Work Satisfaction Research Articles

병원행정직원들의 MBTI 성격유형이 직무만족, 조직몰입에 미치는 영향

The purpose of this study was to determine the impact of MBTI personality types on job satisfaction and organizational commitment among administrative workers at hospital-level medical institutions. As for the research method, 140 structured questionnaires were used in the final analysis, focusing on research subjects who agreed to the questionnaire, targeting administrative staff at hospitals located in Busan and Ulsan. Descriptive statistics, t-test, ANOVA, and correlation were used using the SPSS 27.0 program. Analysis, multiple regression analysis was performed. The results of the study showed that in job satisfaction, the NT type was higher than the ST type in system-related satisfaction (p=.028), and in emotional commitment, the NF type was higher than the ST type (p=.033). This significant difference appeared. In terms of decision-making type, the EF type was found to have significant differences in job satisfaction and organizational commitment compared to the IT and IF types. Based on these research results, the NF emotional type was found to be more suitable to increase work satisfaction and organizational commitment of workers in health care institutions. Hospitals are institutions that provide medical services, and for efficient work response and patient safety, it is believed that it is necessary to confirm the satisfaction, emotional commitment, and continued commitment of hospital administrative staff with their work and system.

Determination of Competence, Motivation and Work Environment Towards Performance Achievement in the Intervening of Work Satisfaction of Community Health Center Employees in Kundur Island, Karimun Regency

The UPT Puskesmas on Kundur Island has performance achievements in the poor category, but data has also been found showing that the performance achievements of existing employees are in the good category. Quantitative research aimed at determining the determination of Competence, Motivation, Work Environment on Performance Achievement in Intervening Employee Job Satisfaction. It was concluded that there was a significant determination of employee competence and job satisfaction on employee performance, there was no significant determination of work motivation and work environment on employee performance achievement, there was no significant determination of work competence and motivation on job satisfaction. Then there is a significant determination of the work environment on job satisfaction. It was also concluded that there was no significant determination of employee competence, work motivation and work environment on improving performance in employee job satisfaction interventions. It is recommended that elements of the UPT Puskesmas leadership on Kundur Island, Karimun Regency, discuss with the Puskesmas performance achievement evaluation team regarding performance achievement benchmarks based on employee competency factors. again regarding the suitability of the work environment in terms of its influence on performance achievement, and as soon as possible take solution action regarding the presence of employees who feel less motivated to improve or maintain their performance achievement.

The Burden of Administrative Household Labor—Measuring Temporal Workload, Mental Workload, and Satisfaction

This research paper investigates the temporal and mental workload as well as work satisfaction regarding bureaucratic, administrative household labor, with a focus on socio-demographic differences. The study utilizes a paid online survey with 617 socio-demographically distributed participants. The results show significant differences in the temporal workload of different chore categories and in the quality of work, whereby satisfaction and mental workload are examined. In addition, the influences of gender, age, and education are analyzed, revealing differences in temporal and mental workload as well as work satisfaction. Our findings confirm prevailing literature showing that women have lower work satisfaction and a higher workload. In addition, we also discovered that younger people and groups of people with higher incomes have a higher level of satisfaction and a higher workload. In our study, a perceived high mental workload does not necessarily go hand in hand with a low level of satisfaction. This study contributes to the understanding of the bureaucratic burden on adults in their households and the variety of activities to manage private life.

Workplace Discrimination and Job Satisfaction in Nepalese Organizations

Workplace discrimination is the state of unfair treatment to employees based on the factors irrelevant to their job performance. It affects individuals’ job efficiency, their lives and the organization in whole. This study has been carried out to examine the relationship of workplace discrimination with job satisfaction of employees in Nepalese organizations. Primary data were collected by administering a set of questionnaires that comprise 5-point Likert Scale statements on job satisfaction and the different forms of discrimination. Respondents were selected using convenient and snowball sampling method. Response from 196 workers collected through google form was analyzed on SPSS. The descriptive results show that prejudice against individuals on the basis of gender, religion, and nepotism is moderate. The other forms of discrimination, based on age, race, and favoritism, have been determined to be normal. Pearson's association between workplace discrimination based on gender, religion, nepotism, and job satisfaction revealed a statistically significant negative correlation. There was no significant correlation found between work satisfaction and age, race, or favoritism. The findings offer insightful information and inspiration for future studies and initiatives focused on understanding and addressing discrimination at the workplace.

Revolutionizing Liver Transplantation: Transitioning to an Elective Procedure Through Ex Situ Normothermic Machine Perfusion - A Benefit Analysis.

To assess the impact of normothermic machine perfusion (NMP) on patients, medical teams, and costs by gathering global insights and exploring current limitations. NMP for ex situ liver graft perfusion is gaining increasing attention for its capability to extend graft preservation. It has the potential to transform liver transplantation (LT) from an urgent to a purely elective procedure, which could revolutionize LT logistics, reduce burden on patients and health care providers, and decrease costs. A 31-item survey was sent to international transplant directors to gather their NMP experiences and vision. In addition, we performed a systematic review on cost-analysis in LT and assessed studies on cost-benefit in converting urgent-to-elective procedures. We compared the costs of available NMPs and conducted a sensitivity analysis of NMP's cost benefits. Of 120 transplant programs contacted, 64 (53%) responded, spanning North America (31%), Europe (42%), Asia (22%), and South America (5%). Of the total, 60% had adopted NMP, with larger centers (>100 transplants/year) in North America and Europe more likely to use it. The main NMP systems were OrganOx-metra (39%), XVIVO (36%), and TransMedics-OCS (15%). Despite NMP adoption, 41% of centers still perform >50% of LTs at nights/weekends. Centers recognized NMP's benefits, including improved work satisfaction and patient outcomes, but faced challenges like high costs and machine complexity. 16% would invest $100,000 to 500'000, 33% would invest $50,000 to 100'000, 38% would invest $10,000 to 50'000, and 14% would invest <$10,000 in NMP. These results were strengthened by a cost analysis for NMP in emergency-to-elective LT transition. Accordingly, while liver perfusions with disposables up to $10,000 resulted in overall positive net balances, this effect was lost when disposables' cost amounted to >$40,000/organ. The adoption of NMP is hindered by high costs and operational complexity. Making LT elective through NMP could reduce costs and improve outcomes, but overcoming barriers requires national reimbursements and simplified, automated NMP systems for multiday preservation.

The Impact Of Human Resource Information Systems And Artificial Intelligence On Defense Industry Performance

The purpose of this research is to investigate how HRIS and AI have influenced the productivity of the military sector in this era of disruption. This inquiry will use a quantitative approach to its methods. The sample pool consisted of one hundred fifty persons who were employed in the military industry. As the main form of data collecting, we will be sending out questionnaires to all of the participants. A Likert scale is provided in the questionnaire, and it is used to assign ratings to the various pieces of information. In order to do an analysis on the data, structured equation modeling in SmartPLS 3.0 was used. In this research, the variable known as "employee performance" acts as the dependent variable, while the variables known as "HRIS" and "work satisfaction" serve as the independent variables. The significance level that was discovered in the data analysis for this research provides evidence in support of the hypothesis that HRIS has a beneficial effect on productivity in the workplace. The HRIS program will be more precise, exact, and comprehensive to the extent that the employee's performance on work assignments is higher. Improving the defense industry's ability to make intelligent decisions about its human resource allocations by implementing methodical HRIS procedures, such as the collection, storage, maintenance, retrieval, and validation of data. Plans for the strategic use of information technology may have an impact on the future direction of the military industry by modifying both the extent to which human resources are used and the depth to which individuals comprehend the context in which they operate. There is a correlation between the use of artificial intelligence (AI) in the workplace and increased levels of productivity

Self-efficacy and organizational efficacy effect on employee attrition in IT sector

PurposeInformation technology (IT) plays a major part in the economy growth of any country. Attrition has been an important issue that influences the performance of the company. The increasing levels of attrition are the most immediate concern that IT companies are facing. The present study will help in knowing the influence of self-efficacy (SE) and organizational efficacy (OE) on the turnover of an organization.Design/methodology/approachThis study employed an online survey method for data collection using a sample size of 250. Reliability and validity of the measurement scales were ensured, and hypotheses developed were tested through PLS-SEM using SMART PLS.FindingsA large number of employees are the youth of age group 20–40 years. Work satisfaction within the organization is the main cause of attrition. Lack of contentment along with the biasness in the organizations hampers the dissatisfaction with the nature of work between employees. Thus, effective, timely communication of organizational policies and goals helps to pound satisfaction with work within the organization, which could result in lower employee attrition.Research limitations/implicationsThe research has been conducted as not much research works have been found that show the relationship between SE and OE on employee attrition in the IT sector. The present study will help in further theory development and finding new aspects.Originality/valueThe research is the first of its kind, to the best of the authors’ knowledge, that shows the relationship of SE and OE to employee attrition.

Conflict, Job Stress, Satisfaction and Its Effect on Performance

This study aims to analyze conflict, work stress, satisfaction and influence on employee performance. This study uses a dextive-quantitative approach with the correlational type of cause-effect. The study was conducted in the Ambon Class I Navigation District. This research was conducted for 2 (two) months. The population used in this study was that all Ambon class I Navigation District employees were 31 people. The sample determination method is full sampling. Data was analyzed using multiple linear regression analysis. The results of the study concluded that (1) conflict had a negative and significant effect on the performance of Ambon Class I Navigation District employees; (2) Work stress has a negative and significant effect on the performance of Ambon Class I Navigation District employees; (3) Satisfaction has a positive and significant effect on the performance of the Ambon Class I Navigation District Employees and (4) Conflict, Work Stress and Satisfaction have a significant effect on the performance of the Ambon Class I Navigation District Employees.

The Innovative Implications of Smart Working in a Post-pandemic Era: A Model of Smart Working Satisfaction in Public Sector Organizations

New technological imperatives have changed the configuration of work, shifting it toward flexible and high-performance logics. Added to this was the global health emergency that paralyzed most work activities, with dramatic impacts on employment. During and after the emergency, organizations have realized that digital transformation has the potential to increase productivity, and Smart Working (SW) is part of this transformation process. The variable this analysis focuses on is Smart Working Satisfaction (SWS) in Italian public organizations, with the aim of identifying trends and solutions to improve human well-being and labor productivity. Accordingly, the research aims to answer the following questions: (a) What factors influence SWS? (b) What effects on satisfaction does a flexible form of work generate? (c) How does SWS manifest itself? A survey of 1,252 civil servants tapped the level of satisfaction of agile workers. The study aims to shift the focus of the scientific literature on SWS toward a new organizational approach to work. This research seeks not only to fill a theoretical gap related to SWS but also to demonstrate how the diffusion of new flexible working logics enhances workers’ sense of affiliation.

Work Motivation and Job Satisfaction among Primary Healthcare Workers in Georgia

Motivation is defined as human effort, striving, stimulation process for successful work, and achievement of organizational goals. The purpose of the research is to study the factors determining the motivation and job satisfaction of primary healthcare personnel in Georgia. The relevance of the issue is indicated by the poorly development of the primary healthcare system in Georgia, which is confirmed by the fact that the number of referrals to outpatient medical institutions is 3.6 per capita per year, while it reaches 7.5 in European countries. A quantitative study was conducted in this research. As a result of the research, it was determined that motivation and job satisfaction are complex constructs. The following main factors that influence the job satisfaction of employees in primary care organizations were identified: individual characteristics, financial and non-financial incentives, organizational structures and processes, including supervision, leadership, fairness, and responsibility for the distribution of resources, staff dynamics, and team cohesion, relationships with colleagues and management, relationships with patients, intellectual stimulation, opportunities for continuing medical education. A family physician’s and family nurse practitioner’s job satisfaction significantly improves the services and has a positive impact on the patient’s well-being. Health policymakers and managers need to critically analyze the importance of providing additional incentives. In order to improve the job satisfaction of primary health care workers, in addition to salary, special emphasis should be placed on supporting family life, creating decent living conditions, adequate free time, educational prospects, and better opportunities for professional development and promotion.

Evaluation of job satisfaction and related factors in wood extraction workers in Gilan province

Introduction: occupational accidents are caused by ignorance of occupational health and safety recommendations, due to the high rate of accidents in the industry of cutting and extracting wood from the forest, this study is necessary to evaluate job satisfaction. Materials and Methods: In this research, job satisfaction was used as a dependent variable and independent variables included age, educational and employment status, type of work, and duration of employment. To determine the conditions of excessive fatigue among forest workers, the index of symptoms of excessive fatigue was used. The number of 100 workers was investigated by a questionnaire, the comparison of independent variables affecting the satisfaction or dissatisfaction of workers with work using discriminant analysis and the Wilks Lambda coefficient, and the comparison of the average opinions of people from different work groups regarding the work situation using Friedman's test was performed. Results: The four variables of duration of employment, age status of workers, employment status, and type of work are suitable for separating two groups satisfied with work and dissatisfied with work. The assessment of complaint rate showed that questions I take care of my family, I am very worried about my health and I am dissatisfied with many things with the highest rates of 84.66%, 70.66%, and 61.33% respectively. They took the complaint to themselves. The results showed that the highest amount of fatigue accumulation index is related to two groups chronic fatigue and general fatigue. The results of the present study show that 47% of forest workers are illiterate in their educational status, which requires a training course for workers to work with cutting tools and machines. The results showed that 41 percent of the people studied liked their jobs. Conclusion: Personal protective equipment is considered a work tool without which it is impossible to do the desired job. Training classes should be held periodically by the safety department for workers and supervisors when needed.

Does the Involvement of Teachers in the Process of Purchasing Equipment Affect their Work Satisfaction and Frequency of Use?

This study explores how purchasing digital technology in schools affects teachers' work satisfaction, how it affects usage frequency, and how different equipment purchase models affect usage frequency. The Slovenian school teachers included in the survey completed an online questionnaire designed for this research (n=288). Descriptive statistical analysis, Kruskal-Wallis and Mann-Whitney tests were performed and the results showed that there were no statistically significant difference between the work satisfaction of teachers and the frequency of use of digital technology in schools and their engagement in the equipment purchase of digital technology for teaching. Involving teachers in the procurement process would most likely also contribute to better use of the devices, as teachers would be able to purchase devices that they are familiar with. It would make sense to develop a strategy for the purchase of equipment at national level and at the level of individual schools.

Considering need satisfaction both at work and at home: What matters for employees' work–family enrichment and well‐being?

AbstractThe current study examines complexities in relationships between need satisfaction at work, need satisfaction at home, work‐to‐family enrichment (WFE) and well‐being (in terms of positive affect). Competing theoretical perspectives are offered regarding relationships between need satisfaction and WFE. The first perspective, based in a domain specificity approach focused on the directional nature of WFE, suggests that need satisfaction at work is what matters for employees' WFE, irrespective of their need satisfaction at home. Alternatively, a second perspective proposes that both need satisfaction at work and need satisfaction at home represent important factors in employees' experiences of WFE and that congruence (i.e. similarity) between these two constructs is what matters for WFE. Competing hypotheses are tested in a sample of 204 full‐time employees who completed both a work and home survey and were rated on well‐being at home by a significant other. Results support the first perspective for competence need satisfaction and relatedness need satisfaction, while the second perspective is supported for autonomy need satisfaction. For all three needs, indirect relationships are found with well‐being, both at work and at home, via WFE. Relevant theoretical and practical implications are discussed as well as suggestions for future research.

Intrinsic satisfaction and turnover intentions: the moderating roles of collegial and managerial values congruence

PurposeThis paper investigates the moderating role of values congruence, an element of person–organisation (P–O) fit, on the relationship between intrinsic work satisfaction and anticipated employee turnover. The model uses data from employees of the Australian Public Service (APS).Design/methodology/approachThe study draws upon data from the APS’s annual Employee Census for 2018. We first use principal component analysis (PCA) to derive measures of collegial values congruence, managerial values congruence, intrinsic satisfaction and extrinsic satisfaction. The study then uses ordinary least squares (OLS) regression analysis to examine the main effects of intrinsic and extrinsic satisfaction, collegial and managerial values congruence as well as their interaction effects on anticipated future employee tenure.FindingsOur results show the significant linear effects of intrinsic satisfaction, extrinsic satisfaction and managerial values congruence on anticipated tenure. Collegial values congruence, however, did not show a significant linear effect. Interaction effects were then tested, and both collegial and managerial values congruence were shown to moderate the relationship between intrinsic satisfaction and anticipated tenure. Higher levels of both forms of values congruence buffered the negative impact of lower intrinsic satisfaction on turnover intention.Research limitations/implicationsThe study is limited by its reliance on cross-sectional self-reported data within a specific and atypical organisational context (the Australian Public Service, or APS). Additionally, the cross-sectional nature of the data limits the establishment of causal inferences. Future research could explore longitudinal data and examine other potential moderators of the turnover intention.Practical implicationsUnderstanding the moderating role of values congruence, and in particular P–O fit, can develop organisational strategies that aim to reduce turnover by emphasizing the alignment between employee values and organisational, collegial and supervisor culture and values.Originality/valueThis study contributes to the relevant literature by showing the importance of values congruence in partially offsetting the negative effects of low intrinsic satisfaction on anticipated turnover. This is particularly relevant in the public sector context. The examination of both collegial and managerial values congruence provides a more nuanced understanding of the mechanisms that drive turnover intention.

The Experiences of Migrant Care Workers in Long-term Care Facilities: A Scoping Review.

The employment of migrant care workers provides a remedy to face the challenges of increased demand for care of older adults. A scoping review aimed to identify, categorize, and summarize the existing knowledge about migrant care workers' working experiences in long-term care facilities. Identifying gaps in the literature can inform future research. Five electronic databases were searched in April 2024 in addition to a manual search for articles published in English. Forty-five articles were reviewed. A few studies described migrant care assistants' main tasks as assisting physical care and care assistants' characteristics grouped into personal and acquired qualities to provide good quality care. Migrant care workers experienced work satisfaction, achievement, adaptability and adjustment, organizational support, work burden, sense of loneliness, low wages, low social status, and loss of profession. They faced challenges involving inadequate knowledge of palliative care, communication and language barriers, cultural and religious differences, and health concerns. Friendly and discriminatory relationships were found between migrant care workers and stakeholders. Existing evidence regarding the experiences of migrant care workers in delivering palliative care to dying residents or facilitating death preparation is limited. Additionally, there is a notable absence of data from the perspectives of employers and residents on discrimination issues. Further research is necessary to investigate these areas.

Research Model of the Degree of Technological Humanism in Manufacturing Companies in the Transformation towards Industry 5.0

Adopting the concept of Industry 4.0 enables manufacturing companies to gain advantages from digital production management, though issues have been identified related to human resources, management and organisation. Problem areas concern workplace ergonomics to the general wellbeing and satisfaction of workers, and social responsibility. Industry 5.0 promotes progress based on human-machine collaboration and sustainable, human-centred value creation. The research model of the degree of technological humanism, which aims to ensure that technological progress improves human wellbeing in manufacturing companies in the transformation towards Industry 5.0, is a demanding area that has not been sufficiently researched or unambiguously defined so far. The presented model can facilitate the digital transition of manufacturing companies towards Industry 5.0, as it contains the components necessary for the transformation of organisational processes, thereby enhancing and accelerating the implementation of smart manufacturing.

요양보호사의 근무환경이 직무만족에 미치는 영향

Objectives The purpose of this study is to analyze the mediating effect of job enthusiasm in the relationship between the work environment and job satisfaction of the nursing care workers who work in long-term care homes for the elderly. Methods This study conducted a survey on 330 caregivers working at long-term care facilities for the elderly in Yeongdong-gun, and analyzed the collected questionnaire data using SPSS 24.0 and AMOS 24.0 statistical programs. Results First, out of the working environment factors of nursing care workers at long-term care homes, all of them, namely the human environment, physical environment, reward systems, and job expertise factors, had a significant and positive impact on job enthusiasm. Second, of the work environment factors of the nursing care workers of long-term care homes, the physical environment and reward system factors had a significant and positive impact on job satisfaction. Third, the job enthusiasm of the nursing care workers at long-term care homes turned out to have a similarly significant and positive impact on job satisfaction. Fourth, in the relationship between work environment factors of nursing care workers at long-term care homes, such as the human environment, physical environment, reward system, job expertise, and job satisfaction, it was shown that, upon all of these factors, job enthusiasm had a significant mediating effect. Fifth, with regard to the groups where the work experience was less than five years and those of five years or longer, the difference between these two groups was confirmed in the paths of [reward system→job enthusiasm], [reward system→job satisfaction], [job enthusiasm→job satisfaction]. Conclusions This study is significant in that it identified the working environment of nursing care workers and sought specific action plans to increase job satisfaction by increasing job enthusiasm.

The Effects of Organizational Culture and Transformational Leadership on Worker Performance at the Lebak Regency Ministry of Religious Affairs Office with Job Satisfaction as an Intervening Variable

This study uses job satisfaction as an intervening variable to examine how corporate culture and “transformational” leadership affect employee performance. The Civil Servant of the Lebak Regency’s Ministry of Religious Affairs is the subject of this study. The survey was completed by 105 people in total. A sample of 140 government officials working at the Office of the Ministry of Religious Affairs of Lebak Regency and KUA of Lebak Regency was selected using the Slovin formula. Purposive sampling is the method of sampling that is employed. The partial least squares method, or SmartPLS, was used to analyze the data using path analysis. The study’s findings demonstrate that employment satisfaction has a positive and significant relationship with transformational leadership, organizational power has a positive and significant relationship with job satisfaction, and employee performance has a positive and significant relationship with organizational culture. In the meantime, organizational culture through work happiness has a favorable and significant impact on employee performance, as does transformational leadership through job satisfaction. Additionally, job happiness and corporate culture through transformational leadership have a stronger impact on worker performance than employee performance is directly impacted by company culture and transformational leadership without having to. Meanwhile, transformational leadership has a favorable and significant effect on employee performance through work satisfaction, and organizational culture has a positive and significant effect on employee performance through job satisfaction. Furthermore, the influence of transformational leadership and organizational culture on employee performance through job satisfaction is greater than the influence of transformational leadership and organizational culture directly on employee performance without going through the variable of job satisfaction.

Job Satisfaction of Female Workers in Different Garments Factories in Dhaka City: An Intertemporal Comparison

Job satisfaction is an attitude that reflects the extent to which an individual is gratified by or fulfilled in his/her job. It is an affective or emotional response toward various facets of one’s job. This meaning of job satisfaction implies that job satisfaction is not a unitary concept. Rather a person can be relatively satisfied with one aspect of his or her job and dissatisfied with one or more other aspects. Thus, we can differentiate at least two aspects of job satisfaction ⎯ facet satisfaction and overall satisfaction. Facet satisfaction is the tendency for an employee to be more or less satisfied with various facets of his or her job. A large number of related research has been conducted in different countries including Bangladesh. Alam (1986) conducted a research on the job satisfaction of female workers in different garment factories in Dhaka City in 1983. He measured the level of overall satisfaction and analyzed the nature of facet satisfaction of 200 female workers. He concluded that a minor percentage of female workers in different garment factories are satisfied with their jobs, and there is a positive relationship between their level of job satisfaction and the level of wages/salaries and other identified factors. The objective of the present study is to measure the overall level of job satisfaction of female workers in different garment factories and to identify factors contributing to job satisfaction and factors contributing to job dissatisfaction. The present study also ranks all identified factors according to their relative importance by using a formula developed by Alam in 1983 (Alam, 1986). Finally, the present study makes intertemporal comparisons of overall job satisfaction level and of the nature of facet satisfaction over the twenty two-year period (between 1983 and 2005). Such intertemporal comparisons are necessary because of the fact that over the last twenty two years, as the garment industries of the country has expanded significantly, the nature of human resource management in this sector has changed in many aspects. As a result, job satisfaction status and the absolute as well as relative importance of factors contributing to satisfaction level are expected to change.

The Effect of Coronavirus (COVID-19) on Job Satisfaction, Work Stress and Burnout of Healthcare Workers: A Systematic Review and Meta-Analysis.

We aimed to examine the job satisfaction (JS), work stress (WS) and burnout (B) levels of healthcare workers (HCWs), who are at the forefront of the fight against the coronavirus (COVID-19) epidemic process, which negatively affects the whole world, by meta-analysis. Articles, theses and papers in the literature before the COVID-19 (2014-2019) and during COVID-19 (2020-2022) were systematically reviewed. The sample size of 54 studies conducted from 13 countries was 49.139. Data analysis was performed with the Comprehensive Meta-analysis (CMA) 3.0 Version program. According to the random effect model analysis result, a negative, significant and low-level relationship was found between WS and JS, before and during COVID-19. There was a negative, significant and medium level relationship between JS and B. It was found positive, significant and high-level relationship between WS and B. Human development level (HDL) has a moderating effect on WS and B. In addition, sample size has moderating effect on WS and JS. During the prolonged COVID-19 pandemic, HCWs have experienced more burnout due to strict isolation, working conditions requiring overtime, fatigue, insomnia and concerns about virus transmission. Intense work tempo, inadequate health equipment, patient deaths, and low wages are the factors that decrease JS and increase WS and B. It is recommended to improve working conditions globally and provide financial support and mental health protection for HCWs.