Search Results (350)

Introduction: Poorly designed safety job descriptions may have a negative impact on occupational safety and health (OSH) performance. Firstly, they limit the chances of hiring highly qualified safety professionals who are vital to the success of OSH management systems in organizations. Secondly, the relationship between the presence of qualified safety professionals and the safety culture (and performance) in an organization is reciprocal. Thirdly, the low quality of job descriptions limits exploring the proper competencies needed by safety professionals before they are hired. The safety professional is thus uncertain of what level of education or training and which skills they should attain. Objectives: The main goal of the study is to integrate the analytic hierarchy process (AHP) and the Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) with importance–performance analysis (IPA) to evaluate job descriptions in multiple sectors. Results: The results of the study indicate that it is vital to clearly define job levels, the overall mission, key responsibilities, time-consuming tasks, required education/certifications, and necessary personal abilities in safety job descriptions. This clarity enhances recruitment, fairness, performance management, and succession planning. The organization can then attract and retain top talent, improve performance, foster a strong safety culture, create realistic job expectations, increase employee satisfaction and productivity, and ensure that competent individuals are hired, ultimately leading to a safer and more productive workplace. Conclusion: The outcomes of this study provide a robust framework that can and should be used as a guideline to professionalize job description development and enhance talent acquisition strategies. Full article

Job satisfaction in sub-Saharan Africa is crucial as it directly impacts employee productivity, retention, and overall economic growth, fostering a motivated workforce that drives regional development. In sub–Saharan Africa, poor remuneration, limited professional development opportunities, and inadequate working conditions impact satisfaction. This study examined job-satisfaction predictors among health workers in primary healthcare settings across eight countries: Ethiopia, Kenya, Malawi, Senegal, South Sudan, Tanzania, Uganda, and Zambia. A cross-sectional study surveyed 1711 health workers, assessing five dimensions: employer–2employee relationships, remuneration and recognition, professional development, physical work environment, and supportive supervision. The study was conducted from October 2023 to March 2024. The job-satisfaction assessment tool was adopted from a validated tool originally developed for use in low-income healthcare settings. The tool was reviewed by staff from all the country offices to ensure contextual relevance and organization alignment. The responses were measured on a five-point Likert scale: 0: Not applicable, 1: Very dissatisfied, 2: Dissatisfied, 3: Neutral, 4: Satisfied, and 5: Very satisfied. The analysis employed descriptive and multivariable regression methods. Job satisfaction varied significantly by country. Satisfaction with the employer–employee relationship was highest in Zambia (80%) and lowest in Tanzania (16%). Remuneration satisfaction was highest in Senegal (63%) and Zambia (49%), while it was very low in Malawi (9.8%) and Ethiopia (2.3%). Overall, 44% of respondents were satisfied with their professional development, with Uganda leading (62%) and Ethiopia having the lowest satisfaction level (29%). Satisfaction with the physical environment was at 27%, with Uganda at 40% and Kenya at 12%. Satisfaction with supervisory support stood at 62%, with Zambia at 73% and Ethiopia at 30%. Key predictors of job satisfaction included a strong employer–employee relationships (OR = 2.20, p < 0.001), fair remuneration (OR = 1.59, p = 0.002), conducive work environments (OR = 1.71, p < 0.001), and supervisory support (OR = 3.58, p < 0.001. Improving the job satisfaction, retention, and performance of health workers in sub-Saharan Africa requires targeted interventions in employer–employee relationships, fair compensation, supportive supervision, and working conditions. Strategies must be tailored to each country’s unique challenges, as one-size-fits-all solutions may not be effective. Policymakers should prioritize these factors to build a motivated, resilient workforce, with ongoing research and monitoring essential to ensure sustained progress and improved healthcare delivery. Full article

The transition towards adulthood represents a complex period in which the development of personal identity culminates in young adults, whilst, at the same time, many undertake university studies in order to access the job market. The aim of the present study was to analyse the associations between self-concept, motivation, and learning strategies in the Spanish university context using structural equations to examine sex as a modifying factor. A descriptive, cross-sectional, and ex post facto study was conducted with a representative sample of 2736 students. The results revealed a positive association between academic self-concept and the three basic psychological needs, with the needs of autonomy and competence being of particular importance amongst the males. It was determined that the satisfaction of all of the needs favoured the development of learning strategies in both genders, with the exception of the need for relatedness, which was not relevant. Finally, it was demonstrated that the females employed better elaboration strategies, whilst the males were better able to regulate effort. It can, therefore, be concluded that the promotion of self-determined motivation favours the development of a positive self-image and learning strategies, with it being crucial for students to be intrinsically motivated. This may help university students avoid dropping out from degree courses. Full article

(1) Background: The integration of digital technologies such as electronic health records (EHRs), telepsychiatry, and communication platforms has transformed the mental health sector a lot compared to in previous years. While these tools enhance service delivery, they also introduce unique stressors. Despite growing concerns, there is no validated instrument specifically designed to measure the digital stress experienced by mental health professionals. (2) Methods: This study involved the development and psychometric validation of the Digital Stress Scale (DSC). The process included item generation through a literature review and qualitative interviews, expert panel validation, and a two-phase statistical evaluation. Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) were conducted on responses from 423 licensed mental health professionals using EHRs and digital communication tools. The scale’s reliability and convergent validity were assessed via internal consistency and correlations with established mental health measures. (3) Results: The final DSC included four subscales: digital fatigue, technostress, digital disengagement, and work–life digital boundaries. CFA supported the factor structure (CFI = 0.965, RMSEA = 0.038), and the overall reliability was acceptable (Cronbach’s Alpha = 0.87). Descriptive analysis showed moderate-to-high levels of digital stress (M = 11.94, SD = 2.72). Digital fatigue was the strongest predictor of total stress (β = 1.00, p < 0.001), followed by technostress and work–life boundary violations. All subscales were significantly correlated with burnout (r = 0.72), job dissatisfaction (r = −0.61), and perceived stress (r = 0.68), all with a p < 0.001. (4) Conclusions: The DSC is a valid and reliable tool for assessing digital stress among mental health professionals. Findings point out the urgent need for policy-level interventions to mitigate digital overload, promote healthy work–life boundaries, and enhance digital competency in mental health settings. Full article

Polysubstance use (PSU) involving marijuana among women of reproductive age (WRA) is linked to psychosocial harm, yet research on the combined effects of marijuana with stimulants, opioids, tobacco, and binge drinking remains limited. The purpose of this study was to assess the prevalence of PSU in WRA with past month MJ use and examine the association between PSU status and social sequelae, including getting in trouble with the law, relationship difficulty with others, and lower achievement in job or educational settings, in this group of women. We used data from the United States 2015–2019 National Survey on Drug Use and Health, which included 11,895 non-institutionalized WRA (18–44 years old) with reported use of MJ in the past month. Descriptive statistics, chi-squared tests, and multivariable logistic regression analyses were conducted to describe the sample and assess associations between PSU and social sequelae. Nearly 4.5% of the women who used MJ in the past month had experienced social sequelae regardless of PSU status. Women who used three or more substances along with MJ had the highest adjusted odds (AOR = 3.18, 95% CI 1.90, 5.31) of social sequelae relative to monosubstance MJ users. Concurrent use of multiple substances significantly increased the likelihood of social sequelae among women MJ users. Full article

When nurses encounter people in institutional settings who are living with dementia and self-neglecting their hygiene, they are challenged to provide care that respects autonomy while upholding the ethical principles of beneficence and non-maleficence. This study aimed to understand how nurses respond when confronted with patients who decline assistance with personal hygiene and then became physically aggressive. Methods: A qualitative descriptive study employing think-aloud interviewing to explore nurses’ clinical reasoning about how they would proceed with the care of a patient living with dementia who self-neglects their hygiene. Results: Nurses describe many creative ways that they would work with patients to accomplish personal hygiene care in an ideal world. Participants also share the many barriers they experience to providing desired care and instances where they would force care with people who self-neglect their hygiene. Thematic analysis revealed six key themes: non-preferred approaches to care; preferred approaches to care; barriers to actualizing preferred approaches; responding to continued resistance to care; justified use of force; and efforts to minimize harm. Conclusions: This study highlights that ethical nursing practice in dementia care is not simply a matter of following through with best practices. It is an ongoing negotiation, carried out in environments that are often misaligned with nurses’ values. Full article

Online recruitment platforms are transforming talent acquisition paradigms, where a precise person-job fit plays a pivotal role in intelligent recruitment systems. However, current methodologies predominantly rely on coarse-grained semantic analysis, failing to address the textual structural dependencies and noise inherent in resumes and job descriptions. To bridge this gap, the novel fine-grained semantics-enhanced graph neural network for person-job fit (FSEGNN-PJF) framework is proposed. First, graph topologies are constructed by modeling word co-occurrence relationships through pointwise mutual information and sliding windows, followed by graph attention networks to learn graph structural semantics. Second, to mitigate textual noise and focus on critical features, a differential transformer and self-attention mechanism are introduced to semantically encode resumes and job requirements. Then, a novel fine-grained semantic matching strategy is designed, using the enhanced feature fusion strategy to fuse the semantic features of resumes and job positions. Extensive experiments on real-world recruitment datasets demonstrate the effectiveness and robustness of FSEGNN-PJF. Full article

The objective of this study is to investigate perceptions among HR managers in Saudi Arabia and compare these perceptions across demographic characteristics. Furthermore, the study examines the influence of AI knowledge and frequency of use on perceptions. An online survey was administered to a purposive sample of 420 HR managers working in the chemical industry in Saudi Arabia, and 234 complete responses were received. Data were analyzed using descriptive statistics, one-way ANOVA, and structural equation modeling. Findings show that AI was perceived positively, particularly in salary management, recruitment, performance evaluation, and training, but there were concerns about the loss of jobs and privacy. HR managers with higher education had a higher positive perception towards recruitment, selection, training, and performance appraisals. Knowledge and frequency of AI use had a positive influence on performance appraisal, recruitment and selection, and training, but had no influence on compensation and rewards. This study contributes to the literature by investigating perceptions of HR managers in the Saudi Arabia context. This is especially relevant in the context of technological advancement and Vision 2030 ambitions. Specifically, AI has the potential to create a skilled workforce eager for green innovation. Full article

Background: The nursing practice environment significantly influences nurses’ job satisfaction, turnover, and burnout; therefore, it is essential to promote favorable environments to ensure the retention of qualified professionals. Improving the nursing practice environment is a low-cost organizational strategy associated with satisfaction, retaining professionals, and reducing burnout. The aim of this study was to assess the relationship between the nursing practice environment and job satisfaction, turnover, and burnout among primary healthcare nurses in Portugal. Methods: A descriptive, cross-sectional, and correlational study was carried out based on data from the RN4CAST Portugal Project. The Nurse Survey Instrument (Core Nurse Survey) of the RN4Cast Project (2018) was used for data collection. The sample consisted of 1059 nurses from fifty-five health center groups in mainland Portugal, fifteen health centers in the Autonomous Region of Madeira, and six health centers in the Autonomous Region of the Azores. Results: Primary healthcare nurses in Portugal rated the nursing practice environment as unfavorable or mixed, with an average ($\overline{\mathrm{x}}$) of 2.5 (standard deviation (SD) = 0.4), which is associated with lower job satisfaction, with an average of 2.0 (SD = 0.4), moderate intention to leave, with 40.3%, and low levels of burnout, with an average of 1.6 (SD = 0.8). There was also a negative correlation between the nursing practice environment and burnout (r = −0.28) and its dimensions. Emotional exhaustion (r = −0.35) represents the individual dimension of stress and physical exhaustion, corresponding to feelings regarding the depletion of emotional and physical resources, depersonalization (r = −0.18) represents the interpersonal context dimension of burnout, and a lack of personal accomplishment (r = −0.15) represents the self-assessment dimension of burnout and refers to feelings of incompetence and a lack of confidence and self-efficacy at work. Conclusions: The quality of the work environment is associated with greater job satisfaction and a reduction in burnout. For this reason, improving the work environment has therefore been associated with increased job satisfaction and reduced burnout among primary healthcare nurses, promoting nurse retention and the well-being of healthcare teams. Full article

Background/Objectives: All countries face a shortage of qualified nurses. Based on the social cognitive career theory (SCCT), it is assumed that individual and environmental aspects are interlinked and determinants in career choice and vocational behaviors. This study aims to determine if nursing students differ in their perceptions of nursing as a career. Furthermore, this study wants to determine if the students in a cluster differed in their outcome expectations, job satisfaction, and informal workplace learning. Methods: This study employed a mixed-methods design consisting of two phases: the first involving a pre-study with experts (N = 10) and the second comprising a cross-sectional questionnaire survey. The goal of the pre-study was to find relevant characteristics of the nursing profession. In a cross-sectional study with an online questionnaire, 230 nursing students (N = 230) participated. An inclusion criterion was that participants were enrolled in vocational training to become a nurse. In the questionnaire validated scales were used to ask participants about the characteristics of the nursing profession, their perceptions of nursing as a career, outcome expectations, informal workplace learning, and job satisfaction. Analysis: Data analysis included descriptive statistics (e.g., percentage distributions), hierarchical cluster analysis, and analysis of variance (ANOVA). Results: The LCA results based on Schwarz’s BIC showed a two-cluster solution (Akaike Information Criterion (AIC) 251.984, Bayesian information criterion (BIC) 265.296, and adjusted Bayesian information criterion (aBIC) 252.622). The results of the ANOVA showed significant differences regarding outcome expectations (F = 22.738; <0.001), the perception of nursing as a career (F = 36.231; <0.001), and the engagement in informal workplace learning activities (F = 20.62; <0.001). For job satisfaction, no significant differences were found. Conclusions: Nursing vocational education and training is a vital socialization process in which supervisors can arrange a positive learning climate. Full article

Background/Objectives: Comparative analysis of work ability factors between German nurses without a migration background and Kosovar nurses working in Germany as nurses with a migration background. Methods: This is an observational cross-sectional study. We surveyed 814 nurses from hospitals in Kosovo and Germany using self-administered questionnaires. We used the Nurses Working Capability (WiN) Screening Manual to analyze work ability factors. Data analysis involved descriptive statistics, ANCOVA, and Bonferroni multiple comparison tests. Results: Of the 40 target factors, 17 showed significant differences. There were notable distinctions between German and Kosovar nurses in Germany. Concerning health and personal resources, Kosovar nurses in Germany reported poorer physical (M = 3.71) and social health (M = 3.83) but better mental health (M = 3.53) and fewer cognitive stress symptoms (M = 3.60) than German nurses (M = 3.97, M = 4.05, M = 3.40, and M = 4.00, respectively). As to the work-related factors, Kosovar nurses in Germany faced higher emotional demands (M = 3.33), felt greater time pressure (M = 3.43), and had a more negative view of the organizational structure (M = 2.09) but rated supervisor feedback more positively (M = 3.24) and faced fewer patient-related stressors (M = 2.16) relative to German nurses (M = 2.64, M = 2.64, M = 2.82, M = 2.76, and M = 3.09, respectively). Conclusions: Kosovar immigrant nurses in Germany face distinct challenges related to physical and social health, higher emotional demands, and time constraints; they also have a more negative view of organizational structure than native German nurses. The possible causes of these differences may be attributed to migration-related stress, cultural and environmental adaptations, varying job expectations, or organizational experiences. Full article

Background: Respirators are essential for protecting healthcare personnel (HCPs) from airborne infections, and were particularly valuable during the COVID-19 pandemic. However, knowledge gaps, attitudes, and perceived usability issues may hinder their proper use, especially in settings lacking formal respiratory protection programs. Objective: The aim of this study was to assess the knowledge, attitudes, practices (KAP), and perceived usability of respirators among Thai healthcare personnel at a university hospital in Northern Thailand and identify differences across job roles. Methods: A cross-sectional survey was conducted among HCPs at a university hospital in Northern Thailand. Participants completed a validated questionnaire covering demographic data, KAP, and perceived usability of respirators. Descriptive and inferential statistics were used to analyze group differences. Results: A total of 479 valid responses were analyzed from physicians (31.7%), nurses (37.6%), and other HCPs (30.7%). Only around 12% of all participants correctly identified that surgical masks are not respirators, although over 90% correctly identified the nature of N95/KN95-type filtering facepiece respirators. Nurses demonstrated higher knowledge of respirator standards and proper use. Confidence and willingness to use industrial or reprocessed sterile respirators varied significantly by role (p < 0.05). Only 30.5% had received fit-testing. Perceived usability concerns included discomfort, heat, and breathability, reported across all groups. Conclusions: Knowledge, attitudes, and practices related to respirator use varied by professional role, with notable gaps in fit-testing and perceived usability. Findings highlight the need for targeted training, consistent fit-testing protocols, and improved respirator design for comfort to ensure effective respiratory protection in healthcare settings. Full article

Background and Objectives: Burnout syndrome is increasingly recognized as a significant occupational hazard among forensic medicine professionals, a population exposed to intense psychological stress and complex work demands. This study aimed to assess the prevalence of burnout, job satisfaction, and unconditional self-acceptance among forensic personnel in Romania and to explore potential predictors and mediators of burnout within this context. Materials and Methods: A cross-sectional survey was conducted among 153 forensic medicine professionals from 31 counties across Romania. Participants completed a battery of standardized instruments, including the Maslach Burnout Inventory—General Survey (MBI-GS), the Job Satisfaction Survey (JSS), and the Unconditional Self-Acceptance Questionnaire (USAQ). Cut-off scores for burnout subscales were established using the 75th percentile. Data were analyzed to identify demographic, occupational, and psychological correlates of burnout. Descriptive statistics were used to summarize sample characteristics and burnout prevalence. Group comparisons were made across demographic and professional categories. A mediation model was tested to evaluate whether unconditional self-acceptance mediated the relationship between job satisfaction and burnout. We hypothesized that job satisfaction would be negatively associated with burnout symptoms and that unconditional self-acceptance would mediate this relationship, acting as a protective psychological factor. Results: Approximately a quarter of respondents met the criteria for high total burnout, emotional exhaustion, and professional inefficacy, while cynicism was present in a fifth of participants. Burnout was more prevalent among younger workers, forensic medicine residents, and those working in the capital. Job satisfaction was generally high, but lower in women, younger individuals, and residents. Nearly half of the participants reported low or very low self-acceptance. Mediation analysis revealed that unconditional self-acceptance partially mediated the relationship between job satisfaction and burnout, suggesting a protective psychological mechanism. Conclusions: This study highlights the considerable burden of burnout among forensic medicine professionals in Romania and identifies job dissatisfaction and low self-acceptance as key contributors. Findings underscore the need for targeted interventions aimed at enhancing job satisfaction and emotional resilience, particularly in vulnerable subgroups. Institutional efforts that support mental well-being, foster emotional coping, and improve organizational dynamics are essential to reduce burnout in this high-risk population. Full article

Background: While the well-being and working conditions of healthcare professionals are increasingly scrutinized, there remains a critical research gap regarding the quality of life and job satisfaction of plastic surgeons in Switzerland. No prior national study has systematically examined these aspects within this specialty. Objective: This study aims to address this gap by evaluating workload, career satisfaction, and quality of life among Swiss plastic surgeons and trainees, thereby providing evidence to inform systemic improvements in the profession. Methods: A national, multilingual online survey was distributed to all members of the Swiss Society for Plastic Surgery and the Association of Young Plastic Surgeons. A total of 102 plastic surgeons responded (response rate: 22.7%). The survey assessed contractual versus actual working hours, work performed during personal time, mental health indicators (e.g., burnout), and career satisfaction. Descriptive and correlational analyses were conducted. Results: The respondents reported an average of 58 actual versus 49 contractual working hours per week, with an additional 8.1 h spent working during leisure time. Burnout symptoms were present in 29%, and 63% experienced work-related stress during their free time. While 42% wished to reduce their workload, 88.7% would still choose the profession again. Career satisfaction averaged 3.66/5, although 35% rated their salary as inadequate. Notably, 79.8% reported work negatively affecting private relationships, despite 82.65% feeling supported by their environment. Conclusion: This first nationwide assessment highlights the high workload and psychological strain faced by Swiss plastic surgeons. Key priorities include targeted burnout prevention, structural workload reduction, enhanced support for work–life integration (especially among women and younger surgeons), and improved compensation. These measures are essential to sustain the well-being of practitioners and ensure long-term quality in surgical care. Full article

This paper introduces a novel approach to job recommendation systems by incorporating personality traits evaluated through the Gallup CliftonStrengths assessment, aiming to enhance the traditional matching process beyond skills and qualifications. Unlike broad models like the Big Five, Gallup’s CliftonStrengths assesses 34 specific talents (e.g., ‘Analytical’, ‘Empathy’), enabling finer-grained, actionable job matches. While existing systems focus primarily on hard skills, this paper argues that personality traits—such as those measured by the Gallup test—play a crucial role in determining career satisfaction and long-term job retention. The proposed approach offers a more granular and actionable method for matching candidates with job opportunities that align with their natural strengths. Leveraging Gallup tests, we develop a job-matching approach that identifies personality traits and integrates them with recommendation algorithms to generate a list of the most suitable specializations for the user. By utilizing a GPT-4 model to process job descriptions and rank relevant personality traits, the system generates more personalized recommendations that account for both hard and soft skills. The empirical experiments demonstrate that this integration can improve the accuracy and relevance of job recommendations, leading to better career outcomes. The paper contributes to the field by offering a comprehensive framework for personality-based job matching and validating its effectiveness, paving the way for a more holistic approach to recruitment and talent management. Full article