Professional Work Environment Research Articles

Virtual teams and transformational leadership: An integrative literature review and avenues for further research

Digitalisation reshapes both the workplace and the forms of communication used within a team. Due to the COVID-19 crisis, rethinking leadership has required transitioning from a physical to an entirely virtual work environment to respond to the COVID-19 crisis, accelerating and increasing the relevance of exclusively virtual communication. In a face-to-face professional work environment, transformational leaders can motivate their followers by example. In addition to publications addressing these face-to-face environments, there is an emerging and growing research interest in virtual teams guided by transformational leaders. Therefore, this study conducts a literature review integrating virtual teams and transformational leadership, identifying team, leadership, and motivation factors in the existing literature. As its main contribution, the paper challenges an established leadership model under exceptional economic circumstances and identifies research gaps within team, leadership, and motivation factors. Knowing that the virtual working environment will influence the future of work, this study paves the way for further research on transformational leaders and their influence on virtual teams.

The evolution of women ophthalmologists in India.

The evolution of women ophthalmologists in India.

Mental health, risk perception, and coping strategies among healthcare workers in Egypt during the COVID-19 pandemic.

Coronavirus disease-19 emerged in December 2019. Healthcare workers were exposed to this highly infectious virus during the pandemic and suffered several social and psychological consequences, such as anxiety, psychological distress, and burnout. To assess the psychological distress, anxiety, depression, coping strategies, risk perception, and attitude toward interprofessional teamwork among Egyptian healthcare workers during the COVID-19 pandemic. We conducted a cross-sectional online survey which consisted of five sections. The primary outcomes were anxiety (GAD-7), depression (PHQ-9), risk perception towards COVID-19, interprofessional teamwork attitude, and coping strategies during the Coronavirus disease-19 pandemic. The web-based questionnaire was distributed to Egyptian healthcare workers from the 20th of April 2020 to the 20th of May 2020. A snowball sampling method was used. Regression analysis was conducted to test the relationship between the socioeconomic characteristics and the previously mentioned outcomes. A total of 403 participants responded to the online questionnaire. The majority were females (70.5%) and within the age group of 26-40 years (77.7%), with 2-5 years of work experience (43.2%). Most participants were pharmacists (33%) and physicians (22.1%). Eighty-two participants (21%) reported moderate to severe anxiety, and 79 participants reported (19.4%) moderate to severe depressive symptoms. In the univariate model, the marital status was associated with depression (OR 0.47, 95% CI 0.28-0.78), anxiety (OR 0.52, 95% CI 0.32-0.85), and an attitude toward interprofessional teamwork (β = -1.96 95% CI -2.72 to -1.2). Providing direct care to the patients was associated with lower anxiety symptoms (AOR 0.256, 95% CI 0.094-0.697). More severe anxiety and depressive symptoms were associated with difficulties in everyday life and the professional work environment (AOR 4.246 and 3.3, P = 0.003 and 0.01, respectively). Availability of mental health facilities at the workplace was associated with a lower risk perception towards COVID-19 (β = -0.79, 95% CI -1.24 to -0.34) and a more positive attitude towards teamwork (β = 2.77 95% CI 1.38-4.15). According to our results, the COVID-19 pandemic was associated with mild anxiety and depression among healthcare workers in Egypt, especially pharmacists and physicians. We recommend more research targeting the mental health of healthcare workers in Egypt. If proven cost-effective and needed, wide-scale mental health screening and public health campaigns can facilitate effective prevention and treatment strategies. In addition, the availability of mental health facilities at the workplace could alleviate some of the risk perception associated with health emergencies and improve interprofessional teamwork.

The Determinants of Career Selection as a Public Accountant: The Role of a Financial Reward Moderator

This study aims to identify the Factors Influencing the Career Selection of Accounting Students as Public Accountants by using financial rewards as a moderating variable for UMSIDA and UBHARA Accounting students. The population or subjects in this study consisted of Accounting Study Program students from the Muhammadiyah Sidoarjo University and Bhayangkara University Surabaya class of 2018. In this study, a quantitative method was used by distributing questionnaires online. By using Slovin’s formula, 80 respondents filled out the research questionnaire. The results of the study show that professional training, social values, work environment, and labor market considerations influence the choice of a career as a Public Accountant. As a moderating variable, financial reward strengthens the influence of professional training, social values, work environment, and labor market considerations on choosing a career as a Public Accountant. This research has implications for final-year Accounting students in determining careers as Public Accountants.

Factor Analysis of Professional Training, Social Values, Work Environment, and Gender Roles Towards Career Selection As An Accountant

This study aims to determine the factors that encourage students' interest in selecting an accountant career in terms of work environment, professional training, social values, and gender roles. This research is expected to provide an overview of the factors that drive a person in selecting the accountant career. This study used a multiple linear method using descriptive analysis through primary data in the form of questionnaires that were distributed to respondents directly. The population in this study employed university students of Esa Unggul University, Trisakti University, Mercu Buana University in the Accounting Study Program with a total sample of 375 respondents. The results of this simultaneous study show that the work environment, professional training, social values, and gender roles are the driving factors in career selection as an accountant career. Partially, the work environment is not a driving factor in career selection as an accountant career, but social values, gender roles, professional training are the driving factors in career selection as an accountant career.

The impact of work motivation on job satisfaction with mediating effect of key work behaviour variables: A Bulgarian case of Generation Z employees

Employers today are clearly aware that employee absenteeism, disengagement and turnover seriously disrupts the rhythm of work and leads to a loss of return on investment in human and social capital for them. With the phased entry of Generation Z, three different generational cohorts in the workforce (X, Y and Z) need to work together and be managed effectively within the organisation. Too little is known about the personalities, needs and issues associated with Generation Z. The research problem addressed in this article focuses on motivated and satisfied young employees in a professional work environment. The purpose is the purpose of this research was to examine the relationship of motivational issues with significant individual work attitudes pertaining to high motivated and satisfied young Bulgarian employees. Research methods include literature review, critical analysis, questionnaires and rating scales, statistical methods and techniques. The results show significant relationships between young employees’ work motivation, organizational commitment, work engagement and job satisfaction and the mediatiag effect of their committed and engaged.

From simulation to dissemination: automation of data and metadata management

Working with Computational Fluid Dynamics (CFD) can produce numerous datasets, which contain different physical parameters and study settings. Management and dissemination of such data benefits greatly from a comprehensive data description (metadata), ideally a specialized Metadata Information System (MIS), and adequate long-term storage (data warehouse). To avoid the manual creation of rival metadata, an automation method has been developed, which adds metadata automatically by the simulation and post-processing programs. The automation method described here is an example for data curation suitable for a professional work environment. This method begins with the collection and creation of metadata and ends with the dissemination and publication of the data. This procedure reduces the challenging amount of tedious and error-prone workload, avoids redundancy, enhances efficiency, and is thus a means of quality assurance. Basis for the automation process is an open-source metadata information system (MIS) which has been adapted to the techno-scientific demand of simulation metadata. It stores the metadata in an SQL database and provides Open Geospatial Consortium (OGC) compliant services and communication interface. A hierarchical metadata management concept was initiated for efficient management of numerous datasets. Subsequently, the metadata validation and dissemination are automated via a middleware, which compiles metadata in an XML file, imports the metadata into the MIS and transfers the data to a long-term repository via a Representational State Transfer (REST) interface. Finally, the data and metadata are interlinked and published.

영아보육교사가 지각한 전문성발달과 근무환경 군집에 따른 개인적 변인과 교사효능감의 차이

Objectives The purpose of this study was to investigate the difference of Child Care Teachers' Variable and teacher's efficacy by analyzing Professional Development and Work Environment Perceived by infant care teachers with cluster analysis.
 Methods The participants in the study were 351 childcare teachers in Seoul, Gyeonggi, Daejeon, and Busan province, cluster analysis using the sub-scales of professional development and work environmen was conducted. Then, the differences in Individual Variables of Day-Care Teachers were analyzed among sub-groups by using Chi-square analysis. also, the differences in Teacher's Efficacy were analyzed among sub-groups by using one-way ANOVA.
 Results First, there were four clusters according to infant care teacher’s professional development and work environment. Cluster 1 was named ‘Professional development and working environment low-group’, Cluster 2 was named ‘Working environment Centered group’, Cluster 3 was named ‘Professional development Centered group’, and Cluster 4 was named ‘Professional development and working environment high-group’. Second, as a result of examining the difference of Child Care Teacher Variable according to the type of professional development and work environment of infant care teachers, the Type of Child Care Center and age showed a significant difference according to the type of professional development and work environment. Third, as a result of examining the difference of teacher's efficacy according to the type of professional development and work environment of infant care teachers, the General efficacy, Personal Efficacy, teacher's efficacy showed a significant difference according to the type of professional development and work environment of infant care teacher.
 Conclusions The results of this study is meaningful in identifying characteristics of the professional development and the working environment of infant care teachers, and providing information that can suggest ways to actively influence teacher efficacy.

Inclusivity in cell biology: cultural identity and the power of authenticity

I am deeply honored to be the recipient of the 2022 ASCB Public Service Award. In addition to my research on the cytoskeleton and molecular motors, I devoted a significant part of my professional career to issues pertaining to diversity, equity, and inclusion (DEI). Diversity of the scientific workforce is essential to accomplish the mission of discovery and innovation required to advance scientific knowledge and improve human health, especially the health of Black communities. This pressing need requires new approaches to address the problem of inclusivity in science. The Black Lives Matter movement and the murder of George Floyd were events that triggered people around the world to begin to reckon with structural racism and new approaches to dismantle it.It is through this momentary lens that I founded the PAIR-UP Imaging Science Program for Black Imaging Scientists. The purpose of PAIR-UP is to improve the professional work environment for Black imaging scientists at R1 institutions by building a self-reinforcing community of Black scientists across institutions committed to helping each other sustain a strong cultural identity.Reenforcing and sustaining a strong cultural identity has the potential to be transformational for the scientists participating in PAIR-UP.

Perceived Determinants of Adherence to Standard Operating Procedures among Laboratory Personnel as per the Staff in Bomet County, Kenya

Laboratory errors are a major burden in health care systems. To reduce laboratory errors and increase laboratory quality, international health organizations such as the World Health Organization developed laboratory quality management systems (QMS). One of the QMS essentials (Documents and Records) contains Standard Operating Procedures (SOPs). SOPs are step-by-step instructions that laboratory personnel use as a guide in performing laboratory procedures. Thus, adhering to SOPs ensures consistency, accuracy, and quality of laboratory procedures, thereby increasing laboratory data quality and reducing errors. However, studies in Kenya have shown low percentage results in evaluating documents and records, which means low adherence to SOPs. This study aimed to identify the determinants of adherence to SOPs. A qualitative phenomenological study was conducted in two conveniently selected hospitals (Tenwek Mission Hospital and Longisa County Referral Hospital) in Bomet County, Kenya. Four focused group discussions and eight key informant interviews were done. Based on the objectives, collected data were analyzed using manual coding and thematic analysis. The study identified themes that determine adherence to SOPs which mainly are the working environment, and factors that promote adherence to SOPs are professional education, leadership factors, and work environment. Key areas that needed intervention on SOPs adherence are personal reasons, professional education, and quality equipment. Professional education and leadership have been suggested for the sustenance of intervention. Recommendations to hospitals to increase opportunities for professional education and to increase the number of staff to help lower workload are made.

Evaluation of Austrian nurses’ competence and factors related to it: An exploratory cross-sectional study

Background and objective: The continuous assessment of Registered Nurses' (RNs') competence is important at individual, organizational and systemic levels. Qualifications, the professional working environment as well as experience influence nursing competence. Nursing has significantly changed over the last 25 years in Austria, but RNs’ competence has not been evaluated so far. The aim of the study was to assess nursing competence of Austrian RNs, considering relevant influencing factors.Methods: An exploratory cross-sectional study was conducted. Between October 2021 and February 2022 a total of 841 RNs from 16 Austrian hospitals self-assessed their nursing competencies using the Austrian version of the Nurse Professional Competence Scale Short Form (NPC-SF-AUT). Multiple subgroup analyses with regard to theoretically reasonable influence factors on nursing competence were performed to explore differences in the extent of RNs’ competence.Results: Competencies in scale factors Multi-professional development and cooperation as well as in Health promotion and safeguarding were found as lowest. The overall work experience as well as further education and training had a significant influence on nursing competence, whereas the type of nursing education (vocational vs. higher education), the professional understanding of nursing care and the type of medical discipline did not.Conclusions: Appropriate structures must be implemented to ensure the development and application of Austrian RNs’ basically acquired competencies in practice.

Patient-Centered Communication Among Pharmacy Professionals Working in Hospitals and Drug Retail Outlets in Asmara, Eritrea: Knowledge, Attitude, Self-Efficacy and Barriers.

BackgroundGlobally, preventable medication-related problems are increasing constantly. Patient-centered communication (PCC) is essential to identify and reduce the occurrence of drug-related problems such as inappropriate use of medications, adverse drug reactions and non-adherence. In Eritrea, personal observations and anecdotal reports showed that pharmacy professionals’ practice towards PCC was unsatisfactory. This study was conducted to assess pharmacy professionals' knowledge, attitude, self-efficacy and barriers towards the practice of PCC.MethodsAn analytical cross-sectional study design was employed among all pharmacy professionals who were employees of the drug retail outlets and hospital out-patient pharmacies of Asmara, Eritrea. A census approach was employed and data were collected from May to June 2021 using a face to face interview-based data collection tool. Descriptive and analytical statistics including independent samples t-test and multiple linear regression were employed using IBM SPSS (version-26).ResultsA total of 79 pharmacy professionals with a median age of 36 (IQR: 20) years were included in the study. The mean (SD) knowledge score of PCC was found to be 11.91 (2.0) out of 17. Moreover, the mean (SD) attitude score was 39.55 (4.0) out of 60 and the overall mean (SD) self-efficacy score was 52.51 (12.0) out of 96. Self-efficacy was significantly correlated with attitude (p=0.015). Work setting (p=0.002) and training (p=0.045) were predictors for the sub-scales of self-efficacy ‘exploring patient’s perspectives’ and ‘dealing with communicative challenges’, respectively. Workload/shortage of pharmacy professionals and time constraint were found to be the main barriers of the pharmacy professionals for not practicing PCC.ConclusionGenerally the pharmacy professionals’ fairly encouraging knowledge and attitude score on PCC, it was not supported with their self-efficacy. This necessitates further attention from policy makers and health facility managers in creating an ideal working environment for the pharmacy professionals to practice PCC at their best.

A scoping review of strategies used to recruit and retain nurses in the health care workforce.

This article reports the results of a scoping review to identify initiatives for improving recruitment and retention of nurses in health care and ascertain their effectiveness. The global shortage of nurses has results in greater competition for vacant posts and an increased need to retain existing post holders. While there are a large number of publications discussing ways to improve recruitment and retention, the effectiveness of these needs to be established. Thirteen papers met the inclusion criteria. There was no literature identified focusing on recruitment and only one paper reported a formal evaluation of a retention initiative. Five themes summarized the initiatives for retaining nurses: leadership and support, ongoing professional development, recognition, work environment and flexible scheduling. While strategies have been proposed to retain nurses, there is a dearth of evidence supporting the effectiveness of these. Although there is a lack of evaluations of retention strategies, the review identified a number of initiatives that warrant consideration. With the launch of the National Health Service People Plan in England in 2021, which is recommending initiatives identified in this review without robust evidence, an integrated programme of research evaluating this is recommended.

Medical-surgical nurse leaders' experiences with safety culture: An inductive qualitative descriptive study.

The aim of this study is to describe safety culture as experienced by medical-surgical nurse leaders. Safety culture remains a barrier in safer patient care. Nurse leaders play an important role in creating and supporting a safety culture. We used an inductive qualitative descriptive study using semistructured interviews, document review and observations in a Midwestern community hospital in the United States. Results of the study are as follows: making sure nurses are keeping patients safe, making sure nurses have nursing interventions in place, expecting nurses to stop unsafe acts or escalate when they feel uncomfortable, making sure nurses have what they need to provide safe care, organization prioritizes patient safety and making sure nurses are learning and growing emerged as themes describing safety culture. Nurse leaders made sure patients were safe by making sure everyone was doing their best to provide safe care. Insufficient time, too many priorities, insufficient resources, poor physician behaviours and lack of respect for their role emerged as barriers to leading a safety culture. Organizations must remove barriers for nurse leaders to develop and lead a safety culture. Nurse leaders must learn to advocate successfully for safe nursing care and professional work environments.

The Perception of the Patient Safety Climate by Health Professionals during the COVID-19 Pandemic-International Research.

The patient safety climate is a key element of quality in healthcare. It should be a priority in the healthcare systems of all countries in the world. The goal of patient safety programs is to prevent errors and reduce the potential harm to patients when using healthcare services. A safety climate is also necessary to ensure a safe working environment for healthcare professionals. The attitudes of healthcare workers toward patient safety in various aspects of work, organization and functioning of the ward are important elements of the organization’s safety culture. The aim of this study was to determine the perception of the patient safety climate by healthcare workers during the COVID-19 pandemic. Methods: The study was conducted in five European countries. The Safety Attitude Questionnaire (SAQ) short version was used for the study. A total of 1061 healthcare workers: physicians, nurses and paramedics, participated in this study. Results: All groups received the highest mean results on the stress recognition subscale (SR): nurses 98.77, paramedics 96.39 and physician 98.28. Nurses and physicians evaluated work conditions (WC) to be the lowest (47.19 and 44.99), while paramedics evaluated perceptions of management (PM) as the worst (46.44). Paramedics achieved statistically significantly lower scores compared to nurses and physicians in job satisfaction (JS), stress recognition (SR) and perception of management (PM) (p < 0.0001). Paramedics compared to nurses and physicians rank better in working conditions (WC) in relation to patient safety (16.21%). Most often, persons of lower seniority scored higher in all subscales (p = 0.001). In Poland, Spain, France, Turkey, and Greece, healthcare workers scored highest in stress recognition (SR). In Poland, Spain, France, and Turkey, they assessed working conditions (WC) as the worst, while in Greece, the perception of management (PM) had the lowest result. Conclusion: Participant perceptions about the patient safety climate were not at a particularly satisfactory level, and there is still a need for the development of patient safety culture in healthcare in Europe. Overall, positive working conditions, good management and effective teamwork can contribute to improving employees’ attitudes toward patient safety. This study was carried out during the COVID-19 pandemic and should be repeated after its completion, and comparative studies will allow for a more precise determination of the safety climate in the assessment of employees.

International human rights teachers in Myanmar universities: The individual constraints of structure on intermediaries

The literature on the transnational promotion of human rights looks to the role of intermediaries who facilitate connections between global and local discourses. Local discourses, however, may host actors and dynamics with diverse perspectives not entirely receptive to international norms, and so call for attention as to how they impact the work of intermediaries. Myanmar university human rights teachers serve an intermediary role, receiving international human rights training from international aid programs and promoting such training within their professional work environments. The actors and dynamics of their work environments constitute local discourses affecting the conduct of university teachers, and thereby influence their efforts to promote international human rights norms. The analysis draws on empirical fieldwork involving the experiences of Myanmar university human rights teachers, using their concerns to demonstrate the ways their professional environments constrain their teaching of human rights. From such findings, the analysis raises implications for theories of intermediaries and international aid policies to promote human rights norms.

DETERMINANTS OF STRESS RECOGNITION AND JOB SATISFACTION IN HOSPITALS FOR HEALTH PROFESSIONALS IN INDONESIA

&lt;p&gt;&lt;em&gt;A n&lt;/em&gt;&lt;em&gt;egative work environment can create work pressure for workers, including health professionals in hospitals.&lt;/em&gt;&lt;em&gt; &lt;/em&gt;&lt;em&gt;A collaborative work climate in the workplace contributes to one of the work environments. As a result, good cooperation among health professionals in hospitals can help to avoid work stress. This is because sustained work pressure can often contribute to the emergence of work stress. The purpose of this study is to determine and analyze whether the teamwork climate has a significant impact on stress recognition and job satisfaction. Furthermore, the purpose of this research is to determine and analyze the impact of stress recognition on job satisfaction. The purpose of this research is to determine whether stress recognition acts as a mediator between teamwork climate and job satisfaction. This quantitative study included 48 health professionals from Indonesian hospitals. The research data was analyzed with SMART PLS 3.0 and a PLS-SEM structural model. According to the findings of this study, teamwork climate has a significant effect on job satisfaction but not on stress recognition. The mere recognition of stress has no effect on job satisfaction. This study explains that stress recognition does not mediate the impact of teamwork climate on job satisfaction. Clarity of procedures and information is an important key in a hospital work environment for health professionals to be able to ask each other for certain conditions, especially those related to patient health and safety. Furthermore, to maintain organizational learning—continuous improvement, management must support all actions of workers in taking active actions that prioritize patient safety.&lt;/em&gt;&lt;/p&gt;

Faktor Internal dan Eksternal yang Memengaruhi Kualitas Audit

The resulting financial reports are important to determine the performance of companies and government agencies, so it is necessary to carry out an audit. This study aims to obtain empirical evidence of the effect of professional skepticism, work experience, independence, and work environment on audit quality. Data was obtained by distributing questionnaires to the Bali BPK Office. The sample in this study was 54 auditors, determined by using purposive sampling technique. The analytical tool used is multiple linear regression. The results of the study of the four independent variables, namely professional skepticism, work experience, independence, and work environment have a significant positive effect on audit quality, so that the higher the level of professional skepticism, work experience, independence, and the more conducive the auditor's work environment will be, it will greatly affect the quality of audit results. which is getting better.&#x0D; Keywords: Professional Skepticism, Work Experience, Independence, Work Environment, Audit Quality.

Youth researchers academy: a report on an innovative research training programme for young people in Zimbabwe

IntroductionYouth engagement has the potential to enhance the design, implementation and relevance of research. Without strategies to capacitate young people with research skills, youth engagement in research is often tokenistic...

The Association between Health Professional Shortage Area (HPSA) Status, Work Environment, and Nurse Practitioner Burnout and Job Dissatisfaction.

Clinicians in health professional shortage areas (HPSAs) often work in practices with fewer resources and higher workloads, challenging recruitment and retention efforts. Nurse practitioners (NPs) frequently care for underserved patients in HPSAs. As a result, HPSA NPs may be susceptible to poor workforce outcomes, including burnout and job dissatisfaction. Using multiple logistic regression, our study assessed the relationship between the work environment and the odds of burnout and job dissatisfaction, and whether HPSA status moderated the relationship between a good work environment and lower odds of these negative outcomes. Consistent with prior research, we found that better work environments significantly decreased the odds of burnout and job dissatisfaction. Working in an HPSA was not associated with NP burnout or job dissatisfaction, nor did HPSA moderate the relationship between the work environment and NP job outcomes. Thus, improving work environments holds promise for reducing negative NP workforce outcomes regardless of HPSA designation.