scholarly journals Impact of Nurse–Physician Collaboration, Moral Distress, and Professional Autonomy on Job Satisfaction among Nurses Acting as Physician Assistants

2022 ◽  
Vol 19 (2) ◽  
pp. 661
Author(s):  
Yunmi Kim ◽  
Younjae Oh ◽  
Eunhee Lee ◽  
Shin-Jeong Kim
Keyword(s):  
Job Satisfaction ◽  
Moral Distress ◽  
Physician Assistants ◽  
Professional Autonomy ◽  
Professional Relationship ◽  
Contributing Factors ◽  
Convenience Sample ◽  
Correlational Research ◽  
Hospital Environments ◽  
The Impact

Although there is considerable literature on job satisfaction among nurses in various settings, there is little research about contributing factors, including moral distress to job satisfaction among a certain group of nurses, such as nurses acting as physician assistants. The purpose of this study was to verify the impact of nurse–physician collaboration, moral distress, and professional autonomy on job satisfaction among nurses acting as physician assistants. Descriptive and correlational research was conducted on a convenience sample of 130 nurses from five general hospitals in South Korea. In the final regression model, the adjusted R square was significant, explaining 38.2% of the variance of job satisfaction (F = 8.303, p < 0.001), where ‘cooperativeness’ (β = 0.469, p = 0.001) from nurse–physician collaboration, ‘institutional and contextual factor’ from moral distress (β = −0.292, p = 0.014), and professional autonomy (β = 0.247, p = 0.015) were included. In hospital environments, a more cooperative inter-professional relationship between nurses and physicians led to less moral distress caused by organisational constraints. A higher level of professional autonomy among nurses acting as physician assistants is required to increase their job satisfaction.

Impact of Emotional Intelligence and Gender on Job Satisfaction: An Empirical Study amongst the Employees of HDFC Banks in Chandigarh Tricity, India

2018 ◽  
Vol 4 (2) ◽  
pp. 24-31
Author(s):  
Vishal Kumar
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Work Environment ◽  
Sampling Method ◽  
Job Dissatisfaction ◽  
Correlational Research ◽  
Lower Productivity ◽  
Convenience Sampling ◽  
And Gender ◽  
The Impact

Emotional intelligence is the most significant concept used in the present scenario of the work environment towards the job satisfaction. Nowadays, Emotional intelligence is used as a tool for measuring the organization’s performance and also playing a key role in stress management and job satisfaction of employees. Job dissatisfaction results in higher absenteeism, lower productivity, defensive behavior and lower performance. The study was organized on the employees’ of HDFC banks, working in Chandigarh Tricity to analyze the impact of emotional intelligence and gender on job satisfaction. A descriptive correlational research was conducted, by taking the population of all the employees of HDFC Banks, Chandigarh Tricity. Convenience sampling method was used to select the sample of the study which included 100 respondents from various branches of HDFC banks in Chandigarh Tricity. The inferences of the study were made with the help of statistical tools such as Karl Pearson’s Correlation Coefficient, Regression analysis, t-test, and ANOVA. In the study, it has been observed that both emotional intelligence and job satisfaction has a positive relationship. It also indicates that Gender has no significant impact on these variables.

Burnout, compassion fatigue, and moral distress in palliative care

2021 ◽  
pp. 166-180
Author(s):  
Nathan I. Cherny ◽  
Batsheva Ziff-Werman ◽  
Michael Kearney
Keyword(s):  
Palliative Care ◽  
Compassion Fatigue ◽  
Moral Distress ◽  
Well Being ◽  
Field Work ◽  
Professional Lives ◽  
Contributing Factors ◽  
Work Stressors ◽  
The Impact

Work in palliative care and, in particular, end of life care is associated with inherent stressors that affect the well-being of clinicians working in the field. Work stressors may have diverse impacts on the emotional and professional lives of palliative care and hospice staff, including every member of the clinical team, volunteers, and administrators. They may negatively affect professional function and adversely influence the effectiveness and quality of care. They also may compromise the ability to sustain a career in palliative care. This chapter reviews issues related to burnout, compassion fatigue and moral distress, exploring contributing factors, describing the impact of these phenomena, and presenting strategies to prevent and to manage them.

scholarly journals Psychosocial Risks, Work Engagement, and Job Satisfaction of Nurses During COVID-19 Pandemic

2020 ◽  
Vol 8 ◽  
Author(s):  
María del Carmen Giménez-Espert ◽  
Vicente Prado-Gascó ◽  
Ana Soto-Rubio
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Significant Relationship ◽  
Public Hospitals ◽  
Psychosocial Risk ◽  
World Health ◽  
Psychosocial Risk Factor ◽  
Convenience Sample ◽  
Psychosocial Risks ◽  
The Impact

Context: COVID-19 pandemic is a serious health emergency that has affected countries all over the world. Health emergencies are a critical psychosocial risk factor for nurses. In general, psychosocial risks constitute serious problems as they impact workers' health, productivity, and efficiency. Despite their importance, few studies analyze nurses' psychosocial risks during a health emergency caused by a pandemic or analyze their perception of the emergency and its relation to such risks.Objectives: To analyze the perception of COVID-19 by nurses, especially about measures, resources, and impact on their daily work. Also, to analyze these professionals' psychosocial risks and the relationship between perception of COVID-19 and these risks.Methods: A descriptive correlational study was performed in a convenience sample of 92 nurses from two public hospitals in the Valencian Community (Spain), (74 women, 79.1%), aged 24–63 (M = 43.37, SD = 11.58). Data were collected via an online self-completed questionnaire during the rise of the pandemic from March 29 to April 8, when the number of infections went from 78,797 to 146,690.Results: The measures and resources available about COVID-19 are relatively low, and the impact on their work is high. Similarly, the most prominent psychosocial risks appear to be emotional work and workload. In contrast, nurses' work engagement is medium, and their satisfaction is high. Finally, there seems to be a negative and significant relationship between the information available to nurses, the measures implemented, and resources with some of their psychosocial risks, and a positive one with job satisfaction and work engagement. There is also a positive and significant relationship only between the impact of COVID-19 and their work inequality, but not for other risks.Conclusions: The resources, measures, and information can be a protective factor facing nurses' psychosocial risks, especially during a pandemic. Studying the relationships between psychosocial risk and perception of a health emergency would be relevant and fundamental to protecting and caring for nurses, health professionals, and society.

scholarly journals Mitigating primary care provider burnout with interdisciplinary dyads and shared care delivery

2021 ◽  
Author(s):  
Allison Norful ◽  
Yun He ◽  
Adam Rosenfeld ◽  
Cilgy Abraham ◽  
Bernard Chang
Keyword(s):  
Primary Care ◽  
Job Satisfaction ◽  
Nurse Practitioners ◽  
Care Delivery ◽  
Intention To Leave ◽  
Physician Assistants ◽  
Current Position ◽  
Provider Outcomes ◽  
The Impact ◽  
Delivery Models

Rationale, aims and objectives: Increased incidence of chronic illnesses coupled with physician shortages have yielded strain on primary care providers (PCP) to meet care demands. Interdisciplinary providers such as nurse practitioners and physician assistants have increasingly been embedded into primary care teams to alleviate some workload demand. Little evidence exists about the impact of interdisciplinary PCP care delivery models on provider outcomes. The objective of this study was to investigate the impact of interdisciplinary PCP care delivery on provider burnout, job satisfaction and intention to leave current position. Methods: We conducted a cross sectional mail survey using Dillman methodology of primary care practices (e.g., internal medicine) across New York State. A random sample of interdisciplinary PCPs (physicians, nurse practitioners, and physician assistants) (n=333) responded. The Provider Co-management Index (α = .85) was used to measure how well interdisciplinary dyads co-management care delivery attributes (effective communication; mutual respect and trust; shared philosophy of care). Provider outcomes were measured with validated AHRQ and HRSA items for burnout, job satisfaction and intention to leave position. Descriptive statistics, logistic regression models, crude and adjusted odds ratios were calculated, controlling for participant and practice characteristics. Results: Almost 30% of participants reported burnout with three times the odds of intending to leave their current position within one year. With each unit increase in effective co-management between interdisciplinary dyads there was 15% less burnout and 10% less odds of intention to leave position. Conclusion: Incorporating interdisciplinary specialties in primary care appears promising to alleviate some adverse provider outcomes. Organizations contemplating delivery models to promote well-being and retention may consider co-management. Cost effectiveness research is needed to determine financial sustainability of interdisciplinary care delivery.

scholarly journals Job Satisfaction and Women’s Turnover Intentions in Pakistan’s Public Universities

2012 ◽  
Vol 1 (1) ◽  
pp. 59-77 ◽  
Author(s):  
Aliya Bushra
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Turnover Intentions ◽  
Working Hours ◽  
Job Security ◽  
Professional Autonomy ◽  
Professional Relationships ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The Impact

The aim of this study is to test the impact of women’s job satisfaction on their turnover intentions, specifically for those employed in the education sector. Using a sample drawn from two different universities in Lahore, Pakistan, we measure their levels of job satisfaction by evaluating their general working conditions, pay and potential for promotion, professional relationships, use of skills and abilities, and activities assigned. We find that flexible working hours, workplace location, performance appraisal, and skills utilization have a highly positive significance on turnover intentions, while professional autonomy, job security, and promotion have an inverse impact on job satisfaction and turnover intentions.

The Impact of Technostress Components on the Employees Satisfaction and Perceived Performance

2019 ◽  
Vol 27 (3) ◽  
pp. 65-86 ◽  
Author(s):  
Muna A. Al-Ansari ◽  
Khaled Alshare
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Equation Model ◽  
Significant Positive Effect ◽  
Convenience Sample ◽  
Perceived Performance ◽  
Negative Effect ◽  
The Impact ◽  
Positive Effect

The present study investigates the effects of technostress creators and inhibitors on job satisfaction, organizational commitment and perceived performance. A research model derived from the Transaction-Based Model of Stress and Coping Theory was developed and tested using a web-based survey questionnaire. The variables considered are technostress creators, technostress inhibitors, job satisfaction, organizational commitment, and perceived performance. A Structural Equation Model using a convenience sample from Qatar population was used to test the model. The results show that organizational commitment has a significant positive effect on perceived performance. Job satisfaction has a significant positive effect on organizational commitment. Technostress creators have a significant negative effect on job satisfaction. Technostress inhibitors have a significant positive effect on job satisfaction. Implications for managers and researchers are reported.

scholarly journals Oncology/haematology nurses: a study of job satisfaction, burnout, and intention to leave the specialty

2002 ◽  
Vol 25 (3) ◽  
pp. 109 ◽  
Author(s):  
Linda Barrett ◽  
Patsy Yates
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Intention To Leave ◽  
Health Care Facilities ◽  
Personal Accomplishment ◽  
Convenience Sample ◽  
Working Lives ◽  
Queensland Health ◽  
The Impact

The impact of the current nursing shortage on the health care system is receiving attention by both state and federal governments. This study, using a convenience sample of 243 oncology/haematology nurses working in 11 Queensland health care facilities, explored factors that influence the quality of nurses' working lives. Although nurses reported high levels of personal satisfaction and personal accomplishment, results indicated that nearly 40% of registered nurses (RNs) are dealing with workloads they perceive excessive, 48% are dissatisfied regarding pay, and professional support is an issue. Furthermore, emotional exhaustion is a very real concern: over 70% of the sample experienced moderate to high levels. Over 48% of the sample could not commit to remaining in the specialty for a further 12 months. Health care managers and governments should implement strategies that can increase nurses' job satisfaction and reduce burnout, thereby enhancing the retention of oncology/haematology nurses.

Moral distress, organizational climate, and the risk of burnout among oncology physician assistants.

2021 ◽  
Vol 39 (15_suppl) ◽  
pp. 11018-11018
Author(s):  
Eric Daniel Tetzlaff ◽  
Heather Marie Hylton ◽  
Karen Ruth ◽  
Zachary Hasse ◽  
Michael J. Hall
Keyword(s):  
Organizational Climate ◽  
Moral Distress ◽  
Interaction Model ◽  
Maslach Burnout Inventory ◽  
Physician Assistants ◽  
Professional Autonomy ◽  
Or Practice ◽  
Specialty Practice ◽  
Robust Poisson Regression ◽  
The Relationship

11018 Background: Moral Distress (MD) is the result of barriers or constraints that prevent providers from carrying out what they believe to be ethically appropriate care and has been associated with burnout. Advances have been made in our understanding of burnout in the oncology (Onc) workforce but our understanding of MD remains limited. This study was initiated to explore associations between moral distress, burnout, and the organizational climate (OC) for Onc Physician Assistants (PAs). Methods: A national survey of onc PAs was conducted in 2020. MD and Burnout were assessed with the Maslach Burnout Inventory and the Measure of MD – Healthcare Professionals (MMD-HP). To assess OC, the Nurse Practitioner Primary Care OC Questionnaire (NP-PCOCQ) was revised for Onc PAs and assessed professional visibility (PV), administrative relations (AR), physician relations (PR), and professional autonomy and support (PAS). A robust Poisson regression model was used to estimate risk ratios (RR) for burnout associated with MD and OC variables. Results: Respondents who completed the survey included 146 Onc PAs that were mostly female (90%), White/Caucasian (84%), married/partnered (78%), and in medical Onc (73%). Mean MMD-HP score was 71.5 and burnout was reported by 39.7% of PAs. MMD-HP scores did not differ based on specialty, practice setting or practice type. PCOCQ subscale scores were lower for PAs with burnout vs. without burnout (p=0.003 to p < 0.001). Increasing levels of MD were associated with increased levels of emotional exhaustion (p<0.001), depersonalization (p<0.001) and a higher overall rate of burnout. For Low, Medium and High MMD, burnout rates were 10%, 44% and 66% respectively (p<0.001). Risk of burnout was associated with increasing levels of MD, which remained when adjusted for the PCOCQ subscales. An interaction model with the PCOCQ subscales and the association between burnout and MD was not significant. Conclusions: Higher levels of MD and unfavorable organizational climate are associated with Onc PA burnout. The relationship between MD and burnout does not appear to be moderated by organizational climate. Additional research is needed to identify potential moderators of the MD/Burnout relationship. Risk Ratio estimate for Burnout.[Table: see text]

Impact of ethical factors on job satisfaction among Korean nurses

2017 ◽  
Vol 26 (4) ◽  
pp. 1186-1198 ◽  
Author(s):  
Yujin Jang ◽  
Younjae Oh
Keyword(s):  
Job Satisfaction ◽  
South Korea ◽  
Organizational Climate ◽  
Ethical Leadership ◽  
Ethical Climate ◽  
Influential Factors ◽  
Nurse Leaders ◽  
Convenience Sample ◽  
People Orientation ◽  
The Impact

Background: Although numerous studies on job satisfaction among nurses have been conducted, there is a lack of research considering the ethical perspectives of leadership and organizational climate in job satisfaction. Objective: The purpose of this study was to clarify the impact of the ethical climate and ethical leadership as perceived by nurses on job satisfaction in South Korea. Research design: A descriptive and correlational study was conducted with a convenience sample of 263 nurses from four general hospitals in South Korea. Ethical considerations: This study was approved by the Institute Review Board of Hallym University before data collection. Results: Job satisfaction was positively correlated with ethical climate and ethical leadership. The ethical climate in relationship with hospitals and people orientation leadership were influential factors in the level of job satisfaction among nurses. Discussion: Organizations in the nursing environment should pay attention to improving the ethical climate with acceptable ethical norms in the workplace and nurse leaders should respect, support and genuinely care about their nurses in ethical concerns.

The roles of employee job satisfaction and organizational commitment in the internal marketing-employee bank identification relationship

2016 ◽  
Vol 34 (6) ◽  
pp. 821-840 ◽  
Author(s):  
Ainsworth Anthony Bailey ◽  
Faisal Albassami ◽  
Soad Al-Meshal
Keyword(s):  
Job Satisfaction ◽  
Employee Commitment ◽  
Saudi Arabian ◽  
Internal Marketing ◽  
Equation Modeling ◽  
Global Measure ◽  
Convenience Sample ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
The Impact

Purpose The purpose of this paper is to assess the impact of a global measure of internal marketing on bank employee job satisfaction and employee commitment to the bank. In addition, the authors assessed the subsequent impact of job satisfaction and employee commitment on employee-bank identification. The dual mediating role of job satisfaction and employee commitment in the internal marketing-employee bank identification relationship was also explored. Design/methodology/approach Using self-administered questionnaires, the authors collected data from a convenience sample of Saudi Arabian bank employees attending training at the Institute of Banking, Saudi Arabia. Structural equation modeling was used to assess the predicted structural relationships. Findings Internal marketing has highly significant positive effects on job satisfaction and employee commitment to the bank. These in turn influence employee bank identification. Internal marketing also impacts employee bank identification indirectly through its impact on both job satisfaction and employee commitment. Practical implications Bank management needs to take a holistic approach to internal marketing and ensure that they create an environment where employers will be satisfied and committed to the point that they will feel proud to be associated with the organization. Originality/value The study uses a global measure and provides evidence of the dual mediating effects of job satisfaction and employee commitment to the bank in the internal marketing-employee bank identification relationship. This evidence is unearthed in the Saudi Arabian banking sector, characterized by conventional and Islamic banks.

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