Quality of work life in primary care of nursing professionals in public health clinics in Tampico, Mexico

Background: Having a high Quality of Work Life (QWL) has a positive influence in care quality, however, in Mexico, little is known about QWL and even less in health care professionals and primary care. This study aims to describe strengths and areas of improvements in QWL in nursing professionals who work in primary care of Jurisdiction No. 2 in Tampico, Tamaulipas, Mexico.Methods: Cross-sectional analytical study. The CVT-GOHISALO instrument was applied, which measures QWL.Results: The study sample was composed by 67 women (95.7%) and 3 men (4.3%). The average age was 39 years old, ranging from 23 to 69 years old. A 57.1% reported living with a partner; 54% had a full time job; and 78.6% had only one job. The results of the present study showed that dissatisfaction can be found in nursing professional’s QWL in public health clinics in all dimensions. Those dimensions with the greatest dissatisfaction were Inclusion in the working place, Personal development and Well-being achieved through work. The dimensions with less dissatisfaction were Institutional support, Free-time management, Work satisfaction, Safety at work.Conclusions: This study is the first attempt to determine the QWL of nursing professionals of primary care clinics in Tampico, Tamaulipas.

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Quality of Work Life and Mental Health in Primary Care Physicians

Procedia Manufacturing ◽

10.1016/j.promfg.2015.07.634 ◽

2015 ◽

Vol 3 ◽

pp. 4935-4940 ◽

Cited By ~ 3

Author(s):

Raquel González-Baltazar ◽

Gustavo Hidalgo-Santacruz ◽

Silvia G. León-Cortés ◽

Mónica I. Contreras-Estrada ◽

María G. Aldrete-Rodríguez ◽

...

Keyword(s):

Mental Health ◽

Primary Care ◽

Primary Care Physicians ◽

Work Life ◽

Quality Of Work Life ◽

Quality Of Work

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QUALITY OF WORK LIFE OF PRIMARY CARE PHYSICIANS OF STATE OF RORAIMA (BRAZIL)

Psicologia Saúde & Doença ◽

10.15309/15psd160110 ◽

2015 ◽

Vol 16 (1) ◽

Author(s):

A. Olivares ◽

J. Bonito ◽

R. Silva

Keyword(s):

Primary Care ◽

Primary Care Physicians ◽

Work Life ◽

Quality Of Work Life ◽

Quality Of Work

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Relationship between quality of work-life, resilience and burnout among nursing professionals during COVID-19 pandemic in Iran: A cross-sectional study

Belitung Nursing Journal ◽

10.33546/bnj.1702 ◽

2021 ◽

Author(s):

Hosein Zahednezhad ◽

Armin Zareiyan ◽

Sanaz Zargar Balaye Jame

Keyword(s):

Maslach Burnout Inventory ◽

Cross Sectional Study ◽

Work Life ◽

Quality Of Work Life ◽

Sectional Study ◽

Cross Sectional ◽

Quality Of Work ◽

Conducting Path ◽

Nursing Professionals

Background: The COVID-19 pandemic and the increased workload and stress associated with the disease prevalence have posed a high risk of burnout to nurses. The effects of the workplace and environmental factors on resilience and burnout among nursing professionals have not been investigated in Iran. Objective: Present study aimed to assess a model linking quality of work-life to the resilience and various dimensions of burnout among Iranian nursing professionals based on the health service workplace environmental resilience model. Methods: This was a cross-sectional study performed on 202 Iranian nurses employed in three educational hospitals. Maslach burnout inventory, Brooks’ quality of nursing work-life survey, and an abbreviated version of the Connor-Davidson resilience scale were used to collect data. The correlation between the study variables was assessed by conducting path analysis in AMOS 22. Results: The final model demonstrated adequate ﬁt. The quality of working life indirectly affected burnout via a direct impact on nursing professionals’ resilience (p <0.001, β = 0.39). In addition, resilience had negative, significant effects on all the dimensions of job burnout. The quality of work-life also had negative and significant effects on emotional exhaustion (p <0.001, β = -0.38) and reduced personal accomplishment (p <0.001, β = - 0.38). Conclusion: Resilience and quality of work-life are protective variables against burnout in nursing professionals. Nursing managers can increase resilience and decrease burnout among nursing professionals by adopting policies that can improve the quality of work life.

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Determinants of Quality of Work Life among Nurses Working in Hawassa Town Public Health Facilities, South Ethiopia: A Cross-Sectional Study

Nursing Research and Practice ◽

10.1155/2017/5181676 ◽

2017 ◽

Vol 2017 ◽

pp. 1-11 ◽

Cited By ~ 12

Author(s):

Lolemo Kelbiso ◽

Admasu Belay ◽

Mirkuzie Woldie

Keyword(s):

Public Health ◽

Health Care ◽

Cross Sectional Study ◽

Work Life ◽

Quality Of Work Life ◽

Sectional Study ◽

High Quality ◽

Cross Sectional ◽

Quality Of Work

Background. A high quality of work life (QWL) is a crucial issue for health care facilities to have qualified, dedicated, and inspired employees. Among different specialties in health care settings, nurses have a major share among other health care providers. So, they should experience a better QWL to deliver high-quality holistic care to those who need help. Objective. To assess the level of quality of work life and its predictors among nurses working in Hawassa town public health facilities, South Ethiopia. Methods. A facility based cross-sectional study was conducted on 253 nurses of two hospitals and nine health centers. The total sample size was allocated to each facility based on the number of nurses in each facility. Data were collected using a structured questionnaire. The interitem consistency of the scale used to measure QWL had Cronbach’s alpha value of 0.86. A multinomial logistic regression model was fitted to identify significant predictors of quality of work life using SPSS version 20. Results. The study showed that 67.2% of the nurses were dissatisfied with the quality of their work life. We found that educational status, monthly income, working unit, and work environment were strong predictors of quality of work life among nurses (p<0.05). Conclusion. Significant proportions of the nurses were dissatisfied with the quality of their work life. The findings in this study and studies reported from elsewhere pinpoint that perception of nurses about the quality of their work life can be modified if health care managers are considerate of the key issues surrounding QWL.

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Quality of Work Life among Public Health Nurses: A Survey Comparison between Thailand and Japan

Walailak Journal of Science and Technology (WJST) ◽

10.48048/wjst.2020.4315 ◽

2018 ◽

Vol 17 (5) ◽

pp. 430-436

Author(s):

Patcharee KOMJAKRAPHAN ◽

Kurumi TSURUTA ◽

Tamayo HASAGAWA ◽

Toshihiko YANAGITA ◽

Amy HOMBU ◽

...

Keyword(s):

Public Health ◽

Work Experience ◽

Age Groups ◽

Work Life ◽

Work Design ◽

Quality Of Work Life ◽

Public Health Nurses ◽

The Public ◽

Quality Of Work

Researchers from Thailand and Japan have initiated a collaborative project to compare the Quality of Work Life (QWL) among public health nurses. Thus, the QWL of registered nurses working in a community in Thailand was identified and compared with the Public Health Nurses (PHNs) in Japan. The purpose of which was to determine the similarities and differences between the two countries regarding their nurses’ quality of work life. The 42-item of Brooks’ survey of Quality of Nursing Work Life (QNWL) was translated and evaluated in Thailand and Japan. There were 102 Thai and 209 Japanese public health nurses completed the questionnaire. Findings showed that the QNWL level of both Thai and Japanese PHNs were at moderate level. Thai nurses scored higher than Japanese nurses in overall scores. Thai reported significantly higher on work design dimensions (t = 9.12, p < 0.05). For both groups, three out of four dimensions were ranked in the same pattern in which home life/work life was recorded as the lowest. This was followed by work design and work context. However, Thai scored lowest on work world dimension, while Japanese scored highest on that dimension. Findings also showed significant association between country and age groups (χ2 = 20.01, p = 0.00, marital status (χ2 = 6.50, p = 0.01), education (χ2 = 70.05, p = 0.00), and dependent family members (χ2 = 128.16, p = 0.00). No significant association was noted between country and gender (χ2 = 0.37, p = 0.54), and between country and work experience (χ2 = 2.88, p = 0.23).The findings extended our understanding of the Public Health Nurse’s quality of work life that contributes to nursing in different cultural contexts through a rare direct comparison of Public Health Nurses between Thailand and Japan.

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Measuring employee engagement of low-income workers either working at or visiting Marabastad Mall in the City of Tshwane Metropolitan Municipality

Journal of Economics and Behavioral Studies ◽

10.22610/jebs.v9i5(j).1910 ◽

2017 ◽

Vol 9 (5(J)) ◽

pp. 74-82

Author(s):

Molefe Jonathan Maleka ◽

Cecile Schultz ◽

Lize Van Hoek ◽

Leigh-Anne Paul Dachapalli ◽

Suzette Ragadu

Keyword(s):

Job Satisfaction ◽

Employee Engagement ◽

Low Income ◽

Work Life ◽

Descriptive Statistics ◽

Quality Of Work Life ◽

Full Time ◽

Quality Of Work ◽

The City

The purpose of this study is to measure employee engagement of low-income workers either working at or visiting Marabastad Mall in the City of Tshwane Metropolitan Municipality (CTMM). The literature review revealed that in the South African context there is a dearth of research on predictors of employee engagement. The research design was a survey and the sample size was six hundred and forty-nine (n=649). The descriptive statistics show that the respondents were moderately disengaged, disaffected, and committed. The descriptive statistics also revealed that respondents moderately disagreed that they had training opportunities and they had a good quality of work life. The inferential statistics showed that males were more engaged than their female counterparts, part-time employees were slightly more engaged than full-time employees and employees who were unionised were more engaged than the non-union members. It was also found that job satisfaction was the highest predictor of employee engagement (Î² = 0.28, p<0.05). The study has implications for policymakers that employees earning between R1 000.00 and R10 000.00 are less engaged and committed and their job satisfaction levels were low. The implication for managers is that they must be aware that development and recognition of employees and job satisfaction predict employee engagement. Quality of work life and labour relations did not predict employee engagement

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Measuring employee engagement of low-income workers either working at or visiting Marabastad Mall in the City of Tshwane Metropolitan Municipality

Journal of Economics and Behavioral Studies ◽

10.22610/jebs.v9i5.1910 ◽

2017 ◽

Vol 9 (5) ◽

pp. 74 ◽

Cited By ~ 1

Author(s):

Molefe Jonathan Maleka ◽

Cecile Schultz ◽

Lize Van Hoek ◽

Leigh-Anne Paul Dachapalli ◽

Suzette Ragadu

Keyword(s):

Job Satisfaction ◽

Employee Engagement ◽

Low Income ◽

Work Life ◽

Descriptive Statistics ◽

Quality Of Work Life ◽

Full Time ◽

Quality Of Work ◽

The City

The purpose of this study is to measure employee engagement of low-income workers either working at or visiting Marabastad Mall in the City of Tshwane Metropolitan Municipality (CTMM). The literature review revealed that in the South African context there is a dearth of research on predictors of employee engagement. The research design was a survey and the sample size was six hundred and forty-nine (n=649). The descriptive statistics show that the respondents were moderately disengaged, disaffected, and committed. The descriptive statistics also revealed that respondents moderately disagreed that they had training opportunities and they had a good quality of work life. The inferential statistics showed that males were more engaged than their female counterparts, part-time employees were slightly more engaged than full-time employees and employees who were unionised were more engaged than the non-union members. It was also found that job satisfaction was the highest predictor of employee engagement (β = 0.28, p<0.05). The study has implications for policymakers that employees earning between R1 000.00 and R10 000.00 are less engaged and committed and their job satisfaction levels were low. The implication for managers is that they must be aware that development and recognition of employees and job satisfaction predict employee engagement. Quality of work life and labour relations did not predict employee engagement

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