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.

Precision Machining Equipment Fault Diagnosis Based on CWT and Improved ResNeXt

A fault diagnosis method based on continuous wavelet transform and improved multi-dimensional residual network was proposed to solve the problem that the working environment of precision machining equipment is very complicated,and the fault characteristic signal is weak and hard to extract.Firstly,the best wavelet base Cmor 3-3 is selected by comparing 6 different wavelet base types.Secondly,continuous wavelet transform(CWT)is applied to the acquired original vibration signal to generate the feature map and process the gray level.Finally,the improved ResNeXt network is used to diagnose faults in precision machining equipment.The experimental results show that the proposed CWT and the improved ResNeXt algorithm have high accuracy in identifying precision machining equipment faults in complex environments,with an average accuracy of 99.4%。

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.

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.

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.

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.

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.

Prevalence of Occupational Stress and Related Risk Factors among Nurses Working in ASEER Region

Background: Over the last century, stress as an interdisciplinary concept has become an area of great interest and has been researched extensively. Although the earliest studies on stress were mostly physiological, psychological models of stress have been developed and established a link between stressors and illness in his model of general adaptation syndrome. Objective: To investigate prevalence and factors associated with occupational stress among nurses working Asser region Hospital. The study included nurses at different age groups working at different departments with assessment of any sources of stress. Methodology: A descriptive cross-sectional study was conducted targeting nurses in the main hospitals in the Asser region, Southern Saudi Arabia. A total of the study samples of 217 nurses were required to estimate the expected average stress rate among nurses. A self-administered pre-structured questionnaire used for data collection. Results: Nurses’ ages ranged 21 to 55 years old with mean age of 30.9 ± 11.7 years old. Majority of the nurses were females 175 (80.6%). The highest mean score (more stress) was reported by nurses in relation to the following stress factors;working very hard (4.3 ± 0.9), followed by being under pressure to work long hours (4.2 ± 0.9), the opportunity given to do something is not real and enough (4.2 ± 1.0). The findings showed a significant relationship between nurses’ stress level, their personal and work-related characteristics (P = 0.001). Recommendations: Interventional programs to detect and alleviate sources and effects of occupational stress should be developed including more training regarding coping strategies, nurses’ support, and better work condition.

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.

Adapt to New Normal State of Environmental Protection,Fight a Tough Fight,and Make Full Efforts to Build a Beautiful Xi'an

In China, economic growing speed converts from high speed to moderate and high speed; economic structure enters from moderate and low end to moderate and high end; development power converts from investment drive to innovation drive, and investment of resource and environ- ment factors presents declining trend. Spatial pattern of economy development is changing greatly, which needs eco-civilization construction and en- vironmental protection field continuously adjusting focus, environmental rules and laws correspondingly regulating, eco-civilization construction and environmental protection field also entering into new normal state. It requires scientifically understanding, actively adapting to and responding to new normal state of eco-civilization construction and environmental protection,and fighting a tough fight. Firstly, we should handle with the relationship between environment and economy, and strive to explore the way of environmental protection. Secondly, we should insist protection priority and prevention oriented,and promote transformation of environmental management strategy. Finally, we should accelerate to promote eco-civilization system reform and environmental protection management system reform, and further promote environmental protection work in Xi＇an on new level from eight aspects.

Conflict among Saudi nurses in hospitals:a qualitative study

Background:Conflict among nurses often has an undesirable effect on their work.Thus,understanding the predictable causes of conflict helps in dealing with it at an early stage,preventing negative consequences that may impact nurses’performance,ultimately affecting the quality of care and patient safety.This study aimed to explore the sources of conflict and how Saudi nurses in Taif deal with conflicts in hospitals.Method:A descriptive qualitative approach was employed,using the semi-structured interview method to collect data from 17 Saudi nurses working in 3 hospitals in the city of Taif from September 2022 to January 2023.Ethical approval was obtained from the Research and Studies Department at the Directorate of Health Affairs in Taif(IRB registration number with King Abdulaziz City for Science and Technology,KSA:HAP-02-T-067,approval number:720 on 10/08/2022).Results:The data revealed two main themes:firstly,conflicts arising among nurses,which can be categorized into two sub-themes:lack of awareness in work policies and procedures,and lack of communication;secondly,preemptive strategies for dealing with conflicts.Three sub-themes emerged in this regard:identifying conflict sources in advance,conducting regular meetings to enhance communication,and increasing awareness of policies and regulations while adhering to them.Conclusion:Conflict negatively impacts the quality of nursing care.Therefore,it is crucial to implement preventive and early measures,such as improving communication among nurses and enhancing awareness of policies and procedures,to address the ambiguities that lead to workplace conflict.

Ventilation control of tunnel drilling dust based on numerical simulation

In order to control the dust pollution produced by air leg rock drill in the trolley area during the excavation of long-distance single ended tunnel,the full-scale physical model of working face was established by using FLUENT software,and the numerical simulation analysis of tunnel drilling ventilation and dust removal parameters was carried out.The results show that it is difficult to control the dust pollution of the face by conventional ventilation,and the drilling dust is distributed in the range of 10 m from the face;after the introduction of the long pressure and short suction ventilation scheme,when the ratio of compressed air volume to exhaust air volume is 0.72,the height of the pressure fan is 2.5 m,the distance between the pressure fan and the palm face is 20 m,and the exhaust fan is 12 m away from the palm,the dust concentration control efficiency of the working face is increased by about 60%.Therefore,in the similar long-distance single head tunnel construction,it is appropriate to adopt the dust removal method of long-distance short suction and exhaust fan to ensure the working environment.

ICT Workers and Professional Spirit in the E-Business Era

Because of the ubiquity of information and communication technology (ICT) and ICT-based information systems, ICT workers in business organisations have power, both intentional and unintentional, over people's quality of life. On this point, all of them, not only ICT professionals but also non-professionals or end-users, need to accept responsibility to the public and to have professional spirit in order to make and keep the information society and e-business environment safe and reliable. However, an individual ICT worker is not necessarily a strong existence; he or she is in a complex situation filled with stress and pressure and his or her decisions are sometimes affected by it. Therefore, social and organisational measures to prompt ICT workers to behave in professional spirit are necessary to be taken.

Intention to Leave and Associated Factors among Health Professionals in Jimma Zone Public Health Centers, Southwest Ethiopia

Background: Inadequate human resources are a major constraint to improving global health. The health sector is characterized by a high turnover coupled with internal as well as external brain drain but there is little information on intention to leave among health professionals in public health centers of Jimma Zone, Oromia Regional State. The aim of this study is to assess intention to leave and associated factors among health professionals in public health centers of Jimma Zone, southwest Ethiopia. Methods: A cross-sectional quantitative and qualitative study was conducted on seven randomly selected woredas (districts) which have 53 public health centers. All health professionals in sampled district public health centers were included (n = 505). Factor analysis was employed for all Likert scale instruments to extract factor(s) representing each of the scales using SPSS version 16.0. The qualitative data was analyzed by thematic analysis methods. Ethical approval was obtained from Jimma University. Results: Four hundred fifty five (90.1%) health professionals participated in the study;out of this, 290 (63.7%) had intention to leave. Among variables, job satisfaction (Beta = -0.298, (95% CI, -0.568 to -0.029), working environment (Beta = -0.612, (95% CI, -0.955 to -0.270), and organizational management (Beta = -0.552, (95% CI, 0.289 to 0.815) had statistically significant association with intention to leave among health professionals in public health centers of Jimma Zone. Conclusions: The overall intention to leave among health professionals was high. Level of job satisfaction, working environment, work pressure, and organizational management had statistically significant association with intention to leave. Thus, responsible bodies should aggressively work on the concerns identified, like, improvements in salary, promotion in terms of training/educational opportunity, improving working environment, and transfer of health professionals, and improvement of the leadership skills of managers.

A cross-sectional study on nurse turnover intention and influencing factors in Jiangsu Province, China

Background:Nurses'turnover has been a major concern globally,which is strongly influenced by nurses'intent to leave.However,only a few large sample studies on the predictive factors associated with nurses'turnover intention were conducted in Jiangsu Province.This study mainly aims to examine the level and factors that influence nurses to leave their work in Jiangsu Province of Eastern China.Methods:A cross-sectional survey of 1978 nurses was conducted at 48 hospitals in 14 key cities throughout Jiangsu Province.The turnover intention in nurses was measured by the scale of intent to leave the profession.The work environment of nurses was measured by the Chinese version of the Practice Environment Scale.A multiple linear regression model was applied to analyse the factors associated with turnover intention.Results:The resignation rate of nurses in the hospitals of Jiangsu Province ranged from 0.64%to 12.71%in 2016.The mean scores were 15.50±3.44 for turnover intention,and 3.06±0.51 for work environment.Involvement in hospital affairs,resource adequacy,age,professional title,year(s)working,employment type and education level were the predictors of nurse intent to leave(P<0.05).Conclusion:The work environment of nurses in hospitals must be improved in staffing and resource and nurses'involvement in hospital affairs.The current study corroborates that nurses have high turnover intention.Thus,effective measures are needed to improve nurse accomplishment,professional status,participation in hospital affairs and career planning to reduce their turnover intention.

Promoting Clinician Well-Being and Patient Safety Using Human Factors Science: Reducing Unnecessary Occupational Stress

Our healthcare delivery system has accumulated complexity of payment, regulation systems, expectations and requirements. Often these are not designed to align with clinical thinking process flow of patient care. As a result, clinicians are utilizing enormous mental (cognitive) resource to comply with these complexities, over and above the baseline mental effort required to give good care to the patient. Recent studies suggest a significant number of physicians, advanced practice providers and nurses no longer want to stay in healthcare due to difficult work expectations and conditions that have become unreasonable. Technology has benefitted healthcare delivery, but also is a conduit of many expectations that have been grafted upon clinician workloads, exceeding the resources provided to accomplish them. Cognitive load is a measure of mental effort and is divided into Intrinsic, Germane and Extraneous Cognitive Load. Extraneous Cognitive Load (ECL) is what is not necessary and can be removed by better design. High cognitive load is associated with increased risk of both medical error and clinician burnout. Chronic high level occupational stress occurs from dealing with this job/resource imbalance and is showing serious personal health impact upon clinicians and the quality of the work they can provide for patients. Since organizational systems have become more complex, leadership methods, clinician wellbeing and patient safety efforts need to adjust to adapt and succeed. Safety efforts have tended to predominantly follow methods of a few decades ago with predominant focus upon how things go wrong (Safety I) but are now being encouraged to include more of the study of how things go right (Safety II). Human Factors/Ergonomics (HFE) science has been used in many industries to preserve worker wellbeing and improve system performance. Patient safety is a product of good system performance. HFE science helps inform mechanisms behind Safety I and II approach. HFE concepts augment existing burnout and safety interventions by providing a conceptual roadmap to follow that can inform how to improve the multiple human/technology, human/system, and human/work environment interfaces that comprise healthcare delivery. Healthcare leaders, by their influence over culture, resource allocation, and implementation of requirements and workflows are uniquely poised to be effective mitigators of the conditions leading to clinician burnout and latent medical error. Basic knowledge of HFE science is a strategic advantage to leaders and individuals tasked with achieving quality of care, controlling costs, and improving the experiences of receiving and providing care.

Effects of Training to Improve Novice Nurses’ Sense of Coherence

Background: Our previous research concerned the relation between Sense of Coherence, workplace stress, and burnout for nurses in their first three years of work. We found that their psychological state in the first three months on the job was particularly critical to their success and retention. As workplace stress increased over their first three years, their Sense of Coherence declined, and their burnout increased. Follow-up interviews after five years revealed the importance of identifying role models early on and feeling their own growth in the responses of their patients. Based on these findings, in 2015 we instituted a program to improve new nurses’ Sense of Coherence. The present research was to evaluate the effectiveness of this training program. Purpose: The purpose of this study was to evaluate the effectiveness of a training program in raising Sense of Coherence. Method: From June of 2015 to March of 2017, we surveyed Sense of Coherence of 137 new nurses who completed our training program, comparing them to a cohort of 960 nurses whom we had studied in 2010-11 without such a training program. We analyzed their responses using SPSS Version 24.0, taking a probability of less than 5% to be significant. Results: In terms of Sense of Coherence, the training program improved new nurses’ “comprehensibility” and “manageability” in the first three months, but both dropped to levels comparable to the untrained nurses after six months. There was no significant difference in “meaningfulness”, which dropped over the first year in both groups. Categorized into three groups according to SOC score at the time of employment in the intervention group, 36 participants were classified into the low score group, 41 participants were classified into the medium score group, and 44 participants were classified into the high score group. Then changes in SOC in each group were then compared. In the LOW group, the scores for “comprehensibility”, “manageability”, and “meaningfulness” increased significantly throughout the year, while in the HIGH group, scores decreased significantly. Conclusions: Our training program did raise new nurses’ sense of growth over the first year, and significantly improved their “comprehensibility” and “manageability” over the first three months. However, the fact that their Sense of Coherence dropped to control group levels after six months suggests the need for further intervention to maintain “comprehensibility” and “manageability” over the longer term. In the LOW group, the scores for “comprehensibility”, “manageability”, and “meaningfulness” increased significantly throughout the year, however, the total SOC score for the LOW group remained low throughout the year. Thus, additional support is needed over-and-above the training presented in this study for those nurses with low SOC scores at time of employment.