Professional Satisfaction Research Articles

Experience of nurses in Caring for patients with COVID-19: A descriptive qualitative study

IntroductionCoronavirus disease 2019 (COVID-19) had a significant impact on nursing practice. Managing a wide range of patients, with those ranging from mild infection to those with critical illness requiring mechanical ventilation, posed unprecedent challenges to nurses. MethodThe aim of the study was to explore and describe the experiences of nurses in caring for patients with COVID-19. We adopted a qualitative descriptive design to study the experiences of nurses regarding the management of patients with COVID-19. The study was conducted among ten nurses who were involved in the care of COVID-19 patients at a tertiary care teaching hospital in south-east India. The data were analyzed using the Braun and Clarke thematic analysis method. ResultsThe study participants consisted of 8 female and 2 male nurses and were in the age group of 22–31 years. Five major themes emerged during data analysis. The themes were 1. personal problems, 2. challenges in the work environment, 3. professional preparedness, 4. support systems and 5. satisfaction with patient care. ConclusionThe COVID-19 pandemic has had a significant impact on the lives of nurses. Nurses faced a plethora of problems and challenges while taking care of people with COVID-19. Nurses experienced personal problems, including fear of contracting illness and social stigma. There were various challenges in the work environment, such as difficulties in using personal protective equipment. The other major themes were professional preparedness, support systems and satisfaction with patient care. It is essential to acknowledge that continuous training is essential and that adequate provision of facilities can enhance the morale of nurses, resulting in better job satisfaction.

Variables that predict nurses' job stress and intention to leave during the COVID-19 pandemic in Turkey.

To investigate the variables predicting job stress and intention to leave the job among nurses during the COVID-19 pandemic in Turkey. This research was designed as an analytical cross-sectional study. The population of the study consisted of 450 nurses working in a training and research hospital (N = 450). The study sample consisted of 178 nurses who worked in that hospital between February and July 2021. The Nurse Information Form, Job Stress Scale, and Intention to Leave Scale were used as data collection tools. The independent-sample t-test, one-way analysis of variance, and Pearson correlation analysis were applied for univariate analysis while multiple regression analysis was used for multivariate analysis. It was determined that the main factors predicting nurses' job stress levels were their Intention to Leave Scale scores, level of organizational satisfaction. The main factors predicting intention to leave were their Job Stress Scale scores, working conditions, and job satisfaction. A positive moderate correlation was found between job stress and intention to leave. This study demostares that among nurses during the COVID-19 pandemic, the predictors of job stress were intention to leave and organizational satisfaction, while the predictors of turnover intention included job stress, working conditions, and job satisfaction. Hospital managers, especially nursing services managers, should develop strategies for extraordinary situations such as pandemics and evaluate the professional satisfaction of nurses while providing a healthy working environment. No patient or public contributions.

Application of Fashion Element Trend Prediction Model Integrating AM and EfficientNet-b7 Models in Art Design

The poor application effect of traditional sports training methods and the difficulty of recording data due to the time and space constraints of sports make it difficult for trainers to improve their learning outcomes. Based on this, the study proposes to apply human posture recognition in sports teaching design, and use VGGNet-19 as a feature extractor and OpenCV open source software to capture posture movements, and introduce the concepts of joint angle and movement similarity to design a sports assessment system for physical education based on the geometric spatial feature variability analysis of posture based on limb angle information. The testing outcomes demonstrate that the study’s improved gesture recognition algorithm has a recognition rate of more than 90% on gesture movements, and the maximum recognition error value (0.010) is smaller than that of the dynamic time-regularised gesture algorithm (0.014) and the convolutional neural network algorithm (0.017). The assessment system is also better able to improve students’ professional performance and satisfaction, with its average professional score and satisfaction reaching 86 and 92%, which is significantly better than other comparative algorithms. The method is effective in providing trainers with data-based training scenarios and helping them to improve their learning in sport.

Investigation of Teachers' Professional Satisfaction Levels according to Various Variables

For an effective education process, it is essential that both students and teachers are highly motivated. In this context, it is necessary to determine teachers' professional satisfaction levels and take political steps according to these levels. In this study, the professional satisfaction levels of teachers and whether these levels differ according to gender, graduation status, and education level were examined. The research is structured on the relational survey model, one of the survey models. The sample of the study consists of 255 primary school teachers. 157 of the participants were female, and 98 were male. While 159 teachers graduated from the faculty of education, 96 teachers graduated from different faculties. 12 teachers have college degrees, 190 teachers have bachelor's degrees, 51 teachers have master's degrees, and two teachers have doctorate degrees. The scale for determining the level of teachers' professional satisfaction (TPSS) developed by Yurdakal & Aktaş (2023) was used to collect data in the study. The Cronbach's Alpha value of the scale is 0.87, and it has three dimensions. The total variance value explained for the scale is 54.53%. The scale consists of 32 items. Necessary permissions were obtained during the data collection process. Then, the items in the measurement tool were uploaded to the Google form, and the data were collected online. Since the distribution was homogeneous, independent groups T-test was used to differentiate teachers' satisfaction levels according to gender and graduated institution variables. One Way Anova analysis was used for the education level variable. As a result of the research, teachers' professional satisfaction levels were determined as "medium level." Teachers' professional satisfaction levels do not differ according to gender in the overall scale and in the sub-dimensions. According to the graduated institution, differences were found in the overall scale and in the personal characteristics sub-dimension and administrative characteristics sub-dimension.

The Relationship Between Teachers' Distance Education Self-Efficacy, Job Satisfaction, and Professional Burnout

The aim of this study is to reveal the relationships between teachers' self-efficacy perceptions towards distance education, job satisfaction, and professional burnout levels. The research was carried out with 206 teachers working in public schools in a province in the Western Black Sea Region. The data were collected using the Teachers' Self-Efficacy Belief Scale for Distance Education, Job Satisfaction Scale, and Professional Burnout Scale in the 2023-2024 academic year. As a result of the analysis of the data, it was seen that teachers' distance education self-efficacy and job satisfaction levels were above average, while their professional burnout levels were below average. No significant difference was found between teachers' self-efficacy perceptions towards distance education, job satisfaction and professional burnout levels, and gender and school type variables. No significant difference was found between teachers' self-efficacy perceptions towards distance education and professional burnout levels and professional seniority variable. There was a significant difference between job satisfaction and professional seniority, and this difference was in favor of teachers with higher professional seniority. While a positive low-level relationship was found between teachers' distance education self-efficacy perceptions and job satisfaction, no significant relationship was found between professional burnout. A negative relationship was found between teachers' job satisfaction and professional burnout levels. It is recommended to examine the relationships between the components of professional burnout and job satisfaction in this study and technology-based variables such as digital burnout and technostress.

Assessment of an In-Service Training Activity Transformed into an E-Learning Environment Using the Kirkpatrick Model

The aim of this study is to evaluate an in-service training program transformed into an e-learning environment using the Kirkpatrick evaluation model. A single-group experimental design was employed in the research. Thirty teachers who participated in the in-service training program were included in the study. The program was adapted to the e-learning platform and presented to the participants. Data were collected through surveys. 90% of the participants expressed satisfaction with the program, finding the e-learning format beneficial, and liking the content and presentation of the program, stating that it helped reinforce their knowledge. They mentioned a more flexible and comfortable learning experience compared to face-to-face training and acquired the targeted knowledge and skills by the end of the program. The findings indicate that an in-service training program delivered face-to-face can be successfully transformed into an e-learning environment and evaluated using the Kirkpatrick evaluation model. The e-learning format provided participants with a more flexible and comfortable learning experience. The program significantly improved participants’ knowledge, skills, and behaviors. Adapting the program to similar professional groups can offer various benefits, such as enhancing professional skills, increasing workplace productivity, and improving professional satisfaction.

Millî Eğitim Bakanlığına Bağlı Ortaöğretim Kurumlarında Görevli Öğretmenlerin Mesleki Doyumlarının Araştırma Bulgularının Değerlendirilmesi

In this study, the research findings were evaluated in order to determine the perceptions of teachers working in secondary education institutions towards professional (job) satisfaction. The working group of the research conducted in the screening model was composed of high school teachers working in the 2023-2024 academic year. In the research, 88 teachers who voluntarily participated in the study were selected using the simple random sampling method. The Occupational Satisfaction Scale developed by Kuzgun, Sevim and Hamamcı (2005) was used in the study. In the analysis of the data, descriptive statistics were made in order to determine the averages of the responses given by teachers to their opinions about their professional satisfaction. T-test and one-way Anova analysis were performed to examine the answers given to the expressions that correspond to the normal distribution according to the determined variables. There was a significant difference according to gender in the sub-dimensions of job satisfaction, suitability for qualifications and development opportunity of the participants. It has been found that job satisfaction levels show a significant difference in the dimension of suitability for qualifications according to the age variable. According to their educational status, the job satisfaction of undergraduate graduate employees showed significant differences in the dimension of compliance with qualifications. Key Words: Secondary Education Institutions, Teachers, Professional Satisfaction, Evaluation of Findings

A chain mediation model on organizational support and turnover intention among healthcare workers in Guangdong province, China.

The outbreak of the Coronavirus Disease 2019 pandemic has presented significant difficulties for healthcare workers worldwide, resulting in a higher tendency to quit their jobs. This study aims to investigate the correlation between organizational support, work-family-self balance, job satisfaction, and turnover intention of healthcare professionals in China's public hospitals. A cross-sectional survey was conducted on 5,434 health workers recruited from 15 public hospitals in Foshan municipality in China's Guangdong province. The survey was measured by organizational support, work-family-self balance, job satisfaction, and turnover intention using a five-point Likert scale. The association between organizational support, work-family-self balance, job satisfaction, and turnover intention was investigated using Pearson correlation analysis and mediation analysis through the PROCESS macro (Model 6). Organizational support indirectly affected turnover intention through three pathways: the mediating role of work-family-self balance, job satisfaction, and the chain mediating role of both work-family-self balance and job satisfaction. Health administrators and relevant government sectors should provide sufficient organizational support, enhance work-family-self balance and job satisfaction among healthcare workers, and consequently reduce their turnover intentions.

Millî Eğitim Bakanlığına Bağlı Ortaöğretim Kurumlarında Görevli Öğretmenlerin Mesleki Doyumlarının Veri Analizinin İncelenmesi

In this study, data analysis was examined in order to determine the perceptions of teachers working in secondary education institutions towards professional (job) satisfaction. The working group of the research conducted in the screening model was composed of high school teachers working in the 2023-2024 academic year. In the research, 88 teachers who voluntarily participated in the study were selected using the simple random sampling method. The Occupational Satisfaction Scale developed by Kuzgun, Sevim and Hamamcı (2005) was used in the study. In the analysis of the data, descriptive statistics were made in order to determine the averages of the responses given by teachers to their opinions about their professional satisfaction. T-test and one-way Anova analysis were performed to examine the answers given to the expressions that correspond to the normal distribution according to the determined variables. According to the results of the reliability analysis of the Occupational Satisfaction Scale, Cronbach's Alpha value was found to be Alpha=, 659. The fact that this value is in the December of 0.60 < cronbach's alpha < 0.80 shows that the scale is reliable. The Occupational Satisfaction Scale consists of 20 expressions and two sub-dimensions. These sub-dimensions and scale items are as follows: the variance ratio explained by two factors is 48.8%, of which 36.4% is explained by the qualifications suitability dimension, and 12.2% is explained by the development opportunity dimension. Key Words: Secondary Education Institutions, Teachers, Professional Satisfaction, Data Analysis

Family Physician's Satisfaction Report: Military 2021 vs. Civilian 2020 and 2022.

In the Medscape 2020 Compensation Report, family physicians ranked low for feeling fairly compensated, choosing their specialty again and choosing medicine again. However, the Medscape data may not represent military family physicians. A large survey was emailed to 2,562 military family physicians via a military professional organization list-serve from February to April 2021. The inquiry included 6 statements pertaining to professional satisfaction. The main outcome measures were proportions of "agree" and "strongly agree." The proportions were compared to the Medscape Compensation Report 2020 and 2022. Statistical analysis was completed with a two-tailed Z-score for 2 populations. Sixty-one percent of military family physicians feel fairly compensated compared to 54% of civilian family physicians in 2020 and 55% in 2022 (P = .065, .119). Eighty-six percent of military family physicians would reselect medicine compared to 74% of civilian family physicians in 2020 and 73% in 2022 (P <.001 for both). Eighty percent of military family physicians would reselect their specialty again compared to 70% of civilians in 2020 and 68% in 2022 (P = .004, P = .001, respectively). Military family physicians were more likely to choose medicine generally and family medicine specifically again. Military family physicians and civilian family physicians do not statistically differ in feeling fairly compensated. A strong majority of military family physicians are satisfied with their military-sponsored medical education.

A Qualitative Study of Strategies to Improve Occupational Well-being in Physical Medicine and Rehabilitation Physicians.

Physiatry is a specialty with high rates of burnout. Although organizational strategies to combat burnout are key, it is also important to understand strategies that individual physiatrists can use to address burnout. The aim of the study is to identify changes that resulted in improvement of occupational well-being of physiatrists over a 6- to 9-mo period. We employed two quantitative surveys spaced 6-9 mos apart to identify physiatrists who experienced meaningful improvement in occupational burnout and/or professional fulfillment between the two survey time points. These physiatrists were subsequently recruited to participate in a qualitative study using semistructured interviews to identify changes that respondents felt contributed to improvements in burnout and professional fulfillment. Online surveys and interviews. Physiatrists in the American Academy of Physical Medicine and Rehabilitation (AAPM&R) Membership Masterfile. Burnout and professional fulfillment were assessed using the Stanford Professional Fulfillment Index. One hundred twelve physiatrists responded to the baseline and follow-up surveys. Of these, 35 were eligible for interviews based on improvements in the Stanford Professional Fulfillment Index, and 23 (64%) agreed to participate. Themes from the qualitative interviews highlighted the importance of personal lifestyle choices, approaches to improve professional satisfaction, and strategies to foster work-life harmony. Personal lifestyle strategies included investing in wellness and mental health. Efforts to improve professional satisfaction included decreasing work intensity, prioritizing meaningful aspects of work, and building relationships with colleagues. Fostering work-life harmony also included making trade-offs in both domains, setting boundaries at work, setting expectations at home, and overcoming personal challenges. Our findings illustrate that in addition to organizational strategies demonstrated to be effective, there are actions that individual physiatrists can take to recover from burnout and foster professional fulfillment.

A qualitative study of strategies to improve occupational well-being in physical medicine and rehabilitation physicians.

Physiatry is a specialty with high rates of burnout. Although organizational strategies to combat burnout are key, it is also important to understand strategies that individual physiatrists can use to address burnout. To identify changes that resulted in improvement of occupational well-being of physiatrists over a 6- to 9-month period. We employed two quantitative surveys spaced 6 to 9 months apart to identify physiatrists who experienced meaningful improvement in occupational burnout and/or professional fulfillment between the two survey timepoints. These physiatrists were subsequently recruited to participate in a qualitative study using semi-structured interviews to identify changes that respondents felt contributed to improvements in burnout and professional fulfillment. Online surveys and interviews. Physiatrists in the American Academy of Physical Medicine and Rehabilitation (AAPM&R) Membership Masterfile. Burnout and professional fulfillment were assessed using the Stanford Professional Fulfillment Index. One hundred twelve physiatrists responded to the baseline and follow-up surveys. Of these, 35 were eligible for interviews based on improvements in the Stanford Professional Fulfillment Index, and 23 (64%) agreed to participate. Themes from the qualitative interviews highlighted the importance of personal lifestyle choices, approaches to improve professional satisfaction, and strategies to foster work-life harmony. Personal lifestyle strategies included investing in wellness and mental health. Efforts to improve professional satisfaction included decreasing work intensity, prioritizing meaningful aspects of work, and building relationships with colleagues. Fostering work-life harmony also included making trade-offs in both domains, setting boundaries at work, setting expectations at home, and overcoming personal challenges. Our findings illustrate that, in addition to organizational strategies demonstrated to be effective, there are actions that individual physiatrists can take to recover from burnout and foster professional fulfillment.

Healthcare Worker's Satisfaction Assessment for a Healthcare Adverse Event Reporting Framework and the Management Approach for Such Reporting in the Emergency Department of Rural Government Hospitals.

The healthcare adverse event (HAE) reporting framework is more than just a tool. It is a crucial pillar in our pursuit of patient safety, quality improvement, trust maintenance, regulatory compliance, and ethical standards in healthcare delivery. To assess healthcare workers' satisfaction with the HAE reporting framework and the management approach towards such reporting in the emergency department of rural government hospitals by conducting a satisfaction survey. This prospective observational research was conducted in the Department of Emergency Medicine of the Uttar Pradesh University of Medical Sciences, Saifai, and adjoining district hospitals from November 2023 to January 2024. The study involved 320 healthcare professionals working in the emergency department. The quantitative survey research used a questionnaire and a quality Likert scale response.The data were analyzed on an ordinal measurement scale using nonparametric statistical methods. The sample data were analyzed using frequency tables, percentage pie charts, and comparison bar graphs. In nonparametric statistical tests, the one-sample Wilcoxon signed rank test was used to infer the population's central tendency, and the Kruskal-Wallis testwas used to make inferences about the population categories. The satisfaction of healthcare professionals with the HAE reporting framework and the management approach was diverse. When surveyed about the HAE reporting framework in the emergency department, out of the 320 healthcare professionals,50% (161) expressed dissatisfaction,47% (149) were satisfied, and 3% (10) did not comment. Paramedics were most dissatisfied (61% of 133). When asked about the management approach while dealing with such reporting, 50% (159) were satisfied, 46% (147) were unsatisfied, and 4% (14) did not comment. On comparingprofessions, 43% (29) of 33 doctorsand 62% (83) of 133 paramedics were unsatisfied, giving a poor response. Additionally, 61% (72) of the 119 nursing staff were satisfied. The non-parametric inferential tests yielded a p-value of less than 0.001 for both questions, indicating a notable difference in the population's response to the HAE reporting framework and management approach. On pairwise comparison, there was a significant difference in perception (p<0.001) between the occupation groups, except for doctors and paramedics (p = 0.638) in the HAE reporting framework. By encouraging reporting, standardizing processes, analyzing incidents thoroughly, and using data-driven insights to inform improvement efforts, healthcare organizations can enhance patient safety, improve quality of care, and prevent future adverse events. The management approach to HAE reporting involves fostering a culture of safety and transparency, implementing standardized reporting systems, providing education and training to healthcare staff, establishing feedback mechanisms, conducting robust analysis of reported events, promoting continuous improvement, and ensuring transparency and accountability.

Going back home: Understanding the challenges of international medical graduates (IMGs) in oncology.

9001 Background: With an increasingly diverse patient population in the U.S., the need for a diverse clinician workforce has been exemplified. In 2021, 28% of the practicing physicians in the U.S. were born/trained outside of the continental U.S. Though strides in promoting diversity among oncologists have been made, continuous longitudinal assessments and improvements are important to ensure goals are met. We conducted the first cross-sectional study to understand the challenges and experiences of IMGs and Puerto Rican (PR) medical graduates in oncology in the U.S. Methods: An anonymous online questionnaire via Survey Monkey was developed. Non-U.S. IMGs and PRMGs who trained and/or practicing independently in the U.S. were eligible to participate. The study launched on Twitter with promotional materials, inviting participants to complete the survey. A list of IMGs and PR medical graduates was also compiled and an email invitation with the survey link was sent to. The enrollment period was from Sept-Dec 2023. Data was analyzed using descriptive statistics. Results: 97 participants from oncology-related fields completed the survey. Most were attendings (62.9%), and women (50.5%). 95.9% were IMGs and 5.2% PRMGs. 79.4% participants migrated after medical school and 90.7% were still living In the U.S. The main reasons for migrating were looking for better training (63.9%), seeking professional gains (57.7%), and lack of opportunities in their home country (49.5%). Most had to adapt to new cuisine (51.5%), community (53.6%), traditions (54.6%), and celebrations (58.8%). Participants expressed the need to change their dress code (33%), tone of voice (39.2%), the way they spoke (51.5%), and conducted themselves (49.5%). Participants faced racial/ethnic (54.5%), gender (29.7%), and language (41.9%) discrimination during training in the U.S. Similarly, they experienced racial/ethnic (46.8%), gender (32.8%), and language (24.6%) discrimination during independent practice in U.S. Most participants reported moderate personal (57%), yet extreme professional (57.4%) satisfaction in the U.S. 10.5% of participants had returned to their home country, 27.4% planned to, and 53.7% did not plan to return. The main reasons for going back home were family (67%), quality of life (28.9%), and feelings of isolation/lack of community (22.7%). Conclusions: Our study reveals that the main reasons physicians migrate to the U.S. is for education and professional opportunities. Yet these could come at a high cost, leading foreign-born physicians to compromise their true identities. Despite increasing representation of IMGs and PRMGs in the medical field in the U.S., they remain victims of discrimination at frequent rates. It is imperative to implement changes beyond diversifying the work field and strive for equity to create a more conducive environment for minority physicians.

Highlanders: a qualitative study to explore the experiences of home care nurses in rural areas in Italy

Introduction and aim: Home care in rural areas is characterised by peculiarities linked to both the type of care of the patient and his/her family and the context in which it is provided. International studies have highlighted the need for specialised training and advanced clinical skills to work in this field. Currently, there are no studies in the literature that explore the experiential feelings of Italian nurses who provide home care in rural areas. Setting: Rural areas in Italian Apennine District. Participants: Italian home care nurses in the selected areas. Design: Qualitative study using a transcendental phenomenological approach. Semi-structured interviews were conducted face-to-face, and audio was recorded with home care nurses. Results: Eleven nurses (mean age, 53 years) were interviewed. Four themes supported by nine codes emerged: "Entering your homes" (Stepping lightly; a matter of trust; key professional); "Being home care nurses in rural areas" (Working alone, autonomy, responsibility and gratifications; ideal characteristics of home care nurse); "Love and hate toward doctors" (Family doctors; ANT doctors); "The territory: the Apennines and mountainous areas" (working in rural areas; healthcare professionals).Discussion and conclusions: The risks for home careers in rural areas are related to the vastness of the territory, long car journeys, the harsh climate in winter, and pets in the homes. The beauty of the area, the close relationship established with the families in charge, and daytime working hours are reasons for great professional and personal satisfaction. Some modalities and forms of collaboration with general practitioners can be improved.

Person-centred care and the work-related health and job satisfaction of health and social care professionals: protocol for a prospective longitudinal cohort study combined with qualitative studies (the PCC@Work project)

BackgroundThe interplay of ethical stress, heavy workloads, and job dissatisfaction poses challenges to both the recruitment and retention of health and social care professionals. Person-centred care, rooted in ethical principles, involves collaborative care, and is expected to improve care and job satisfaction. However, prior research on the impact of person-centred care practices on professionals’ work-related health and job satisfaction has yielded mixed results, and most studies emanate from residential care. Understanding how person-centred care practices influence health and social care professionals across different care settings thus requires further exploration through rigorous methodology. The overall aim of PCC@Work is to follow, describe, assess, and explore the impact of person-centred care practices in hospital wards, primary care centres and municipal care on health and social care professionals’ work-related health and job satisfaction.MethodsPCC@Work is designed as a prospective, longitudinal cohort study combined with qualitative studies. A web-based questionnaire will be distributed on five occasions within two years to health and social care professionals in the three care settings. In addition, focus groups and interviews will be conducted with a selection of health and social care professionals to explore their experiences of work-related health and job satisfaction in relation to person-centred practices.DiscussionPCC@Work will highlight some of the knowledge gaps on the impact of person-centred care practices regarding work-related health and job satisfaction of health and social care professionals. The uniqueness of the project lies in the multi-method design, combining a prospective longitudinal cohort study with qualitative studies, and the involvement of various professions and settings. This means we will be able to provide a comprehensive and representative understanding of person-centred care practices as a critical component for effective change in the working conditions of health and social care.

Work-Life Balance and the Environment in Job Satisfaction of Healthcare Personnel

The study was conducted due to the need to determine and analyze the size of the influence of work-life balance and the environment on the job satisfaction of health professionals at a community health center in the Pasar Rebo District, where there are numerous COVID-19 cases. The primary issue with work-life balance is a lack of job satisfaction based on observation results, COVID-19 incentive data, and health workers, the majority of whom are women. This study employs quantitative methodologies with a sample size of 141 respondents. Primary data is collected using observation and questionnaires. Multiple linear regression is used to analyze the data. The study's findings reveal that both work-life balance and the work environment have a positive and significant influence on health workers' job satisfaction, with work-life balance having the greater influence.

The Relationship between Job Satisfaction and Burnout in Healthcare Professionals: Meta-Analysis

Aim: The study aims to gather under a single roof a meta-analysis of the relationship between job satisfaction and burnout in healthcare workers, carried out in OECD countries, and to obtain a general result. Method: Unlike similar methodologies employed in assessing the correlation between job satisfaction and job performance in international literature, the study employed the meta-analysis technique in its methodology. For this aim, the literature was systematically reviewed, and 35 specific studies meeting the established criteria were included. The initial step involved uploading these studies into the Comprehensive Meta-Analysis V3 program and subsequently coding them for analysis. Before commencing the study analysis, the decision was made regarding the model for the effect size calculation, with preference given to the random effects model. Following this, the analysis encompassed effect size determination, examination of publication bias, and execution of subgroup analyses. Results: Considering the prominent findings of the study, a negative and significant relationship was found between job satisfaction and burnout. The individual studies included in the study do not have publication bias. There exists a statistically significant difference among countries concerning the correlation between job satisfaction and burnout. Conclusion: The structure and functioning of countries' health systems are unique and different. The effects of this situation are also reflected in the findings of the study. To increase the satisfaction of healthcare professionals, human resources strategies specific to the dynamics of each country should be determined and implemented, and the results should be monitored.

Long peripheral catheters for intravenous infusions of iloprost or alprostadil therapy in rheumatologic outpatients.

Long peripheral catheters (LPCs) role in Difficult IntraVenous Access (DIVA) patients admitted to the emergency department has already been studied, resulting in a rapid, safe, and cost-effective procedure. Although their use in outpatient settings is established, there is a lack of studies assessing their benefits. In particular, rheumatologic outpatients affected by scleroderma, especially those affected by digital ulcers, are often treated with intravenous infusions of prostaglandin I2 (PGI2) analog (IV-PGI2A). From 1 October 2021 to 31 March 2024, we conducted a prospective study enrolling DIVA outpatients affected by systemic sclerosis or undifferentiated connective tissue disease who needed IV-PGI2A therapy at L. Sacco Hospital in Milan (Italy). Each treatment cycle consisted of four consecutive days of infusion of iloprost or alprostadil. The primary aim was to assess the efficacy and potential complications associated with LPCs for IV-PGI2A. Twenty-six patients were enrolled 23 were females (88.5%), and the median age was 72 years (IQR 56-78.7). In total, 97 LPCs were inserted, with a mean number of insertions per patient/year of 2.3. An increase in LPCs insertion during the 30 months of the enrollment period was observed. Eighteen patients required more than one LPC placement, and in 61% of them, the second venipuncture was executed at a different site. No procedural complications were registered (accidental puncture of the brachial artery, accidental median nerve puncture, bleeding) nor late complications (Catheter-Related Thrombosis, Catheter-Related Bloodstream Infections, Accidental Removal). Our experience shows that LPCs could be valuable and safe for rheumatologic outpatients. The increased number of insertions and new and total patients enrolled each year defines the satisfaction of patients and health care professionals.

A Survey of the Current Status and the Needs of Medical Imaging Technicians in China

To investigate the status quo and the needs of medical imaging technicians (MITs) in the radiology department of secondary and tertiary hospitals in China, so as to provide references and support for the development of the medical imaging technology industry and the relevant policymaking by health administrative departments. The questionnaire was developed by the Chinese Society of Imaging Technology. The radiology department of each hospital involved in the survey recommended one MIT to fill out the online questionnaire. The contents included: (a) the basic information of the hospital; (b) a general overview of the MITs in the hospital; (c) daily work; (d) career development and promotion; (e) research status and needs, etc. Differences in the number of MIT staff were compared using the Mann-Whitney U test and the chi-square test was used to compare the differences in the selected numbers of MITs in need between regions or between different levels of hospitals. In this investigation, valid questionnaires were finally obtained from a total of 5403 hospitals in 31 provinces in China. The total number of MITs of the hospitals covered in the sample was 67481. The number of MITs in each hospital was 9 (5, 16). The male-to-female ratio was 1.41:1. MITs who were 20 to 40 years old accounted for 78%. The proportions of MITs who had completed doctorate, master's, undergraduate, junior college, and technical secondary school or lower level education were 0.6%, 3.3%, 60.7%, 30.8%, and 4.55%, respectively. The proportions of chief MITs, deputy chief MITs, supervisor MITs, primary MITs, assistant technician and those below were 1.0%, 4.21%, 22.1%, 51.8%, and 20.9%, respectively. The overall professional satisfaction of MITs was good. "Lack of opportunities for learning and communication" was quoted as the main problem MITs encountered in regard to improving their job-related competency. 59.2% of the respondents had not published any academic papers in the past five years, and only 7.0% of the respondents had published in journals included in the Science Citation Index (SCI) in the past five years. MITs in China are on average relatively young and the number of MITs has greatly increased. At this stage, more attention should be given to the cultivation of talents and continuing education of MITs and the construction of the discipline should be further strengthened, so as to provide strong support for the development of the medical imaging technology industry in China.