Este artigo objetiva descrever a percepção dos servidores docentes e técnico-administrativos sobre as normativas institucionais (regras e normas escritas e não escritas) de uma Universidade Federal. ...A pesquisa apresentou uma abordagem qualitativa, descritiva e estudo de caso, com a aplicação de questionário online (214 respondentes) e entrevistas (7), e utilização de análise de conteúdo e descritiva. Constatou a existência de uma cultura de não cumprimento das normas e regras formais, tendo sua utilização quando convém, ou seja, a utilização está relacionada com os interesses individuais ou grupais. Já para as regras e normas não escritas, os servidores necessitam adaptar e reconhecer que elas existem como uma forma de “sobreviver” no ambiente laboral, uma vez que existem pressões para manter o status quo de “sempre foi feito desta forma”. Por fim, compreende-se a necessidade de mudança e maior cobrança quanto às normativas que focam nos aspectos individuais ou de grupos dominantes.
Long-haul truck drivers (LHTD) experience disproportionately greater chronic disease risk, which may be influenced by both occupational and lifestyle factors. This study aimed to explore the ...multilevel factors associated with LHTD's diet and physical activity (PA).
Thirty in-depth interviews were conducted with LHTD in the Southern California border region. Interview questions captured occupational and lifestyle factors relating to PA and diet at multiple levels and were analyzed using thematic analysis.
Emergent themes relating to both diet and PA included time constraints, attitudes and perceived beliefs, and accessibility of environments to engage in PA and healthy eating. Themes specific to PA were weather conditions and flatbed job duties. Themes specific to diet included access to refrigerators/microwaves and social interactions.
Findings from this study can inform the development of tailored, multi-level interventions to encourage PA and healthy dietary behaviors among LHTD.
Research in the field of workplace aggression has rapidly developed in the last two decades, and with this growth has come an abundance of overlapping constructs that fall under the broad rubric of ...workplace aggression. While researchers have conceptually distinguished these constructs, it is unclear whether this proliferation of constructs is adding appreciably to our knowledge, or whether it is constraining the questions we ask. In this paper, I consider five example constructs (i.e., abusive supervision, bullying, incivility, social undermining, and interpersonal conflict) and argue that the manner in which we have differentiated these (and other) aggression constructs does not add appreciably to our knowledge of workplace aggression. I then provide supplementary meta-analytic evidence to show that there is not a predictable pattern of outcomes from these constructs, and propose a restructuring of the manner in which we conceptualize workplace aggression. PUBLICATION ABSTRACT
The rapid evolution of the pandemic did not allow for the preparation of different clinical settings. For this reason, the evaluation of the repercussions and the investment in improvement strategies ...has become important. The aim of this paper was to analyse the impact of COVID-19 on nursing practice environments in Mental Health and Psychiatric Units of three hospitals, through a quantitative observational study. Data collection was carried out through a questionnaire with inquiries on the characterization and the SEE-Nursing Practice. We confirmed a positive impact on the Structure and Outcome components of the nursing practice environments and a negative impact on the Process component.
Healthcare organisations monitor patient experiences in order to evaluate and improve the quality of care. Because nurses spend a lot of time with patients, they have a major impact on patient ...experiences. To improve patient experiences of the quality of care, nurses need to know what factors within the nursing work environment are of influence. The main focus of this research was to comprehend the views of Dutch nurses on how their work and their work environment contribute to positive patient experiences.
A descriptive qualitative research design was used to collect data. Four focus groups were conducted, one each with 6 or 7 registered nurses in mental health care, hospital care, home care and nursing home care. A total of 26 nurses were recruited through purposeful sampling. The interviews were audiotaped, transcribed and subjected to thematic analysis.
The nurses mentioned essential elements that they believe would improve patient experiences of the quality of nursing care: clinically competent nurses, collaborative working relationships, autonomous nursing practice, adequate staffing, control over nursing practice, managerial support and patient-centred culture. They also mentioned several inhibiting factors, such as cost-effectiveness policy and transparency goals for external accountability. Nurses feel pressured to increase productivity and report a high administrative workload. They stated that these factors will not improve patient experiences of the quality of nursing care.
According to participants, a diverse range of elements affect patient experiences of the quality of nursing care. They believe that incorporating these elements into daily nursing practice would result in more positive patient experiences. However, nurses work in a healthcare context in which they have to reconcile cost-efficiency and accountability with their desire to provide nursing care that is based on patient needs and preferences, and they experience a conflict between these two approaches. Nurses must gain autonomy over their own practice in order to improve patient experiences.
In this paper, we are going to address job satisfaction and perceived self-efficacy withinthe context of residential child-care. A joint report from the European Foundation for the Improvement on ...Living and Working Conditions and the European Agency for Safety and Health at Work revealed that managers in the field of health and education were the most concerned about the psychosocial risk of their employees, although concern is not automatically translated into tools to face the risk and to manage it. So, measuring and improving employees' job satisfaction and self-efficacy can be an important means for organizations to prevent the outcomes of psychosocial risk, and supporting high quality performance of workers. But profound changes are affecting the nature of work at large, and specifically social educator's in the field of residential care with minors. Globalization, radical technological and communication developments, as well as the pressure to frame care as a commodity, are quickly changing procedures and praxis at work, and even the meaning of job itself. All these changes are highly demanding for this category of professionals, as much as the fact that the organizational setting is vanishing as a resource to sustain their professional attitudes and behaviors. Under these circumstances, job satisfaction and self-efficacy can be hard to experience, and isolating their precursors is essential to develop healthy and effective work environments. This paper means to highlight the process of supporting self-efficacy and job satisfaction in the educational work in residential youth care that is still underrepresented in research. It presents data emerging from two studies, study 1 involving 268 educators and study 2 involving 472 educators belonging to different Italian residential child-care services. Study 1 consists of a quantitative study including the following measures: attachment style, job satisfaction, work-related self-efficacy, and length of service. Study 2 consist of a qualitative exploration deepening the sources of educators' work-satisfaction. Quantitative data support the identification of attachment style and length of service as antecedents of work-related self-efficacy and job satisfaction. Qualitative data show the importance of relational issues in shaping the educators' satisfaction at work.
As safety practitioners we often struggle with how to interpret and apply safety research into our environments, how to truly engage our workers, and how to positively influence our safety ...culture.This session shows how shifting focus from safety culture to developing a learning culture may provide a better pathway.We show how realigning our investigation processes to Learning Reviews is moving us away from assumptions of human error and blame and is developing a new language and shared understanding toward a safety differently approach.Since people create safety, we show how we engage the front line to identify what works and what doesn’t, using focus groups and influence mapping as a guide to the creation of cultural interventions.
Oncology Nursing Practice Oncology nurses are exposed to many stressors while caring for the complex needs of cancer patients, which leads to burnout. The nurses on an inpatient medical oncology unit ...at an NYC academic medical center expressed many feelings of burnout in the work environment post the height of the COVID-19 pandemic. Two years later, nurses are still expressing and experiencing burnout. The purpose was to decrease oncology nurses' perceptions of nursing burnout through evidenced-based interventions. A survey was used to assess the current level of nurse burnout and ask the nurses to rank different activities in order of importance to help with decreasing the perception of burnout among staff. From May to August 2022, interventions to decrease nurse burnout were implemented such as, uninterrupted breaks, staff recognition using e-cards, organized outdoor group activities, and information on wellbeing-coaches and counseling available to staff. Burnout was measured with a 1 item question on a 5-point Likert scale validated previously in nurses to measure burnout. Items 1-2 indicate no burnout and items 3-5 indicate some level of burnout from "burning out" to "burnout won't go away" to "completely burned out." The burnout level of nurses equals 2.93 in May 2022 (n=46). This is at the higher end of 2, closer to 3, where 3 means some level of burnout. Participants were asked to rank 13 activities related to resilience and decreasing burnout in order of importance. The staff rated 1st: uninterrupted break, 2nd: time to unplug, 3rd: taking a break outside, 4th: group outings/activities, 5th: meditation/mindfulness was tied with view of outside during break, and 6th: recognition. Post implementation, in July (n=37) the burnout level was 2.89 and in August (n=31) burnout level was 2.98. Helping nurses deal with nurse burnout is multifactorial. Although the interventions implemented did not decrease perceptions of nurse burnout, staff were empowered to help each other and increase unity among staff. The staff felt like it was in their control to act towards improving their work environment and an improvement in staff morale was palpable. Over the past 6 months of the burnout project, a new shared governance unit council emerged to help further the professional practice of staff, increase staff engagement, and increase oncology nursing educational opportunities.
This study explores the association between office design and (a) the psychosocial work environment and (b) the emotional health among 4352 employees in seven different office designs. A multivariate ...linear regression analysis was performed with adjustments for age and educational level for men and women separately. Results show that psychosocial factors and emotional exhaustion differ between both office designs and between genders, with best outcomes in cell offices, except for psychological demands that are rated the most favourable in shared-room offices. Cell offices and small open-plan offices show a strong beneficial association with emotional exhaustion in women. Among men, hot-desking is most problematic regarding psychosocial work environment and emotional exhaustion. Women rate the psychosocial environment low in combi-office and report emotional exhaustion in small open offices.
A growing body of research explores workplace incivility, defined as low-intensity deviant workplace behavior with an ambiguous intent to harm. In the 15 years since the theoretical introduction of ...the workplace incivility construct, research in this domain has taken off, albeit in a variety of directions. We review the extant body of research on workplace incivility and note the multitude of samples, sources, methodologies, and instrumentation used. In this review article, we provide an organized review of the extant body of work that encompasses three distinct types of incivility: experienced, witnessed, and instigated incivility. These three types of incivility serve as the foundation for a series of comprehensive models in which we integrate extant empirical research. In the last part of this review article, we suggest directions for future research that may contribute to this growing body of work.
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