Factors Affecting Employees' Job Satisfaction and Psychological Health

The aim of this study was to examine the level of psychological health and job satisfaction and to find out which predictors have an impact on nurses' psychological health and job satisfaction. Six hundred forty nurses from surgery and internal medicine departments from Slovenian hospitals participated in the research. Data analysis was carried out by using SPSS 25.0. With transformational leadership style, leaders' characteristics, leaders' emotional intelligence, leaders' communication skills, positive effectivity, and job satisfaction, one can explain 57% of nurses' psychological health. The results indicated that 85% of nurses had good psychological health. And also that more frequent exposure to stress and lack of stress management were associated with poor psychological health. The employees' psychological health does not affect only the individual, but also on the quality of care and on the effectiveness of hospitals. It is important to monitor employees' job satisfaction and take care for employees' health by providing a healthy work environment.

Relationships between mental workload, job burnout, and organizational commitment

The business environment has becoming exceptionally unsteady and competitive recently. Information technology advancements and ever changing customer preferences has played a substantial role in an increase of the significance of highly productive, committed and loyal employees. These changes bring both advantages and challenges need to be addressed. The more challenges accelerate, the more issues come up to solve in timely manner. For any organizations, not only taking care of the customers but also employees of the organization should be treated equally taking a better care about their psychological and physical health as well as creating a healthy work environment. The objective of the current research is to study correlations of workload, job burnout and organizational commitment in the case of nurses working in the Health Center of Selenge aimag, Mongolia. According to the results, an increase of mental workload nurses by one unit results in job burnout increases by 0.578 (beta) unit and leads to the decrease of the organizational commitment by 0.437 (beta) unit. Moreover, one-unit increase of job burnout leads to decrease of the organizational commitment by 0.301 (beta) unit.

Neurodiversity and remote work in times of crisis: lessons for HR

PurposeThe rich qualitative study builds on 11 semi-structured interviews with nine neurodivergent employees and two business professionals supportive of neurodiversity to understand the lived experiences of dealing with crisis in a remote working environment.Design/methodology/approachThe purpose of the reported research is to understand how neurominorities experience remote working in the times of crisis and what the implications of this are for human resource (HR) professionals.FindingsMoving to remote work resulted in a lack of routine, distractions and working long hours, which can all be difficult for line managers to monitor. Further problems with communication in a virtual environment and lack of understanding by others were found to be particularly burdensome to neurodivergent individuals. On the positive note, remote working in the times of crisis allowed for avoiding sensory overwhelm and was seen as an important step in creating a healthy work–life balance (WLB).Practical implicationsThe findings of this study point HR practitioners' attention towards building a more neurodiversity friendly post-pandemic workplace and prompt employers to offer working arrangements, which better suit employees' domestic and personal circumstances.Originality/valueThis study addresses the lack of research on the impact of the Covid-19 crisis on neurominorities. In doing so, it answers recent calls to move away from universal HR as a route to positive employee outcomes and facilitates a more accurate reflection of organizational reality for disadvantaged members of society.

Impacts of the Japanese Middle-Class Work Culture on the Development of the Nation

Japanese are legendary for their workaholic nature which eventually makes Japan be super-aged country. This research aims to identify the drawbacks of their work culture towards their nation. 345 questionnaires were received using convenience sampling in Kanto and Kyushu areas. The recorded Cronbach Alpha of reliability is 0.623, which is an acceptable level. From the descriptive analysis, is it found that the majority of the respondents strongly agree that the job stress makes them neglect their responsibilities, increasing karoshi and karojisatsu, increasing late marriages, and declining birth rate. The government should encourage a healthy work-life balance among the Japanese. Keywords: Labor force, Karoshi, Karojisatsu, super-aged nation. eISSN: 2398-4287© 2021. The Authors. Published for AMER ABRA cE-Bs by e-International Publishing House, Ltd., UK. This is an open access article under the CC BYNC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians/Africans/Arabians), and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia. DOI: https://doi.org/10.21834/ebpj.v6i18.3054

Implementing AACN’s Healthy Work Environment Framework in an Intensive Care Unit

Background Bedside nurse turnover in the United States is 15.9%, representing a national challenge that has been attributed to poor work environments. Healthy work environments are associated with improved nurse satisfaction and retention as well as positive patient outcomes; unhealthy work environments have the opposite effects. Objectives To implement the American Association of Critical-Care Nurses (AACN) healthy work environment (HWE) framework in an intensive care unit and to evaluate staff satisfaction, turnover, and tenure 2 years later. Methods A pre-post study design was used to evaluate implementation of the HWE framework in an intensive care unit in a large academic medical facility. Interventions for each of the 6 HWE standards were performed. The AACN HWE assessment survey was used to measure skilled communication, true collaboration, effective decision-making, appropriate staffing, meaningful recognition, and authentic leadership in 2017 and in 2019. Results Nurse cohorts (n = 165 in 2017; n = 176 in 2019) had a mean age of 31 (median, 27; range, 23-63) years, were predominantly female (76%), and had a mean of 5 (median, 3) years of intensive care unit nursing experience. Statistically significant improvements were found in all standards except the skilled communication and overall measures. Registered nurse turnover remained stable and tenure increased by 79 days in this 2-year period. Conclusions Findings from this study suggest that interventions addressing the HWE standards are associated with improved staff satisfaction, turnover, and average tenure, further demonstrating the value of the HWE framework in improving retention.