The association between health status and job satisfaction among female workers: A nationwide cross‐sectional study

Bae, Sung‐Heui

doi:10.1111/nhs.12882

Cited by 3 publications

(3 citation statements)

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“…The nurses’ intention to leave was substantially correlated with their working hours, with p -value = 0.001 and F = 7.784, and the intention to leave increased for nurses who worked 12 hours. This was supported by a study conducted in the United States by Bae [ 25 ], who found that longer weekly work hours increased nurse turnover, as turnover increased when nurses worked ≥12 hours. The salary level has a substantial correlation with the intention to leave ( p -value = 0.001, F = 7.462).…”

Section: Discussionmentioning

confidence: 66%

The Relationship Between Resilience and the Intention to Leave Among Staff Nurses at Governmental Hospitals in Al-Baha Region of Saudi Arabia

Al-shomrani,

Mahran,

Felemban

2024

Cureus

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Background Nurses with high intent to leave can cause substantial problems for healthcare organizations, such as staffing shortages and higher expenses due to hiring and onboarding new nurses. In light of the increasing demands placed on nurses in understaffed and overloaded healthcare systems, nurses frequently face various pressures and difficulties in their field of work, including high workloads, irregular hours, complicated patients, and infectious disease exposure; resilience is critical for handling stress and hardship at work. Nurses will thus retain their jobs for longer. This study aimed to determine the relationship between resilience and the intention to leave among staff nurses. Methods This study utilized a quantitative, cross-sectional correlation design. It comprised three Saudi Ministry of Health-affiliated facilities in the Al-Baha region (King Fahad Hospital, Prince Mashari Hospital, and Mikhwah General Hospital). The study sample comprised nurses employed in critical areas and inpatient and outpatient hospital departments using convenience sampling and inclusion and exclusion criteria. An online questionnaire involving three sections was given out. The first part collected sociodemographic data, the second part included the Connor-Davidson Resilience Scale 25 (CD-RISC-25), and the third included the Anticipated Turnover Scale (ATS). Results This study found a moderate degree of intention to leave and resilience. Most participants in the survey held a bachelor's degree (75.8%), and around 87.1% of the sample consisted of women. About half of the sample (57.2%) were married; 67.6% of the participants were not Saudi nationals; and regarding the number of children, the majority (53.8%) were childless. Overall, 318 nurses working in acute and outpatient departments and critical regions participated. According to the study, 73.3% of the participants reported a moderate intention to quit, whereas 50.9% had moderate resilience. Similarly, a significant negative relationship was found between nurses' intention to leave and resilience. Conclusions In the current study, resilience has a statistically significant negative relationship with the nurses’ intention to leave. Hospital management must consider the amount of work and the excessive work schedule to reduce nurses’ intentions to leave. One way to do this is by assigning tasks to employees, minimizing their workload through flexible work schedules and shorter duty hours, and fostering teamwork among coworkers by ensuring clear communication and cooperation. Interventions like orientation programs for new nurses, regular meetings, seminars, and training sessions can improve nurse resilience.

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Section: Discussionmentioning

confidence: 66%

The Relationship Between Resilience and the Intention to Leave Among Staff Nurses at Governmental Hospitals in Al-Baha Region of Saudi Arabia

Al-shomrani,

Mahran,

Felemban

2024

Cureus

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“…In a study conducted by Lopes et al [ 40 ] with a sample of 300 professionals, the results corroborate those of this present study, as job satisfaction was considered a protective factor of mental health. Moreover, a study with 1570 female workers investigating job satisfaction and its association with health status concluded that the presence of depressive symptoms was related to job satisfaction, and that the higher the job satisfaction, the lower the female workers’ perception of depressive symptoms [ 41 ]. In this study, the psychological vulnerability was statistically significant as a vulnerability factor for depressive symptoms, corroborated by the results of the study of Østergaard et al [ 42 ].…”

Section: Discussionmentioning

confidence: 99%

Protective and Vulnerability Factors of Municipal Workers’ Mental Health: A Cross-Sectional Study

Sampaio

Coelho

Gonçalves

et al. 2022

IJERPH

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Work is fundamental to an individual’s mental health; however, an unfavourable work environment can lead to mental health problems. Despite existing studies addressing workers’ mental health, it is essential to understand the reality of specific contexts to design effective tailored interventions. Thus, this study aimed to examine the influence of potential protective and vulnerability factors on municipal workers’ depressive symptoms, anxiety and stress levels, and burnout. A cross-sectional study was conducted with data collection performed between July and December 2021 using online self-report measures. The sample comprised 115 municipal workers. The findings revealed that psychological vulnerability is a significant vulnerability factor for the presence of mental health symptoms. In addition, job satisfaction was found to be a significant protective factor for depressive symptoms, anxiety, and burnout of the municipal workers. The results of this study enhance the understanding of factors that influence worker mental health, which may facilitate the proper planning of specific interventions to promote mental health in the workplace.

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“…It is also related to job attitudes, such as job satisfaction ( Lavy, 2014 ). Job satisfaction is related to mental health and quality of life ( Faragher et al, 2005 ; Ioannou et al, 2015 ; Bae, 2021 ). Regarding mental illness, attachment to the leader is related to followers’ burnout ( Lavy, 2014 ).…”

Section: Introductionmentioning

confidence: 99%

Beyond the global attachment model: domain- and relationship-specific attachment models at work and their functions

Greškovičová

Lisá

2023

Front. Psychol.

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IntroductionSince prior research has shown the importance of specific attachment models, we wanted to explore specific adult attachments (colleagues, leader, and workplace) in the working setting. The study aimed to investigate the position of specific adult attachments in the attachment hierarchy and their associations with various organizational variables. Finally, we assumed that dimensions of the colleagues-domain attachment model would cluster into attachment types at work, according to secure, preoccupied, and avoidant attachment orientations.MethodsWe carried out cross-sectional time-lagged research design. The sample consisted of 1,352 participants based on convenience and voluntary sampling procedures. Participants aged 18–78 worked in various work teams and positions. The battery consisted of the Adult Attachment in the Workplace Questionnaire, the Workplace Attachment Styles Questionnaire, the Scale of Belonging to the Organization, the Leader as Security Provider Scale, the shortened Experiences in Close Relationships-Revised Questionnaire, the Czech Leadership Questionnaire, the Citizenship Organizational Behavior Questionnaire, the General Work Performance questionnaire, the Utrecht Work Engagement Scale. Data were analyzed in JASP 0.16.3 and IBM SPSS Statistics 22. Among other statistical methods, we performed factor analysis and two-step cluster analysis. The alpha level for statistical testing was set to 0.05.ResultsThe results show that the work-specific attachment models differ from the romantic domain attachment model. Moreover, the work-specific attachment models also differ among themselves. Depending on the attachment to colleagues, it is possible to distinguish two attachment orientations (secure and insecure) among working adults. These two types differ in all the variables studied (relationships with colleagues, romantic partners, belonging to people and place, and performance).ConclusionThe study advances our knowledge of attachment working models and their application in the organizational context. We confirmed hierarchical attachment mental presentations and show the distinction in attachment working models at work. Colleagues and leaders form two separate domains within the workplace. Attachment to a leader is associated with the leadership style and secure workplace attachment. Attachment to colleagues might be more important in insecure workplace attachment and insecure belonging. Fostering secure attachment at work might bring together more positive outcomes for the company regarding performance and relationships at work.

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The association between health status and job satisfaction among female workers: A nationwide cross‐sectional study

Cited by 3 publications

References 30 publications

The Relationship Between Resilience and the Intention to Leave Among Staff Nurses at Governmental Hospitals in Al-Baha Region of Saudi Arabia

The Relationship Between Resilience and the Intention to Leave Among Staff Nurses at Governmental Hospitals in Al-Baha Region of Saudi Arabia

Protective and Vulnerability Factors of Municipal Workers’ Mental Health: A Cross-Sectional Study

Beyond the global attachment model: domain- and relationship-specific attachment models at work and their functions

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