Impact of work environment on job satisfaction and stress among hemodialysis staff in Klang Valley

Objective:To investigate the factors contributing to satisfaction with the work environment,job satisfaction(JS),and stress among hemodialysis(HD)staff in the central region of Malaysia.Methods:A quantitative cross-sectional study was conducted on 215 HD staff working at private and non-government(NGO)dialysis centers using self-administered questionnaires.The chi-square test was used to determine factors associated with HD staff's JS,stress,and working environment.Results:The scientific proof was apparent that the working environment had an effect on JS and stress among employees at HD centers.Conclusions:This research offers useful insights into the essence and complexities of HD staff's work and will help nurses,dialysis managers,other dialysis personnel,and organizations to better understand the benefits and stresses faced by these workers.

The impact of nurses’organizational commitment on their perceptions of the work environment:Strong mediating effect of the psychological contract

Objective:The objective is to assess the direct and indirect effects of nurses’organizational commitment(OC)on their work environment perceptions(WEP)and the role of the psychological contr act(PC).Methods:A cross‑sectional quantitative study of 3047 registered nurses in four Chinese hospitals was conducted.The Essentials of Magnetism II(Chinese version),OC,and PC scales were used in the study,and the structural equation modeling was used to assess the connections among variables.Results:The results showed that OC was positively correlated with WEP(r=0.561,P<0.001),and PC was negatively correlated with the WEP(r=−0.717,P<0.001),and OC(r=−0.739,P<0.001).Nurses’PC played a strong mediating role between OC and WEP,accounting for 87.64%of the total effect.Besides,PC played an important role in creating a healthy work environment.Conclusions:The exploration of the relationships among WEP,PC,and OC provides new insights for hospital managers to build a better work environment for nurses,which is conducive to maintaining a stable nurse team and providing high‑quality nursing services for patients.

Humanizing the Culture of Technology Teams: Strategies for Creating Healthier and More Productive Work Environments

With the advancement of technology, companies are increasingly dependent on technology teams to stay competitive. However, members of these teams often work in stressful and unhealthy environments, which can undermine their productivity and well-being. The humanization of the culture of technology teams is an approach that aims to create healthier and more productive work environments for team members, promoting balance between personal and professional life. Despite the importance of a healthy and productive work environment, many companies do not invest in strategies to humanize the culture of their technology teams. This can lead to high levels of stress, staff turnover and low productivity. The objective of this project is to identify effective strategies to humanize the culture of technology teams and create healthier and more productive work environments in digital companies. For this, factors such as management styles, psychological safety, human-centered development, individual beliefs and time and energy management will be analyzed. The project’s methodology will include a literature review on the subject and qualitative data analysis will be performed using a content analysis approach. This project will contribute to the advancement of knowledge about the humanization of the culture of technology teams in digital companies. The results can be applied to companies that want to create healthier and more productive work environments for their team members.

The state of the science of nurse work environments in the United States: A systematic review

A healthy nurse work environment is a workplace that is safe,empowering,and satisfying.Many research studies were conducted on nurse work environments in the last decade;however,it lacks an overview of these research studies.The purpose of this review is to identify,evaluate,and summarize the major foci of studies about nurse work environments in the United States published between January 2005 and December 2017 and provide strategies to improve nurse work environments.Databases searched included MEDLINE via PubMed,CINAHL,PsycINFO,Nursing and Allied Health,and the Cochrane Library.The literature search followed the PRISMA guideline.Fifty-four articles were reviewed.Five major themes emerged:1)Impacts of healthy work environments on nurses'outcomes such as psychological health,emotional strains,job satisfaction,and retention;2)Associations between healthy work environments and nurse interpersonal relationships at workplaces,job performance,and productivity;3)Effects of healthy work environments on patient care quality;4)Influences of healthy work environments on hospital accidental safety;and 5)Relationships between nurse leadership and healthy work environments.This review shows that nurses,as frontline patient care providers,are the foundation for patient safety and care quality.Promoting nurse empowerment,engagement,and interpersonal relationships at work is rudimental to achieve a healthy work environment and quality patient care.Healthier work environments lead to more satisfied nurses who will result in better job performance and higher quality of patient care,which will subsequently improve healthcare organizations'financial viability.Fostering a healthy work environment is a continuous effort.

Potential effects of the nursing work environment on the work-family conflict in operating room nurses

BACKGROUND The nursing working environment is an important subsystem in the hospital environment.A good working environment could have a positive impact on nurses.However,the work-family conflict and unsatisfactory working environment could significantly reduce their working enthusiasm,efficacy as well as the overall quality of the nursing,increase their fatigue,and thereby compromise their career status.AIM To explore the possible status quo and to analyze the correlation between work environment perception and the work-family conflict among nurses in the operating room.METHODS A total of 312 operating room nurses from two first-class hospitals at Grade 2 and two first-class hospitals at Grade 3 in China from May to September 2017 were included in this research using the cluster sampling method.The data,including the general information questionnaire,the practice environment scale of the nursing work index(PES-NWI),and the work-family conflict scale,were systematically collected.Pearson correlation analysis was applied to analyze the correlation between the two scores,with influencing factors analyzed by hierarchical regression analysis.RESULTS A total of 312 questionnaires were issued,and the response rate and effective questionnaire rate were both 96.15%(300/312).The total scores of the PES-NWI scale and the work-family conflict scale were 3.07±0.43(vs maximum up to 4 points)and 52.32±8.79(vs maximum up to 90 points),respectively.The scores of the PES-NWI scale were negatively correlated with that of work-family conflict scale(all P<0.05).The perception of the nursing work environment and the number of night shifts per month were the major factors contributing to the workfamily conflict(all P<0.05).CONCLUSION The nursing work environment and the work-family conflict among nurses in the operating room were both found at a medium level with a negative correlation between the two.

Assessment tools of nursing work environment in magnet hospitals: A review

In the 1990s,the American Nurses Association established a certification program called the Magnet Recognition Program through the American Nurses Credentialing Centre(ANCC)to complement the quality care provided to patients by hospitals.After the program was recognised,hospitals were identified as magnet hospitals[1].Some studies show that magnet hospitals provide a healthier working environment for nurses,accompanied by higher nurse satisfaction and better patient prognosis than non-magnet hospitals[2e5].The nursing work environment is the sum of various elements that directly or indirectly affect the patient care system[6].Improving the nursing work environment is a focal point and challenge for nursing administrators.Therefore,administrators in magnet hospitals usually apply a variety of assessment tools for effective evaluation of the nursing work environment to maintain and improve the health of the environment.

Labor Motivation and Its Influence on Workers’Productivity-A Secondary Publication

The productivity of an institution is achieved,in large part,by creating a harmonious environment that reflects the satisfaction,empowerment,and collaborative spirit of each employee.From this perspective,management will consider upgrades using all tactics that allow for the achievement of these goals,including direct effort and the involvement of all stakeholders.The objective of this study was to examine the relationship between work motivation and the productivity of workers in the communal board of the Barrio Sur corregimiento in the province of Colón.Using the questionnaire as an instrument,as well as the descriptive method,allowed for the report and evaluation of the characteristics of the workers,indicating interpersonal deficits and distancing in the motivations that drive administrative action.By incorporating different approaches previously analyzed and developed by different authors familiar with the subject,it was possible to achieve substantial results,such as the need to implement administrative strategies that harmoniously incorporate workers,showing that,despite motivation problems,the work environment where one works is very important in the performance of their duties.Managing to motivate the direct participation of the workers selected as part of the sample,who showed full satisfaction with the results framed within the framework of individual improvement and,above all,the commitment to the institution to improve its work.

Investigation of transient and heterogeneous micro-climate around a human body in an enclosed personalized work environment

Heterogeneous distribution of indoor environmental quality is known to have a great impact on human health,comfort,and productivity.A personalized work environment,that creates a localized and independent environ-ment with capsules or partitions,is being developed worldwide to provide workers with a space that enables undisturbed concentration on studying and working.However,the minimized interior space of a personalized work environment can immediately cause adverse health impacts for occupant if the air quality and thermal en-vironment in the personalized work environment is not controlled appropriately.Particularly,constant breathing can sharply increase the CO 2 concentrations in an interior space with an insufficient ventilation rate.In order to design a healthy and comfortable indoor environment,especially in a personalized work environment,it is important to predict precisely and comprehensively the transient and heterogeneous structure of the indoor envi-ronment formed around a human body.With this background,we have developed an in silico human model that integrates a computational human model(virtual manikin combined with thermoregulation models)and respi-ratory model(virtual airway)for estimating indoor environmental quality,targeting the microclimate around a human body and breathing zone with high accuracy.In this study,we report the applicability of a comprehensive in silico human model to estimate the environ-mental quality in a personalized work environment.A coupled analysis of heat and contaminant transfer with computational fluid dynamics was conducted targeting the space around the in silico human model installed in a virtual personalized work environment.The informative data including human thermal comfort and breathing air quality were obtained,potentially forming the basis for the development of a digital twin of the personalized work environment and contributing to the design of a healthy,comfortable,and productive personalized work environment.

Study and Application of Cooperative Work Environment

The concept of Cooperative Work Environment (CWE) is introduced. Three key elements of CWE, information integration, process integration, and organization integration, are analysed. An application framework of CWE is proposed, and with this framework a CE CWE based on Lotus Notes/Domino and Intel Proshare used in a large enterprise is introduced.

THE EFFECT OF ENVIRONMENT WORK ON EFFECTIVE SEGREGATION COEFFICIENT OF SOLUTE AT SOLID／LIQUID INTERFACE

The model of effective segregation coefficient(Keff) of solute atoms has been developed by considering the effect of environment work on barrier potential of atom motion at solid/liquid interface.It was found that not only the amount but also the type of environ ment work strongly affected the Keff in addition to the growth velocity R.

Effect of working time on environmental pressures:empirical evidence from EU-15,1970-2010

There is growing interest in the correlation between working time and environmental pressures,but prior empirical studies mostly focused on static methodologies.This article used dynamic panel regression approaches to examine and compare the relationship among western,southern,and northern European countries over the period 1970-2010,and proved the existence of strongly significant relationships in all models.Furthermore,this article detected the relationship between working hours and environmental indicators(carbon emission and energy use) at different phases.We contribute to a further understanding of the environmental effects of the working time reduction policy by comparing the differences among various periods and country groups in a system generalized method of moments(GMM) dynamic framework.

Environmental Health Graduates’ Work Skills Competencies: Perspectives from the Employers and the Graduates

Introduction: Environmental health is a rapidly evolving field, and professionals working in this field have to deal with increasingly complex environmental and public health concerns. Consequently, their skill development is a key component in ascertaining their abilities to match work requirements to the satisfaction of their employers. Training and education of these professionals requires involvement of the relevant stakeholders to apt their technical skills in preparation of the role to be undertaken. Thus, the universities and other institutions of higher learning, in their efforts to improve graduate output should understand the labor market. Additionally, due to constant transformation and reorganization of strategies and plans by practitioner organizations, employers’ perspective in assessing graduates’ abilities and performance is necessary. Aim: The purpose of this study was to assess the employers’ perspectives on the graduates’ abilities to handle work demands. Methods: A cross sectional descriptive study design involving employers and graduates of environmental health program of Moi University using mixed methods was carried out. Pretested semi structured paper questionnaires were administered to 45 employers, while online survey was carried out on 227 sampled graduates. In-depth interviews were further subjected to the graduates to corroborate issues raised. Quantitative data analysis was done using statistical package for social scientists (SPSS) version 20 where the data was summarized using frequencies and proportions. Qualitative data was thematically analyzed. Results: The overall employer assessment of the graduates’ abilities to handle work demands was satisfactory with 18 (46.1% 7 of the employers rating them as good). On self-assessment, 116 (61.7%) of the graduates reported not to have faced any skills competency challenge at their work place and only 57 (30.3%) reported adequacy in skills acquired during undergraduate training. From the in-depth interviews, the graduates applauded the current curriculum implementation strategy of Problem Based Learning (PBL) but faulted the infrastructural inadequacies for low competencies and inadequate skills. The in-depth interviews further revealed a picture of graduates struggling with skills’ mismatch in their job placement. Conclusion: The study revealed a good rating by employers on the graduates’ competency skills but a high proportion (69.7%) of graduates reported lack of adequate skills to match their work demands. Recommendations: Institutions of higher learning need to invest in infrastructural elements of curriculum implementation to boost more practical sessions for better skills’ acquisition that matches the industrial needs.

韧性领导对员工适应性绩效的影响:有调节的链式中介模型

领导风格是影响员工适应性绩效的重要前因,然而尚未有研究探索韧性领导这一VUCA时代新型领导风格与员工适应性绩效的关系。基于资源保存理论和扩展—建构理论,探索韧性领导对员工适应性绩效的预测作用及其作用机制和边界条件,拓展韧性领导的影响结果和员工适应性绩效的预测前因。利用层级回归分析技术,分析来源于两阶段收集的225份网络调查问卷,结果发现:韧性领导显著正向影响员工适应性绩效;工作繁荣和自我领导分别中介了韧性领导与员工适应性绩效的关系;工作繁荣与自我领导在韧性领导与员工适应性绩效之间发挥链式中介作用;环境不确定性调节了韧性领导与工作繁荣的关系以及韧性领导经由工作繁荣和自我领导对员工适应性绩效的链式中介效应。研究结果有助于丰富韧性领导和员工适应性绩效的相关研究,为组织提升员工适应性绩效提供有益借鉴。

社会工作推进社会救助中“对象赋能”和“环境优化”的整合实践

随着我国迈入全面建设社会主义现代化国家的新发展阶段,社会工作成为推动社会救助从解决生存型困难向满足发展型需求转型的重要社会力量。从社会工作实践的生命模型理论和生态系统理论出发,探讨社会工作在社会救助实践中推动“对象赋能”和“环境优化”双重实现的可能性,结果显示:社会工作可以从社会救助对象在处理生命任务时与环境系统互动中的问题和需求出发,综合运用多种理论和方法,采取“生命任务—社会目标—实践系统”的整合实践框架,着力提升救助对象解决问题和使用资源的能力,同时改善救助对象发展所需的资源环境,促进政策资源系统、社会资源系统和社会网络资源系统等资源系统与救助对象的良性互动,从而推动发展型社会救助政策的落地实践。

废弃矿山环境修复工作系统探讨

废弃矿山环境修复是还自然环境“历史旧账”的过程,是环境保护的一项至关重要的工作,该工作涉及领域广泛、投入资金量大、修复时间长、工作任务艰巨。为了优化废弃矿山环境修复工作方式,确保该项工作能够有序高效进行,首先,总结以往废弃矿山环境修复模式在构建过程中的不足之处,包括模式选定流程的缺乏和模式相对应技术的不明确;其次,建立一套能够快速且准确构建的修复模式,并且根据修复模式准确锁定修复技术的工作系统,该工作系统是以矿山的实际环境情况和矿山环境修复基本原则为基础、以修复目标为导向、以修复模式为框架、以修复技术为手段的优化组合;最后,以甘肃省定西市岷县某金矿历史遗留矿山的环境修复工程为实例,分析该工作系统对于废弃矿山环境修复工作的效果。废弃矿山环境修复工作系统的合理性与科学性对建成“绿水青山”的生态环境目标和“可持续发展”的经济建设目标有着深远的影响。

生态与社会二重性:中国式现代化视野下的环境社会工作新方向

社会工作在现代性的条件下应运而生,社会工作的发展也需要回应现代性的矛盾。生态环境保护与人类社会发展是现代性的一对重要矛盾体,当代社会工作的发展也应当回应这个问题。为此,需要将生态环境和人类社会两个主体的调适与融合作为驱动力,以中国式现代化的根本要求作为中国环境社会工作发展新的开端和指引,对环境社会工作的概念及其所遵循的价值观、工作法则做出新的解释,进而构建中国本土环境社会工作实践的新取向。

我国企业档案馆建设的环境分析与未来走向

企业档案馆是我国档案馆网络体系的重要组成部分,对于支撑企业业务开展以及国家档案事业高质量发展具有重要作用。基于文献研究、政策文本分析和实践调查,从宏观层、中观层、微观层对我国企业档案馆建设环境进行系统性分析;在此基础上,立足于企业档案工作客观规律,指明我国企业档案馆建设的未来走向:统筹谋划,持续深化档案治理体系建设;全链贯通,推动业务工作整体质量提升;内外联动,促进档案利用服务模式创新;数智赋能,融入档案工作数字转型大局;人才强档,优化档案工作人员成长环境。

Investigation of the working conditions of nurses in public hospitals on the basis of nurse-friendly hospital criteria

Objective:This descriptive study reveals how nurses working in public hospitals rated their practice environments with respect to nurse-friendly hospital criteria.Methods:This study was conducted on 460 nurses volunteering to participate this study among 735 nurses working in inpatient wards of three public hospitals.Data were collected using a personal information form and the Adapted Nursing Work IndexeRevised.Numbers,percentages,means and standard deviations,t-test and one-way variance analysis were used to evaluate the data.Results:Among the nurse-friendly hospital criteria,‘control of nursing practice’,‘middle management accountability’and‘quality initiatives’had the highest mean scores,and‘competitive wages’had the lowest mean score.The assessments of the nurses presented statistically significant differences with respect to personal and occupational variables.Conclusion:The nurses found most of the nurse-friendly hospital criteria adequate,but they believed that several areas needed improvement.

创新工作要求对新生代员工工作旺盛感的影响研究——压力评价的中介作用

随着“新生代”逐步迈进职场,该群体的工作态度受到广泛关注。本文基于资源保存理论,旨在探究新生代员工的创新工作要求与工作旺盛感之间的关系,以压力评价作为中介机制,并剖析了环境不确定性的调节作用。实证研究结果表明:创新工作要求正向影响工作旺盛感,挑战评价、阻碍评价在两者关系间起中介作用;环境不确定性正向调节挑战评价与工作旺盛感间的关系。本研究为深入理解创新工作要求与新生代员工工作旺盛感间的潜在中间机制及边界条件提供了探索方向,同时为企业推进创新行为提供了重要参考。

The effects of hazardous working conditions on burnout in Macao nurses

Objective:To examine the effects of various hazardous factors in working environments on burnout in a cohort of clinical nurses in Macao.Methods:A cross-sectional survey was used to examine specific workplace hazards for burnout in qualified nurses(n=424)in Macao.Structural equation modeling(SEM)was used to analyze relationships between specific hazards and manifestations of burnout.Results:In the final model,workplace hazards accounted for 73%of the variance of burnout with a standardized regression weight of 0.85.The measures of the model fit were acceptable.Bodily hazards,threats of violence,and physical environmental hazards were found to significantly contribute to two major determinants of burnout,emotional exhaustion and depersonalization.Conclusions:Workplace environmental hazards increased the risk of burnout amongst clinical nurses in Macao.Better management of these factors may help to protect nursing staff and reduce the risk of burnout and attrition from the nursing profession.