Work Satisfaction Research Articles

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.

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.

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.

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.

A conceptual framework for ergonomic innovations in logistics: enhancing workplace safety through data-driven design

This paper presents a conceptual framework for ergonomic innovations in logistics, emphasizing the integration of ergonomic principles, data-driven design, and stakeholder collaboration to enhance workplace safety, productivity, and employee well-being. It explores the theoretical underpinnings of workplace ergonomics, highlighting the connection between safety, efficiency, and worker satisfaction. The proposed framework outlines four core components: ergonomic assessment, data collection, design innovation, and implementation strategies. It also emphasizes the importance of leveraging data analytics to inform decision-making, adapting to dynamic operational demands, and fostering collaboration among employees, safety experts, and management. The framework’s implementation offers significant organizational benefits, including reduced workplace risks, improved employee health, and measurable economic value through cost savings and increased efficiency. Moreover, the broader applicability of this framework extends to other industries, demonstrating its potential to transform workplace practices globally. The paper concludes with actionable recommendations for practitioners and policymakers to adopt and sustain ergonomic innovations in logistics, ensuring safer and more productive work environments. Keywords: Ergonomic Innovations, Logistics Safety, Data-Driven Design, Workplace Productivity, Employee Well-Being, Occupational Health.

Assessing the Impact of Job Demand, Surface Acting, and Workplace Social Support on Social workers’ Job Satisfaction

ABSTRACT The demand for high-quality social welfare services, driven by an aging population and declining birth rates, highlights the need for effective practices. However, professionals often face challenging work environments, leading to stress and low job satisfaction. Factors like high job demands, emotional labor, and limited workplace support contribute significantly to these issues. A study of 392 social workers in South Korea found that job demands negatively impact satisfaction, especially when combined with surface acting, which exacerbates stress. However, workplace social support can buffer these adverse effects, enhancing job satisfaction. Addressing these dynamics through targeted interventions is essential for improving work satisfaction and the overall quality of social welfare services.

Prevalence of burnout and associated factors among nurses working in public hospitals, southern Ethiopia: a multi-center embedded mixed study

Burnout is a global concern because of its potential to affect the health of nurses and the quality of service provided. However, less consideration has been given to research in the study setting. Therefore, the study aimed to assess the prevalence of burnout and associated factors among nurses working in public hospitals of Wolaita zone, Southern Ethiopia. Institution based embedded mixed method was employed on 374 nurses working in public hospitals of Wolaita zone from July to August, 2022. A systematic and criterion purposive sampling was employed. Burnout was assessed by the Maslach Burnout Inventory- Human Services Survey (MBI-HSS). Quantitative data were entered into Epi data version 4.6.2 and then exported to SPSS version 25 for analysis. Qualitative data was analyzed by open code version 4.3. Binary logistic regression followed by multivariable logistic regression was used and P-value of < 0.05 was considered statistically significant with confidence level of 95%. Thematic analysis was used for qualitative data. A total 360 nurses participated in this study with a response of 96.2%. The prevalence of burnout among nurses was 49.2% (95% CI: 43.9, 54.5). Nurses working in primary hospitals (AOR = 2.56, 95%CI:1.38,4.77), night shifts (AOR = 2.84, 95% CI:1.31, 6.16), poor work satisfaction (AOR = 2.54, 95% CI: 1.36,4.71), alcohol drinking (AOR = 3.81, 95% CI:1.19,12.16), poor social support (AOR = 1.79,95%CI:1.01,3.20), anxiety (AOR = 2.62,95%CI:1.37,5.00) and depression (AOR = 3.02, 95%CI:1.58,5.77) were significantly associated with burnout. Resource- reward disparities, poor social support and suboptimal work environments are the qualitative study findings which supplement the quantitative data. In this study about half of the nurses working in public hospitals of Wolaita zone had burnout. It is recommended to have a holistic approach towards nurses’ mental and physical wellbeing.

Causal effects of promotion to managerial positions on mental health and satisfaction in Japanese male workers.

We estimated the static and dynamic effects of promotion to managerial positions on mental health and satisfaction using the recent estimation method; we addressed the gap in extant research by considering the heterogeneity in treatment timing to reconfirm evidence regarding the causal effects of promotion. We used a modified estimation method of two-way fixed effects recommended by (Callaway and Sant'Anna, J Econom 225:200-230, 2021). To check for robustness, we compared the analyses using propensity sample matching, an alternative treatment timing heterogeneity-robust analysis, and a normal two-way fixed effects event study. We used four years of complete panel data on a sample of 1454 Japanese males (5816 overall). The results indicated that becoming a manager worsened mental health with a two-year lag. We tested the effects of promotion to managerial positions on variables shown in previous studies to have negative effects on mental health (e.g., increased working hours) and positive effects (e.g., increased job role clarity) as outcomes to explore the mechanisms. Some of both variables indicate statistical significance. These results were robust. The promotion to managerial positions deteriorated mental health with a two-year lag. Promotion to managerial positions exhibited both positive and negative effects. The findings have potential implications for firms' human resources allocation.

THE IMPACT OF CURRENT CHALLENGES (СOVID-19, WAR, HEALTHCARE REFORMS) ON THE PSYCHO-EMOTIONAL STATE OF STUDENTS AND THE QUALITY OF POSTGRADUATE EDUCATION

Introduction. The COVID-19 pandemic and the war in Ukraine pose new challenges for the state, society, and all areas of operation, including higher education and healthcare systems. Aim. The aim of this research was to study the impact of the COVID-19 pandemic and martial law on the socio-psychological aspects of the activities of physicians(pharmacists)-specialists and the opinion of physicians(pharmacists)-specialists on the quality of postgraduate education, namely, ATC (advanced training courses) at Danylo Halytsky Lviv National Medical University. Methods. The study uses the sociological method, methods of the systemic approach, structural-logical and medical-statistical analysis. Results. The study was conducted in 2024. The healthcare reform in Ukraine contributed to the increase in the satisfaction of medical workers with the nature of work, working conditions, workplace, and especially the remuneration system – from 32.20±1.63% to 69.56±2.12%. According to respondents, the impact of the COVID-19 pandemic caused a deterioration in the nature of work, the remuneration system, the work regime and its conditions, and at the same time, improved information in the industry, the workplace, financing and increased levels of provision of medical institutions. According to the study results, the war’s impact caused a deterioration in the nature of work, conditions, regime, labor organization and remuneration system. The improvement in the quality of postgraduate education is evidenced by the increase in the level of student satisfaction with the level of theoretical knowledge obtained and practical skills acquired. Conclusions. Difficult working conditions caused by emergencies are not obstacles but new challenges in improving the quality of higher medical education in general and postgraduate education in particular.

Budgetary participation and performance mediated by work satisfaction and engagement at Timor-Leste

Budgetary participation is paramount in organizational management since it has a direct impact on operations efficacy and the organization success. At Timor-Leste, where managerial practices are still being developed, budgetary participation can be crucial to improve organizational performance. This research analyzed how budgetary participation affects employee and management performance focusing on the mediation of work satisfaction and engagement. Based on the Theory of Task Motivation and Incentives and the Theory of Goal Setting and Task Performance (Locke, 1968; Locke &amp; Latham, 1990), how budgetary participation affects performance is studied considering work satisfaction and engagement mediation effects. A quantitative approach was used in this research by conducting surveys that were completed by ninety-three managers from companies associated to Timor-Leste’s Chamber of Commerce and Trade (CCI-TL). Partial least squares structural equation modeling (PLS-SEM) was used to demonstrate direct relationships mediated between budgetary participation, work satisfaction, work engagement and performance. The findings show that budgetary participation does not affect directly employee performance, but improves managerial performance; also, it reflects a positive relationship between work satisfaction and work engagement. Lastly, the importance of fostering employee participation to improve Timor-Leste organizational performance is highlighted.

Interplay between job satisfaction and employee motivation among contract labor in pharmaceutical industry

The aim of this paper is to evaluate and understand the interplay between job satisfaction and employee motivation among contract labor in the pharmaceutical industry. This research evaluates the association between job satisfaction and motivation based on Maslow’s Hierarchy of Needs theory w.r.t. contract labor in pharmaceutical industry. This study explores the motivating factors and expectations of contract labor working in the pharmaceutical sector. The study includes surveying 384 contract workers in the pharmaceutical industry. The poll included an updated rendition of Maslow's Hierarchy of Needs theory, as well as work satisfaction scores. The basic data were acquired via convenience sampling. The model's credibility and consistency were assessed using Confirmation Factor Analysis (CFA) and Structured Equation Modelling (SEM). The model passed both the convergent and discriminant validity tests. The model was also determined to be statistically fit and verified with the necessary fit indices. It was discovered that understanding contract labor expectations for working in a pharmaceutical company (physiological needs, safety needs, belongingness needs, esteem needs, and self- actualization needs) is critical for job satisfaction. The study was done in Visakhapatnam city with just 384 contract workers as respondents. The model was built with five constructs (five types of requirements), one construct (job satisfaction), and three attributes (Variables) in each need (construct), however there might be more than three attributes in each type of needs. This study used statistical analysis to validate and assess Maslow's Hierarchy of Needs concept in relation to work satisfaction. The approach was applied to contract labor in the pharmaceutical business, but it may also be used in other industry verticals and sectors. The study extended the literature related to motivation studies and job satisfaction, delivered a model by applying Maslow’s’ need hierarchy theory. The model is useful for the HR practitioners to enhance job satisfaction levels of contract labor.

Impact of rotational shiftwork related sleep deprivation on quality of life and job satisfaction among healthcare professionals in Southern India from the SNORE study findings

Abstract Background Sleep is essential for cognitive function and overall well-being, yet healthcare providers often experience sleep deprivation due to long hours and night shifts. This study evaluates how sleep deprivation affects Quality of Life (QoL) and job satisfaction among these workers. Methods We conducted a cross-sectional study at a tertiary healthcare facility in Chengalpattu District, Tamil Nadu, India, including 293 healthcare providers working rotational night shifts. Participants were selected through stratified random sampling. QoL was assessed using the Short Form-12 QoL Questionnaire (SF-12). Sleepiness was assessed using Epworth Sleepiness Scale (EPSS). Statistical analyses included Pearson chi-square tests for associations, independent samples t-tests for comparing QoL scores between sleep-deprived and non-sleep-deprived participants, and binary logistic regression to evaluate the impact of sociodemographic factors and shift work patterns on SF-12 scores. Results Significant associations were observed between sociodemographic factors, shift work patterns, and SF-12 QoL scores. Married participants had nearly four times higher odds (OR = 3.97, 95%CI 1.87–8.43) of scoring &lt; 40. Diploma holders had nearly three times higher odds (OR = 2.94, 95%CI 1.48–5.83) compared to graduates. Paramedical professionals had over three times higher odds (OR = 3.48, 95%CI 1.55–7.82) compared to doctors. Sleep deprivation was associated with lower PCS (aOR = 2.45, 95%CI 1.40–4.27) and MCS scores (aOR = 3.80, 95%CI 1.56–9.23). Increased night work hours correlated with higher odds of poor work satisfaction (OR = 1.39, 95%CI 1.18–1.63). Conclusion Sleep deprivation significantly impacts physical and mental QoL scores among healthcare providers working rotational night shifts. Current shift work patterns also affect QoL, highlighting the need for targeted interventions to improve sleep and manage shift work.

Analisis Status Akreditasi Rumah Sakit terhadap Kepuasan Tenaga Kesehatan dan Kepuasan Pasien di Rumah Sakit Hikmah Masamba

This study aims to analyze the effect of accreditation status on the satisfaction of health workers and patients at Hikmah Masamba Hospital, which is required by the Law of the Republic of Indonesia No. 44 of 2009 concerning Hospitals to carry out accreditation every three years to improve the quality of service and patient safety. Using qualitative methods and phenomenological approaches, data were collected through interviews with 15 health workers and 6 patients. The results of the study showed that accreditation had a positive impact on the satisfaction of both groups. Healthcare workers stated that their improved facilities, work safety, and attention to performance have met expectations. Meanwhile, patients are satisfied with the quality of physical and non-physical facilities, controlled waiting times, the accuracy of doctors in conducting visits, and the friendliness and caution of health workers in providing services. From these results, it can be concluded that accreditation status plays a significant role in increasing the satisfaction of both health workers and patients at Hikmah Masamba Hospital.

The effect of lean leadership on workload and job satisfaction: themoderating effect of workload and gender.

The first aim of this study is to determine the effect of lean leadership on the workload and job satisfaction of healthcare workers, and the second aim is to reveal the moderating role of workload and employee gender in this relationship. In this study, we created a comprehensive model to determine the effect of lean leadership on the workload and job satisfaction of healthcare employees and to reveal the moderating role of workload and employee gender in this relationship. We collected 1,207 valid questionnaires among Turkish health workers. The results indicate that: (1) Lean leadership reduces perceived workload, (2) Lean leadership increases job satisfaction, (3) Workload moderates the effect of lean leadership on job satisfaction and (4) Employee gender moderates the effect of lean leadership on job satisfaction and workload. These findings have provided theoretical and practical suggestions for reducing the workload and increasing the job satisfaction of healthcare employees. Finally, we will make some suggestions for the future. As with other studies, there are some limitations in this study. The data used in this study were collected in Turkey. Turkish culture has a more collectivist culture than Western countries (Koksal 2011). In addition, the research was carried out with the participation of health employees. Due to Turkish cultural characteristics and the characteristics of health services, the generalization of research results may be limited. Therefore, it is recommended that the research be repeated across different cultures and different sectors to determine whether our results are culture-specific, sector-specific or generalized. Healthcare managers can reduce the perception of employees' workload by showing lean leadership behavior. Healthcare managers can increase their job satisfaction by valuing employees, inviting them to participate in business processes and providing them with the resources they need. In order to maintain and increase health workers' job satisfaction, we recommend that health managers should ensure fair job sharing. In addition, health managers should take into account that female employees are more sensitive about the workload. This research is the first study to examine the effect of lean leadership behavior on healthcare professionals' workload perception and job satisfaction. Therefore, it offers important theoretical and practical implications.

Gender Division of Unpaid Work and Relationship Satisfaction: COVID‐19 as an Engine of Family Reshuffling in Italy

AbstractObjectiveWe examine variation and correlates of relationship satisfaction in the advanced stages of the pandemic in Italy, focusing on COVID‐19‐induced changes in the division of housework and childcare.BackgroundThe consequences of the pandemic were not limited solely to health and economics; couples' division of unpaid work and relationships were also affected. Evidence is scarce as to how families adapted to the “new normal” and the pandemic's long‐term effects on relationship satisfaction.MethodWe use novel population‐level data collected in September 2021 in Italy. Both descriptive and multivariable analyses are performed separately for men and women.ResultsIn a context of prevalent stability, our findings suggest that the pandemic is associated with substantial variations in family life: 37% of men and women living in heterosexual couples reported changes in their relationship satisfaction. For men and women living in couples wherein the pandemic fostered gender inequalities, relationship satisfaction declined. For partners living in couples in which the pandemic offered the opportunity for a new equilibrium with a more balanced division of unpaid work, relationship satisfaction improved.ConclusionsCouples have attempted to adapt to the new reality brought about by the pandemic, experiencing both gains and losses in relationship satisfaction. This work challenges the idea that all couples experienced negative adjustments in relationship satisfaction during the pandemic.ImplicationsMen's adjustments in unpaid work during the pandemic represents an important factor that strengthens relationships, which may set the stage for rethinking couples' role‐sets in a post‐COVID‐19 world.