Work Ability Index of Shift Working Hospital Nurses in Jordan

Abstract

Background:Despite the extensive literature on work ability, few studies have looked at variables associated with work ability of nurses working fixed versus rotating shifts.Objective:The study aims were to explore variables contributing to work ability and to examine the association of demographic, job satisfaction, and work shift to work ability.Method:A cross-sectional design was utilized to assess work ability level and job satisfaction among nurses working 8 or 12 hour rotating or fixed shifts in Jordanian hospitals. The data collection tools were the Work Ability Index and the Mueller/McCloskey Satisfaction Scale. Data were analyzed to determine the extent to which job satisfaction, shift work, and demographic variables were associated with work ability.Results:Work ability level was “moderate”, while job satisfaction level was “moderately dissatisfied”. A positive significant relationship was found between work ability and job satisfaction (r = 0.347, n = 349, p < 0.000). This relationship was higher for fixed-shift workers (r =.507) compared to rotating-shift workers (r = .299). Standard linear multiple regression analysis indicated that job satisfaction level predicted work ability level (β =.347, p = .000).Conclusion:The study confirmed that promoting job satisfaction leads to higher work ability, and thus, enhances the quality of care provided. The finding that job satisfaction is predictive of work ability has implications for training intervention.

Assessment of Perceived Work Ability and Its Determinants among Healthcare Providers

“…The current work found that the old age group (≥ 40 years) was less likely to have a better response in most dimensions of WAI (Table 3). Older healthcare providers had lower odds for optimal WAI which support the previous findings of most studies that reported a decreased WAI with older age (Monteiro et al, 2006;Golubic et al, 2009;El Fassi et al, 2013;Mehrdad et al, 2016;Heyam et al, 2018), while other studies demonstrated no association (Juszczyk et al, 2019 andPranjic et al, 2019). With old age, the physical and mental skills will be reduced due to suffering from various health problems and chronic diseases which can limit the ability to work (Converso et al, 2018).…”

Factors affecting work ability index among polish nurses working in hospitals – A prospective observational survey

“…(2011) and Heyam et al. (2018) stress that the ability to work of older people is adversely affected, among others, by shift work – especially at night, working overtime, exposure to chemical factors or heat, physical strain, working in multiple workplaces, the irregular pace of work and occupational stress. Eliminating these factors from jobs occupied by older people can have a positive impact on maintaining their ability to work.…”

“…Considering the ageing of the occupational group of nurses and their shortage in the health care system, one should expect that they would prolong their employment after reaching retirement. That is not the case; however, Bugajska et al (2011) and Heyam et al (2018) stress that the ability to work of older people is adversely affected, among others, by shift work -especially at night, working overtime, exposure to chemical factors or heat, physical strain, working in multiple workplaces, the irregular pace of work and occupational stress. Eliminating these factors from jobs occupied by older people can have a positive impact on maintaining their ability to work.…”

“…This means that nurses' physical and mental health should be at the highest possible level, translating into a high capacity to work. Nurses' ability to work is one of the topics discussed in the literature in the context of productivity when performing professional duties (Heyam et al., 2018).…”

Índice de capacidad de trabajo en enfermeras en atención primaria de salud, Lima-Perú

“…Al comparar evidencias en relación con las demandas laborales se coincidió con estudios en Brasil y Jordania (26,27), en donde se presentó vínculo entre la satisfacción laboral y la capacidad laboral. En el presente estudio las demandas laborales físicas y mentales fueron catalogadas como buenas, los participantes refirieron no trabajar en otra institución y que continuarán trabajando en un futuro, lo cual puede indicar que una mayor cantidad de personal nombrado que no trabaja en otro lugar genera alta satisfacción y motivación laboral, en vista de que la enfermera perteneciente a esta área goza de ciertos beneficios laborales como flexibilidad de horarios, asunto salarial con bonificaciones por producción, tipo de contrato, entre otros (28,29).…”