Quality Of Work Environment Research Articles

Psychological distress, work environment quality, and motivation levels among nurses working in Saudi Arabia.

A favorable clinical environment and nurse motivation are both essential for achieving high-quality patient outcomes and organizational performance in healthcare systems, which can be highly distressing for nurses. The purpose of this study was thus to determine the associations among and influences of psychological distress, work environment quality, and motivation on one another. This was a cross-sectional, descriptive-correlational study conducted with a total sample of 204 nurses in two public tertiary hospitals. We used an online survey to collect nurses' responses, which comprised the Kessler Psychological Distress Scale-6, Brief Nurses' Practice Environment Scale, and Multidimensional Work Motivation Scale. We ran the necessary statistical analyses in SPSS version 28. We found that nurses' psychological distress, work environment quality, and motivation were moderate. A significant, positive, and moderate relationship existed between psychological distress and work environment quality, while nurses' educational level was statistically different with their motivation level. In the regression, only the nationality, current position, and work environment variables significantly influenced psychological distress. The hospital type also significantly influenced work environment quality. No variable was found to influence nurses' motivation level, though. We concluded that nurses' work environment quality and motivation are interconnected with the psychological stress they experience at work. Monitoring nurses' work environment quality, motivation levels, and psychological distress is thus vital to ensure better patient care.

Optimalisasi Kinerja Karyawan Melalui Kualitas Pelayanan, Fasilitas Kerja dan Kepuasan Kerja

This study aims to evaluate how job satisfaction, work environment, and service quality affect employees' performance at the Puskesmas Kalikajar II Wonosobo. The participants of this research consist of 38 personnel from the Kalikajar II Wonosobo Community Health Centre. This research used multiple linear regression analysis on a sample size of 38 individuals. The saturation sampling method was the sample strategy employed in this study. The questionnaire survey method was employed as the data collection strategy in this study. The study's findings indicate that service quality has a beneficial impact on employee performance, albeit this effect is not statistically significant. Therefore, hypothesis 1 is rejected. Consequently, the performance of workers is unaffected by the kind of service they deliver. The presence of work facilities has a beneficial impact on the facilities. Hypothesis 3 is rejected since job satisfaction has a favorable influence on employee performance, albeit this effect is not statistically significant. This implies that fluctuations in employee work satisfaction do not impact performance of employees, hence supporting hypothesis 2. This implies that enhanced work amenities have the potential to enhance employee productivity, and conversely, improved employee performance may lead to better work employee performance

Understanding of Job Insecurity, Quality of Work Environment, and its Implications for Employee Turnover Intention: A Study of Indonesian State-Owned Companies (SOEs) in the Field of Electronics for Facilities and Infrastructure

The phenomenon of employee turnover is triggered by high turnover intention in employees caused by internal or external factors. This study aims to determine how job insecurity and work environment can contribute to the phenomenon of turnover intention in Indonesia State-Owned Companies (SOE’s) in the field of electronics for industry and infrastructure. By using descriptive causality analysis and quantitative approach. Data from 250 samples were collected through questionnaires and tested with multiple linear regression analysis with the help of SPSS version 29 software to determine the magnitude of variable contributions. The results showed that job insecurity partially influenced turnover intention positively but insignificantly, while workers' surrounding conditions significantly influenced turnover intention negatively. The influence of job insecurity and work environment together affect 8.1% of employee turnover intention in the state-owned company.

Does a CEO from a reputable university create a better working environment? Evidence from Indonesia

PurposeThis study aims to investigate whether CEOs who graduated from prestigious universities can provide a better-quality working environment.Design/methodology/approachUsing a sample of 1,877 observations from all companies listed on the Indonesia Stock Exchange from 2019–2021, this research employs logistic OLS and coarsened exact matching (CEM) analyses to ensure robust results.FindingsThis study revealed that companies with CEOs who are alumni of a reputable university provide a high-quality working environment. These results are robust using the coarsened exact matching (CEM). Additional analyses exploring subindicators of working environment quality revealed that CEOs who have received an education from a reputable university have a better understanding of the importance of continuous education and training.Practical implicationsThe findings of this study can provide guidance for managers and decision-makers in managing human resources and the work environment more effectively. By understanding the impact of high-quality education on leadership abilities in creating a supportive work environment, companies can be more strategic in recruiting and developing their leaders.Originality/valueThis study provides a unique contribution by providing empirical data on the quality of the working environment in Indonesia, specifically focusing on the role of CEOs from a reputable university as policy-makers, which has not been extensively explored in previous research.

Studi Literatur Review : Manajemen Infrastruktur

Infrastructure management is coordination between the physical work environment and employees and work in an organization to maintain the quality of an integrated work environment in operating, maintaining, improving and adapting through the organizational restructuring process so that employee contributions can be realized in achieving company goals. Strength in the form of commitment and individual strength is individual capital that is important for management. This shows that the organizational role of employee contributions as superior employees (store employees) creates intellectual capital through greater effort and hard work which is closely related to the creation of intellectual capital.

Relationship Between Social Relationships Quality, Emotional Intelligence, and Work Environment to Psychological Well-Being

This study used a quantitative approach with a cross sectional design. The aim was to explore the relationship between the quality of social relationships, emotional intelligence, and work environment and psychological well-being. A total of 145 respondents who actively worked from various sectors or industries were selected through the purposive sampling method. The research instrument was a questionnaire with five Likert scales 1-5. Data collection will be conducted from December 15, 2023 to January 15, 2024. The data was analyzed using Structural Equation Modeling (SEM) with the help of AMOS software. Path analysis is used to test the relationship between the variables studied, while the validity and reliability of the instrument are examined through factor analysis. The results showed that the quality of good social relationships, high levels of emotional intelligence, and a supportive work environment have a strong and positive influence on the psychological well-being of working individuals. This research makes an important contribution in deepening our understanding of how the interaction between these factors together affects psychological well-being. With a deeper understanding of these dynamics, it is expected to develop strategies that are more effective in improving the quality of the work environment and psychological well-being of employees. Therefore, the results of this study not only provide empirical findings on the relationship between these variables, but also have the potential to be the basis for the development of policies and management practices that are more oriented towards employee welfare. By adjusting the work environment and paying greater attention to aspects such as the quality of social relationships and the building of emotional intelligence, organizations can strengthen the psychological well-being of their employees. This not only means improving an individual's working life, but also having a wider positive impact on productivity and overall work quality.

Influence Of Work Environment And Social Support On Nurse Performance At Tzu Chi Hospital With Organizational Culture As An Intervening Variable

Human resources have an important position for an organization or company. Human resources play a dominant role in carrying out company operations and achieving predetermined goals. Therefore, organizations need to respect all aspects of employees in order to create quality human resources and superior performance. Superior performance can be achieved through a quality work environment, social support and organizational culture. The aim of this research is to analyze the simultaneous influence of the work environment and social support on the performance of nurses at Tzu Chi Hospital with work organizational culture as an intervening variable. The research method used is data analys. The population of this study was 142 nurses (full time) who had worked for more than 1 year at Tzu Chi Hospital. The sample in this study was all nurses (full time) who had worked for more than 1 year at Tzu Chi Hospital totaling 142 people. Research results: There is a significant influence between the work environment on organizational culture with an influence of 0.373 or 37.3%, there is a significant influence of social support on organizational culture with a large influence of 0.511 or 51.1%, there is a significant influence of the work environment on employee performance with an influence of 0.475 or 47.5%, there is no significant influence of social support and organizational culture on employee performance.

Boosting Employee Performance in Indonesia Through Environment, Motivation, and Quality

This study examines the impact of the work environment, motivation, and human resource quality on employee performance at PT Indo Lautan Makmur's vacuum department. Using a quantitative approach, data were collected from 120 employees through online questionnaires and analyzed with SPSS. Results indicate that a positive work environment, strong motivation, and high-quality human resources significantly improve employee performance. These findings suggest that enhancing these factors can effectively boost employee performance at PT Indo Lautan Makmur. Highlights: 1. Positive work environment significantly boosts employee performance.2. Motivation alone doesn't always guarantee performance improvement.3. High-quality human resources enhance employee performance. Keywords: Work environment, Motivation, Human resource quality, Employee performance, Quantitative research

The Influence of Quality of Work Life, Work Environment and Religiosity on Organizational Citizenship Behavior with Job Satisfaction as a Mediator Variable

This study aims to analyze the effect of Quality Of Work Life, Work Environment, Religiosity on Organizational Citizenship Behavior (OCB) and analyze the mediating role of Job Satisfaction on OCB. This research is quantitative (survey). The type of data used is primary data obtained through the distribution of questionnaires. The respondents of this study were 124 employees of Malang City Digital Startup. Data analysis using descriptive analysis of PLS analysis with the help of SmartPLS application version 4. Based on research in the field, the results obtained are: Quality of work life, Work Environment and Religiosity has a significant positive effect on OCB through Job Satisfaction. The results of this study answer the hypothesis or research gap from the previous literature and deepen OCB employee research in the field of digital startups in the Malang City area. This research contributes to the development of knowledge related to Digital Start-up, Quality of Work Life, Work Environment, Religiosity, Job Satisfaction and OCB.

Fostering belonging and social connectedness in nursing: Evidence-based strategies: A discussion paper for nurse students, faculty, leaders, and clinical nurses

BackgroundThe phenomenon of loneliness among healthcare providers, particularly nurses, has garnered increasing attention due to its detrimental effects on individual well-being and professional retention. The isolation experienced by nurses has been linked to heightened turnover rates and intentions to leave the profession, posing significant challenges to healthcare systems globally. Recognizing loneliness as an epidemic in 2023, the U.S. Surgeon General highlighted the urgency of addressing this issue within the healthcare workforce. PurposeThis paper explores evidence-based strategies to mitigate loneliness and promote social connectedness among nurses, drawing insights from various stakeholders. It aims to offer actionable recommendations to enhance the nursing experience and retain professionals in the field. DiscussionStrategies include peer support programs, mentorship initiatives, wellness activities, and fostering open communication. Leveraging technology for virtual connections is also highlighted, especially in remote work scenarios. ConclusionA holistic approach is vital, combining individual, interpersonal, and systemic interventions to combat nurse loneliness. Prioritizing social connectedness fosters a supportive work environment, benefiting both nurses and patient care quality.

Determinants of Job Stress Among Nurse Educators in Departments of Nursing Science of Universities in South East Nigeria

Stress is part of our normal functioning and integral to life. However, when the elastic limit is reached, its presence instigates a negative effect that could be detrimental to the individual’s health, ability, and productivity. This cross-sectional survey is aimed at finding out the determinants of job stress among nurse educators working in the Departments of Nursing Science of Universities in South East Nigeria. A sample size of 176 nurse educators was purposefully recruited for the study. An adapted, modified and validated instrument was administered to the participants to elicit information based on the research objectives. The reliability of the instrument was established using the split-half method of Spearman’s correlation at a 0.01 level of significance which showed a strong relationship (r = 0.82). Data were collated and analysed using a statistical package for social sciences (SPSS) software, version 26. the results were presented in tables using percentage mean, Pearson’s correlation coefficient and chi-square were used to establish the relationship between the variables. The study findings showed that nurse educators experience job stress as a result of manpower shortage (82.95%), poor physical working environment (86.36%), and inadequate instructional materials (91.47%). There was a significant relationship between job stress and the job stress factors tested (shortage of manpower, physical working environment and inadequate instructional materials) with a p-value of < 0.001. It was concluded that shortage of manpower, physical working environment, and inadequate instructional materials were major causes of job stress among Nurse educators in South East, Nigeria. Manpower recruitment should be organised, the overall quality of the physical working environment should be improved, and adequate instructional materials be provided for the nurse educators.

The Influence of Quality Work of Life, Workload, Work Stress, Lifestyle and Environment on the Productivity of the Millennial Workforce in Mataram City

The aim of this research is to determine the influence of Quality Work Odf Life, Work Load, Work Stress, Lifestyle and Environment on the productivity of the millennial workforce in the city of Mataram. The population in this study was millennial work force in the city of Mataram using a sample of 97 respondents. The data collection method used in this research used snowball sampling. And the data collection technique used is through questionnaires and literature study. The analysis technique used uses a Likert scale and SPSS23, using multiple linear regression analysis methods, coefficient of determination test (R2), t test and simultaneous regression coefficient significance test (f test). The results of this research show that the Quality Work Of Life variable, Work Stress Workload, Lifestyle and Environment on the productivity of the millennial workforce in the city of Mataram, the R2 value is 0.28, which means the Quality Work Of Life variable Work Stress Workload, Lifestyle and Environment as a whole together they influence the work productivity variable by 20.8%. Meanwhile, the remaining 79.2% was influenced by variables outside this research.

Systematic Literature Review: The Effect of Quality of Work-Life Balance and Corporate Culture on Employee Engagement

Employees are one of the entities that are quite vital in driving a company. They are required to contribute concretely, optimally and continuously quantitatively and qualitatively in daily operations in order to achieve company goals. To support employees to remain enthusiastic and focused on company goals, a conducive and quality work environment is needed so that employees feel comfortable and will continue to be engaged (engaged) with the company. This study aims to determine the extent to which work life balance Employees are one of the entities that are quite vital in driving a company. They are required to contribute concretely, optimally and continuously quantitatively and qualitatively in daily operations in order to achieve company goals. To support employees to remain enthusiastic and focused on company goals, a conducive and quality work environment is needed so that employees feel comfortable and will continue to be engaged (engaged) with the company. This study aims to determine the extent to which work life balance and work culture influence employee engagement. The method used in this research is systematic literature review (SLR) of journal articles published in 2017-2022. Based on the results of literature analysis on the 5 selected journals, it shows that the independent variables, namely quality of work life and organizational culture, have an effect on employee engagement. This study seeks to determine and prove the extent to which the variables of quality of work life and organizational culture influence employee engagement, and based on the results of the study using a systematic literature review, it can be concluded: Quality of work life influences the company's employee engagement, Company culture also influences company employee engagementand work culture influence employee engagement. The method used in this research is systematic literature review (SLR) of journal articles published in 2017-2022. Based on the results of literature analysis on the 5 selected journals, it shows that the independent variables, namely quality of work life and organizational culture, have an effect on employee engagement. This study seeks to determine and prove the extent to which the variables of quality of work life and organizational culture influence employee engagement, and based on the results of the study using a systematic literature review, it can be concluded: Quality of work life influences the company's employee engagement, Company culture also influences company employee engagement

The Relationship between Patients' Demands and Workplace Violence among Healthcare Workers: A Multilevel Look Focusing on the Moderating Role of Psychosocial Working Conditions.

Workplace violence against healthcare workers is a widespread phenomenon with very severe consequences for the individuals affected and their organizations. The role played by psychosocial working conditions in healthcare workers' experiences of violence from patients and their family members has received relatively scant attention. In the present study, we investigated the idea that psychosocial working conditions (workload, job control, supervisor support, and team integration), by affecting the well-being and job performance of healthcare workers, play a critical role in the relationship between patients' demands and the escalation of workplace violence. Specifically, we tested the hypothesis that psychosocial working conditions moderate the relationship between patients' demands and workplace violence. Participants were 681 healthcare workers distributed in 55 work groups of three public healthcare facilities in Italy. Multilevel analysis showed significant interactions between patients' demands and each of the investigated psychosocial factors on workplace violence, which in all the cases were in the expected direction. The results suggest that improving the quality of the psychosocial work environment in which healthcare workers operate may be a critical aspect in the prevention of workplace violence.

Development and validation of a quality of healthy work environment instrument for shift nurses

BackgroundAs the importance of a healthy work environment for nurses’ good practice and patient safety has been recognized, there is a need to assess nurses’ perceptions of the quality of a healthy work environment.MethodsA conceptual framework and construct components were extracted through a literature review and in-depth interviews with shift nurses. The initial items of the instrument were developed according to the conceptual attributes, and the items were selected through content validity by ten experts. Two hundred and forty-seven shift nurses participated in this study through face-to-face surveys to test the reliability and validity of the instrument. The evaluation was used for item and confirmatory factor analyses to assess the criterion-related validity and internal consistency of the instrument. Test-retest reliability was analyzed using data from thirty-two nurses.ResultsThe final instrument consisted of 23 items with five components identified through confirmatory factor analysis. Criterion-related validity was established using the K-PES-NWI (r = .54). Cronbach’s alpha for the total items was 0.85, and test-retest reliability was 0.73.ConclusionThe quality of the healthy work environment instrument developed in this study was considered reliable and valid. The instrument developed in this study can be used to measure the quality of a healthy work environment as perceived by shift nurses and to identify preventive measures needed to improve the quality of the work environment.

Developing Workers’ Sports Engagement in Northern Vietnam’s Industrial Zones

This article extensively analyzes workers’ sports participation in Northern Vietnam’s industrial zones, shedding light on the modern labor landscape. It underscores the importance of achieving work-life balance, where sports contribute to physical well-being, stress management, and positive workplace relationships. Additionally, the article addresses challenges like work-related stress, time management, and sports infrastructure investment. It emphasizes the roles of labor unions and businesses in promoting sports and employee well-being through facilities, events, and encouragement. This article initiates discussions on sports’ significance in workers’ lives, aiming to improve the work environment and overall quality of life.

Factors related to Nursing workload in the Oncology assistance provided to hospitalizedwomen.

to evaluate the Nursing workload and its related factors in the assistance provided to hospitalized women with gynecological and breast cancers, according to the Nursing Activities Scores adapted for cancer patients. a cross-sectional and epidemiological study. The participants were women with gynecological and/or breast cancer, over 18 years of age, and hospitalized for a minimum period of 24 hours. The following was collected from the medical records: sociodemographic and clinical data, Karnofsky Performance Status and workload, according to the adapted Nursing Activities Score. The factors related to workload were analyzed by means of multiple linear regression. the mean Nursing Activities Scores was 29.3%, denoting seven hours of daily care per patient. The factors related to workload differed according to the breast or gynecological cancer diagnosis (β=-0.01; p<0.001), clinical or surgical treatment (β=-0.03; p<0.001) and functional capacity at admission (β=0.07; p<0.001), as per the Karnofsky Performance Status. there was greater workload for the care of women with gynecological cancer undergoing clinical treatment and with lower functional capacity at admission. The findings reveal directions for optimization of resources and improvements in work processes and flows, in order to promote a favorable work environment and good quality assistance. (1) A pioneer study in using the NAS instrument, adapted for Hospital Oncology. (2) The clinical treatment of gynecological/breast cancer demands a greater workload. (3) Functional capacity at the admission of women with cancer influences workload. (4) Gynecological cancer demands a greater Nursing workload than breast cancer.

Quality Of the Work Environment Through the Approach of Employee Perceptions in Indonesian Manufacturing Companies

The purpose of this study is to investigate the relationship between perceptions of quality of work environment, behaviour and organization in PT manufacturing. The research method used was a questionnaire survey distributed to employees from different areas of the company. The variables studied include the perception of the quality of the work environment, the behaviour of the employees in performing their duties and the level of organization within the company. The results of the study show that there is a positive correlation between the perceived quality of the work environment and employee behaviour. The more positive the perception of the quality of the work environment, the better the relationship between the perceived quality of the work environment and employee behaviour. This study adds to our knowledge of how workplace quality influences employee behaviour and effective organizational performance. The results of this study suggest that organizations need to continue to improve the workplace. To create a successful and happy work environment, perception, environmental quality, behaviour and organization are critical factors that are interrelated. The secret to achieving organizational goals is a thorough understanding of how individuals' perceptions influence their behaviour and how that behaviour contributes to the organization. Organizations can improve employee performance, increase satisfaction, and gain a competitive edge in an increasingly globalised market by providing a happy, encouraging and high-quality working environment.

Competency Development in Industrial Engineering and Related Academic Programs Regarding the Optimization of Production and Logistics Processes: The Case of Medellín

This study examines the correlation between the skills and competencies developed in engineering programs and those required by the most representative economic sectors in Medellín for optimizing their production and logistics processes. In general terms, this paper aims to contribute to the research on higher education institutions and the alignment of their programs with the expectations of businesses in emerging countries. Thus, the proposed research question is as follows: What is the systemic relationship between academia and businesses in Colombia regarding the development of skills and competencies related to the optimization of production and logistics processes? To address this question, the study methodology starts by defining the target population (Industrial Engineering and related academic programs) and the dialogue methods adopted. Subsequently, a morphological space is created to establish systemic interconnections among the study variables and factors. Finally, patterns and qualitative/quantitative relationships are identified and grouped into two drivers that support the optimization of production and logistics processes. These drivers, in turn, consist of five key driving variables: quality defects, work environment, information and communication technology usage, operation traceability, and logistics and planning. The results indicate a correlation of 60% between courses and job competencies, 85.71% between academic skills and job competencies, and 71.88% between courses and academic skills. These findings provide insights to enhance cooperation between the academic and business sectors and foster the development of new local competitive capacities.

Management standards and burnout among surgeons in the United Kingdom.

Burnout arising from chronic work-related stress is endemic among surgeons in the UK. Identification of contributory and modifiable psychosocial work characteristics could inform risk reduction activities. We aimed to assess the extent to which surgeons' psychosocial working conditions met aspirational Management Standards delineated by the UK Health and Safety Executive, draw comparisons with national general workforce benchmarks and explore associations with burnout. Surgeons (N = 536) completed the Management Standards Indicator Tool and a single-item measure of burnout. Descriptive data were computed for each Standard, independent t-tests were used to examine differences between trainees and consultants, and hierarchical linear regression was applied to explore relations between psychosocial work environment quality and burnout. Psychosocial work environment quality fell short of each Management Standard. Trainee surgeons (n = 214) reported significantly poorer psychosocial working conditions than consultant surgeons (n = 322) on the control, peer support and change Standards. When compared with UK workforce benchmarks, trainees' psychosocial working conditions fell below the 10th percentile on four Standards and below the 50th percentile on the remainder. Consultant surgeons were below the 50th percentile on five of the seven Standards. Psychosocial working conditions accounted for 35% of the variance in burnout over that accounted for by socio- and occupational-demographic characteristics. Surgeons' psychosocial working conditions were poor in comparison with benchmark data and associated with burnout. These findings suggest that risk management activities based on the Management Standards approach involving modification of psychosocial working conditions would help to reduce burnout in this population.