Work Satisfaction Research Articles

Impact of violence on work morale on Taiwanese nurses: The moderator of perceived organizational support.

This study aimed to investigate the impact of workplace violence on work morale, of nurses specifically focusing on work satisfaction and work commitment, and whether perceived organizational support moderates this relationship. Prior research on this topic has predominantly explored the effects of workplace violence on the emotional antecedents of nurses' turnover intentions, with limited attention given to organizational factors. The literature and evidence on this subject are inconsistent and often contradictory. Moreover, studies that address contingency factors within the dynamics of this relationship are lacking. A sample of 550 nurses at a medical center in Taiwan provided the initial data collection pool, from which 300 respondents were selected for further analysis. To evaluate the proposed hypotheses, partial least squares structural equation modeling was applied. When considered in the context of affective events theory and social support theory, the findings confirm workplace violence has significant effects on both work satisfaction and work commitment. Additionally, perceived organizational support acted as a moderating factor in this relationship. This study aligns with the Sustainable Development Goals established by the United Nations, particularly those concerning addressing gender equality (key themes addressed by goal 5: workplace violence and harassment) to foster a supportive work environment for women. This research contributes to the literature by elucidating the specific moderating mechanisms through which perceived organizational support influences the relationship between workplace violence and work morale. The results of this study have a significant impact on international nursing policies focused on enhancing the safety and involvement of female nurses in the workplace, especially regarding workplace violence issues. Hospital administrators should create a positive nursing work environment that maintains nurses' morale and reduces the negative effects of workplace violence. Additionally, organizations should provide nurses with supportive resources or establish policies to enhance nurses' work morale.

Unraveling the dyadic dynamics: exploring the impact of flexible working arrangements’ availability on satisfaction with work-life flexibility among working parents

Despite ample research on the association between the availability of flexible working arrangements (FWAs) and satisfaction from an individual perspective, little has explored the dyadic correlation between the availability of FWAs and satisfaction with work-life flexibility (WLF) from a couple-level perspective among working parents. Drawing on a linked lives perspective and the work-family border theory, this study contributes to the literature by adopting the longitudinal couple-level dyadic data from the Household, Income, and Labour Dynamics in Australia (HILDA) survey (2001–2021) to examine how couples’ availability of FWAs affects their own and their spouses’ satisfaction with WLF among working parents. The results show that among couples with children, mothers’ availability of FWAs significantly improves their own and their husbands’ satisfaction with WLF. In contrast, fathers’ access to FWAs only improves their own satisfaction with WLF. Moreover, the impact of one’s availability of FWAs on their satisfaction with WLF, as well as the effects of mothers’ availability of FWAs on their husbands’ satisfaction, are more pronounced among formal contract workers. Overall, this study underscores the dyadic association between couples’ FWAs and satisfaction with WLF among working parents, delineating an asymmetric dynamic.

Teacher Performance in Public Elementary Schools in Koronadal City: An In-Depth Examination Under the Lens of Performance and Expectancy Theories

This research examines employee performance in public elementary schools in Koronadal City, Philippines, focusing on instructional effectiveness, professional competence, work ethic, and contributions to student achievement. It addresses the challenges teachers face in resource-constrained contexts and the lack of region-specific performance data, which limits tailored interventions and educational development. Examined under the lens of Campbell's Performance Theory (1990) and Vroom's Expectancy Theory (1964), the study employs a descriptive approach and a full enumeration sample to analyze the performance of 80 teachers across six schools. Findings indicated high instructional efficiency, professional competence, and dedication, with teachers demonstrating flexibility, innovative strategies, and collaboration. These results align with global studies that highlight work satisfaction, engagement, and organizational support as key determinants of teacher effectiveness. However, the study also emphasizes the resilience of Koronadal educators despite infrastructural limitations, underscoring localized attributes such as community involvement and strong leadership. The research underscores the need for targeted programs to enhance teacher effectiveness, particularly in resource allocation and professional development. It concludes by recommending longitudinal and mixed-method studies to deepen understanding and sustain educational excellence.

Sustaining Australia’s mental health workforce: personal and professional benefits of participation in the Mental Health Professionals’ Network (MHPN) network program

ABSTRACT Introduction Interprofessional networking enables health professionals to be part of a supportive and collaborative collegial community. The Mental Health Professionals’ Network (MHPN) was established to support Australia’s mental health workforce to deliver collaborative mental healthcare. MHPN’s National Networks Program has been shown to improve professionals’ knowledge and skills in collaborative care, but little is known about the personal benefits to network members’ sense of connection and wellbeing. Method Using a cross-sectional design, an online survey of participants of MHPN’s National Networks Program who had attended at least one meeting over a 20-month period was undertaken to assess benefits obtained across three broad areas: professional development, improved wellbeing, and workforce cohesion. Univariate, bivariate and multivariate analyses were undertaken to investigate prevalence of benefits obtained and to identify factors associated with increased benefits. Results 735 health professionals who had attended MHPN network meetings completed the online questionnaire. Findings demonstrated high endorsement of items assessing improved interprofessional awareness and connection, increased work satisfaction and confidence, reduced isolation and increased belonging, and reduced stress and improved wellbeing. Benefits were greatest for those who attended more meetings and those who attended in person. Conclusion The present study demonstrates the personal benefits of professional networking for Australia’s mental health professionals. The findings highlight the importance of MHPN in supporting the resilience and sustainability of Australia’s mental health workforce.

Assessment of simulation training efficacy in improving microsurgical skills: a retrospective analysis.

Microsurgery demands an intensive period of skill acquisition due to its inherent complexity. The development and implementation of innovative training methods are essential for enhancing microsurgical outcomes. This study aimed to evaluate the impact of a simulation training program on the clinical results of fingertip replantation surgeries. A total of 276 replanted digits from 232 patients were included in this study, with a follow-up period of 6 months. Surgeons were identified and divided into trained and control groups, with the trained group receiving the rat tail training program. Primary outcomes included survival rates, replantation duration for each fingertip, degrees of flexion, Semmes-Weinstein monofilament test results, static two-point discrimination scores, Michigan Hand Questionnaire (MHQ) scores, and the incidence rates of complications such as arterial insufficiency and pulp atrophy. Out of 1191 patients screened, 232met the criteria for analysis. The average patient age was 41.3years, predominantly male (87.1%). Trained microsurgeons performing Zone 1A replantation had higher success rates, shorter surgery durations, and fewer arterial complications compared to their untrained counterparts. For Zone 1B, they also showed improved operation times, decreased venous congestion and pulp atrophy, and better sensation outcomes. The results of trained group remained consistent across both single and multiple replantation, while the control group's outcomes varied in multiple replantation with less favorable results. The trained group reported better scores on the MHQ at 6-month follow-ups, particularly regarding work performance, pain levels, aesthetics, and satisfaction. The simulation training program using a rat tail model has proven effective in enhancing the skills necessary for improved fingertip replantation. Participants in the program performed surgeries more efficiently and achieved better clinical outcomes. The structure of the training has demonstrated benefits, which may lead to improvements in various microsurgical procedures, positively impacting trainee surgeons, patient care, and the broader medical community.

The Relationship Between Perceived Staffing and Quality of Care: The Mediating Roles of Job Satisfaction and Work Engagement.

Although work engagement and job satisfaction are two important indicators associated with care quality, their mediating effects on the relationship between perceived staffing and quality of care have not been adequately clarified. This study was designed to determine the mechanism by which nurses' perceived staffing influences quality of care by clarifying the mediating roles of job satisfaction and work engagement. A cross-sectional questionnaire survey was implemented among 2,142 clinical nurses from 211 inpatient wards in 13 hospitals. Work engagement, job satisfaction, perceived staffing, and rated quality of care were measured. Most (89.7%) of the respondents rated quality of care as good or better, and 56.1% perceived staffing in the wards as adequate. The two main findings of this study are as follows: (a) Perceived staffing influenced quality of care via one direct and three indirect pathways, with the indirect effect greater than the direct effect (βdirect = 0.09, βtotal indirect = 0.25), and (b) work engagement and job satisfaction were important mediators of the impact of staffing on quality of care. Quality of care may be enhanced by improving the work engagement and satisfaction of nurses in their current job, suggesting an effective approach to alleviating the current nursing shortage.

The Economics of Retention: Exploring Shared Leadership in Emerging Markets

Employee turnover poses a considerable burden for organisations, especially in the IT sector, where the fluidity of work intensifies the problem. This study examines the impact of shared leadership on turnover intentions, with job satisfaction and organisational commitment serving as mediators. Grounded in social network theory and social exchange theory, the study examines significant gaps by investigating the influence of shared leadership on promoting collaboration and commitment, hence decreasing turnover. The study utilises structural equation modelling to test its predictions based on data gathered from 354 employees in IT organisations in Pakistan. The findings indicate that shared leadership enhances organisational commitment, therefore decreasing turnover intention, however, the mediation effect of work satisfaction yields inconsistent outcomes. These insights highlight the capacity of shared leadership to improve staff retention, providing both theoretical improvements and practical solutions for enterprises in developing nations. This research endorses leadership methods that foster shared responsibility and sustainable organisational growth by harmonising with the United Nations Sustainable Development Goals.

Exploring the Dynamics of Work Satisfaction and Innovation Among Young Lecturers in Post-Pandemic Indonesia

Introduction/Main Objectives: This study purposes to investigate the complex relationship among work autonomy, work crafting, work satisfaction, and innovative work behaviour. Background Problems: How autonomy, crafting, and work satisfaction relate and, more collectively, affect young lecturers' innovative work behaviours within the shifting educational circumstances in Indonesia is a major concern. Novelty: This research has groundbreaking importance because it applies the self-determination theory to this particular academic context of Indonesia. It emphasises the impact of cultural variations on the motivation and behaviour of young lecturers. It offers an innovative perspective on how young lecturers may be innovative and adaptable in the face of pedagogical and technical changes that are occurring at a fast rate. Research Methods: The study uses a mixed method approach in which 382 young lecturers from state universities in Indonesia participate in surveys, in-depth interviews, and participatory observations. By using structural equation modelling (SEM) by Lisrel and systematically coded by NVIVO, it becomes possible to analyse the complex interrela­tionships between the variables. Finding/Result: Work crafting on work satisfaction and work satisfaction on innovative behaviour has a significant positive impact. In contrast, work autonomy has no significant influence on lecturer work satisfaction. Excessive autonomy and interference without assistance will lower lecturer work satisfaction. In a dynamic educational environment, encouraging young lecturers to use creative teaching techniques and having institutional support can boost their creativity. Conclusion: What is brought into sharp focus through this study is the balance of autonomy with adequate support for young lecturers in a world that is rapidly developing in terms of digital education. Thus, pressure exists in universities to ensure young lecturers enjoy convenience in their work and support them to ensure they obtain the institutional support and work tools required in the digital era.

Psychosocial dimensions of the work environment of medical workers during the COVID-19 pandemic

The work environment of medical workers changed significantly during the COVID-19 pandemic. It concerned not only physical, chemical, biological, but also psychosocial factors shaping working conditions. The study focuses on presenting the results of research carried out during the pandemic on a group of medical workers regarding the psychosocial aspects of a safe work environment. STATISTICA software was used in the process of developing research results. To assess the significance of differences in variables analyzed, non-parametric tests were used: Mann-Whitney U test (UMW), Kruskal-Wallis ANOVA test (AKW). Kendall’s tau correlation coefficient was used to assess the strength of correlations between variables. The research results revealed a significant deterioration of the psychosocial dimension of the work environment in relation to medical workers employed in public health care units, in particular in hospitals, including single- name hospitals. The results also indicate a very strong relationship between the family/home situation of the respondents and their feelings about security, satisfaction, and meaning of work.

Information Technology and Its Role in Optimizing Employee Performance: A Case Study on a Bangladeshi Organization

The effect of information technology (IT) on employee performance in modern workplaces is examined in this study. Information technology has become a crucial element for enhancing decision-making, productivity, and teamwork as firms rely more and more on digital platforms. Employee performance measures, such as productivity, work satisfaction, and efficiency, are examined in relation to the adoption of IT solutions, such as cloud computing, enterprise resource planning (ERP) systems, and communication tools. The study illustrates how IT improves time management, workflow efficiency, and creativity using both qualitative and quantitative methodologies. Furthermore, the study highlights obstacles including technological overload, inadequate training, and dependency problems that may prevent IT from reaching its full potential in improving worker performance. According to the findings, IT is vital for improving performance, but its full potential requires careful planning, administration, and training. This study provides insightful information for businesses looking to use IT to boost productivity and gain a competitive edge.

THE IMPACT OF WORK HOURS, AGE, AND BONUSES ON PRODUCTIVITY AND JOB SATISFACTION AMONG TEMPORARY WORKERS

Temporary workers play a vital role in various industries, yet their productivity and satisfaction are often influenced by factors such as work hours, age, and financial incentives. This study aimed to analyze the distribution and impact of these variables on temporary employees to identify trends and provide actionable insights for workforce management. Using a descriptive research design, data were collected from 80 workers categorized by work hours (30–50 hours/week), age groups (25–45 years), and bonus ranges (IDR 150,000–450,000). The analysis revealed that most workers preferred standard work hours (30–35 hours/week), younger workers aged 25–30 years dominated the workforce (32%), and the majority received bonuses in the lower range (IDR 150,000–200,000). The findings highlight the importance of moderate work hours, fair incentive systems, and age-specific strategies to enhance the productivity and satisfaction of temporary workers. This study concludes that tailored employment policies and transparent bonus structures are essential for fostering a motivated and effective temporary workforce.

The ‘team’ in child and family social work: exploratory findings from a longitudinal study on factors influencing the retention of child and family social workers in England

ABSTRACT This paper draws upon qualitative data from a Department for Education (DfE) funded longitudinal study of child and family social workers in England, carried out between 2018 and 2022 exploring factors affecting recruitment and retention, involving annual surveys and follow-up interviews in each year of the project. The changing practice environment during the study – pre, during and post Covid – provided a unique opportunity to consider practitioners’ experiences of teams in the workplace during a challenging context. This paper reports the inductive discovery of the importance of teams for retention of staff. Findings include perspectives on team composition; ways of working; leadership, and the relationship between team experiences and worker satisfaction. Key messages include the importance of team support; of loyalty and commitment to the team; and the value of including non-social workers as team members. The paper concludes with messages about the contributions of supportive teams to practice improvement and staff retention and suggestions for further research.

A national survey of career development according to gender and subspecialties among cardiologists in Japan.

Training opportunities, work satisfaction, and the factors that influence them according to gender and subspecialties are understudied among Japanese cardiologists. We investigated the career development of Japanese cardiologists with an e-mail questionnaire. Feelings of inequality in training opportunities, work dissatisfaction, and reasons were assessed by examining the cardiologists' gender and invasiveness of subspecialties. Responses were received from 2,566 cardiologists. Female cardiologists were underrepresented in invasive subspecialties compared to males (14.2% vs. 85.8%, p<0.0001). In both invasive and non-invasive subspecialties, female cardiologists felt more inequality in training opportunities than males (invasive: 50.0% vs. 36.2%, non-invasive: 41.6% vs. 30.9%, p<0.001, respectively) and were less satisfied with their work (invasive: 26.0% vs. 18.3%, non-invasive: 24.7% vs. 14.7%, p = 0.001, respectively). Although female cardiologists in invasive subspecialties did not feel significantly more inequal and dissatisfied than those in non-invasive subspecialties (p = 0.063 and p = 0.758, respectively), male cardiologists in invasive subspecialties felt more inequal and dissatisfied than those in non-invasive subspecialties (p = 0.015 and p = 0.040, respectively). Female cardiologists were more influenced by gender bias and family issues for inequality in training opportunities (p = 0.0001, respectively), whereas male cardiologists were likely to be affected by specifications of belonging hospitals. Both genders felt dissatisfied when their expectations were unmet and they were overworked. Female cardiologists felt more inequality regarding training opportunities and dissatisfaction with career development than male cardiologists in both the invasive and non-invasive subspecialties. Diversity support is warranted for achieving satisfying career course regardless of gender and subspecialty.

Linking Culture to Performance: How Organizational Culture Drives Employee Success at PT Cyberindo Aditama (CBN)

This study seeks to assess the impact of the corporate environment on worker productivity at PT Cyberindo Aditama (CBN), with an emphasis on the effect of satisfaction with work as a mediator. This study employs a quantitative approach using the SmartPLS analytic method to investigate the relationship between the culture of an organization, satisfaction with work, and worker productivity in the Palembang and Lampung offices. The study's findings show that corporate culture has a favorable and considerable impact on employee performance, both directly and indirectly via job satisfaction. The path coefficient demonstrates that company culture contributes to work satisfaction (coefficient 0.710) and worker productivity (coefficient 0.419), with job satisfaction mediating the link with a coefficient of 0.289. The standards are met by the loading factor values, Cronbach's Alpha, and Composite Reliability of the research model, which are declared adequate in terms of validity and reliability. The research model explains 58.4% of the variation in employee performance and 50.4% of the variation in work satisfaction, implying that both variables play an important role in predicting employee performance. These findings indicate the relevance of a positive organizational culture in boosting employee happiness and performance. They also provide advice for PT Cyberindo Aditama (CBN) management to successfully manage organizational culture to promote employee performance. The practical implication of this finding is that the management of PT Cyberindo Aditama (CBN) needs to manage organizational culture effectively to improve employee satisfaction and performance, as well as support the sustainability of the company's performance in the future.

Work Satisfaction and Post-traumatic Stress Disorder in Pediatric Healthcare Workers During the COVID-19 Pandemic Era.

Background/objectives The COVID-19 pandemic has significantly affected the world, influencing various aspects beyond health-related issues. However, pediatric healthcare professionals experiencing anxiety due to COVID-19 exhibited elevated levels of work-related stress, were more likely to contemplate leaving their positions, and frequently reported low job satisfaction and higher rates of post-traumatic stress disorder (PTSD) symptoms. The purpose of this study is to assess job satisfaction and work-related psychological trauma leading to PTSD in pediatric healthcare workers in Greek hospitals. The specific objectives also included examining the impact of intrinsic and extrinsic job satisfaction during the pandemic, alongside the prevalence of PTSD among pediatric healthcare workers, the relationship between job satisfaction and PTSD, and the correlation of the pandemic with PTSD stemming from personal, familial, or professional exposure to the fear of death caused by the COVID-19 era. Methods This cross-sectional study took place from October 2021 to June 2022 in pediatric wards, pediatric intensive care units (PICUs), and pediatric emergency departments of seven public university hospitals in Greece. The study included 445 pediatric healthcare workers, including physicians, nurses, and nursing aides. Results Our study revealed that 25.2% of pediatric healthcare professionals showed signs of post-traumatic symptoms. Furthermore, pediatric healthcare professionals who perceived a threat to their own lives or the lives of their loved ones due to COVID-19 were at a higher risk of developing PTSD compared to those who did not experience such fears. Our findings also indicated that higher levels of job satisfaction are linked to a lower risk of developing posttraumatic symptoms. Additionally, healthcare professionals who had been infected with COVID-19 reported lower job satisfaction levels compared to those who had not contracted the virus. Conclusions The elevated prevalence of PTSD among participants underscores the importance of implementing measures to safeguard and promote the mental well-being of staff in pediatric units.Moreover, improving job satisfaction is considered crucial, given its reciprocal relationship with the development of PTSD. We suggest conducting regular mental health evaluations for healthcare workers, ensuring sufficient rest periods, providing incentives for career advancement, optimizing the utilization of their skills and specialties, offering support from mental health professionals when symptoms are identified, and allowing the option of departmental transfers for those who desire it or show signs of mental illness.

Digital Transformation of Performance Evaluation System at Lembaga Zakat Negeri Kedah

Performance evaluation systems play a crucial role in human resource management, affecting work satisfaction, productivity, and organizational effectiveness. In the realm of zakat institutions like Lembaga Zakat Negeri Kedah (LZNK), a robust performance evaluation system is essential for fostering employee engagement and ensuring alignment with organizational objectives. This study utilizes a mixed methods approach to assess LZNK’s existing performance evaluation procedures, identify opportunities for enhancement, and investigate the prospective advantages of using digital technology to improve the review process. 237 respondents were involved, supplemented with semi-structured interviews and focus group discussions with a select sample of staff and managers. The findings indicate that although the current system offers a fundamental framework for performance assessment, it encounters considerable obstacles, such as perceived subjectivity, insufficient feedback systems, and restricted connection to career advancement. The research emphasizes that the incorporation of digital technologies, including real-time feedback platforms and data analytics tools, may improve the system’s transparency, efficiency, and effectiveness. Nonetheless, possible obstacles include opposition to technological adoption, organizational culture, and financial limitations must be mitigated for effective implementation. This initial research establishes a foundation for subsequent studies to explore the connections among digital transformation, job satisfaction, and performance evaluation results. Furthermore, it offers pragmatic solutions for LZNK, encompassing the incremental introduction of digital technologies, extensive training initiatives, and stringent data governance protocols. These tactics seek to enhance performance assessments, promote employee satisfaction, and augment organizational efficiency in mission-oriented entities such as LZNK. This study enhances the conversation on performance management within non-profit organizations, highlighting the significance of digital transformation in the modernization of HR practices. This study provides insights for practitioners and scholars aiming to enhance performance evaluation methods in non-profit and socially orientated organizations.

Estresse, satisfação e motivação da enfermagem do bloco operatório no Brasil

Abstract Objective Evaluating job stress, job satisfaction and job motivation among operating room nurses in Brazil. Methods This was a national open-ended survey carried out between August and December 2023. The Work Satisfaction Scale (WSS), the Motivation for Work questionnaire and the Work Stress Scale (WSS) were used in an online form. Results There were a total of 385 responses, of which 160 professionals (41.6%) were nursing technicians or assistants and 225 (58.4%) were nurses. There was a high proportion of professionals with moderate to high levels of stress (72.98%), with a significant result of greater moderate to high stress in day shift professionals (p=0.01) and no difference by gender or age group. There was no statistically significant difference between the variables for technicians and nurses, nor according to the type of employment. Having two or more jobs and working daytime hours is associated with a higher perception of work-related stress. Conclusion The high proportion of nursing technicians and nurses with moderate and high stress deserves to be highlighted among the research findings.

Exploring the Impact of Quality of Work Life, Job Involvement, and Organizational Climate on Work-Life Balance: A Mediated Analysis Through Job Satisfaction

From an organizational point of view, work-life balance has become very important in today's working environment, and organizations have begun to consider various variables that affect well-being and employee performance. Using work satisfaction as a mediating variable, the current study investigates the relationship between WLB in an insurance broker company and QWL, job participation, and organizational climate. Quantitative data collection was performed, respecting the multi-indicators and multi-parameters nature of the variables, while the analysis was carried out using the PLSSEM software. The results indicate that WLB is significantly influenced by QWL and organizational climate, while job involvement does not show any impact. Moreover, job satisfaction, positively affected by QWL and organizational climate, does not directly influence WLB. These findings are an indication that the organization needs to prioritize enhancing QWL and fostering a positive organizational climate in most ways if it is to promote WLB and satisfaction among its employees effectively. This research found that improving the quality of work-life and organizational climate is an important factor in fostering work-life balance, especially in sector insurance brokering.

Assessing the Effectiveness of Interdisciplinary Education in Healthcare

Introduction: This study focused on innovative health leadership models that can improve the quality of life in post-acute care settings. It answered the need to address leadership strategy in improving patient experience and operational strategy.Methods: The researcher used a mixed-methods approach, incorporating quantitative surveys and qualitative interviews with healthcare professionals in different types of post-acute care settings. The researchers examined data from 150 participants to assess how various leadership models affected the quality of care and staff satisfaction. These included transformational, transactional, and servant leadership models.Results: The data showed that transformational leadership models are associated with significantly better quality of life for patients in post-acute care settings. Those facilities using this model had higher patient satisfaction scores and better overall health outcomes than those using transactional and servant leadership models. Staff in transformational leadership environments also reported greater job satisfaction and less burnout.Conclusions: The study found that transformational leadership is the most effective model for post-acute care settings because it promotes a favorable climate for patients and staff. Transformational leadership elements such as empathy, communication, and empowerment can improve patient care and the job satisfaction of healthcare workers. The study suggested implementing transformational leadership training programs for healthcare leaders who were being nurtured and educated in transformational leadership skills as a desirable format to improve the future and ongoing quality of life in post-acute care settings.

Occupational Stress - A Trash to Daily Life and A Chaos in Work Life Balance

Most of our friend’s reaction to a casual call asking about how is your job ends up like “it’s like a hell”. And most of us might have gone through such a situation at least once in our life. Every job has its own difficulty and it can somehow alter the mental peace of we and you in any ways. At present days stress at the work-place has become a major cause of concern. Stress at workplace reduces workers satisfaction, productivity, increase absenteeism and turnover and organizations suffer a huge financial loss. At a certain level of stress is desirable and positively motivate individual. On the other hand, too much stress affects physical and mental states of person. Materials And Methods: Several electronic databases, including PubMed, Wiley, Springer, Google Scholar, Web of Science, WHO, Wikipedia, Research Gate, Forbes, Medline, Healthline were searched for this article.