Work Environment Characteristics Research Articles

Mastering the organizational art of unlocking potential

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper sets out to explore the relationship between employee development and engagement, based on a review of 64 studies. The results reveal a reciprocal relationship between development and engagement, with work environment, social support, and individual characteristics as key influencing factors. Overall, job performance acts as a catalyst in this relationship, leading to an upward gain spiral. The key managerial insights include the value of cultivating a learning climate, and of fostering social support for employee development efforts. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

A nexus of affective events theory and viable system model to comprehend affective work environment holistically – an empirical investigation

PurposeDespite being a seminal explanation of the workforce emotional experiences, capable of mapping the path from the antecedents to consequences, affective events theory (AET) only offers a “macrostructure” of a working environment. To date, little is known about the universal features of the work environment that may guide the understanding of imperative work aspects triggering employees’ emotions at work. Hence, the study proposes and validates that Stafford Beer’s viable system model (VSM) can provide a holistic view of the organizational work environment, enabling a comprehensive understanding of work events or factors triggering workforce emotions.Design/methodology/approachFirst, the VSM structural layout is used to fill in the “macrostructure” of the “working environment” in AET to diagnose the functional and relational aspects of the work and the related work events occurring within. Using a deductive approach, 31 work events were adopted to determine the impact of VSM-based work environment events on the employees’ emotional experiences and subsequent work attitudes (job satisfaction) and behaviors (citizenship behavior). To field test the proposed nexus of VSM and AET, the survey was conducted on two hundred and fifteen employees from 39 different organizations. PLS-SEM tested the explanatory power of the suggested VSM’s systemic approach for understanding the affective work environment in totality.FindingsThe findings confirmed that the VSM metalanguage provides a holistic view of the organizational functioning and social connectivity disposing of affective work events, helpful in assessing their aggregate influence on employees’ emotions and work-related outcomes.Practical implicationsThe findings identify how employees' emotions can be triggered by everyday work operations and social relations at work, which can affect their extra-role behaviors and necessary work-related attitudes.Originality/valueThe study utilized Beer’s VSM framework based on the systemic principle of “holistic view” for ascertaining the affective work environment and its related features holistically, which filled in well the macrostructure of “work environment features” with micro-structures of organizational inter-related aspects which are yet to be known in AET – a seminal explanation for managing workforce emotions.

The Influence Of The Work Environment, Emotional Intelligence, And Job Characteristics On Employee Performancesimpang Empat District Office, Asahan District

This research aims to analyze the influence of the work environment, emotional intelligence, and job characteristics on employee performance at the Simpang Empat District Head Office, Asahan Regency. This research uses a survey method with a questionnaire as a data collection instrument. Respondents consisted of employees at the Simpang Empat Subdistrict Office who were chosen randomly. The sample in this study amounted to 33 people. The research results show that the work environment partially has a positive effect on employee performance; emotional intelligence partially has a positive effect on employee performance; job characteristics partially have a positive effect on employee performance; and the work environment, emotional intelligence and job characteristics simultaneously have a positive effect on employee performance. Job characteristics have also been proven to have a significant effect on employee performance. Aspects such as job variety, responsibility, and autonomy at work have a positive correlation with employee performance. With variety and appropriate responsibilities, employees tend to be more motivated and high-performing

New Graduate Nurses' Approaches to Death and Dying Patients and the Relationship Between Death Anxiety and Death Awareness: A Cross-Sectional Study.

One of the challenges experienced by new graduate nurses during the transition into practice is caring for dying patients. This study aimed to determine new graduate nurses' approaches to death and dying patients and the relationship between death anxiety and death awareness. This descriptive, cross-sectional study was conducted with 226 new graduate nurses in Istanbul, Türkiye. A personal and work environment characteristics form, the Approach to Death and Dying Patients Attitude Scale, Templer's Death Anxiety Scale, and Multidimensional Mortality Awareness Measure were used to collect data. Hardness in communicating with the dying patients (hardness: meaning difficulty) and their relatives and avoiding death and dying patients were considered moderate, with mean scores of 2.64 ± .63 and 2.45 ± .40, out of 4. Death anxiety accounted for approximately 7% of the variance of hardness in communicating with dying patients and their relatives, which is statistically significant. Death awareness statistically significantly explained 9.7% of avoiding death and dying patients. For new graduate nurses, besides simulation-based training on end-of-life care, approaches to sharing their experiences about death and programs to determine a value system related to death may be recommended.

Variability of clinical practice in the care of the second stage of labor among midwives in Spain

BackgroundThere are recommendations based on scientific evidence on care in the second stage of labor, but it is not known to what degree the professionals comply with these recommendations.ObjectiveThe aim of this study is to examine the variability in clinical practices among midwives during the second stage of labor, including positions, mobility, practices, and the maximum time allowed before initiating active pushing, and to assess their adherence to clinical practice guidelines.MethodsA cross-sectional observational study. A self-designed questionnaire was developed and distributed online through scientific societies. The main variables studied were professional and work environment characteristics, maternal positions and mobility, practices during this stage, maximum time to start active pushing and duration of the second stage of labor. Descriptive statistics were calculated using SPSS 24.0.ResultsRegarding the woman’s position during childbirth, 80.3% (245) of midwives frequently or always allow the woman to choose her birthing position. Furthermore, 44.6% (136) of professionals prefer using side-lying positions for the mother. Regarding drinking fluids during childbirth, 51.1% (156) of midwives allowed the woman to drink the amount of liquids she wanted, whereas 11.1% (34) said that they would allow them to do so however, this was against the protocol of their hospital. When inquiring about the Kristeller maneuver, it was reported to be excessively performed in 35.1% (107) of cases for fetal bradycardia, 33.1% (101) for maternal exhaustion, and 38.4% (117) to avoid instrumental birth. Finally, a great variability was observed in the time criteria used for the initiation of active pushing and the maximum duration of the second stage of labor.ConclusionsCertain practices, such as the Kristeller maneuver, are overused among midwives, with great variability in the use of certain procedures, the waiting times to initiate pushing and completion of the second stage of labor. Further training and awareness campaigns are needed for professionals to apply evidence-based care.

Factors Influencing the Application of the Code of Nursing Ethics at Indonesia

Background: Nurses are health workers who are vulnerable to lawsuits because the scope of services performed carries a risk of malpractice and negligence. Aim: This study was aimed to determine the application of a code of ethics in health services and analyze the influencing factors, as well as analyze the factors with the strongest influence. Methods: The study used an explanatory research method with a cross sectional approach. The population in this study were nurses who worked in health services, both in hospitals and health centers in the Surabaya area. The sample size in this study was calculated using the rule of thumb, amounting to 150 respondents. Samples were taken by means of purposive sampling, data were analyzed by path analysis with a significance level of α <0.005. Result: Nurses apply a code of ethics in the good and excellent categories. The influencing factors were individual characteristics (p=0.000), work environment characteristics (p=0.000), experience (p=0.000), knowledge (p=0.000). The biggest influencing factor is experience with a large influence on knowledge is 0.803 and the influence on the application of the code of ethics is 0.823. Conclusion: Most nurses in Indonesia have implemented a code of ethics in the good and excellent categories. Factors that influence the application of the code of ethics in health services are individual characteristics, characteristics of the work environment, experience. and knowledge. The most influential factor is experience. Nurses should be active in the activities of professional organizations. Workplace rotation is needed for nurses to gain experience in decision making, legal ethics

Self-assessment of the characteristics of nurses' work environment and psychometric analysis of the Slovene-language version of the Practice Environment Scale of the Nursing Work Index (PES-NWI)

Introduction: Measures to improve nurses' work environments include ensuring adequate staffing levels, recognising the importance of nursing work, involving nurses in decision-making processes, and improving interprofessional communication. The aim of this study was to analyse the job characteristics reported by nurses and their association with the dimensions of clinical practice environments in hospitals.Methods: A cross-sectional explorative research design was employed. The Slovene-language version of the Practice Environment Scale of the Nursing Work Index (PES-NWI(SI)) and data on nurses' job characteristics were used. A total of 1,010 nurses (403 general care nurses and 605 healthcare assistants) from ten Slovenian general hospitals participated in the study. Permission to conduct the research was granted by the Commission of the Republic of Slovenia for Medical Ethics.Results: The mean score of the PES-NWI(SI) was low (2.64), and the scale reliability was 0.937. The original theoretical five-factor structure was confirmed. The regression model explained the five factors in 26–47% of cases. The explanatory variables included opportunities for advancement, educational opportunities, professional status, satisfaction with current job and work environment, independence at work, and study leave.Discussion and conclusion: The study revealed managers' inadequate ability to ensure sufficient staffing, insufficient involvement of both respondents and managers in hospital affairs, and the lack of promotion opportunities. Creating an optimal work environment for nurses is an important task for managers and leaders. National healthcare policy must consider nurses as equal healthcare professionals and nursing as both a professional and scientific discipline.

Attitudes towards career choice and general practice: a cross-sectional survey of medical students and residents in Tyrol, Austria

BackgroundThe global primary healthcare workforce is declining, leading to a shortage of general practitioners. Although various educational models aim to increase interest in general practice, effective interventions are limited. The reasons for this low appeal among medical graduates remain unclear.MethodsThis cross-sectional study surveyed medical students’ and residents’ attitudes towards general practice in Tyrol, Austria. The online questionnaire addressed professional values, general practice-related issues, personal professional intentions, and demographics. Data analysis employed chi-square tests and multivariate logistic regression to explore predictors of interest in general practice.ResultsThe study included 528 students and 103 residents. Key values identified were stable positions, assured income, and work-family reconciliation. General practice was recognised for long-term patient relationships and patient contact, with students attributing more positive work-environmental characteristics and higher reputation to it than residents. Few participants (students: 3.2%, residents: 11.7%) had opted for general practice; about half were considering it as career option. Reasons not to choose general practice were preferences for other specialties, intrinsic characteristics of general practice, workload, insufficient time for the patients, financial pressures, low reputation, and perceived mediocre training quality. Predictors of interest in general practice included perception of independent decision-making, importance of work-family balance (students), better practical experiences in general practice during medical school (students and residents), younger age, and perceiving general practice as offering a promising future (residents). Both groups felt underprepared by medical school and/or general practice training for general practice roles. The attractiveness of specialist medicine over general practice was related to clearer content boundaries, better career opportunities, and higher incomes.ConclusionsAccording to these results, measures to improve attractiveness of general practice should focus on (i) high-quality undergraduate education including practical experiences, and (ii) on ensuring professional autonomy, work-family reconciliation, and job stability. Efforts to encourage more graduates to pursue this essential healthcare sector are crucial for strengthening primary healthcare and public health services.Trial registrationThe study has not been registered as it did not include a direct medical intervention on human participants.

Opportunities to Diversify the Pediatric Nursing Workforce: A Focus on Male Nurses

Pediatric nursing has been a profession dominated by women, but patients benefit from representation of both men and women. We describe characteristics associated with male pediatric nurses and consider potential pathways to greater male pediatric nurse workforce participation. We used data from the 2018 National Sample Survey of Registered Nurses, a nationally representative survey of nurses that estimates characteristics of the workforce. We present summary statistics to describe demographic, work setting and work environment characteristics of male and pediatric nurse workforces. Analyses accounted for complex survey design and weighting. Only 7% (N = 108,752) of the pediatric registered nurse workforce and 3% (N = 779) of the pediatric nurse practitioner workforces were male. Notable demographic and educational difference exist among compared workforces. Males are significantly underrepresented in pediatric nursing. Much effort and intention need to be directed towards increasing male representation in pediatric nursing.

Employee development and employee engagement: a review and integrated model

PurposeIn response to the lack of connection between employee development and employee engagement, this study explores the existing empirical findings regarding these two concepts. Based on the conservation of resources theory, the authors propose a novel theoretical framework that can better leverage the identified antecedents and relationships for future research.Design/methodology/approachAn integrative literature review of 64 empirical studies published in peer-reviewed journals was conducted.FindingsThree different levels of antecedents, including the work environment, social exchange and individual characteristics, are identified. Employee development and employee engagement exhibit reciprocal relationships. Considering the role of job performance as a catalyst, the authors propose an upward gain spiral model to advance both research and practice.Originality/valueThis integrative literature review aims to facilitate discussions based on three distinct sub-dimensions: physical, emotional and cognitive energies, relevant to both employee development and employee engagement. Through this distinction, a more comprehensive understanding of the connection between employee development and employee engagement can be cultivated.

The Influence of Non-Physical Work Environment, Job Rotation, Demographic Characteristics on Career Development and Employee Work Achievement Kota Bima Health Department

Career development and employee work performance is not just a coincidence, but many factors influence it, namely the work environment, job rotation and demographic characteristics. The aim of this research is to determine the influence of the non-physical work environment, work rotation, demographic characteristics on career development and work performance of Bima City Health Service Employees. This research uses associative research methods. The sample in this study amounted to 42 people. The instrument used in the research was a questionnaire. Data were analyzed using multiple regression with the SPSS program. Based on the research results, it can be concluded that the non-physical work environment, work rotation, and demographic characteristics have a significant influence on the career development and work performance of Bima City Health Service Employees

The influence of job security on job performance among Jordanian nurses

BackgroundJob security is one of the basic needs of nurses and it has a great influence on their willingness to work. The effectiveness of job performance of nurses will reflect on the whole organization’s performance by providing high quality health services. AimThe purpose of this study is to investigate the relationship between job security and employee performance among Jordanian nurses. MethodThe study utilized a descriptive, comparative cross-sectional design. It was conducted in two governmental and two private hospitals. A sample of 156 nurses was recruited conveniently to participate in the study. The Job security questionnaire and The Six-Dimension Scale of Nursing Performance were used to collect data. ResultsThe mean value of the job security score was (3.26) which reflect a moderate level of job security. The employee performance score average was (2.68) reflecting a high level of job performance. There is a significant moderate positive relationship between job security and employee performance (r = 0.404, p < 0.01). Years of experience as a registered nurse (r = −0.18, p < 0.05), years of experience in the current hospital (r = −0.20, p < 0.05), and years of experience in the current unit (r = −0.19, p < 0.05) had a weak negative but significant relationship with employee performance. ConclusionNurses with moderate levels of job security obtained high scores on job performance. Future research can look into the characteristics of Jordanian nursing work environments that might have contributed to the observed differences between job security and employee performance.

Impact of the Offshore Oil and Gas Working Environment on the Mental Health and Safety Behaviour of Workers

Abstract The rate of work-related accidents is rising in the global Oil and Gas industry, with a significant contribution of human error driven primarily by unsafe behaviour in a hazardous and isolated work environment involving a unique mix of psychological and social risks. From this standpoint, the working environment could be the hidden hand that can negatively affect workers' behaviour, leading to errors. To mitigate the risks of accidents and incidents caused by unsafe behaviour, the potential impact of the working environment's psychosocial hazards, represented by remoteness and isolation, on workers' mental health, was investigated, and the associated influences on safety behaviour were assessed. The study proposed a research model in which characteristics of the offshore working environment negatively affect workers' mental health and safety behaviour. Stress, Anxiety and Depression were chosen to represent mental health disorders due to their significant prevalence among work-related mental illnesses as per recent reports of the International Labour Organization (ILO) and multiple other studies. The methods used included a review of relevant literature and the quantitative research approach, where data was obtained from a survey involving a sample of (409) Egyptian workers in the oil and gas industry. The descriptive analysis was employed, and the results, according to the study sample, indicated a "high" level of psychosocial hazards in the work environment. The results also revealed a "moderate" level of worker safety behaviour, which can be explained by significantly lower safety engagement and communication levels despite their high adherence to safety rules. Hence, the researcher recommends that industry regulators and operators initiate mental health interventions, including raising worker awareness, alleviating isolation, controlling high workloads, improving living conditions, providing adequate means of communication, reasonable privacy, and recreational facilities as the adoption of The approach can lay the foundation for safety and optimal performance for the oil and gas workforce.

장기요양기관 사회복지직의 임금공정성 인식 영향요인

The purpose of this study was to explore factors affecting perceived fairness of wages among social workers in long-term care institutions and to determine what could positively affect perceived fairness of wages of these workers. The 2017 social welfare workers' remuneration levels and working environment survey data conducted by the Korea Institute of Health and Social Affairs were used for analysis. Study subjects were 1,441 social workers in long-term care institutions. This study was conducted by dividing subjects into three categories: personal characteristics, work environment characteristics, and organizational characteristics. The analysis method used was the rank regression analysis. Results of analysis showed that, in terms of personal characteristics, age and education level were statistically significant in the perception of fairness of wages. In terms of work environment characteristics, working hours, number of overtime hours, level of dangerous experiences (such as violence, job satisfaction, satisfaction with promotion opportunities, and satisfaction with welfare) were statistically related to perceived fairness of wages. In terms of organizational characteristics, the type of organization and monthly salary showed associations with perceived fairness of wages. Based on results of this research, this study recommends that policy interventions should comprehensively take into account characteristics of the work environment, such as promotion opportunities that are useful for positively evaluating the value of work, strengthening staff welfare, preparing measures to prevent violent experiences, and increasing total wages to reduce turnover and stabilize retention of social workers working in long-term care institutions.

Synergy of Work Environment, CEO Characteristics, and MSME Performance: A Case Study in Indonesia’s Clothing Industry

This research investigates the synergistic impact of the work environment and CEO characteristics on the performance of Micro, Small, and Medium Enterprises (MSMEs) in Indonesia's clothing industry. The study explores the significance of these factors in enhancing MSME performance and aims to contribute both theoretically and practically to the understanding of these dynamics. Utilizing a quantitative research approach, the study analyzes data from 276 MSMEs in the clothing industry, employing the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. The results indicate a positive and significant influence of the work environment and CEO characteristics on MSME performance. The research provides valuable insights for policymakers, business leaders, and industry associations to optimize work environments and select CEOs with specific attributes to improve MSME performance.

Assessment of musculoskeletal disorders and contributing factors in professional drivers

Musculoskeletal disorders (MSDs) are the leading global cause of disability and pose a significant public health issue, particularly among professional drivers who are prone to such conditions due to prolonged sitting, poor posture, and exposure to whole-body vibrations. The objectives of this study are to assess the demographic, general, lifestyle, and wellness profiles of professional drivers, gauge their work environment characteristics, and measure the proportion of musculoskeletal symptoms using the modified Nordic questionnaire. This descriptive study collected data from 67 professional drivers at major bus stands in Lahore using a structured questionnaire. The data were analyzed using frequencies, percentages, means, and standard deviations. The results revealed that the drivers, predominantly middle-aged (average age 39.72 ± 9.53 years) and married (95.52%), reported limited formal education (average 7.56 ± 3.91 years). Lifestyle assessments indicated high rates of smoking (61.19%) and frequent consumption of soft drinks (88.06%). In their work environment, most drivers (68.66%) worked daytime shifts, and a significant proportion (56.72%) experienced vibration exposure. The most frequently reported musculoskeletal symptoms were in the lower back (58.21% in the past 12 months, 43.28% in the past 7 days) and hips/thighs (61.19% in the past 12 months), impacting their ability to work. These findings highlight the critical need for targeted ergonomic and lifestyle interventions to improve the occupational health and safety of drivers, potentially reducing musculoskeletal discomfort and enhancing overall well-being and productivity.

Pengaruh Budaya Organisasi, Lingkungan Kerja dan Karakteristik Individu Terhadap Kinerja Karyawan

This study aims to determine and analyze the effect of organizational culture, work environment, and individual characteristics on employee performance in a company. This research uses quantitative methods with descriptive analysis. Data collection was carried out by distributing questionnaires to 138 employee respondents at a company. The sample used in this study was 102 respondents. The data analysis technique used in this study is the Outer Model with the calculation of Convergent Reliability, Discriminant Validity, Composite Reliability, Cronbach's Alpha and Inner Model with the calculation of T-statistic, f-square, and VIF using Smartpls 4.0. The results showed that all variables of Organizational Culture, Work Environment, and Individual Characteristics had a positive and significant effect on Employee Performance in a Company.

A Model of Burnout Among Healthcare Professionals.

Burnout is common and can lead to worse outcomes for both healthcare workers and patients. Our study purpose was to assess the structural relationship among factors that protect against or worsen burnout. We surveyed healthcare professionals in 15 different Japanese intensive care units during the 3rd wave of the COVID-19 pandemic (March 2021). Surveys assessed burnout (Mini Z 2.0), resilience (Brief Resilience Scale), depressive (PHQ-9) and anxiety (GAD-7) symptoms, job and work environment characteristics, and personal experience with COVID. We explored survey domains with principal component factor analysis and modeled our results using structural equation modeling. Among 936 ICU professionals, 24.3% met criteria for burnout. Our model suggested that resilience (β = - 0.26, 95% CI - 0.32 to - 0.20), teamwork (β = - 0.23, 95% CI - 0.30 to - 0.16), and feeling safe (β = - 0.11, 95% CI - 0.18 to - 0.04) reduced burnout. Depression (β = - 0.32, 95% CI - 0.41 to - 0.23) and anxiety (β = - 0.20, 95% CI - 0.29 to - 0.10) both decreased resilience as did COVID fear (β = 0.08, 95% CI - 0.14 to - 0.02). In addition to directly reducing resilience, anxiety also indirectly reduced resilience by increasing COVID fear (0.23, 95% CI 0.17 to 0.23), which decreased resilience (β - 0.08, 95% CI - 0.14 to - 0.02). Burnout is common among Japanese ICU professionals. Resilience, teamwork, and safety are all correlated with reduced burnout. Those who had depression or anxiety or COVID fear had higher degrees of burnout, an effect that appears to be mediated by reduced resilience. These are potential targets for interventions to reduce burnout.

Symptoms of depression and anxiety and stress among postgraduate trainees in Sri Lanka: Risk factors and implications for practice.

High workload, long working hours, and the need to study and work simultaneously put postgraduate trainee doctors at a high risk of depression, anxiety, and stress. A cross-sectional descriptive study was conducted among all postgraduate trainees registered at the Postgraduate Institute of Medicine (PGIM), Sri Lanka, using the 21-item Depression Anxiety Stress Scale (DASS-21). Eleven-point two percent (11.2%) had depressive symptoms, 8.9% had anxiety symptoms, and 1.9% had high levels of stress. Being female, having a past or current mental illness, not being supported by the trainers, being unfairly treated by trainers, dissatisfaction with the work environment, difficulty in coping with long working hours, and poor peer support were significantly associated with symptoms of depression and anxiety, and stress (P < 0.01). Given the association between psychological distress and the characteristics of training and work environment, the postgraduate training programs should be reviewed to ensure the psychological well-being of trainees.

Is it bad because it is boring? Effects of idle time on employee outcomes

ABSTRACT Idle time is a period during which employees cannot complete their work tasks for reasons beyond their control. It has previously been shown to have negative consequences for employees’ performance and well-being. To shed light on the mechanisms underlying these effects, we argue based on affective events theory and action regulation theory that idle time is an event that leads to boredom. Since boredom is a negative affective experience that motivates employees to do something about their situation, it may reduce job satisfaction and increase extra-role behaviour (i.e., prosocial and counterproductive) and turnover intentions. We tested our hypotheses using a sample of 1,036 employees who participated in a five-wave longitudinal study across 12 months. Results showed that, at both the within-person and between-person levels, idle time was positively associated with boredom, which, in turn, was associated with lower job satisfaction, higher counterproductive work behaviour, and higher turnover intentions, but not with prosocial work behaviour. These associations were robust when additionally controlling for work environment features (e.g., working from home), dispositions (e.g., personality), and demographic characteristics. Thus, idle time seems to be a boring and mostly negative experience for employees. Employees and managers should organize work to avoid boredom whenever possible.