Supportive Work Environment Research Articles

Advanced Practice Nurses in Primary Care and Their Impact on Health Service Utilisation, Costs and Access Globally: A Scoping Review.

Synthesise evidence on advanced practice nurses' impact on health services utilisation, healthcare costs, access and quality of care globally. Scoping review. A scoping review guided by the Joanna Briggs Institute Manual for Evidence Synthesis and the PRISMA-ScR checklist. PubMed, CINHAL and Embase for articles between 2016 and 2023. Eighteen studies were included (14 from the United States, two from the Netherlands and one from Australia and New Zealand each). Outcomes included health services utilisation, healthcare costs, access, and quality of care. Most studies reported advanced practice nursing patients had fewer emergency department (9 of 11 studies), fewer hospital (re-)admissions (9 of 10 studies) and primary care visits (3 of 3 studies). Seven (of eight) studies found advanced practice nursing care was associated with significantly lower healthcare costs. For access and quality of care, advanced practice nursing care was associated with lower consultation rates, similar mean number of patients seen, higher protocol adherence, more rural patient care and lower-to-similar quality delivery of chronic disease management. Majority of the studies reported that advanced practice nursing care was associated with lower emergency department visits, hospital readmissions and costs. Access to care outcomes varied under advanced practice nursing care. Advanced practice nursing care can improve patient outcomes, reduce costs and impact access and quality of care. Practices need supportive work environments for advanced practice nurses to deliver high-quality, effective care. Addressing the need for a synthesis of up-to-date evidence, this review highlights the importance of advanced practice nurses in primary care. Findings can inform global workforce development strategies to address health inequalities through effective advanced practice nursing integration. No patient or public contribution is required for this study.

The Effect of Teachers’ Commitment on School Violence Reduction in Secondary Schools in Cameroon

A learning environment that fosters creativity among students, educators, parents, and other stakeholders to overcome obstacles to better decision-making and teamwork. This paper was set forth to examine the effect of teachers' commitment on school violence reduction in secondary schools in Cameroon. This study employed a quantitative research paradigm using a descriptive survey design to gather data through a structured questionnaire comprising 52 closed-ended items. The target population included secondary school students in Cameroon, with a sample size of 301 students selected via simple random sampling from four regions. Data analysis involved descriptive and inferential statistics, utilizing the Seemingly Unrelated Regression (SUR) estimation technique. The findings revealed that teachers’ commitment exerts a significant negative influence on school violence reduction in sampled secondary schools in Cameroon. Specifically, increased teachers’ commitment significantly reduces physical and psychological violence among students of secondary schools in the country. Based on the findings, it is observed that educational authorities must prioritize comprehensive teacher training programs focused on violence prevention and intervention strategies, supported by adequate resources, clear guidelines, and a supportive work environment that enhances teacher commitment and effectiveness in addressing school violence.

The Impact of Motivation on Primary Education Teachers: A Study in Idemili South Local Government Area of Anambra State, Nigeria

This descriptive survey study explored the impact of motivation on primary education teachers in Idemili South LGA, Anambra State. It involved 140 teachers from eight schools, selected via simple random sampling. A 15-item structured questionnaire on a 4-point Likert scale was used for data collection, achieving full response rates. Data analysis utilized frequency and mean scores with a 2.5 cut-off for interpretation. The findings revealed that both intrinsic and extrinsic factors, such as fair remuneration, supportive working environments, public recognition, and access to professional development, significantly enhance teachers' motivation. Conversely, inadequate motivation due to low pay, lack of resources, and limited career advancement opportunities was found to negatively impact teachers' performance and increase turnover rates. The study highlights the importance of implementing strategies that foster teacher motivation to improve educational quality and student outcomes in the region. Recommendations were made for policymakers and educational administrators to prioritize teacher motivation as a means to enhance the sustainability of primary education.

Leadership Styles and Their Effects on Employee Satisfaction in Empowering Happiness at Workplace

This paper explores the intricate relationship between leadership styles and employee happiness, presenting a comprehensive guide for leaders aiming to foster happiness in the workplace. Drawing upon theories of positive psychology and organizational behavior, we delve into the impact of leadership behaviors, such as empathy, support, and autonomy, on employee well-being and job satisfaction. This paper presents the main concepts and theories underpinning the research, including transformational leadership, inspirational, servant, autocratic and authentic leadership, to support the findings. This quantitative study involved 400 people from public sector companies, ranging in employment grades from 41 to 54, who were selected at random for the study. The data were analyzed descriptively by identifying and categorizing themes related to the leadership styles employed within the employees' organizations. The study reveals that Transformational, Authentic, Inspirational, and Servant Leadership styles have a positive impact on workplace happiness through traits such as empowerment, trust, and support, while Autocratic Leadership has a harmful effect due to its rigid and pressure-inducing nature. Organizations should focus on positive leadership styles and steer away from Autocratic approaches to improve employee happiness at work. The study uniquely highlights how Transformational, Authentic, Inspirational, and Servant Leadership styles contribute to workplace happiness, providing valuable guidance for organizations to foster a supportive work environment while mitigating the negative effects of Autocratic Leadership.

Perceived clinical competence and its related factors among registered nurses employed at selected outpatient clinics in Egypt.

Nurses' clinical competence is a significant concern in all healthcare settings due to the necessity of delivering high-quality patient care. Understanding and addressing the factors related to competence are crucial for promoting nurses' clinical competence and ultimately improving patient outcomes. Producing and maintaining a skilled nursing workforce is essential to protect communities. This study aimed to assess the level of self-evaluated clinical competence and its correlation with demographic and occupational variables among registered nurses employed at selected outpatient clinics in Egypt. The study utilized a descriptive cross-sectional design with a self-administered, two-part questionnaire that assessed participants' demographic and occupational variables as well as perceived clinical competence in various healthcare settings. It took place at outpatient clinics of two governmental hospitals and five primary healthcare centers in Mansoura City, Egypt between January, and June 2023. A purposive sample of 450 nurses took part in this study. The average score of nurses' clinical competence was 155.3±7.2 out of 230, indicating a "moderate level". In terms of professional behaviors and general performance, the average score for clinical competence was 48.4±3.6 and 40.7±4.1 respectively. Additionally, the average score for clinical competence regarding core and advanced nursing skills were 43.4±3.0 and 22.8±1.5 respectively. Among the domains of clinical competence, the highest average score was associated with "professional behaviors" as it forms the backbone of nursing practice. There was a highly significant relationship between the average score of clinical competence and the participant's age, sex, level of education, and years of clinical work experience (P<0.001). Nurses perceived their level of clinical competence as moderate. To enhance nurses' clinical competence, future studies and interventions should focus on promoting supportive work environments, providing ongoing education and training in advanced nursing skills, and the fostering development of critical thinking skills in nurses. Healthcare organizations should implement educational interventions to enhance nurses' clinical competence. These interventions should include continuous professional development opportunities, mentorship programs, inclusive training initiatives, and structured feedback mechanisms. These measures will help nurses stay up-to-date with the latest practices and technologies, create a supportive learning atmosphere, and address the unique needs and challenges faced by nurses of different genders and specialties.

Faculty retention in academic OB/GYN: comprehensive strategies and future directions.

The retention of academic faculty, particularly in the field of Obstetrics and Gynecology (OB/GYN), has become a growing challenge in the post-COVID era. The healthcare landscape has been dramatically altered, leading to a "Great Exit" where a large number of faculty members are resigning or retiring early. This phenomenon is not just a financial burden as recruitment costs have skyrocketed, but also poses a threat to the stability and reputation of academic institutions. In this review article, we explore the underlying causes of faculty attrition, the predictors of resignation, and propose comprehensive strategies to retain talented faculty members. We highlight the importance of mentorship, career development opportunities, and fostering a supportive work environment that aligns with both institutional and individual values. The goal is to create a sustainable framework for faculty engagement that strengthens the academic mission and improves clinical outcomes.

Bagaimana Workplace Ostracism Mempengaruhi Turnover Intention yang Dimediasi oleh Job Performace dan Organizational Virtuousness Serta Authentic Leadership Sebagai Moderasi

This study examines the impact of workplace ostracism on employee turnover intention in manufacturing companies in Bekasi Regency, as well as the moderating roles of authentic leadership and organizational virtuousness in this relationship. Utilizing a quantitative approach with an online questionnaire employing a Likert scale, the research involved 202 respondents selected through purposive sampling. Data analysis was conducted using Structural Equation Modeling-Partial Least Square (SEM-PLS) to assess the relationships among variables and their validity. The findings indicate that workplace ostracism significantly affects employee turnover intention. However, perceptions of organizational virtuousness and authentic leadership did not positively moderate this relationship. Additionally, workplace ostracism negatively impacts job performance, while lower job performance is negatively related to turnover intention. These results underscore the importance of fostering an inclusive and supportive work environment to mitigate ostracism, enhance job performance, and increase employee retention.

Factors affecting workload balance and workplace resiliency among teachers in the implementation of special needs education programs

Balancing workloads and fostering workplace resilience among special needs education teachers hinge on several fundamental factors. This research investigates into the critical elements such as effective administrative support, clear workload guidelines, timely feedback, sufficient resources, and fair workload distribution. The confidence in accommodating student needs, feeling well-supported, and comprehensive teacher training further amplify these dynamics. Workplace resilience thrives on adaptable curricula, collaborative stakeholder planning, and personal well-being practices. To uncover these insights, a quantitative study was conducted, distributing thirty (30) questionnaires among public and high school special needs education teachers in Tayabas City, Lucena City, and Sariaya, Quezon in the Philippines. The collected data was thoroughly analyzed using factor analysis and secondary statistical tools which are weighted mean, analysis of variance, and percentages. Factor Analysis was utilized as the main statistical tool, with assumptions verified through Bartlett’s Test of Sphericity, the KMO measure of sampling adequacy, and Eigenvalues, illuminating the key factors influencing workload balance and workplace resilience. This study not only identifies the significant determinants impacting special education teachers but also offers actionable recommendations to enhance their effectiveness and sustainability in their fundamental roles. By addressing these findings, the research paves the way for a more supportive and resilient work environment for special needs education teachers and provides valuable insights for educational institutions, school administrators, and policymakers.

Perceived Barriers to Healthy Lifestyle Adherence and Associated Factors Among Patients with Type 2 Diabetes Mellitus: Implications for Improved Self-Care.

Many patients with type 2 diabetes mellitus (T2DM) face barriers to maintain a healthy lifestyle. This study investigated the perceived barriers to healthy eating and physical activity and compared them by demographic and diabetes-related characteristics among patients with T2DM. A cross-sectional study was conducted among 534 patients with T2DM attending primary healthcare centers in Hail City from January to June 2023. Data analyzed at a significance level of <0.05. Barriers to healthy eating and physical activity were perceived by 34.9% and 28% of patients, re-spectively. Personal and environmental barriers to healthy eating were perceived more frequently than social barriers (43.0% and 26.9%, respectively). Personal and environmental barriers to physical activity were perceived by 28.0% of patients, followed by social barriers (27.9%). The most frequently perceived barrier to healthy eating was a lack of motivation (61.6%), followed by insufficient information about healthy diets (32.2%). Regarding physical activity, a lack of motivation was the most frequently perceived personal barrier (32.0%), while a lack of a supportive work environment was the most frequently perceived social barrier (33.7%). Patients who were aged between 30 and 40 years, were highly educated, were diagnosed with DM within less than five years, and used insulin injections as a strategy to manage DM reported significantly higher levels of perceived barriers to healthy eating compared to their counterparts. In contrast, patients who were female, married, had poor financial status, and used insulin injections reported significantly higher levels of perceived barriers to physical activity compared to their counterparts. Over one-third of patients with T2DM seeking medical care in Hail City perceive barriers to healthy eating, mainly a lack of motivation, insufficient diet information. Educational programs that consider the unique characteristics of patients should be developed.

ASSESSMENT OF JOB BURNOUT AND JOB SATISFACTION AMONG INTENSIVE CARE UNIT NURSES A TERTIARY HEALTHCARE HOSPITAL

Job satisfaction and burnout are critical concerns for nurses working in intensive care units (ICUs), impacting their well-being and the quality of patient care. Understanding these factors is crucial for developing strategies to improve healthcare outcomes. Objective: To assess job satisfaction and burnout among ICU nurses at a tertiary healthcare hospital in Pakistan. Methods: A descriptive cross-sectional study was conducted among 121 ICU nurses using a structured questionnaire. Data were analyzed using SPSS version 26, with descriptive statistics summarizing key findings. Results: The majority of nurses reported high job satisfaction, with 69.4% agreeing that their work provided significant fulfilment, and 65.3% feeling able to learn on the job. However, moderate to high burnout levels were observed, with 43% reporting feelings of burnout and 38.8% feeling overburdened with professional duties. Despite these challenges, 57% of nurses did not perceive burnout as significantly affecting their performance. Conclusion: While job satisfaction levels were high, the presence of burnout underscores the need for targeted interventions to improve workplace conditions and support nurses’ well-being. Addressing workload challenges and fostering a supportive work environment is essential for sustaining job satisfaction and reducing burnout in ICUs.

Family roots, green shoots: exploring the impact of work–family interpersonal capitalization on employee green behavior

Purpose This study aims to explore the influence of extra-workplace factors, specifically work−family interpersonal capitalization, on employee green behavior. Based on the conservation of resources theory, the research sought to understand how resources gained from positive family interactions spill over into the workplace, enhancing green behavior. In addition, the study investigated the mediating role of relational energy and the moderating effects of work green climate and environmental self-accountability, providing a nuanced understanding of the mechanisms involved. Design/methodology/approach This study used a multiwave field study combined with an experimental study to investigate the impact of work−family interpersonal capitalization on employee green behavior. Data were collected in several phases to capture changes over time and to understand causal relationships. The multiwave design allowed for observing the dynamic interplay between family and work domains, while the experimental component provided controlled conditions to validate the findings. This approach ensured robust and comprehensive analysis, integrating both real-world and experimental data. Findings The study revealed that work−family interpersonal capitalization significantly enhances employee green behavior. Relational energy emerged as a crucial mediator in this relationship. Furthermore, the study found that both work green climate and environmental self-accountability positively moderated the relationship between relational energy and green behavior. Notably, the interaction of work green climate and environmental self-accountability further strengthened this relationship, ultimately influencing the indirect effect of relational energy on employee green behavior. These findings highlight the complex interplay between personal and organizational factors in promoting sustainable practices at work. Originality/value This study provides valuable insights into the spillover effects from family to work, emphasizing the importance of considering “nongreen” factors in understanding employee green behavior. By identifying relational energy as a key mediator and uncovering the moderating roles of work green climate and environmental self-accountability, the research contributes to the broader literature on environmental sustainability and organizational behavior. The findings suggest practical implications for organizations aiming to foster green behavior, highlighting the potential of enhancing family−work interactions and cultivating a supportive green work environment.

HUMAN RESOURCE MANAGEMENT AND TEACHER ENGAGEMENT NEXUS: A STUDY OF PRIVATE SCHOOLS

This study comprehensively examines the human resource management practices implemented by administrators in private schools within the Ayawaso West Municipality of the Greater Accra Region of Ghana. It specifically highlights the critical aspects of academic staff recruitment, appraisal, and training. Utilizing the Resource-Based View (RBV), Herzberg’s Two-Factor Theory, and Human Capital Theory, a robust quantitative approach was adopted, gathering data through structured questionnaires completed by 100 respondents, including both school administrators and teachers. The analysis was conducted using descriptive statistics, such as frequencies and percentages, to effectively assess respondents' perceptions of various human resource practices. The findings compellingly demonstrate that effective human resource strategies involve the provision of comprehensive orientation and induction programs, targeted on-the-job training, and systematic training needs assessments. Moreover, recruitment and selection processes are enhanced by offering study leaves for further education, promoting initiative among teachers, and establishing a clearly defined reward management philosophy. Additionally, the study reveals that appraisal and training are strengthened through performance feedback, guidance and counseling services, and support with academic matters. Based on these findings, it is recommended, among others, that school administrators elevate their human resource strategies by incorporating continuous professional development opportunities and cultivating supportive work environments, both of which are essential for enhancing staff performance and retention.&lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/soc/0502/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

Occupational Risk Factors for Burnout Syndrome Among Healthcare Professionals: A Global Systematic Review and Meta-Analysis

Health professionals are disproportionately affected by burnout compared to other occupational groups. This study aims to systematically review and meta-analyze thirteen occupational risk factors related to burnout syndrome among health professionals globally. A comprehensive literature search was conducted in August 2023. The protocol was registered in The International Prospective Register of Systematic Reviews (PROSPERO), registration number CRD42023396081. Using a random-effects model, this meta-analysis assessed the association between occupational risk factors and burnout, reporting odds ratios (ORs) and 95% confidence intervals (CIs). The meta-analysis included 109 studies from diverse global locations. Key factors influencing burnout included workplace bullying, job stress, and poor communication, with protective factors such as supportive work environments, adequate staffing, and individual resilience. All risk factors examined showed a significant positive relationship with burnout incidence. Workplace bullying was strongly associated with increased burnout (OR 4.05–15.01, p &lt; 0.001). Similarly, low job satisfaction and high job stress were strongly associated with burnout, with ORs of 5.05 (95% CI 3.88–6.56, p &lt; 0.001) and 4.21 (95% CI 1.62–10.94, p = 0.003), respectively. The review findings highlight the importance of addressing these risk factors through enhanced supportive work environments and promoting personal resilience strategies.

Stress and Academic Workload of Teachers: A Descriptive Correlational Study at Mindanao Mission Academy

This study addresses the research gap concerning the relationship between academic workload, demographic factors, and stress among teachers at Mindanao Mission Academy. The study aims to identify the demographic profile of teachers, including age, gender, years of teaching experience, position, academic units, and extracurricular loads; assess teachers' perceived stress levels; determine the correlation between academic workload and perceived stress; examine the influence of academic units and extracurricular loads on stress; and (5) evaluate differences in stress based on demographic factors. Job Demands-Resources (JD-R) Model by Bakker &amp; Demerouti (2007) provides the theoretical framework for understanding stress in the workplace. The study used a census sample technique and a quantitative approach to administer the Professional Life Stress Scale to 60 administrators and employees. Key data show that the majority of participants are female (60.3%), between the ages of 23 and 24 (24.2%), have advisory positions (60.4%), and balance 0–5 extracurricular activities with 21–30 academic units. According to descriptive analysis, the mean stress level is 17.4, which is moderate. While there is a positive connection between stress and extracurricular loads, Pearson's correlation analysis shows no significant relationship between academic stress and workload (p = 0.867). On the other hand, stress is negatively correlated with age, indicating that younger instructors can be more stressed. Gender and years of experience did not significantly affect stress levels. The findings highlight the need for targeted support systems, such as stress management programs and workload balancing strategies, particularly for younger teachers and those with extensive extracurricular responsibilities, to cultivate a supportive and sustainable work environment.

HR PRACTICES ADDRESSING MENTAL HEALTH CHALLENGES AMONG GEN Z

The study aims to explore Human Resources (HR) practices that cater to the mental health issues among Generation Z employees in the workplace. Given the fact that Gen Z is increasingly dominating the present workforce, companies would be forced to adapt their HR strategies to fit the special needs and sensitivities of this age group. This article explores various HR practices that include flexible work arrangements, training employees with regard to mental health, employee assistance programs, peer support networks, wellness initiatives, managerial support, digital mental health platforms, and workload management to ensure mental well being, curbing of the stigma associated with mental disorders, and creating a supportive work environment for the employees. By focusing on a literature review methodology, the paper synthesizes current research findings to provide insights for HR professionals, researchers, and organizational leaders.

The Influence Of Human Resource Management, Sales Management, And Strategic Management On Employee Work Productivity And Its Implications For Enhancing Enterpreneurial Spirit In Smes In The Tangerang Region

This quantitative research investigates the influence of Human Resource Management (HRM), Sales Management, and Strategic Management on employee work productivity and its implications for enhancing the entrepreneurial spirit among Small and Medium Enterprises (SMEs) in the Tangerang region. The study employs a descriptive and associative approach, using survey methods to collect data from 150 SME employees in Tangerang. The findings reveal that effective HRM practices significantly enhance employee productivity by fostering a supportive work environment and continuous professional development. Sales Management strategies are shown to improve productivity by optimizing sales processes and customer relationship management. Strategic Management practices, including clear goal-setting and resource allocation, further boost employee productivity. Moreover, the research demonstrates that increased productivity positively impacts employees' entrepreneurial spirit, encouraging innovation and proactive business initiatives. The study concludes that integrated management practices are crucial for improving both productivity and entrepreneurial tendencies within SMEs.

Enhancing Organizational Well-being and Employee Health: Strategic and Holistic Approaches for Primary and Allied Healthcare Providers

The purpose of this study is to identify and evaluate effective strategies for enhancing organizational well-being and employee health among prima-ry and allied healthcare providers in the Philippines, with a focus on develop-ing holistic approaches that address both physical and mental health needs.Recognizing the value of employee well-being in the healthcare sector, in-stitutions are looking for ways to improve employees’ overall health and well-being and subsequently increase their job satisfaction and productivity.This study will assess the strategies and effectiveness of implementing different health promotion programs among primary and allied healthcare providers in the Philippines across different sectors to enhance employee well-being and contribute to organizational productivity and success. This study will assess different areas of employee well-being, such as stress man-agement, mental health support, physical health promotion, and work-life balance. These programs may include a variety of wellness initiatives, such as fitness classes, mental health awareness seminars, health screenings, stress management workshops, and flu vaccination drives. Organizations may build a supportive work environment that promotes employee satisfac-tion, resilience, and optimal performance by understanding the unique is-sues that healthcare professionals confront and implementing focused inter-ventions and targeted solutions.This study will look for effective techniques that can be adjusted to the specific needs of healthcare institutions in the Philippines. The findings will be useful for politicians, healthcare administrations, and human resource officers looking to improve employee well-being and, as a result, patient care quality.

Validation of the Neuroception of Psychological Safety Scale (NPSS) Among Health and Social Care Workers in the UK

Psychological safety is essential for rest, recovery, and fostering social connections, particularly for health and social care workers (HSCWs) who frequently operate in high-pressure environments. These workers are prone to traumatic stress, which can elevate their sense of threat and undermine their psychological safety. This study aimed to validate the Neuroception of Psychological Safety Scale (NPSS) among HSCWs in the UK (n = 443). The NPSS is based on polyvagal theory and assesses the dimensions of compassion, social engagement and bodily sensations. Internal consistency, test–retest reliability, convergent, discriminant, and concurrent validity were examined, along with the scale’s dimensionality. A three-factor structure was confirmed, with internal consistencies ranging from acceptable to excellent across subscales. Validity was supported by significant associations with measures of team psychological safety, well-being, post-traumatic stress, burnout, body perception, and personality. The NPSS also demonstrated strong test–retest reliability. These results validate the NPSS as a reliable and multidimensional tool for assessing psychological safety in health and social care settings. The study highlights the importance of psychological safety for HSCWs and provides a valuable measure to support interventions aimed at fostering safer and more supportive work environments.

The critical role of education in shaping nurses' attitudes and intentions towards neonatal palliative care: A network analysis

BackgroundNeonatal palliative care is an essential component of comprehensive neonatal care; however, its implementation remains challenging worldwide, particularly in low- and middle-income countries due to limited resources, cultural barriers, and lack of training. ObjectivesThe aim of this study was to investigate the structural characteristics of neonatal nurses' attitudes towards neonatal palliative care and their intention to provide such care using network analysis to identify key influencing factors and interrelationships. DesignA multi-center cross-sectional study. SettingThe setting was 92 hospitals across 28 provinces in mainland China. ParticipantsA convenience sampling method was employed to recruit 893 neonatal nurses from October 2023 to February 2024. MethodsThe web-based survey included a sociodemographic questionnaire, the simplified Chinese version of the Neonatal Palliative Care Attitude Scale (NiPCAS), and a single question gauging participants' intention to provide neonatal palliative care. Network analysis techniques were used to examine the structural characteristics of the attitude network. ResultsA total of 767 valid questionnaires were received. The estimated network comprised 26 nodes representing individual NiPCAS items, with 150 non-zero edges out of a possible 325 connections. In-service education experience emerged as the most central and influential node, demonstrating the highest centrality (strength = 2.511; bridge strength = 3.144) and predictability (R2 = 0.475). This was followed by the ideal palliative care environment and staff support for palliative care. On average, 29.3 % of each item's variance could be accounted for by surrounding items. The strongest associations with the intention to provide neonatal palliative care were observed with beliefs about the necessity of palliative care in neonatal nurse education (edge weight = 0.29). ConclusionsThe findings highlight the pivotal role of in-service education experience in shaping nurses' attitudes towards neonatal palliative care, suggesting that educational interventions may significantly influence overall attitudinal structures. The strong associations between the intention to provide neonatal palliative care, and beliefs about the necessity of palliative care in neonatal nurse education, further reinforce the critical role of education in fostering positive attitudes and intentions. The significance of organizational and resource-related factors suggests that efforts to improve neonatal palliative care should focus on enhancing staff support and creating supportive work environments.

Factors Affecting the Quality of Work Life for MBA Faculty In Kerala

Objectives: The primary objective of this study is to identify and examine the factors influencing the quality of work life (QWL) for MBA faculty members in Kerala, India. The study aims to assess elements such as workload, physical workspace, compensation, opportunities for advancement, flexibility in scheduling, recognition, decision-making participation, student interactions, organizational culture, technology access, ethnic compliance, and adherence to legal requirements. By identifying these influencing factors, the study seeks to offer insights that can help improve job satisfaction and work-life balance for MBA faculty, thereby supporting their professional well-being and academic effectiveness. Methods: To achieve these objectives, the study utilizes a factor analysis methodology, a statistical technique designed to identify underlying relationships among various variables. This method helps determine which specific factors significantly impact the quality of work life for MBA faculty members. Data for the analysis was collected through surveys administered to faculty members across several educational institutions in Kerala. Factor analysis was then applied to the collected data to categorize the factors and understand their impact on work-life quality for faculty. Results: The results of the factor analysis reveal several critical factors that substantially impact the quality of work life for MBA faculty members in Kerala. Key findings include the importance of manageable workloads, supportive organizational culture, adequate physical workspace, and a fair compensation structure. Additionally, factors such as flexible scheduling options, opportunities for professional growth, and recognition for achievements were shown to contribute positively to faculty satisfaction. The findings suggest that these elements collectively influence faculty job satisfaction and their overall quality of work life. Conclusion: The study concludes that enhancing the quality of work life for MBA faculty in Kerala requires a comprehensive approach addressing multiple work environment factors. Educational institutions should focus on optimizing workloads, improving workplace facilities, offering competitive compensation, and fostering an inclusive and supportive organizational culture. Implementing such improvements is anticipated to result in higher levels of job satisfaction, which could positively impact faculty performance and academic success in Kerala’s educational institutions. The insights gained from this study are expected to be valuable for policymakers and administrators aiming to create a supportive and productive work environment for MBA faculty.