethodsA cross‐sectional survey was conducted to assess job satisfaction and stress among community pharmacists. A sample of 286 respondents was selected using stratified‐random clustered sampling. Levels of and factors affecting job satisfaction and stress, as reported by community pharmacists, were analysed.ResultsThere was a moderate level of job satisfaction among pharmacists (mean (±SD) score 3.39 ± 0.42; range 1–5). Job characteristics that provided the highest satisfaction were work environment and interpersonal relationships with coworkers. Stress levels among pharmacists were below the scale mid‐point (mean (±SD) score 1.86 ± 0.44; range 1–4). Responsibility for patient care was perceived to contribute most to job stress. Ethnicity (p = 0.026) and average number of prescriptions filled daily (p = 0.016) significantly affected job satisfaction, whereas job stress was significantly affected by age (p &lt; 0.001), years of experience (p = 0.003) and number of working hours/week (p = 0.003).ConclusionsThis study demonstrates the effects of various demographic and job‐related variables on community pharmacists’ job satisfaction and stress. Further research is required to gain a better understanding of factors affecting job satisfaction and stress among pharmacists across Malaysia, and their effects on professional practice and patient care.

Mind the gap: is the Canadian long-term care workforce ready for a palliative care mandate?

AbstractThe average expected lifespan in Canadian long-term care (LTC) homes is now less than two years post-admission, making LTC a palliative care setting. As little is known about the readiness of LTC staff in Canada to embrace a palliative care mandate, the main objective of this study was to assess qualities relevant to palliative care, including personal emotional wellbeing, palliative care self-efficacy and person-centred practices (e.g. knowing the person, comfort care). A convenience sample of 228 professional and non-professional staff (e.g. nurses and nursing assistants) across four Canadian LTC homes participated in a survey. Burnout, secondary traumatic stress and poor job satisfaction were well below accepted thresholds, e.g. burnout: mean = 20.49 (standard deviation (SD) = 5.39) for professionals; mean = 22.09 (SD = 4.98) for non-professionals; cut score = 42. Furthermore, only 0–1 per cent of each group showed a score above cut-off for any of these variables. Reported self-efficacy was moderate, e.g. efficacy in delivery: mean = 18.63 (SD = 6.29) for professionals; mean = 15.33 (SD = 7.52) for non-professionals; maximum = 32. The same was true of self-reported person-centred care, e.g. knowing the person; mean = 22.05 (SD = 6.55) for professionals; mean = 22.91 (SD = 6.16) for non-professionals; maximum = 35. t-Tests showed that non-professional staff reported relatively higher levels of burnout, while professional staff reported greater job satisfaction and self-efficacy (p &lt; 0.05). There was no difference in secondary traumatic stress or person-centred care (p &gt; 0.05). Overall, these results suggest that the emotional wellbeing of the Canadian LTC workforce is unlikely to impede effective palliative care. However, palliative care self-efficacy and person-centred care can be further cultivated in this context.

The relationship between occupational stress and gastrointestinal illness: A comprehensive study of public schoolteachers

This study used a biopsychosocial approach to examine the complex relationship between occupational stress and gastrointestinal (GI) illnesses in public schoolteachers. Public schoolteachers (N = 3,361) participated in an online study and were assessed based on the presence of current GI symptoms. Univariate and multivariate comparisons were conducted to determine key demographic factors, teacher-specific factors, and psychosocial factors associated with GI illness. The analyses show that teachers reporting female gender, older age, Hispanic ethnicity, poor job satisfaction, job control, work attitude, school climate, student problems, high levels of perceived stress, and poor quality of life were more likely to report GI illness. The implications of this study support the development of prevention and intervention strategies to reduce occupational stress, which may, in turn, reduce the incidence of GI illnesses.

Health care reform in Iran: Implications for nurses' moral distress, patient rights, satisfaction and turnover intention.

The aim of the present study was to assess the implications of Iran's recent health care reforms on nurses' experience of moral distress, their perceptions of the respect for patient rights and the relationship of these variables to job and income dissatisfaction and turnover intention. Health systems around the world are reforming themselves to adapt to meeting the future needs of increasing patient care to an ever-growing population. This was a cross-sectional correlational study. The participants were 276 nurses at six large private and public hospitals in Tehran, Iran. Negative correlations were reported between turnover intention and respecting patient rights (r=-0.560, p<0.001), satisfaction with job (r=-0.710, p<0.001) and satisfaction with income (r=-0.226, p<0.001). The correlation between moral distress intensity (r=0.626, p<0.001) and frequency (r=0.701, p<0.001) was positive with turnover intention. Moral distress was significantly correlated to poor respect for patient rights, poor job satisfaction and income satisfaction and was a major predictor of turnover intention. Health system reform must take into account the concomitant increasing workload and its negative impact in order to ensure that reform does not lead to unintentional detrimental outcomes of increased moral distress, decreased satisfaction and increased turnover rates among nursing personnel.

Meeting Recommendation #3: Creating a Statewide Residency Model That Minds the Education and Practice Gap

Professional nursing practice arenas continue to experience a gap in practice readiness of newly licensed nurses as well as nurses emerging into a new role. Although the literature widely supports transition to professional practice programs, they are often cost prohibited or not fully operationalized to provide a seamless transition that supports knowledge, skill, and attitude acquisition. 1 Both newly licensed nurses and experienced nurses transitioning to new practice arenas experience fragmented onboarding processes and little structure for successful transition and practice readiness. This leads to poor job satisfaction, increased stress, decreased confidence, and low retention. 2 To provide both demographics of nurses a seamless transition to practice, regulatory, academic, and practice settings must develop transitional programs that begin long before graduation and prepare the emerging workforce with intentional competency-based outcomes. This article discusses the adaptation of the National Council State Boards of Nursing's (NCSBN) Transition to Practice (TTP) model to align academic-practice settings with nursing workforce preparedness prior to graduation, program completion, certification, or licensure. 3

Mental well-being and job satisfaction among general practitioners: a nationwide cross-sectional survey in Denmark

BackgroundPoor mental well-being and low job satisfaction among physicians can have significant negative implications for the physicians and their patients and may also reduce the cost efficiency in health care. Mental distress is increasingly common in physicians, including general practitioners (GPs). This study aimed to examine mental well-being and job satisfaction among Danish GPs and potential associations with age, gender and practice organisation.MethodsData was collected in a nationwide questionnaire survey among Danish GPs in 2016. Register data on GPs and their patient populations was used to explore differences between respondents and non-respondents. Associations were estimated using multivariate logistic regression analysis.ResultsOf 3350 eligible GPs, 1697 (50.7%) responded. Lower response rate was associated with increasing numbers of comorbid, aging or deprived patients. About half of participating GPs presented with at least one burnout symptom; 30.6% had high emotional exhaustion, 21.0% high depersonalisation and 36.6% low personal accomplishment. About a quarter (26.2%) experienced more than one of these symptoms, and 10.4% experienced all of them. Poor work-life balance was reported by 16.2%, low job satisfaction by 22.1%, high perceived stress by 20.6% and poor general well-being by 18.6%. Constructs were overlapping; 8.4% had poor overall mental health, which was characterized by poor general well-being, high stress and ≥ 2 burnout symptoms. In contrast, 24.6% had no burnout symptoms and reported high levels of general well-being and job satisfaction. Male GPs more often than female GPs reported low job satisfaction, depersonalisation, complete burnout and poor overall mental health. Middle-aged (46–59 years) GPs had higher risk of low job satisfaction, burnout and suboptimal self-rated health than GPs in other age groups. GPs in solo practices more often assessed the work-life balance as poor than GPs in group practices.ConclusionThe prevalence of poor mental well-being and low job satisfaction was generally high, particularly among mid-career GPs and male GPs. Approximately 8% was substantially distressed, and approximately 25% reported positive mental well-being and job satisfaction, which shows huge variation in the mental well-being among Danish GPs. The results call for targeted interventions to improve mental well-being and job satisfaction among GPs.

Domain-Specific Job Satisfaction among Bankers in Calabar, Southern Nigeria

Background: Job satisfaction has been defined as the overall attitudes, feelings and emotions of workers towards their work experience and employees' attitudes towards individual aspects of their job which is more useful at determining specific areas for improvement. The objective of this study was to assess job satisfaction in specific domains of the work environment among bankers in Calabar. Methods: This was a cross-sectional study conducted among bankers who had worked at the commercial banks for at least six months. A cluster sampling technique was adopted with each bank representing a cluster. Nine commercial banks and one microfinance bank were randomly selected. A pretested standard self-administered questionnaire, the job satisfaction survey (JSS) inventory which contains 36 items assessing satisfaction on the nine subscales was used for data collection. Data management was done with SPSS 14.0. Univariate statistical models were used to evaluate levels of satisfaction with various facets of work. Level of significance was set at 5%. Result: The mean age of respondents was 30.5 ± 3.9 years. About half (54.4%) of respondents were males. 55.5% were in the 30-39 years age group and 53.6% had worked for 3-5 years in their current employment. Overall mean job satisfaction score was 145.9 ± 25.6. Mean job satisfaction scores were highest for Nature of work, Supervision, Communication and Co-workers domains. Using Spector recommendation, 71 (46.7%) of respondents had overall job satisfaction, 41 (27.0%) were undecided and 40 (26.3%) were dissatisfied. About two-fifth of respondents were dissatisfied with pay 61(40.1%), fringe benefits 67 (44.1), operating procedures 58(38.2%). Respondents who were 40 years or older had higher overall mean satisfaction than younger bankers p>0.05. However, respondents who had worked for 3-5 years had significantly lower mean job satisfaction score than respondents who had worked for two or less years, and respondents who had worked for 6 or more years (p=0.01). Conclusion: This study showed that the bankers had overall satisfaction with their job; however, there was average to poor job satisfaction in different work domains. Workers’ job satisfaction should be rated based on the work domains and not overall work in order to attend to and improve the work domains as required, thus enabling a healthier work force in the banking industry.

Workplace Deviance as a Possible “Maladaptive Coping” Behavior Displayed in Association with Workplace Stressors

ABSTRACTThe Threat Appraisal and Coping Theory suggests that in response to environmental stressors, individuals sometimes display “maladaptive coping” behaviors that may vent frustration immediately but worsen later psychosocial well-being. For example, employees exposed to workplace stressors may vent their frustration with workplace deviance including intentional poor performance, abuse of organizational resources, disrespect, and disruption of co-workers, but such workplace deviance may worsen their later psychological well-being. The present study examined workplace deviance as a possible “maladaptive coping” behavior displayed by 293 university employees (74.7% female; 90.4% White; mean age = 45.8 years; 43 administrators, 127 staff, 84 faculty). When three workplace stressors (high demand, low control, low support) were compared for their association with workplace deviance, only low support was significant. Furthermore, workplace deviance was significantly associated with negative psychosocial outcomes [poor self-esteem, health concerns, anger, post-traumatic stress disorder (PTSD) symptoms, poor job satisfaction, work-home conflict]. Finally, bootstrapping mediational analysis revealed that workplace deviance was a significant mediator between low support and each of the negative psychosocial outcomes. Results support the idea that workplace deviance is an example of “maladaptive coping” behavior that, when displayed in response to perceptions of low support from supervisors and co-workers, is associated with worse psychosocial outcomes for employees who display it. Stress reduction programs could educate employees that displaying workplace deviance in response to workplace stressors may harm their psychosocial well-being. Such programs could also guide employees to more “adaptive coping” behaviors in response to workplace stressors (such as seeking social support, exercise, and yoga).

Relation between Organizational Commitment and Job Burnout among Staff Nurses

Background: Effective management and organizational commitment are vital issue and any imbalance between them leads to many problems such as work stress, burnout, high rates of staff turnover, absenteeism, poor job satisfaction and low psychological wellbeing levels. Aim of the study: The aim of the current study was to assess the relationship between organizational commitment, burnout, and psychological wellbeing among staff nurses. Setting: The study was conducted at the inpatient departments of El-Abbassiya Governmental Hospital for Psychiatric and Mental Health affiliated to Ministry of Health, Cairo. Subjects: The sample included 220 staff nurses. Data collection tools: Data was collected using three tools namely, Organizational Commitment Questionnaire (OCQ), Maslach Burnout Inventory scale and Ryff’s Psychological Wellbeing (PWB) scales. Results: the current study revealed that about half of the studied nurses had high organizational commitment, more than half of them had low burnout level, and the highest mean score for psychological wellbeing dimensions was regarding the positive relationship and purpose in life. Conclusion: showed that there was a statistically significant positive correlation among all organizational commitment dimensions and the studied staff nurses' levels of burnout and psychological wellbeing levels. Recommendations: The study recommended providing various educational programs to improve nurse commitment and psychological wellbeing to retain nurses and minimize burnout.

Perceived bullying among Norwegian doctors in 1993, 2004 and 2014–2015: a study based on cross-sectional and repeated surveys

ObjectivesTo examine 12-month prevalence of perceived bullying at work for doctors in different job categories and medical disciplines in 1993, 2004 and 2014–2015, and personality traits, work-related and health-related factors...