Burnout, role conflict, job satisfaction, psychosocial health among Hungarian health care staff: A questionnaire survey
The University of Szeged, Department of Psychiatry, Behavioural Sciences Group, Szeged, Hungary. International Journal of Nursing Studies
(Impact Factor: 2.9).
04/2006; 43(3):311-8. DOI: 10.1016/j.ijnurstu.2005.05.003
There is a growing interest in the psychosocial work environment of health care staff since they are at high risk for burnout, role conflict and job dissatisfaction. Burnout, as a type of prolonged response to chronic job-related stressors, has a special significance in health care where staff experience both psychological-emotional and physical stress. Burnout and the other negative aspects of the job of health care staff have major behavioural and health implications.
The present study investigated the interrelationships among burnout, role conflict and job satisfaction in a sample of Hungarian health care staff. The study also investigated how these indicators of psychosocial work climate influence respondents' frequency of psychosomatic symptoms.
A questionnaire survey (anonymous questionnaires) has been carried out to detect these interrelationships.
Two major hospitals in Szeged, Hungary.
Questionnaires were distributed to 450 health care staff among whom 55.7% were registered nurses. All together, 201 questionnaires were returned and analyzed, giving a response rate of 44.6%.
Questionnaire contained items on work and health-related information (i.e., burnout, job satisfaction, role conflict, and psychosomatic symptoms) and on some basic sociodemographics. Beyond descriptive statistics, correlation and multiple regression analyses were computed.
Findings show that emotional exhaustion and depersonalization scores were higher, while scores on personal accomplishment was lower as compared to Canadian, Norwegian or US samples. Burnout, particularly emotional exhaustion (p<.001), was found to be strongly related to job dissatisfaction. Schooling was inversely related to satisfaction with the job (p<.05). While job satisfaction was a negative predictor of each type of burnout subscale (p<.001), role conflict was a factor contributing positively to emotional exhaustion (p<.001) and depersonalization scores (p<.001).
The study results underline the importance of the role of psychosocial work environment and the interrelationships among burnout, role conflict, job satisfaction and psychosomatic health among Hungarian health care staff.
Available from: ojs.ruc.dk
- "Furthermore, research into the characteristics of unhealthy work indicates factors such as sickness presenteeism, reduced efficiency, increased staff turnover, occupational injuries, and conflicts between employees (Jeding 1999, Sandkull 2008). Outcomes in practice can be burnout and physical stress, which is significant for health care staff (Piko 2006) in today's modern organizations. "
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ABSTRACT: The background to this article review is governmental interest in finding reasons why a majority of the employees in Sweden who are on sick leave are women. In order to find answers to these questions three issues will be discussed from a meso-level: (i) recent changes in the Swedish health care sector’s working organization and their effects on gender, (ii) what research says about work health and gender in the health care sector, and (iii) the meaning of gender at work. The aim is to first discuss these three issues to give a picture of what gender research says concerning work organization and work health, and second to examine the theories behind the issue. In this article the female-dominated health care sector is in focus. This sector strives for efficiency relating to invisible job tasks and emotional work performed by women. In contemporary work organizations gender segregation has a tendency to take on new and subtler forms. One reason for this is today’s de-hierarchized and flexible organizations. A burning question connected to this is whether new constructions of masculinities and femininities really are ways of relating to the prevailing norm in a profession or are ways of deconstructing the gender order. To gain a deeper understanding of working life we need multidisciplinary research projects where gender-critical knowledge is interwoven into research not only on organizations, but also into research concerning the physical work environment, in order to be able to develop good and sustainable work environments, in this case in the health care sector
Available from: Wajiha Iffat
- "Commitment relates to an employee's attachment , identification and involvement with the organization. Employees with strong organizational commitment stay with the organization because they want to . Organizational commitment has been positively related to job performance, organizational citizenship behaviors and job satisfaction . "
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ABSTRACT: In recent time, organizational trust is an increasingly important component in determining employee
commitment to the organization. The current study was conducted with the aim to determine
the impact of organizational care on work commitment of healthcare professionals. A cross
sectional study was carried out during the span of February to August 2015 to assess the impact of
organizational care on work commitment amongst healthcare professionals of tertiary care facilities
in Karachi. The study included a sample of 187 healthcare professionals rendering their services
in different tertiary care facilities of Karachi. Descriptive statistics were used to demonstrate
participants’ demographic information and their response to the questionnaire items. To observe
the influence of age, gender, type of organization, job status and salary on the responses, one way
ANOVA was adopted, using p < 0.05 level of significance. Our findings revealed that mass population
(71%) felt honored to be the part of their organization. 72% opined that in their organization
employee got promoted on the basis of their seniority. 68% of the respondents did not agree that
their work load was manageable and they felt under pressure to perform well. Only 33% agreed
that they were assigned task that provided opportunity to utilize their knowledge and educational
background and their day to day task was related to their capabilities and skills. Public health
professionals’ commitment to their jobs would determine the quality of the service delivery for
their respective communities. This study will assist policy makers to trigger those factors that increase
levels of work commitment among health care professionals.
Available from: Ivana Barać
- "Kako se sestrinska profesija generalno karakterizira kao emocionalno i fizički zahtjevan posao, većina istraživanja upravo je usmjerena prema radnim uvjetima medicinskih sestara, pokazujući kako različiti aspekti radne situacije utječu na zadovoljstvo poslom  , međutim, dva se područja pokazuju značajnima: međuljudski odnosi između medicinskih sestara te sestrinska skrb za bolesnike, dok kaoiznimno važno u svojem radu medicinske sestre navode upravo rad usmjeren prema pacijentu . Neprikladni radni uvjeti redovito rezultiraju nezadovoljstvom u izvršavanju zadataka, što je osnovni čimbenik za razvoj stresa, a što u završnici uzrokuje slabiju kvalitetu rada medicinske sestre. "
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Job satisfaction is an individual’s attitude toward the profession, and has been
associated with performing daily activities during the work process.
Objective: The study examined the areas of job satisfaction of nurses / technicians
in relation to the place of work. Participants included were 98 nurses and
technicians, from the Clinical Hospital Centre Osijek and Health Centre Osijek.
Methods: The scale of job satisfaction for testing the general attitude and areas
of job satisfaction.
Results: finds the difference in the degree of job satisfaction in the study area
activity [p <0.05] with the greatest degree of satisfaction in the performance
of work activities with nurses working on hospital wards AS = 15.6 [SD =
2.8] , and the lowest in nurses working in public health nurses AS = 12.6 [SD
= 3.0]. A significant difference was verified in relation to the parent [p <0.01],
and the highest level of satisfaction was recorded by nurses working in primary
care practices AS = 14.5 [SD = 2.3], and the lowest in nurses work in the OR AS
= 11.8 [SD = 2.3]. Correlation between the degree of job satisfaction in relation
to length of service [r = 222, p <0.05].
Conclusion: finds the variation in relation to age, position, years of service. The
degree of satisfaction of nurses / technicians in performing everyday tasks is
directly related to the degree of providing quality health care.
Keywords: job satisfaction • nurses • workplace
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