A cross-sectional national study of burnout and psychosocial work environment in vascular surgery in Denmark.

2021 ◽  
Author(s):  
Cecilie Markvard Møller ◽  
Thomas Clausen ◽  
Birgit Aust ◽  
Jonas Peter Eiberg
Keyword(s):  
Vascular Surgery ◽  
Work Environment ◽  
Psychosocial Work Environment ◽  
National Study ◽  
Psychosocial Work ◽  
Cross Sectional

scholarly journals What happens to the physical and psychosocial work environment when activity-based offices are introduced into academia?

2018 ◽  
Vol 20 (4) ◽  
pp. 230-243 ◽  
Author(s):  
Hanne Berthelsen ◽  
Tuija Muhonen ◽  
Susanna Toivanen
Keyword(s):  
Work Environment ◽  
Response Rate ◽  
Well Being ◽  
Psychosocial Work Environment ◽  
Psychosocial Work ◽  
Cross Sectional ◽  
Content Type ◽  
Long Run ◽  
Before And After ◽  
Cross Sectional Design

PurposeThere is an increased interest for introducing activity-based offices at universities. The purpose of this study is to contribute to the knowledge about the importance of the built environment for the psychosocial work environment within academia by analyzing how staff at a large Swedish university experienced the physical and psychosocial work environment before and after moving to activity-based offices.Design/methodology/approachA Web-based survey was distributed to all employees at two faculties at a university three months before (2015,n= 217, response rate 51 per cent) and nine months after (2016,n= 200, response rate 47 per cent) relocation to a new activity-based university building.FindingsIn the new premises, a vast majority (86 per cent) always occupied the same place when possible, and worked also more often from home. The social community at work had declined and social support from colleagues and supervisors was perceived to have decreased. The participants reported a lower job satisfaction after the relocation and were more likely to seek new jobs. No aspects in the physical or psychosocial work environment were found to have improved after the relocation.Research/limitations implicationsThe study had a two-wave cross-sectional design, which does not allow establishing causal relations.Practical implicationsThere is reason to be cautious about relocation to activity-based offices at universities. The potential savings in costs for premises may lead to may be followed by an increase in other costs. The risk that staff cannot concentrate on their work in activity-based university workplaces and lose their sense of community with colleagues are factors, which in the long run may lead to decreased efficiency, more conflicts and poorer well-being.Originality/valueThis paper contributes with new knowledge concerning changes in the physical and psychosocial work environment when relocating from cell offices to activity-based offices in a university setting.

scholarly journals Socioeconomic status and psychosocial work environment: results from a Danish national study

2002 ◽  
Vol 30 (59_suppl) ◽  
pp. 41-48 ◽  
Author(s):  
Tage S. Kristensen ◽  
Vilhelm Borg ◽  
Harald Hannerz
Keyword(s):  
Socioeconomic Status ◽  
Work Environment ◽  
Degrees Of Freedom ◽  
Interpersonal Relations ◽  
Job Insecurity ◽  
Psychosocial Work Environment ◽  
National Study ◽  
Psychosocial Work ◽  
Inequality In Health ◽  
Four Levels

Objective: The aim of this study was to analyse the associations between socioeconomic status (SES) and a number of psychosocial work environment factors with a potential impact on inequality in health. Methods: A representative sample of 1,684 adult Danish employees fi lled in a standardized questionnaire or were interviewed by telephone. The response rate was 62%. The population was divided into four levels of SES (I to IV). The psychosocial work environment was described with 19 scales. Results: Quantitative, cognitive, and emotional job demands and a number of dimensions related to active and developmental work showed higher levels among high SES individuals. Job insecurity was highest among women with low SES. Dimensions describing interpersonal relations, social support, and leadership showed no clear associations with SES. Conclusions: Prevention aiming at improving health and reducing inequality in health should focus on the dimensions of active and developmental work: infl uence at work, possibilities for development, degrees of freedom, and meaning of work. Furthermore, job insecurity should be reduced.

scholarly journals Absenteeism and Presenteeism among Care Workers in Swiss Nursing Homes and Their Association with Psychosocial Work Environment: A Multi-Site Cross-Sectional Study

Gerontology ◽  
2015 ◽  
Vol 62 (4) ◽  
pp. 386-395 ◽  
Author(s):  
Suzanne Dhaini ◽  
Franziska Zúñiga ◽  
Dietmar Ausserhofer ◽  
Michael Simon ◽  
Regina Kunz ◽  
...  
Keyword(s):  
Nursing Homes ◽  
Work Environment ◽  
Cross Sectional Study ◽  
Psychosocial Work Environment ◽  
Sectional Study ◽  
Psychosocial Work ◽  
Cross Sectional ◽  
Environment Factors ◽  
Care Workers ◽  
Work Environment Factors

Background: Worker productivity is central to the success of organizations such as healthcare institutions. However, both absenteeism and presenteeism impair that productivity. While various hospital studies have examined the prevalence of presenteeism and absenteeism and its associated factors among care workers, evidence from nursing home settings is scarce. Objective: To explore care workers' self-reported absenteeism and presenteeism in relation to nursing homes' psychosocial work environment factors. Methods: We performed a cross-sectional study utilizing survey data of 3,176 professional care workers in 162 Swiss nursing homes collected between May 2012 and April 2013. A generalized estimating equation ordinal logistic regression model was used to explore associations between psychosocial work environment factors (leadership, staffing resources, work stressors, affective organizational commitment, collaboration with colleagues and supervisors, support from other personnel, job satisfaction, job autonomy) and self-reported absenteeism and presenteeism. Results: Absenteeism and presenteeism were observed in 15.6 and 32.9% of care workers, respectively. While absenteeism showed no relationship with the work environment, low presenteeism correlated with high leadership ratings (odds ratio [OR] 1.22, 95% confidence interval [CI] 1.01-1.48) and adequate staffing resources (OR 1.18, 95% CI 1.02-1.38). Conclusion: Self-reported presenteeism is more common than absenteeism in Swiss nursing homes, and leadership and staffing resource adequacy are significantly associated with presenteeism, but not with absenteeism.

scholarly journals Generation-common and -specific factors in intention to leave among female hospital nurses: A cross-sectional study using a large Japanese sample

2018 ◽  
Author(s):  
Maki Tei-tominaga ◽  
Kyoko Asakura ◽  
Takashi Asakura
Keyword(s):  
Work Environment ◽  
Common Factors ◽  
Intention To Leave ◽  
Psychosocial Work Environment ◽  
Economic Conditions ◽  
Hospital Nurses ◽  
Psychosocial Work ◽  
Cross Sectional ◽  
Life Conditions ◽  
Japanese Sample

An understanding of the cultural conditions that determine the factors affecting nurses’ intention to leave is important for countries suffering from nurse shortage. Aim: to examine factors influencing intention to leave among female hospital nurses in a large Japanese sample, classified into four generations by age considering economic conditions. Methods: a cross-sectional survey with convenience sampling was conducted. Anonymous self-administered questionnaires were distributed to all nurses in 30 hospitals. To assess intention to leave, basic attributes, life conditions, work characteristics, and factors of psychosocial work environment were addressed. After classifying data into four generations based on age cohorts, we conducted multivariate logistic regression analysis using the completed data (N = 5,074, mean age = 36.24). Results: regardless of generational characteristics influenced by economic conditions, effort and monetary reward were generation-common factors. Over-commitment, social support, and the presence of a role model were generation-common factors in three generations. While having children increased intention to leave in the generation born 1965–1979, having family members in need of caregiving other than children decreased the risk in the generation born in the 1980s. Conclusion: generational countermeasures considering factors of psychosocial work environment and life conditions are needed to avert female nurse turnover.

scholarly journals THE MEDIATING EFFECT OF WORK MOTIVATION BETWEEN THE PSYCHOSOCIAL ENVIRONMENT AND NURSES JOB PERFORMANCE

2020 ◽  
Vol 8 (11) ◽  
pp. 155-161
Author(s):  
Haidee Pacheco ◽  
◽  
Richard Dennis Dayrit ◽  
Areej Mishaanmashi Al Rashidi ◽  
Maalih Fahad Hamood Al Enezi ◽  
...  
Keyword(s):  
Job Performance ◽  
Work Environment ◽  
Work Motivation ◽  
Psychosocial Work Environment ◽  
Mediating Effect ◽  
Snowball Sampling ◽  
Psychosocial Work ◽  
Cross Sectional ◽  
Psychosocial Environment ◽  
Significant Difference

Introduction:This study aimed to determine the level of motivation, psychosocial work environment support, and job performance. Further, it aimed to determine the relationship of motivation, psychosocial work environment, and job performance, and the mediating effect of motivation to psychosocial work environment, and job performance. Methods: The researchers employed a quantitative-cross sectional approach involving the 245 nurses working at the government hospitals of Hail city, Kingdom of Saudi Arabia. The 245 participantswere generated through snowball sampling. Descriptive statistics were used for the demographic profile. The path analysis using analysis of moment structures was utilized to determine the significance between psychosocial work environment, motivation, and job performance, and the mediating effect of work motivation on the psychosocial environment and job performance. Results:There is a high psychosocial work environment support level (x=4.70±1.050), moderate work motivation (x=3.87± 0.859) and good (33.5%) to excellent (33.5%) work performance of nurses. The psychosocial work environment support found no significant difference to motivation (p>0.029) but significant to job performance (p< 0.002).Meanwhile, the motivation on job performance found not significant (p>0.342). There is no mediating effect of motivation to psychosocial work environment support and job performance. Conclusion:The psychosocial work environment significantly relates to job performance, however, the psychosocial environment on motivation and job performance were found not significant. Conversely, there was no mediating effect of motivation on psychosocial work environment and job performance.

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