1,720,974 research outputs found
Violence exposure and burnout in healthcare sector: Mediating role of work ability
Full text linkBackground: One of the most difficult problems faced by health care professionals is experiencing verbal and physical abuse from patients and their family members. Some studies have shown that health care workers, es-pecially nurses, are up to 16 times more likely to be subject to violence than other workers. Aims: The aim of this study was to analyze the relationship between exposure to violence, work ability and burnout. Methods: Data were collected through a questionnaire to investigate health care workers’ exposure to violence (Violent Incident Form), burnout (Maslach Burnout Inventory) and work ability (Work Ability Index). A sample of 300 nurses was obtained for the study. Results: A total of 36% of nurses indicated that they had been a victim of violence in the past 12 months. The data analysis highlighted highly significant differences in work ability, emotional exhaustion and depersonalization between health care workers who had been victims of violence and those who had not experienced violence. Finally, work ability was shown to have a mediating effect on emotional exhaustion (indirect effect: b = 2.7, BCa CI: 1.37–4.33) and depersonalization (indirect effect: b = 1.1, BCa CI: 0.48–1.87). Discussion: This study is one of the first to consider the mediation effect of work ability between workplace violence experienced and burnout in the healthcare sector; it reports the complexity and severity of the consequences of workplace violence in this sector
The relationship between psychosocial characteristics of the work environment and job satisfaction in an Italian public ECE service: A cross-lagged study
No full textThe present study uses a revised version of the Motivation–Hygiene theory as a theoretical framework to examine the cross-lagged associations in a sample of Italian pre-kindergarten (pre-k) teachers between job satisfaction and two types of psychosocial characteristics of the work environment: motivating factors (i.e., job demands, work meaning, and role clarity) and hygiene factors (i.e., work–family conflict, rewards, peer support, and superior support). In total, 349 pre-k teachers employed in a municipal early childhood education system of a city in Northwest Italy completed a questionnaire at two time points one year apart. Cross-lagged path analysis indicated a positive reciprocal relationship between job satisfaction and work meaning. The paths from job demands and superior support at Time 1 to job satisfaction at Time 2 were found to be significant. Finally, the path from job satisfaction at Time 1 to role clarity at Time 2 was positive and significant. The present study confirms the results of previous literature suggesting that motivating factors are more strictly associated than hygiene factors with job satisfaction. Moreover, it expands current knowledge by highlighting the importance of examining both the directionality of associations between the psychosocial characteristics of the work environment and job satisfaction. From a practical point of view, the study findings are important because they help identify possible interventions to promote the quality of work life and improve the quality of the service provided by Italian pre-k teachers. © 2020 Elsevier Inc
Work ability and burnout: What comes first? A two-wave, cross-lagged study among early childhood educators
No full textAlthough previous evidence suggests an association between work ability and burnout, no study has been specifically dedicated at establishing which is the directionality of the relationship between these two important constructs either in educational or in other occupational contexts. Studies shedding light on the directionality of this relationship are essential, as their results may address organizational management and occupational health practitioners in choosing the most proper interventions capable of early interrupting a possible loss spiral initiated by decreased work ability or increased burnout. In view of that, the aim of the present study was to examine the cross-lagged association between work ability and burnout (i.e., exhaustion, enthusiasm toward the job, and cynicism) at a distance of one year. In total, 349 early childhood educators completed a self-report questionnaire at two-time points. Data analyses were performed employing cross-lagged structural equation model (SEM). The findings indicated that work ability positively predicts enthusiasm toward the job and negatively predicts exhaustion. Conversely, work ability did not significantly affect cynicism. Moreover, none of the three-burnout sub-dimensions were found to significantly affect work ability measured at one years of distance. The main contribution of the present study was to have clarified the directionality of the association between work ability and burnout and to have identified the burnout sub-dimensions specifically affected by work ability. From a practical point of view, the present study highlighted the importance of investing in promoting work ability in order to prevent job burnout. © 201
Work ability, psycho-physical health, burnout, and age among nursery school and kindergarten teachers: a cross-sectional study
No full textIntroduction: Although well-being and psychophysical health of nursery school and kindergarten teachers have important implications also on the health and well-being of their recipients, studies dedicated to these workers are quite rare, particularly in Italy. Aim: The aim of the study was to observe psychophysical health conditions in a sample of nursery school and kindergarten teachers employed in the Education Services Division of the Municipality of Turin. Method: The study was cross-sectional; 884 self-reporting questionnaires were distributed and 734 teachers (representing 53% of those employed at the Education Services of the Municipality of Turin) correctly filled out the questionnaire. Results: Respectively 53.4% and 50% of participants reported medium or high levels of emotional exhaustion and depersonalization, while 18.5% showed low levels of personal accomplishment. Responders reported moderate levels of work ability in 38.9% and poor levels in 5.6%. The majority of the respondents (98.7%) did not report depressive symptoms; 42.9% of the sample suffered moderate to severe limiting musculoskeletal pain. Age and profession were associated with emotional exhaustion, personal accomplishment, and musculoskeletal pain. However, work ability and depression were only associated with age. No associations were found with depersonalization. Conclusions: The present study shows that health conditions of nursery school and kindergarten teachers were critical and that age contributed to the explanation of these conditions
Fostering work ability among menopausal women. Does any work-related psychosocial factor help?
Full text linkIntroduction: Due to the aging workforce, it will become even more common for organizations to count, among their employees, women who are dealing with menopause. To date, no knowledge is available regarding the work ability among menopausal women. With this view, the aim of the present study was to identify work-related psychosocial factors associated with work ability in a sample of menopausal working women. Methods: A self-report questionnaire was administered to 1069 menopausal women employed as administrative officers in the Italian public sector. The study design was cross-sectional. Results: Work ability was found to be negatively associated with family–work conflict (β = − 0.21, p = 0.0001) and positively associated with health-oriented organizational climate (β = 0.12, p = 0.0001), job autonomy (β = 0.08, p= 0.006), and skill discretion (β = 0.08, p= 0.048). Conversely, work ability did not show significant associations with job demands, flexible working hours, and social support. Discussion: From a practical point of view, our study identifies various areas of intervention that could foster job sustainability during menopause. In particular, our findings suggest that, to improve women’s job sustainability across their entire work-life span, it may be crucial to develop organizational policies, training, and activities specifically dedicated to sustaining menopausal women's well-being
I’ll Be a Caregiver-Employee: Aging of the Workforce and Family-to-Work Conflicts
Full text linkBackground: The double role of caregiver-employee (CE) defines those workers who simultaneously serve as an informal, unpaid care provider for sick, disabled, or elderly relatives, and it is a situation that is on the increase in most western countries. Providing informal caregiving can lead to detrimental effects on emotional well-being and several physical and psychological diseases (e.g., caregiver-burden). CEs can suffer double discomfort (at work and at home), but, first of all, they can be exposed to a high level of home-to-work conflict (HWI). In this study, we analyzed the CE phenomenon in a typical Italian public company, where the mean age of workers is particularly high. Methods: An online questionnaire related to the perception of HWI, well-being, and discomfort at work (depression, emotional exhaustion, job engagement) in relation to the family load (none, parents with <12 children to care for, caregiver to other adults, or children and older adults to care for/old/children to care for employees) was answered by 1704 administrative workers. Results: More than 20% of our sample was included in the elder caregiver condition or in the double role or “sandwiched” condition with older adults and children to care for. The family load changed significantly between the different age groups: for workers aged between 55 and 64 years, the percentage was nearly 27%. CEs had higher levels of HWI and of personal and job discomfort and lower levels of engagement, when compared with non-CEs. Having “only” older adults to care for (the typical CE condition) was associated with having the most negative results. Conclusion: This study confirms and underlines the increasing number of CEs in western organizations and their higher levels of HWI, work disengagement, emotional exhaustion, and depression. As the general population and workforce experience increased “graying,” and many more workers become CEs out of necessity, stable caregiver-friendly workplace policies (CFWPs) should be developed
The relationship between menopausal symptoms and burnout. A cross-sectional study among nurses
Full text linkBackground: Despite the growing presence of menopausal women in workplaces, studies aimed at exploring the link between menopausal symptoms and job well-being are scarce. In the interest of addressing this gap, the present study aimed to explore whether menopausal symptoms might contribute to increased levels of burnout and whether this relationship can be moderated by social or personal resources. Method: The study design was cross-sectional and non-randomized. Ninety-four menopausal nurses completed a self-report questionnaire including scales aimed at measuring menopausal symptoms, burnout, social (i.e., support from superiors and colleagues) and personal (i.e., self-efficacy, resilience, and optimism) resources. Moderated regression analyses were performed to test study hypotheses. Results: Whereas menopausal symptoms were associated significantly with emotional exhaustion, no social or personal resources were found to moderate this relationship. Regarding depersonalization, our study indicated that it was affected by menopausal symptoms only among nurses who reported low social support (from superiors and colleagues), optimism, and resilience. Conclusion: The present study highlights the importance of organizations that employ a growing number of menopausal women to seek solutions at the individual and social levels that help these women deal with their menopausal transition while working
Organizational climate and teachers’ morale: Developing a specific tool for the school context – A research project in Italy
Full text linkThe school context is exposed to several demanding factors relating to student and family needs and external evaluative processes of students’ learning and process outcomes, such as abilities in planning training courses and a learning environment. However, there is a need to develop tools that adequately support schools in making self-assessment evaluations of the internal organizational climate and teacher morale (TM). The present study proposes an Italian version of the School Organizational Health Questionnaire (SOHQ), developed by Hart et al. (2000). An Italian version of the SOHQ was deployed to 9 public primary schools in the north of Italy, and 325 cases were eventually retained as being valid for the analysis. Using confirmatory factor analysis, results highlight that a 56-item version is model fit and presents satisfactory psychometric properties, demonstrating the suitability of a latent structure composed of 12 intercorrelated factors. The present study gives further insight into increasing the use of self-assessment tools in the development of good practices and the monitoring of teacher morale within the school context
Protective factors for work ability in preschool teachers
Full text linkBackground Work ability (WA) describes the physical and intellectual resources on which individuals can rely to respond to work demands. While several studies have investigated the protective role of work-related psychosocial factors on WA, only a few have examined differences across age cohorts. Moreover, few studies have investigated WA in the educational context and most of those did not consider preschool teachers. Aims To examine the role of psychosocial factors (support from colleagues, support from supervisors, work meaning, reward, skill discretion and autonomy) in sustaining WA among preschool teachers in different age cohorts. Methods A cross-sectional study of preschool teachers employed in the municipal educational services of a city in northwest Italy. Study subjects completed a self-reported questionnaire. Results Among the 706 study subjects, in the 35-44 age cohort, support from colleagues was positively associated with WA. In the 45-54 age cohort, WA was found to be associated with reward and skill discretion while in the 55-63 age cohort, work meaning was significantly associated with WA. Conclusions Our findings indicate that potential protective factors for WA may differ between age cohorts. They also suggest that in order to sustain WA effectively, interventions in working populations should be tailored to employees' ages
Stress, work ability, and an aging workforce: A study among women aged 50 and over
No full textWork ability is a central concept in studies concerning the health of the aging workforce. The aim of the present study was to understand the role of work ability in the Job Demands-Resources model and, specifically, to establish whether and through which mechanisms it operates as a personal resource in the health-impairment process. Two-hundred and 2 female kindergarten teachers aged 50 and over completed self-reporting questionnaires. Data analyses were performed using structural equation model (SEM) and moderated regression analyses. The findings indicated that work ability plays a mediating role in the relationship between job characteristics (that are job demands and job resources) and exhaustion. Conversely, the results showed that work ability did not moderate the relationship between job demands and exhaustion. Overall, the results suggest that work ability can be appropriately considered a crucial resource, which can affect workers' health and well-being by supporting workers to deal with job demands and optimally use job resources. From a practical point of view, the findings suggest that organizations should implement monitoring actions and intervention programs aimed at fine-tuning job demands and job resources over the entire work life. This can promote the conservation of work ability and, thus, sustain workers' well-being into the latter stages of their careers
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