scholarly journals Factors associated with work-private life conflict and leadership qualities among line managers of health professionals in Swiss acute and rehabilitation hospitals – a cross-sectional study

2019 ◽  
Author(s):  
Karin Anne Peter ◽  
Ruud JG Halfens ◽  
Sabine Hahn ◽  
Jos MGA Schols
Keyword(s):  
Health Professionals ◽  
Private Life ◽  
Leadership Qualities ◽  
Cross Sectional ◽  
Line Managers ◽  
Managerial Leadership ◽  
Leadership Quality ◽  
Shift Planning ◽  
Study Results ◽  
Rehabilitation Hospitals

Abstract Background: The workforce shortage of health professionals is a current concern, with a high level of work-related stress being an important reason why health professionals leave their career prematurely. In particular, incompatibility between work and private life and a lack of leadership qualities among line managers are important factors in health professionals’ satisfaction and health at work. This study therefore aimed to identify key associated factors of work-private life conflicts and of poor managerial leadership quality among health professionals. Methods: This study is based on a cross-sectional survey in 26 Swiss acute and rehabilitation hospitals, consisting of 3398 health professionals from various disciplines. For data analysis, multilevel models (with hospitals as the second level variable) were performed for ‘work-private life conflict’ and ‘quality of leadership’, considering significant main effects (using AIC) and significant interactions (using BIC) of potential explanatory variables. Results: The main findings of this study reveal that the compatibility of health professionals’ work and private life is associated with topics of shift planning, specifically regarding their influence on shift planning (possibility of exchanging shifts, β=-2.87, p=0.000), the extent to which their individual preferences are considered (e.g. working in one specific shift only, β=6.31, p=0.000), the number of shifts per weekend (β=1.38, p=0.002) and the number of hours per week (β=0.13, p=0.000) they had to work. In addition, high quantitative demands (β=0.25, p=0.000) as well as being required to hide their emotions (β=0.16, p=0.000) and poor social community at work (β=-0.12, p=0.000) were also related to a severe work-private life conflict. Regarding managerial leadership, health professionals perceived the leadership qualities of their direct line manager as better if they received more social support (β=0.61, p=0.000) and rewards (β=0.41, p=0.000) at work. Conclusions: These study results show key components of improving the compatibility of work and private life as well as managerial leadership qualities among health professionals and can help top executives working in acute or rehabilitation hospitals to develop appropriate interventions.

scholarly journals Factors associated with work-private life conflict and leadership qualities among line managers of health professionals in Swiss acute and rehabilitation hospitals – a cross-sectional study

2020 ◽  
Author(s):  
Karin Anne Peter ◽  
Ruud JG Halfens ◽  
Sabine Hahn ◽  
Jos MGA Schols
Keyword(s):  
Health Professionals ◽  
Intention To Leave ◽  
Private Life ◽  
Job Dissatisfaction ◽  
Leadership Qualities ◽  
Cross Sectional ◽  
Line Managers ◽  
Managerial Leadership ◽  
Shift Planning ◽  
Rehabilitation Hospitals

Abstract Background: The workforce shortage of health professionals is a matter of global concern. Existing work-private life conflicts among health professionals are related to increased stress and burnout symptoms, job dissatisfaction and a higher intention to leave their profession prematurely. Also, poor leadership qualities among direct line managers have been associated with health professionals’ job dissatisfaction and intention to leave in previous studies. Therefore, this study aimed to identify key associated factors of work-private life conflicts and managerial leadership quality among health professionals.Methods: This study is based on a cross-sectional survey in 26 Swiss acute and rehabilitation hospitals, consisting of 3398 health professionals from various disciplines. For data analysis, multilevel models (with hospitals as the second level variable) were performed for ‘work-private life conflict’ and ‘quality of leadership’, considering significant main effects (using AIC) and significant interactions (using BIC) of potential explanatory variables.Results: The main findings of this study reveal that the compatibility of health professionals’ work and private life is associated with topics of shift planning, in particular their influence on shift planning (possibility of exchanging shifts, B=-2.87, p=0.000), the extent to which their individual preferences are considered (e.g. working on one specific shift only, B=6.31, p=0.000), number of shifts per weekend (B=1.38, p=0.002) and number of hours per week (B=0.13, p=0.000) that they had to work. In addition, high quantitative demands (B=0.25, p=0.000), being required to hide their emotions (B=0.16, p=0.000) and poor social community at work (B=-0.12, p=0.000) were also related to a severe work-private life conflict. Regarding managerial leadership, health professionals perceived the leadership qualities of their direct line manager as being better if they received more social support (B=0.61, p=0.000) and rewards (B=0.41, p=0.000) at work. Conclusions: These study results show key components of improving the compatibility of work and private life as well as managerial leadership qualities among health professionals and can help top executives working in acute or rehabilitation hospitals to develop appropriate interventions.

scholarly journals Factors associated with work-private life conflict and leadership qualities among line managers of health professionals in Swiss acute and rehabilitation hospitals – a cross-sectional study

2021 ◽  
Author(s):  
Karin Anne Peter ◽  
Ruud JG Halfens ◽  
Sabine Hahn ◽  
Jos MGA Schols
Keyword(s):  
Health Professionals ◽  
Intention To Leave ◽  
Private Life ◽  
Job Dissatisfaction ◽  
Leadership Qualities ◽  
Cross Sectional ◽  
Line Managers ◽  
Managerial Leadership ◽  
Shift Planning ◽  
Rehabilitation Hospitals

Abstract Background: The workforce shortage of health professionals is a matter of global concern. Among possible causative factors in this shortage are work-private life conflicts related to increased stress and burnout symptoms, job dissatisfaction and a higher intention to leave the profession prematurely. Also, poor leadership qualities among direct line managers (e.g. clinic directors, leading physicians, ward managers, team leaders) have been associated with health professionals’ job dissatisfaction and intention to leave in previous studies. Therefore, this study aimed to identify key associated factors of work-private life conflicts and managerial leadership quality among health professionals.Methods: The study is based on a cross-sectional survey in 26 Swiss acute and rehabilitation hospitals, consisting of 3398 health professionals from various disciplines. For data analysis, multilevel models (with hospitals as the second level variable) were performed for ‘work-private life conflict’ and ‘quality of leadership’, considering significant main effects (using AIC) and significant interactions (using BIC) of potential explanatory variables.Results: The main findings reveal that the compatibility of health professionals’ work and private life is associated with topics of shift planning, in particular workers’ influence on shift planning (possibility of exchanging shifts, B=-2.87, p<0.01), the extent to which their individual preferences are considered (e.g. working on one specific shift only, B=6.31, p<0.01), number of shifts per weekend (B=1.38, p<0.01) and number of hours per week (B=0.13, p<0.01) that they had to work. In addition, high quantitative demands (B=0.25, p<0.01), being required to hide their emotions (B=0.16, p<0.01) and poor social community support at work (B=-0.12, p<0.01) were also related to severe work-private life conflict. Regarding managerial leadership, health professionals perceived the leadership qualities of their direct line manager as being better if they received more social support (B=0.61, p<0.01) and rewards (B=0.41, p<0.01) at work. Conclusions: The results show key components of improving the compatibility of work and private life as well as managerial leadership qualities among health professionals and may help health care leaders working in acute or rehabilitation hospitals to develop appropriate interventions.

scholarly journals Factors associated with work-private life conflict and leadership qualities among line managers of health professionals in Swiss acute and rehabilitation hospitals – a cross-sectional study

2021 ◽  
Author(s):  
Karin Anne Peter ◽  
Ruud JG Halfens ◽  
Sabine Hahn ◽  
Jos MGA Schols
Keyword(s):  
Health Professionals ◽  
Intention To Leave ◽  
Private Life ◽  
Job Dissatisfaction ◽  
Leadership Qualities ◽  
Cross Sectional ◽  
Line Managers ◽  
Managerial Leadership ◽  
Factors Associated ◽  
Rehabilitation Hospitals

Abstract Background: The workforce shortage of health professionals is a matter of global concern. Among possible causative factors in this shortage are the incompatibility of health professionals’ work with their private life, which may lead to increased stress and burnout symptoms, job dissatisfaction and a higher intention to leave the profession prematurely. Also, poor leadership qualities among direct line managers (e.g. clinic directors, leading physicians, ward managers, team leaders) have been associated with health professionals’ job dissatisfaction and intention to leave in previous studies. This study therefore aimed to identify key factors associated with health professionals’ work-private life conflicts and their managers’ leadership quality.Methods: The study is based on a cross-sectional survey in 26 Swiss acute and rehabilitation hospitals, consisting of 3398 health professionals from various disciplines. For data analysis, multilevel models (with hospitals as the second level variable) were performed for ‘work-private life conflict’ and ‘quality of leadership’, considering significant main effects (using AIC) and significant interactions (using BIC) of potential explanatory variables.Results: The main findings reveal that the compatibility of health professionals’ work and private life is associated with how much they can influence shift planning (possibility of exchanging shifts, B=-2.87, p<0.01), the extent to which their individual preferences are considered (e.g. working on one specific shift only, B=6.31, p<0.01), number of work shifts per weekend (B=1.38, p<0.01) and working hours per week (B=0.13, p<0.01). In addition, the factors high quantitative demands (B=0.25, p<0.01), being required to hide their emotions (B=0.16, p<0.01) and poor social community support at work (B=-0.12, p<0.01) were related to severe work-private life conflicts among health professionals. Regarding managerial leadership, health professionals perceived the leadership qualities of their direct line manager as being better if they received more social support (B=0.61, p<0.01) and rewards (B=0.41, p<0.01) at work. Conclusions: The results show key components of improving the compatibility of work and private life for health professionals as well as managerial leadership qualities, and may help leaders working in acute or rehabilitation hospitals to develop appropriate interventions.

scholarly journals Factors associated with work-private life conflict and leadership qualities among line managers of health professionals in Swiss acute and rehabilitation hospitals – a cross-sectional study

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Karin A. Peter ◽  
Ruud J. G. Halfens ◽  
Sabine Hahn ◽  
Jos M. G. A. Schols
Keyword(s):  
Health Professionals ◽  
Intention To Leave ◽  
Private Life ◽  
Job Dissatisfaction ◽  
Leadership Qualities ◽  
Cross Sectional ◽  
Line Managers ◽  
Managerial Leadership ◽  
Factors Associated ◽  
Rehabilitation Hospitals

Abstract Background The workforce shortage of health professionals is a matter of global concern. Among possible causative factors in this shortage are the incompatibility of health professionals’ work with their private life, which may lead to increased stress and burnout symptoms, job dissatisfaction and a higher intention to leave the profession prematurely. Also, poor leadership qualities among direct line managers (e.g. clinic directors, leading physicians, ward managers, team leaders) have been associated with health professionals’ job dissatisfaction and intention to leave in previous studies. This study therefore aimed to identify key factors associated with health professionals’ work-private life conflicts and their managers’ leadership quality. Methods The study is based on a cross-sectional survey in 26 Swiss acute and rehabilitation hospitals, consisting of 3398 health professionals from various disciplines. For data analysis, multilevel models (with hospitals as the second level variable) were performed for ‘work-private life conflict’ and ‘quality of leadership’, considering significant main effects (using AIC) and significant interactions (using BIC) of potential explanatory variables. Results The main findings reveal that the compatibility of health professionals’ work and private life is associated with how much they can influence shift planning (possibility of exchanging shifts, B = -2.87, p < 0.01), the extent to which their individual preferences are considered (e.g. working on one specific shift only, B = 6.31, p < 0.01), number of work shifts per weekend (B = 1.38, p < 0.01) and working hours per week (B = 0.13, p < 0.01). In addition, the factors high quantitative demands (B = 0.25, p < 0.01), being required to hide their emotions (B = 0.16, p < 0.01) and poor social community support at work (B = -0.12, p < 0.01) were related to severe work-private life conflicts among health professionals. Regarding managerial leadership, health professionals perceived the leadership qualities of their direct line manager as being better if they received more social support (B = 0.61, p < 0.01) and rewards (B = 0.41, p < 0.01) at work. Conclusions The results show key components of improving the compatibility of work and private life for health professionals as well as managerial leadership qualities, and may help leaders working in acute or rehabilitation hospitals to develop appropriate interventions.

scholarly journals Work-related stress and intention to leave among midwives working in Swiss maternity hospitals – a cross-sectional study

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Karin Anne Peter ◽  
Barbara Meier-Kaeppeli ◽  
Jessica Pehlke-Milde ◽  
Susanne Grylka-Baeschlin
Keyword(s):  
Health Professionals ◽  
Work Force ◽  
Intention To Leave ◽  
Private Life ◽  
Self Report ◽  
Cross Sectional ◽  
Work Related Stress ◽  
Work Related ◽  
Maternity Hospitals ◽  
Related Stress

Abstract Background Health systems around the globe are struggling to recruit qualified health professionals. Work-related stress plays an important role in why health professionals leave their profession prematurely. However, little is known about midwives’ working conditions and intentions to leave their profession, although this knowledge is key to work force retention. Therefore, we aimed to investigate work-related stress among midwives working in Swiss maternity hospitals, as well as differences between midwives and other health professionals and the stressors associated with midwives’ intention to leave the profession. Methods We conducted a data analysis of two cross-sectional studies encompassing midwives working in labour, postpartum and/or gynaecology wards of 12 public Swiss maternity hospitals. Data was collected by self-report questionnaire assessing potential stressors and long-term consequences of stress at work. Data were analysed using descriptive statistics, Kruskal Wallis tests and logistic regression modelling. Results A total of 98 midwives took part in the study and one in three midwives reported doing overtime sometimes-always. Also, the score for work-private life conflicts was significantly higher among midwives than among other health professionals, with the exception of physicians (M = 37.0 versus 50.2, p < .001). Midwives’ meaning of work score (M = 89.4) was significantly higher than that of other health professionals (e.g. nurses (M = 83.0, p < .001) or physicians (M = 82.5, p < .01)). Generation Y midwives showed a significantly higher intention to leave their organisation than did the baby boomers (Mean scores 29.3 versus 10.0, p < .01). Results of the regression model revealed that if midwives could compensate for their overtime in the same month, their intention to leave the profession was lower (OR = 0.23, p < .05). Additionally, the more midwives were affected by work-private life conflicts (OR = 3.01, p < .05) and thoughts about leaving their organisation (OR = 6.81, p < .05), the higher was their intention to leave their profession prematurely. Conclusions The comparison with other health professions and the higher intention to leave the profession of younger midwife generations are important findings for heads of institutions as well as policy makers, and should stimulate them to develop strategies for keeping midwives on their staff. More extensive studies should implement and test interventions for reducing work-related stress and increasing the job and occupational satisfaction of midwives.

scholarly journals Knowledge, Attitude and Practice towards COVID-19 among Dental Practitioners in Bhutan

2021 ◽  
Vol 5 (2) ◽  
pp. OR1-OR6
Author(s):  
Pratap Singh Tamang ◽  
Gyan Prasad Bajgai ◽  
Dorji Phurpa ◽  
Sonam Ngedup ◽  
Hari Prasad Pokhrel
Keyword(s):  
Health Professionals ◽  
Virus Disease ◽  
Study Data ◽  
Physical Contact ◽  
Cross Sectional ◽  
Good Level ◽  
Study Results ◽  
Dental Practitioners ◽  
Level Of Knowledge ◽  
Dental Professionals

INTRODUCTION: Corona virus disease was first reported in Wuhan city of China in 2019. The disease is caused by a highly infectious virus which can be transmitted from human to human through physical contact, droplets, or touching surfaces contaminated with the virus. AIM: The study aims to get an assessment of knowledge, attitude and practices towards COVID-19 disease among the dental practitioners in Bhutan.MATERIAL AND METHODS: An online cross- sectional study was conducted among dental practitioners working in different hospitals across the country. All dental professionals who provided their email address were included in the study. Data were collecting using a structured questionnaire shared though email. A total of 157 dental professionals were invited through e-mail to participate in the study. RESULTS: A total of 125 dental professionals participated in the study (response rate 79.6%). Over half of the participants (51.2%) were between the age group 20-30 years. Despite almost everyone (98.4%) knowing the causative agent and management of COVID-19 positive patients, only around a half of the participants (48%) had a good level of knowledge on COVID-19.CONCLUSION: The study found that less than half of the participants have a good level of knowledge on COVID-19 while a majority of them feel that there is discrimination against COVID-19 positive patients and health professionals working for COVID-19 patients. The study highlights the need to conduct sensitization, trainings or CME on COVID-19 periodically to keep all health professionals updated with latest advancements to help maintain safety in clinical practice.

scholarly journals Experiences of Environmental Public Health Professionals during the COVID-19 pandemic response in Canada

2020 ◽  
Vol 63 (3) ◽  
pp. 70-76
Author(s):  
Fatih Sekercioglu ◽  
Ian Young ◽  
Richard Meldrum ◽  
Jennifer Ramos
Keyword(s):  
Public Health ◽  
Health Professionals ◽  
Lived Experiences ◽  
Online Survey ◽  
Local Level ◽  
Cross Sectional ◽  
Environmental Public Health ◽  
Public Health Professionals ◽  
Study Results ◽  
Pandemic Response

Environmental Public Health Professionals (EPHPs) have been playing a significant role in the COVID-19 pandemic response. This study examines the lived experiences of EPHPs during the COVID-19 pandemic and explores short- and long long-term strategies to address the challenges of EPHPs. A mixed-method, cross-sectional online survey was conducted in May 2020. The participants were the Canadian Institute of Public Health Inspectors certified EPHPs who currently work in Canada during the pandemic. The study results reveal that EPHPs have been heavily involved in the COVID-19 pandemic response by assuming different roles and tasks in many cases. The study highlights the vast array of EPHPs functions such as education and enforcement. Lack of employer support for training and access to safety equipment are among the significant outcomes. Mechanisms should be developed to ensure that mental health support is accessible for EPHPs to overcome the pandemic work’s challenges. As this is the first study to examine the lived experiences of EPHPs during the COVID-19 pandemic, further in-depth qualitative research should be conducted to examine the experiences of EPHPs at the local level.

Knowledge, attitude and practices on developmental surveillance and screening among health professionals in Indian health care settings: An exploratory sequential mixed methods study

2021 ◽  
pp. 1-9
Author(s):  
Kritika Jain ◽  
John Solomon ◽  
Selvam Ramachandran
Keyword(s):  
Health Care ◽  
Health Professionals ◽  
Health Care Professionals ◽  
Cross Sectional ◽  
Developmental Surveillance ◽  
Developmental Care ◽  
Health Care Settings ◽  
Screening Programs ◽  
Indian Health ◽  
Study Results

PURPOSE: The purpose of this study was to assess the knowledge, attitude and practices of health care professionals in pediatric settings on developmental surveillance and screening programs and also to identify the barriers and facilitators during its implementation. METHODS: The data were collected from health professionals involved in pediatric developmental care, practicing in various hospitals, clinics and nursing homes in a suburban city on west coast of Southern India. The study involved cross-sectional exploratory sequential mixed method design which included a quantitative questionnaire survey on health professionals (n= 52) followed by qualitative face-to-face interviews with chosen respondents who participated in the survey (n= 8). The survey data are reported with descriptive statistics, and interview data are subjected to inductive content analysis for deriving codes, categories and themes. RESULTS: The study results indicate that health professionals involved in pediatric developmental care in Indian health care settings have fair knowledge and a favorable attitude towards the use of developmental surveillance and screening. Furthermore, the facilitators and barriers of implementation have been reported. The strategies outlined by interview respondents to improve adherence to implementation have been discussed. CONCLUSIONS: The practice of developmental surveillance and screening is limited despite favorable knowledge and attitude among health professionals in pediatric developmental care and is dependent on health care organizational setup.

scholarly journals Work-Life Balance In Hospitality: Experiences From A Geneva-Based Hotel

2010 ◽  
Vol 14 (5) ◽  
Author(s):  
Robert A. Lewis
Keyword(s):  
Working Hours ◽  
Well Being ◽  
Work Life ◽  
Private Life ◽  
Work Life Balance ◽  
Line Managers ◽  
Life Balance ◽  
Human Resource Policy ◽  
Stress Study ◽  
Study Results

This study, carried out on 30 employees in a Geneva-based hotel, argues that employee work-life balance issues are affected by human resource policy.  Questionnaires, containing attitude scales and open-ended questions, revealed that employees remained in their jobs because of work-life programmes.  Variables identified in this study which positively affected employee well-being included increased schedule flexibility and mutually beneficial relationships with line managers.  Negative ones included long working hours, the sacrifice of private life, invasive working hours, decreased social and family life in addition to increased fatigue and stress.  Study results also revealed that work-life balance issues perceived by employees can be mitigated through organisational support and the recognition of informal feedback.

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