Significance of Coaching in the Context of Emotion Regulation

Background: School nurses play a crucial role in the provision of comprehensive health services to the school population. A balanced quality of work life (QWL) with favorable conditions that support and uphold employee satisfaction is imperative for school nurses to maximize their provision of care for their clientele. Among the many nursing specialties, research among school nurses is not given much attention.Purpose: This study aimed to determine the QWL of public school nurses in the Philippines.Methods: This study utilized a descriptive correlational research design with 57 public school nurses as study participants. Self-reported data were gathered utilizing Walton’s QWL scale. Data were analyzed using the Mann-Whitney U test, Kruskal-Wallis test, and Spearman–rank correlation coefficient. Results: Results indicated that public school nurses had high QWL (M=4.16). Among the eight subscales, opportunities at work (M=4.04) and social integration at work (M=4.03) had the lowest mean scores. There were no significant differences in the QWL according to sex (p=0.929), marital status (p=0.326), educational attainment (p=0.391) and length of work experience (p=0.059), while there was a significant relationship between age (p=0.005) and QWL of public school nurses.Conclusion: Public school nurses generally have a high QWL. Nevertheless, to further improve their QWL, it is recommended that public school nurses must be provided with more chances for continuous professional growth and opportunities for better social integration.

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Quality of Work Life of Public School Nurses in the Philippines

Nurse Media Journal of Nursing ◽

10.14710/nmjn.v9i1.22885 ◽

2019 ◽

Vol 9 (1) ◽

pp. 1

Author(s):

Kaila Mae L. Macairan ◽

Ryan Michael F Oducado ◽

Mika E Minsalan ◽

Risa G. Recodo ◽

Gio Franco D. Abellar

Keyword(s):

Public School ◽

Social Integration ◽

Work Experience ◽

Professional Growth ◽

The Philippines ◽

School Nurses ◽

Work Life ◽

Quality Of Work Life ◽

Quality Of Work

Background: School nurses play a crucial role in the provision of comprehensive health services to the school population. A balanced quality of work life (QWL) with favorable conditions that support and uphold employee satisfaction is imperative for school nurses to maximize their provision of care for their clientele. Among the many nursing specialties, research among school nurses is not given much attention.Purpose: This study aimed to determine the QWL of public school nurses in the Philippines.Methods: This study utilized a descriptive correlational research design with 57 public school nurses as study participants. Self-reported data were gathered utilizing Walton’s QWL scale. Data were analyzed using the Mann-Whitney U test, Kruskal-Wallis test, and Spearman–rank correlation coefficient. Results: Results indicated that public school nurses had high QWL (M=4.16). Among the eight subscales, opportunities at work (M=4.04) and social integration at work (M=4.03) had the lowest mean scores. There were no significant differences in the QWL according to sex (p=0.929), marital status (p=0.326), educational attainment (p=0.391) and length of work experience (p=0.059), while there was a significant relationship between age (p=0.005) and QWL of public school nurses.Conclusion: Public school nurses generally have a high QWL. Nevertheless, to further improve their QWL, it is recommended that public school nurses must be provided with more chances for continuous professional growth and opportunities for better social integration.

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PERAN REGULASI EMOSI TERHADAP KUALITAS HIDUP DENGAN WORK LIFE BALANCE SEBAGAI MEDIATOR PADA PEREMPUAN PERAN GANDA

Jurnal Muara Ilmu Sosial, Humaniora, dan Seni ◽

10.24912/jmishumsen.v3i2.5551 ◽

2019 ◽

Vol 3 (2) ◽

pp. 403

Author(s):

Gardenia Junissa Siregar ◽

Rostiana Rostiana ◽

Heryanti Satyadi

Keyword(s):

Quality Of Life ◽

Emotion Regulation ◽

Dual Role ◽

Work Life ◽

Work Life Balance ◽

World Health ◽

P Value ◽

Life Balance

Kualitas hidup merupakan aspek yang penting dalam kehidupan, terlebih lagi untuk perempuan yang telah menjadi ibu. Regulasi emosi merupakan strategi yang dilakukan untuk merespon emosi yang terjadi. Secara teoritis regulasi emosi dapat dikatakan berperan untuk menentukan kualitas hidup, namun penelitian menemukan hasil berbeda, dimana hubungan kedua variabel tersebut dinyatakan cukup lemah. Work life balance merupakan keadaan ketika seseorang dapat menyeimbangkan perannya sebagai pekerja dan di dalam keluarga. Oleh karena itu, penelitian ini bertujuan untuk melihat peran regulasi emosi terhadap kualitas hidup dengan work life balance sebagai mediator. Populasi dalam penelitian ini adalah para perempuan peran ganda, yang memiliki aktivitas keseharian, selain menjadi ibu dan istri di dalam keluarga. Teknik pengambilan sampel yang digunakan adalah purposive sampling dengan jumlah sampel sebanyak 400 orang perempuan peran ganda. Penelitian ini menggunakan tiga alat ukur, yaitu World Health Organizational Quality of Life (WHOQOL-BREF), Emotion Regulation Questionnaire (ERQ) dan Work Life Balance Scale (WLBS). Pengujian model penelitian dilakukan dengan menggunakan Path Analysis Structural Model menggunakan LISREL 8.80. Hasil pengujian model menunjukan bahwa work life balance dapat berperan sebagai mediator dengan nilai (p-value>0.05) yaitu p-value 1.000 sehingga model dapat dikatakan berada pada kategori good fit. Hasil nilai standardized solution untuk peran regulasi emosi terhadap kualitas hidup yang awalnya sebesar 0.10 juga mengalami peningkatan menjadi 0.1224. Sehingga dapat mengindikasikan bahwa peranan regulasi emosi terhadap kualitas hidup akan lebih besar, ketika para perempuan peran ganda memiliki work life balance. Quality of life is an important aspect of life, especially for women who have become mothers. Emotion regulation is a strategy undertaken to respond to emotions that arise. Theoretically, emotional regulation can be said to play a role in determining the quality of life, however, studies found different results, where the relationship between the two variables was stated to be quite weak. Work-life balance is a condition when a person can balance their role as a worker and in the family. Therefore, this study aims to look at the role of emotion regulation on quality of life with work-life balance as a mediator. The population in this study are dual role women, who have daily activities, besides being mothers and wives in the family. The sampling technique used was purposive sampling with a total sample of 400 dual role women. This research uses three measuring instruments, namely World Health Organizational Quality of Life (WHOQOL-BREF), Emotion Regulation Questionnaire (ERQ) and Work Life Balance Scale (WLBS). Research model testing was done using the Path Analysis Structural Model using LISREL 8.80. The model testing result shows that work life balance can act as a mediator with (p-value> 0.05), which is p-value 1,000, that the model can be said to be in the good fit category. The results of the standardized solution for the role of emotion regulation on the quality of life which was originally at 0.10 also increased to 0.1224. It indicates that the role of emotion regulation on quality of life will be greater, when dual role women have work-life balance.

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Pathways of nurses in Long-term care hospitals: Seeking work-life balance

10.21203/rs.3.rs-26856/v1 ◽

2020 ◽

Author(s):

Samsook Kim ◽

Ga Eon Lee ◽

Barbara Bowers ◽

Yeonjae Jo

Keyword(s):

Registered Nurses ◽

Professional Growth ◽

Long Term Care ◽

Work Life ◽

Work Life Balance ◽

Theory Approach ◽

Term Care ◽

Life Balance ◽

Theoretical Sampling

Abstract Background This study explores the pathways of nurses in LTCHs and its underlying conditions in Korea. Nursing shortage in long-term care setting has been a worldwide concern. Although the factors of staying or leaving of nurses in long term care hospitals (LTCHs) have been reported, few studies have examined the trajectory and conditions of nurses staying in and leaving LTCHs. Methods A qualitative study design with a grounded theory approach was conducted. Data were collected in one to one interviews. Purposive and theoretical sampling led to the inclusion of 17 registered nurses with diverse characteristics from 14 LTCHs in a metropolitan city in South Korea. Individual, in-depth interviews were conducted. Data collection and analysis coincided. Data were analyzed using open and focused coding, constant comparison, theoretical sampling and memoing, and this enabled the construction of a substantive theory. Results Seeking work-life balance was the core category of nurses’ pathway. Consequences of nurses’ pathway were categorized into three groups: thriving, surviving, and leaving. Thriving nurses in LTCHs found meaning in their work, fostered good relationships, and saw opportunities for growth. Surviving nurses in LTCHs were enduring their jobs in LTCHs, having a work-life balance, and supportive nursing leader. Leaving group nurses wished to leave LTCHs due to lack of professional growth, unappealing work, continuing conflict, and social stigma. However, compensation, work system, and interpersonal relationships were the common moving conditions for all three groups. Conclusions This study provided the trajectory and conditions of nurses to enter, stay, move, or leave at LTCHs. Understanding the pathways for staying or leaving can be used as a strategy for successful retention of registered nurses in LTCHs.

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Theorising Intercontinental PHD Students’ Experiences: The Case of Students from Africa, and Asia

International Journal of Higher Education ◽

10.5430/ijhe.v9n3p232 ◽

2020 ◽

Vol 9 (3) ◽

pp. 232

Author(s):

Kehdinga George Fomunyam

Keyword(s):

Mental Health ◽

Professional Growth ◽

Online Survey ◽

Academic Discipline ◽

Work Life ◽

Past Tense ◽

Original Research ◽

Life Balance ◽

African Students ◽

Doctorate Degree

The doctorate degree ranks third on the academic hierarchy, and is commonly viewed as an approval on a student by an institution, to conduct original research in at least one academic discipline. Several motivations drive the need to acquire a doctorate degree, and they include intrinsic interest, employment considerations, personal, and professional development. To achieve this feat, some students pursue their PhD abroad for several reasons as discovered by this study. Using a quantitative approach, this paper reports on the findings of an online survey distributed to 1901 Asian and African students pursing their PhD to investigate their experiences, and determine their satisfaction, and its relationship with their personal and professional growth. Findings reveal that most students were satisfied with their decision to pursue a PhD in another continent, but were dissatisfied with some properties that made up the process. This included their relationship with their supervisors, their study-work-life balance, and its effects on their mental health. As you are reporting on a study that has already happened, write in past tense.

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Pathways of Nurses in Long-term Care Hospitals: Seeking Work-life Balance

10.21203/rs.3.rs-48053/v1 ◽

2020 ◽

Author(s):

Samsook Kim ◽

Ga Eon Lee ◽

Barbara Bowers ◽

Yeonjae Jo

Keyword(s):

Registered Nurses ◽

Professional Growth ◽

Long Term Care ◽

Work Life ◽

Work Life Balance ◽

Theory Approach ◽

Term Care ◽

Life Balance ◽

Theoretical Sampling

Abstract Background: This study explores the pathways of nurses in LTCHs and its underlying conditions in Korea. Nursing shortage in long-term care setting has been a worldwide concern. Although the factors of staying or leaving of nurses in long term care hospitals (LTCHs) have been reported, few studies have examined the trajectory and conditions of nurses staying in and leaving LTCHs.Methods: A qualitative study design with a grounded theory approach was conducted. Data were collected in one to one interviews. Purposive and theoretical sampling led to the inclusion of 17 registered nurses with diverse characteristics from 14 LTCHs in a metropolitan city in South Korea. Individual, in-depth interviews were conducted. Data collection and analysis coincided. Data were analyzed using open and focused coding, constant comparison, theoretical sampling and memoing, and this enabled the construction of a substantive theory.Results: Seeking work-life balance was the core category of nurses’ pathway. Consequences of nurses’ pathway were categorized into three groups: thriving, surviving, and leaving. Thriving nurses in LTCHs found meaning in their work, fostered good relationships, and saw opportunities for growth. Surviving nurses in LTCHs were enduring their jobs in LTCHs, having a work-life balance, and supportive nursing leader. Leaving group nurses wished to leave LTCHs due to lack of professional growth, unappealing work, continuing conflict, and social stigma. However, compensation, work system, and interpersonal relationships were the common moving conditions for all three groups.Conclusions: This study provided the trajectory and conditions of nurses to enter, stay, move, or leave at LTCHs. Understanding the pathways for staying or leaving can be used as a strategy for successful retention of registered nurses in LTCHs.

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Creative Problem Solving in Public School Supervision

Language Speech and Hearing Services in Schools ◽

10.1044/0161-1461.2003.320 ◽

1989 ◽

Vol 20 (3) ◽

pp. 320-332 ◽

Cited By ~ 5

Author(s):

David A. Shapiro ◽

Nelson Moses

Keyword(s):

Public School ◽

Problem Solving ◽

School Environment ◽

Professional Growth ◽

Cognitive Learning ◽

School Personnel ◽

Collaborative Problem Solving ◽

The Public ◽

School Supervision ◽

Team Functioning

This article presents a practical and collegial model of problem solving that is based upon the literature in supervision and cognitive learning theory. The model and the procedures it generates are applied directly to supervisory interactions in the public school environment. Specific principles of supervision and related recommendations for collaborative problem solving are discussed. Implications for public school supervision are addressed in terms of continued professional growth of both supervisees and supervisors, interdisciplinary team functioning, and renewal and retention of public school personnel.

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Job Validation Studies and Physical Agility Testing: Is the Vendor Telling You What They Think You Want or Are You Telling Them What You Need?

Guides Newsletter ◽

10.1001/amaguidesnewsletters.2016.novdec02 ◽

2016 ◽

Vol 21 (6) ◽

pp. 5-11

Author(s):

E. Randolph Soo Hoo ◽

Stephen L. Demeter

Keyword(s):

Equal Employment Opportunity Commission ◽

Job Analysis ◽

Specific Work ◽

Test Protocol ◽

Systematic Method ◽

Technical Standards ◽

Work Related ◽

Physical Abilities ◽

Specific Factors ◽

Key Terms

Abstract Referring agents may ask independent medical evaluators if the examinee can return to work in either a normal or a restricted capacity; similarly, employers may ask external parties to conduct this type of assessment before a hire or after an injury. Functional capacity evaluations (FCEs) are used to measure agility and strength, but they have limitations and use technical jargon or concepts that can be confusing. This article clarifies key terms and concepts related to FCEs. The basic approach to a job analysis is to collect information about the job using a variety of methods, analyze the data, and summarize the data to determine specific factors required for the job. No single, optimal job analysis or validation method is applicable to every work situation or company, but the Equal Employment Opportunity Commission offers technical standards for each type of validity study. FCEs are a systematic method of measuring an individual's ability to perform various activities, and results are matched to descriptions of specific work-related tasks. Results of physical abilities/agilities tests are reported as “matching” or “not matching” job demands or “pass” or “fail” meeting job criteria. Individuals who fail an employment physical agility test often challenge the results on the basis that the test was poorly conducted, that the test protocol was not reflective of the job, or that levels for successful completion were inappropriate.

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