Search Results (627)

Background: Job stress is a pervasive issue in modern workplaces and is associated with numerous adverse outcomes, including employees’ turnover intention when stress levels are high. Objective: This study aimed to examine the association between job stress and turnover intention among employees working in healthcare institutions through meta-analysis. Methods: A systematic literature review and meta-analysis were performed following PRISMA guidelines. The study was registered in the International Prospective Register of Systematic Reviews (PROSPERO; ID: CRD42024581906). Considering variations in sample sizes, publication years, and measurement scales, a random-effects model was employed. Effect sizes were illustrated with a forest plot, and publication bias analyses were performed. Subgroup analyses were conducted by occupational group, COVID-19 period, and geographic region, while meta-regression tested the moderating effects of publication year. Study quality was assessed using the AXIS tool. Results: Based on predefined inclusion criteria, 38 independent studies were included. Findings revealed a moderate-to-high, positive, and statistically significant relationship (r = 0.441; 95% CI [0.389, 0.490]) between job stress and turnover intention among healthcare workers. Moreover, although between-study heterogeneity was substantial (I² = 95.5%), the direction and statistical significance of the association remained consistent across different countries and healthcare systems. Conclusions: This meta-analysis demonstrated a statistically significant positive association between job stress and turnover intention among healthcare workers (r = 0.441). Although substantial heterogeneity was observed across studies, the relationship remained consistent across occupational groups, regions, and study contexts. Addressing job stress may therefore play an important role in supporting workforce retention in healthcare organizations. Full article

Background: Vaccine hesitancy is a global challenge affecting workplaces and academic institutions. Despite efforts, low vaccination rates persist in South Africa, increasing the risks associated with pathogen exposure. This study assessed the knowledge, attitudes, and perceptions (KAPs) of healthcare workers (HCWs) and students at a Nursing College regarding voluntary and mandatory COVID-19 vaccination. Methods: A quantitative cross-sectional study was conducted using a structured, self-administered electronic questionnaire. All eligible nursing students and staff at the participating Nursing College were invited to participate. Of the 504 eligible individuals, 372 completed the questionnaire, corresponding to a response rate of 73.8%. Data were analyzed using IBM SPSS Statistics version 30.0. Logistic regression and Mann–Whitney U tests were used to assess associations and differences between groups, with statistical significance set at p < 0.05. Results: Most respondents were female (302, 81.0%) and single (252, 67.9%). The age group 26 to 40 was most prominent (144, 38.8%). Only 42.2% of respondents (n = 157) were fully immunized with no boosters. Student nurses dominated (344, 92.5%), with 226 (60.9%) having no COVID-19 infections and 198 (72.0%) voluntarily receiving the vaccine. Occupation (p = 0.030) and age group (p = 0.027) were independently associated with reporting voluntary COVID-19 vaccination. Age was also associated with respondents’ attitudes and perceptions of the COVID-19 vaccine (p < 0.001) as well as their understanding of the vaccine (p = 0.002). Conclusions: Occupation and age group were independently associated with the reported basis on which COVID-19 vaccination was received (voluntary versus mandatory). Targeted communication and educational strategies addressing these factors may improve vaccine acceptance and preparedness for future outbreaks. Full article

This qualitative phenomenological study examines how digital workplace surveillance embedded within remote and hybrid work systems shapes employee morale, organizational trust, and job satisfaction. Grounded in a socio-technical ergonomics framework, the research conceptualizes monitoring technologies not as neutral administrative tools but as structural design elements that recalibrate autonomy, accountability, and relational dynamics. The rapid normalization of telework during the COVID-19 pandemic accelerated the adoption of algorithmic oversight systems, transforming managerial visibility and redefining performance metrics. Yet, limited empirical attention has been devoted to how these systems are subjectively experienced, particularly among younger workforce cohorts. Drawing on in-depth, semi-structured interviews with Generation Y and Generation Z employees working under digitally monitored telework conditions, the study explores how surveillance practices influence perceptions of autonomy, fairness, psychological safety, and engagement. The analysis identifies core themes reflecting tensions between efficiency and trust, transparency and intrusion, and compliance and intrinsic motivation. The findings contribute to socio-technical ergonomics scholarship by illuminating how oversight infrastructures can either support or destabilize sustainable and adaptive work environments. Full article

Background/Objectives: Individualized nursing care is a fundamental component of high-quality healthcare, particularly in geriatric populations. However, its consistent implementation remains challenging, a situation further exacerbated by the COVID-19 pandemic due to increased workloads and resource constraints. This study aimed to assess nurses’ perceptions of individualized care for older adults in Spain and to examine the influence of the workplace ethical climate on these perceptions. Methods: A cross-sectional observational study was conducted using two validated instruments: the Individualized Care Scale–Nurse version (ICS-Nurse) and the Hospital Ethical Climate Survey (HECS). Descriptive and inferential analyses were performed to assess individualized care, ethical workplace climate, and the associations between both constructs. Results: A total of 96 nursing professionals participated in the study. Participants reported an overall favorable perception of individualized care. The highest scores were observed in the clinical situation dimension, whereas lower scores were reported for aspects related to hygiene organization and the incorporation of patients’ preferences. A moderate, positive, and statistically significant association was observed between ethical workplace climate and individualized care, particularly in dimensions related to patients and physicians. Participants working in hospital settings reported higher recent-experience individualized care scores than those working in nursing homes. Conclusions: These results highlight the critical role of an ethical workplace climate in supporting nurses’ capacity to deliver individualized care. They also underscore the need for targeted strategies to strengthen organizational support, enhance interprofessional collaboration—particularly with physicians—and promote training in individualized care practices. Addressing these factors may facilitate more consistent and comprehensive individualized care, especially in long-term care settings where structural challenges persist. Full article

This systematic review examines the impact of flexible work arrangements and hybrid work on small- and medium-sized enterprises, following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses 2020 framework. A total of 35 peer-reviewed studies published between 2016 and 2025 were analyzed from Scopus and Web of Science databases to identify global patterns, enabling factors, and organizational outcomes of workplace flexibility in small- and medium-sized enterprises. The findings reveal that flexible work arrangements and hybrid work have evolved from temporary responses during the COVID-19 pandemic into long-term organizational strategies in many contexts. Three key themes emerged from the analysis: workplace flexibility and employee outcomes, digital transformation as an enabling capability, and leadership as a driver of organizational resilience. Overall, the reviewed studies indicate that flexible work arrangements are generally associated with improvements in productivity, employee well-being, innovation, and organizational adaptability. However, these outcomes vary significantly across regions and are strongly influenced by digital readiness, leadership practices, and institutional support. Small- and medium-sized enterprises in developed economies demonstrate higher levels of digital maturity and more structured hybrid work adoption, while those in developing economies face constraints related to infrastructure, skills, and resources. The study concludes that flexible and hybrid work should be understood as integrated organizational strategies requiring strong digital capability, adaptive leadership, and supportive policy environments to ensure sustainable performance in small- and medium-sized enterprises. Full article

Migrant agricultural workers (MAWs), predominantly individuals from countries in the Global South, play a vital role in maintaining Canadian food security. Employed in low-income positions across the country, they often face workplace hazards and numerous occupational health and safety (OHS) challenges related to long working hours, limited access to OHS information, gaps in knowledge, structural power imbalances with employers, and language and cultural barriers. This pilot study explored the knowledge, attitudes, and perceptions of OHS issues among MAWs in Southern and Eastern Ontario during the COVID-19 pandemic. Participants completed survey questions on working conditions, OHS hazards, and living conditions. A total of 93 questionnaires were completed, 55 by Spanish-speaking and 38 by English-speaking individuals, with 91% of respondents identifying as male. Several participants reported awareness of positive COVID-19 cases in their workplaces, and some indicated having experienced OHS-related illnesses or injuries but felt uncomfortable reporting them to supervisors. Knowledge of OHS rights varied, with a notable minority uncertain about their entitlement to sick leave. The findings indicate a need for further research and targeted interventions to strengthen health and safety practices among MAWs and to ensure they are informed, protected, and supported in exercising their workplace rights. Full article

People with substance use disorders (SUDs) smoke at elevated rates compared to the general population, experience significant health disparities, and are overrepresented in rural and medically underserved areas with limited substance use treatment centers (SUTCs), leading individuals to seek care at medical healthcare centers (MHCs) (i.e., organizations providing comprehensive primary and preventive care). Thus, understanding MHCs’ and SUTCs’ capacity for adoption of tobacco-free workplace programs (TFWPs) that involve tobacco-free workplace policies and tobacco use treatment delivery is vital. Centers were continuously enrolled from August 2021 to January 2024, spanning the official duration and ending of the COVID-19 pandemic. As part of a mixed methods study, healthcare providers (N = 347) from 9 MHCs (n = 173) and 10 SUTCs (n = 174) in Texas were surveyed; 85 providers and clinical managers from a subset of this sample, drawn from 5 MHCs and 7 SUTCs, completed interviews about their perception of resource availability for, and value of, TFWPs. The organizational readiness for change theory guided the development of investigator-generated surveys and interviews focused on assessing the constructs of resource availability for and valuing of TFWPs. Quantitative findings generally revealed similar perceptions on value and resource availability. However, more MHC than SUTC providers endorsed lack of time as a barrier to delivering cessation care (p = 0.006). Qualitative themes included lack of training and resources to build capacity; limited institutional frameworks, policies, and practices; underprioritizing of tobacco cessation treatment; and erroneous assumptions that tobacco use sustains SUD sobriety. Results emphasize that MHCs need shorter intervention strategies, while SUTCs may be poised for longer interventions as supported through greater endorsement by MHC compared to SUTC providers of time as a barrier to deliver cessation care alongside similar perceptions on value and resource availability across both settings (MHCs, SUTCs). Overall, findings reinforce the need to build greater capacity across healthcare settings for patients’ tobacco use treatment. Full article

Accelerated by the COVID-19 pandemic, organizations have shifted to remote work to transform traditional office conditions and take advantage of the new arrangements. Studies confirm working remotely sustains and boosts performance and satisfaction compared to conventional office states. However, work stress remains a constant concern negatively impacting well-being, engagement, and productivity across both settings. Less explored is how workplace authenticity, shaped by authentic living, accepting external influence, and self-alienation, impacts work stress and performance. We address this research gap by studying how these authenticity dimensions predict work stress across both working-from-home and office work environments and its effect on performance. We used extensive survey data to test the hypothesis implied by these relationships. The findings indicate that work stress is negatively associated with work in both settings. Additionally, accepting external influence and self-alienation may seem to increase work stress, while authentic living reduces it across both contexts. The results of this study provide a cross-context validation rather than strong differentiation between working from home and in office. Organizations should promote authentic living and target self-alienation to attenuate work stress. This is the first study to provide empirical evidence that these dynamics hold in both remote and office work contexts. Full article

Quiet quitting is reported to be on the increase in the post-COVID pandemic workplace, especially among early-career Generation Z (Gen Z) employees. This trend poses serious challenges and could negatively affect organisational productivity, performance, and profitability. The purpose of this study is to evaluate the effects of mentoring and coaching on quiet quitting among graduate interns. This study also seeks to assess whether work engagement mediates this relationship and job insecurity moderates the mediated relationship between mentoring and coaching and quiet quitting via work engagement. Purposive and snowball sampling were used to recruit participants. Data were collected from 264 graduate interns employed in fixed-term internship programmes in South African organisations. The data was analysed using the SPSS PROCESS macro and SPSS Amos 30 graphics. The results showed that mentoring and coaching was significantly and negatively related to quiet quitting behaviours among graduate interns, and this negative relationship was partially mediated by work engagement. Furthermore, job insecurity moderated the mediated effect of mentoring and coaching on quiet quitting behaviours via work engagement. This study advances our understanding of how organisations can mitigate quiet quitting among graduate interns by integrating the social exchange theory and Job Demands–Resources model (JD-R). The practical implication for organisations is to capacitate line managers with technical, professional, and interpersonal skills to mentor and coach early-career Gen Z employees. Line manager mentoring and coaching will increase early-career Gen Z employees’ work engagement and subdue quiet quitting, which is reported to be on the rise among this generation. Full article

Background: Healthcare systems globally continue to experience persistent workforce and system-level challenges as increased workloads, lasting wellbeing impacts, and retention issues remain following the pandemic. To inform strategies and interventions to address these issues, this paper explored the workplace experiences of Victorian (Australia) frontline healthcare workers with parenting responsibilities during the COVID-19 pandemic. Methods: A total of 39 frontline healthcare workers from a large metropolitan hospital were interviewed between October 2020 and February 2021. Reflexive thematic analysis was used to analyse transcripts. Results: Three superordinate themes and five subordinate themes were identified. Themes highlighted the significant pressure that rapid workplace changes placed on healthcare staff and leaders, affecting their physical, mental, and relational health. Support from peers and supervisors was protective, though this increased demands on supervisors themselves. While many staff reported pride in their work, some experienced reduced career satisfaction and concerns about lasting psychological impacts. Conclusions: This study identifies how workplace supports operate through communication transparency, leadership capacity, and protected peer-support space, translating to organisational priorities for the post-pandemic workforce. In the context of ongoing workforce shortages and heightened demands post-pandemic, these findings underscore the importance of strengthening leadership capacity, embedding sustainable workplace supports, and addressing the psychological needs of healthcare staff. Such system-level responses are essential for pandemic recovery, improving workforce retention and staff wellbeing in the modern healthcare environment. Full article

Background: Fostering job satisfaction in rural health workplaces is crucial due to its relationship with multiple outcomes such as physical and mental health, job performance, burnout, turnover intention, and retention. As knowledge of the organizational climate components which influence rural job satisfaction is currently limited, this scoping review sought to identify organizational climate factors influencing job satisfaction among the rural health care workforce in upper-middle-income and high-income countries, organized by thematic categories for use in future workplace initiatives. Methods: Following JBI scoping review methodology and the PRISMA-ScR checklist, studies published between January 2013 and October 2023 were identified through searches of PubMed, APA PsycINFO, CINAHL, and Google Scholar. Eligible studies reported research evaluating organizational climate factors as facilitators of and/or barriers to job satisfaction among health care workers in rural regions of upper-middle-income and high-income countries. Screening was conducted in Covidence and data were extracted using a customized Excel tool. Results: Of 305 identified articles that underwent screening, eighteen studies were included in the final review. Thirteen components of organizational climate across studies were identified as facilitators of and/or barriers to job satisfaction in rural health care workplaces, and categorized into four overarching domains: interpersonal relationships, individual responsibilities, organizational structure and planning, and reward and professional development. Conclusions: Relationships with leadership, peer relationships, autonomy and freedom of working method, availability and quality of resources, workload and the ability to remain busy, and wages and benefits emerged as the most consistently identified components impacting job satisfaction across studies. Rural health care organizations are encouraged to prioritize these components and implement participatory, communicative leadership structures, foster team cohesion and support, develop health care worker autonomy and limit inefficient oversight structures, address resource gaps, coordinate with workers to determine manageable workloads, and implement competitive wages and benefits. Additional research is needed to better elucidate the associations between job satisfaction and organizational climate components as well as to longitudinally evaluate interventions aiming to foster rural health workers’ job satisfaction. Full article

Background: In 2021, an Australian Hospital Nursing Research Hub sponsored 13 healthcare staff to complete the Graduate Certificate (Clinical Redesign), to build capability in health service improvement though work-integrated learning (WIL). Healthcare professionals undertaking workplace-based WIL likely experience significant challenges including balancing professional and student roles and aligning work with academic requirement. These pressures were likely intensified during the Coronavirus disease 2019 (COVID-19) pandemic. This study aimed to explore and understand the experiences of hospital healthcare staff completing WIL redesign projects, including the impacts of COVID-19. Methods: A qualitative descriptive inquiry approach was used to explore individual student experiences. Thirteen staff, mostly nurses, who enrolled in the 2021 course were invited to participate. Online semi-structured interviews were conducted. Data were analyzed using a general inductive thematic analysis approach. Results: Four participants (36%) took part; all were female and working full-time. Five main themes were identified that centered around: COVID-19, Support, Motivation, Alignment and Relevance, and Success. Conclusions: Novel insights include the need to reconceptualize “success” to improve student experience, the critical role of organizational–university–student alignment in enabling WIL studies, and the unique pressures of completing WIL during crisis conditions that direct impact the health sector, such as COVID-19. Although not generalizable, these findings are likely to be important considerations more broadly to strengthen WIL design, support and student experiences, ultimately enhancing health service staff capability to lead quality improvement in the workplace. Full article

This study examines how protective factors contribute to teacher resilience and sustainable wellbeing during remote teaching, focusing specifically on parent-teachers who are balancing professional responsibilities with childcare. Within the broader context of research on educator resilience and professional practice, it explores the associations between social and organizational support, work–family conflict (WFC), and parenting self-efficacy (SE) and satisfaction, factors linked to educators’ capacity to manage dual roles effectively. The hypotheses were that (1) WFC would negatively correlate with parenting SE and satisfaction; (2) support from friends and family and from the workplace would be associated with lower WFC and higher parenting SE and satisfaction; and (3) WFC would mediate the relationship between support and parenting outcomes. Using a mixed-methods design with quantitative scales combined with open questions, data were collected through retrospective self-report questionnaires in relation to the COVID-19 lockdowns. The sample included 474 teachers who teach in schools in Israel and have children aged 0–12. The predictive mediation model confirmed the first two hypotheses, with partial support for the third. Qualitative findings provide insight into parent-teachers’ experiences, including gender-based differences, and emphasize factors associated with their adjustment to remote instruction. These findings contribute to understanding how social and organizational support—forms of collaborative and resilience-promoting mechanisms—may have an important role in promoting educator wellbeing through their negative association with work–family conflict. The findings should be examined further in longitudinal or experimental research and in additional cultural and educational contexts to examine their generalizability, as well as causality. Nonetheless, the findings provide possible directions for policy and interventions aimed at fostering resilience and sustainable wellbeing among teachers, particularly those navigating dual roles in their personal and professional lives. Full article

Background/Objectives: Cognitive dysfunction, or “brain fog”, following COVID-19 viral infection is strongly associated with diminished work capacity which disproportionality affects working-age adults. This study examined an existing method of cognitive rehabilitation training applied to adults struggling with workplace functioning and self-efficacy due to post-COVID-19 brain fog. Methods: Nine adults with post-COVID-19 cognitive dysfunction participated in this single arm pilot trial of a severity-adaptive cognitive training program. The participants completed 45–90 h of clinician-delivered cognitive training exercises delivered remotely in 60- to 90-min sessions, two or three times per week. The primary outcome measure was overall workplace self-efficacy with subskills of perceived workplace functioning, perception of cognitive functioning, and perception of home functioning assessed through pre and post surveys and qualitative interviews. The secondary outcome was cognitive function operationalized by an IQ score administered before and after the intervention. Results: The participants achieved significant improvements in workplace self-efficacy and cognition following cognitive training. The main qualitative themes of self-reported improvements were in executive function, health and energy, daily living activities, productivity, and socioemotional functioning. A cross-case synthesis of pre-intervention struggles, and post-intervention improvements revealed subthemes at work or school in cognitive processing and comprehension, memory, executive function, fatigue, emotional distress, confidence in work or academics, and work/academic performance impairment. As a group, the mean gain in IQ score was 10.5 points. Conclusions: This study adds to the growing body of literature examining the possibility of using cognitive rehabilitation for post-COVID-19 cognitive dysfunction impacting workplace self-efficacy and work functioning. Full article

Background/Objectives: Nonpharmaceutical interventions such as social distancing and face mask use were central to controlling infectious disease transmission during the early phases of the COVID-19 pandemic, particularly when vaccines and treatments were limited or unevenly available. Although public health strategies emphasized individual compliance, adherence varied widely. Empirical evidence remains limited regarding how individuals integrate influences across individual, interpersonal, and community levels when assessing their ability and readiness to socially distance. This study examined how residents evaluated, prioritized, and experienced multi-level factors shaping perceived ability and readiness to practice social distancing during the early phase of the COVID-19 epidemic. Methods: We conducted a cross-sectional online survey of adults (≥18 years) residing in St. Louis City and St. Louis County, Missouri, between April and July 2020. Participants selected and ranked individual/interpersonal and community-level factors influencing social distancing and provided open-ended explanations of their choices. Quantitative data were analyzed descriptively to assess selection frequency and ranking priority. Qualitative responses were analyzed using iterative thematic coding to examine how participants interpreted and combined these factors. Results: The analytic sample included 1692 respondents. At the individual/interpersonal level, family and friends’ distancing behavior (58.9%), desire for in-person interaction (52.4%), and personal risk of COVID-19 (48.9%) were frequently selected, while personal risk, caring for others, and ability to work from home were most often ranked as the highest priority. At the community level, others’ distancing in public spaces (66.2%), availability of COVID-19 testing (58.9%), and businesses’ ability to ensure distancing and sanitation (57.2%) were most frequently selected, with epidemic severity, testing availability, and treatment availability ranked as most influential. Qualitative findings indicated that respondents experienced these influences as interconnected, integrating personal and relational risk, local epidemic conditions, healthcare access, visible community norms, and employer policies. Conclusions: Perceived ability and readiness to practice social distancing emerge from interdependent social and structural conditions rather than isolated individual motivations. Public health responses to emerging infectious diseases may be more effective when individual-level guidance is complemented by accessible testing and treatment, supportive workplace policies, and community environments that visibly reinforce protective behaviors. Full article