SummaryThe aim of the research is to evaluate the impact of psychosocial factors on nurses' self-satisfaction. The research was completed in 2016 in stationary personal healthcare institutions. The research method was survey. The questionnaire includes two other questionnaires PSO-100 and WHS. 1182 people participated in this research. The highest level of self-dissatisfaction among nurses was noticed while the authors analyzed their sleep quality, energy, and health assessment. The most often negative psychosocial factors in the working environment were giving meaningless tasks, negative glances or/and gestures. Possibly, the more often the nurses experience a negative impact of a psychosocial factor, the wors they assess their self-satisfaction.
Organizations may choose means for their aim of accomplishing an extensive spectrum of activities. One of the possible choices is performance accreditation—a voluntary undertaking evaluating organizational performance compliance with the determined standards. Accreditation is considered a tool not only for improving the quality of services but also for developing coherence in the organization; such a process contributes to the achievement of the organization members’ well-being. Yet personal healthcare organizations choose accreditation as an alternative to the execution of their quality management system, and accreditation is considered a tool for service quality improvement by these organizations, even though several studies provide data on the impact on employees. This study evaluates the attitudes of employees of personal healthcare organizations toward the effect of accreditation on organizational cohesion and employee well-being. Five hundred sixty-nine employees of healthcare organizations participated in the study. This study revealed that healthcare professionals statistically significantly better evaluate the impact of accreditation on service quality improvement than on organizational performance, which is related to the influence on the employees’ well-being.
Tyrimo pagrindimas. Sveikatos priežiūros specialistų darbo aplinka yra svarbus veiksnys, kuris turi įtakos dirbančiųjų gyvenimo kokybei ir sveikatai. Darbe vyraujant tokiems psichosocialiniams rizikos veiksniams kaip, stresas, ilgos darbo valandos, dideli reikalavimai, susidūrimai su pacientų smurtu ir mirtimi, pamaininis darbas ir pan., sutrinka darbo ir poilsio režimas, darbuotojams sukeliamas stresas, pervargimas ir kt. Ne visi slaugytojai geba atlaikyti nuolat patiriamą darbo įtampą, todėl padidėja nepageidaujamų sveikatos problemų tikimybė. Tikslas. Išanalizuoti darbo aplinkos veiksnių įtaką slaugytojų sveikatai. Metodai. Anketinės apklausos būdu apklausti 121 slaugytojai, dirbantys ligoninėse. Apklausai atlikti naudoti darbo patirties vertinimo (WEMS) ir salutogeninių sveikatos indikatorių skalės (SHIS). Rezultatai. Slaugytojų sveikata vertinta „Salutogeninių sveikatos indikatorių skale“. Bendrojo sveikatos rodiklio vidurkį bendroje tiriamųjų grupėje sudarė 60,96 balo, tarpasmeninių sveikatos indikatorių grupėse – 59,81 balo ir interaktyvių – 62,58 balo. Geriausiai vertintas bendravimas su kitais žmonėmis (4,38 balo), ryžtingumas (4,27 balo), emocinės pusiausvyros išlaikymas (4,20 balo), o blogiausiai miegas (3,74 balo), atsipalaidavimas (3,82 balo) ir energingumas (3,85 balo). Darbo patyrimo skalėje geriausiai vertintas prieinamumas prie vadovo, vadovo gebėjimas, prireikus priimti sprendimus, blogiausiai – vadovo konsultavimąsi su darbo grupe prieš priimant svarbius sprendimus. Darbo pokyčių srities teiginiai buvo vertinami blogiau nei kitų sričių, vyrai žymiai pozityviau vertino pokyčius įstaigoje nei moterys. Išvados. Teigiama darbo patirtis buvo susijusi su geresniu savo sveikatos ir savijautos vertinimu. Bendrasis sveikatos rodiklis buvo blogesnis tarp tiriamųjų su didesniu darbo stažu, jie blogiau vertino tiek tarpasmeninius, tiek ir interaktyvius sveikatos indikatorius. Jaunesnio amžiaus slaugytojai palankiau vertino pokyčius įstaigoje, o vadovavimo sritį pozityviau vertino slaugytojai, turintys didesnį darbo stažą. Raktažodžiai: slaugytojai, sveikatos indikatoriai, darbo veiksniai.
Research background. this research is important because the instrument of foreign researchers is applied and used to perform opportunity analysis in Lithuania.The aim of the study – to assess the experienced psychological harassment of healthcare institu-tion workers at work.Methods. Doctors, tenders and tender assistants working in a healthcare institution were sur-veyed using the questionnaire survey method. For the evaluation of harassment at work, the Work Harassment scale (WHs), which was composed by K. björkqvist and K. Österman in 1994, was used.Results. the performed pilot study revealed that psychological harassment at work took various forms, such as the limitation of freedom of self-expression, situations of intentional disruption in one or another way, loud bawling out, etc. these factors are common in many organisations. Workers at healthcare institutions more often than workers at other organisations face manifestations of psycho-logical harassment because of the specificity of activity. The most common forms of psychological harassment were identified in the study. They are situations where a worker was loudly bawled out (17.3%) or criticised (17.4%), falsehoods were said about a worker (23.9%). Less common forms of psychological harassment were assertion that a worker has mental disorders or isolation. Conclusions. Psychological harassment might take various forms in the medical staff work envi-ronment. the WHs, which was used for the assessment, is an appropriate tool for further assessments of psychological harassment of healthcare service workers.
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