Job demands,emotional dissonance and elderly abuse: The moderating role of organizational resources

ABSTRACT

The present study focuses on elderly abuse committed by caregivers in nursing homes. It aimed at a better understanding of neglect and abusive behaviors by considering the working context and the emotional dissonance of these professionals. To achieve this goal, direct effects of emotional dissonance, job demands (workload and emotional demands) and organizational resources (high-quality relationships with the colleagues and the supervisor) on neglect and abusive behaviors were analyzed. Moreover, the moderating role of organizational resources was explored. The study was conducted among 481 nurses and healthcare assistants from different French nursing homes. Overall, results contributed to the literature by pointing out the impact of emotional dissonance and caregivers’ working context on neglect and abusive behaviors. Moreover, results highlighted the moderating effect of high-quality relationships with the colleagues and the supervisor and give rise to potential implications in preventing elderly abuse in nursing homes.     

GENDER DIFFERENCES IN JOB SATISFACTION

This article analyzes gender differences in job satisfaction among full-time workers. Why do women report equal or greater job satisfaction than men in spite of objectively inferior jobs? Analysis reveals few differences between men and women in the determinants of job satisfaction when considering job characteristics, family responsibilities, and personal expectations. Little support is found for theories that men and women: (1) focus on different aspects of work in arriving at a given level of job satisfaction; (2) differentially condition their job satisfaction according to the extent of their family responsibilities; and (3) employ different personal expectations in evaluating their jobs. Two alternative explanations for women's relatively positive job attitudes are considered. First, women may arrive at a higher level of job satisfaction than men by using different comparison groups. Second, men may be more willing to verbalize dissatisfaction with work because of different socialization. The most likely explanation is that these processes operate in conjunction to produce greater reported job satisfaction among women.     

The Care–tech Link: An Examination of Gender,Care and Technical Work in Healthcare Labour

Despite the dramatic increase of technology in the healthcare field, little is known of how care work and technical work are related. Examining substitute healthcare providers offers a useful illustration of the care–tech link because nursing (care) and medical (technical) models often merge. Forty‐two interviews with men and women (nurse practitioners, nurse anaesthetists and physician assistants) were conducted in the USA. The results showed that the gendered nature of care–tech boundaries has shifted in small but important ways and that the gendering of work influenced the shape of these boundaries. Men often encountered barriers when moving too far into the care realm and attempted to overcome this by ‘caring cautiously’ and emphasizing problem‐solving care. Women faced similar barriers from the ‘old boys network’ when they entered highly technical areas. There is also evidence that men and women challenged existing care–tech boundaries and moved beyond their traditional roles.     

Work organization, well-being and health in geriatric care

The objective of the present study was to explore the connection between the organization of work in geriatric care and factors which have been connected to job stress and burnout, i.e. exhaustion, mental workload, job satisfaction and communication. We also analyzed how these factors were related to employee visits to doctors during the previous 12 months due to various medical conditions. The study was a cross-sectional questionnaire distributed to all employees within nursing homes and geriatric hospital wards with 10 employees or more throughout Iceland. The total response rate was 80%. The majority of respondents, or 96%, were women (n = 1432), and the results are based on their answers. Our data show that there is a high correlation between mental exhaustion and the unsatisfactory organization of work. Mental exhaustion upon completing work shifts was more closely connected to the health outcomes studied than were the other work-related factors studied. This is especially true for chronic fatigue, depression and sleeping disorders. It is important that employers and managers notice the mismatches between work and workers that this study manifests. Employers and managers must also consider the organizational factors that are influential.     

Study on Work and the Workplace: Implications of the Psychological Aspects for Health Education and an Occupational Health and Safety Program on a University Campus

Abstract

The purpose of the present study is to examine social and psychological factors accounting for satisfaction and dissatisfaction at work and to relate levels of job satisfaction to physical and psychological well-being. Eight hundred eighty-seven male and female employees at all job levels at a large mid-Atlantic university completed the questionnaire, responding to questions on job satisfaction, health characteristics (chronic conditions and physical symptoms) and psychological well-being. Job satisfaction was a function of those variables associated with occupational status, particularly the intrinsic dimension of challenge. Overall satisfaction was highest among the occupational group with highest status — faculty/administration — and lowest among the secretarial/clerical group. Health status appeared also to be related to occupational group; secretarial/clerical, the group with the lowest job satisfaction, also reported significantly more physical symptoms than faculty/administration. Faculty/administration reported highest levels of overall psychological well-being, significantly higher than associate staff and secretarial/clerical. A major implication to be drawn from these data is that the relationship between job satisfaction and physical and psychological well-being indicates the need for modification of certain job characteristics to minimize or eliminate unnecessary stressors. Health professionals from different disciplines all play a role in promoting a healthful and safe work environment.     

The underreporting gap in aggressive incidents from geriatric patients against certified nursing assistants

Staff in the health care industry experience workplace aggression at a much higher rate than the general workforce. However, a large proportion of aggressive incidents go unreported, and the source of many of these incidents is patients. This study investigates aggressive incidents from patients against certified nursing assistants (CNAs; n = 76) in a sample of six geriatric care facilities. The results indicate that CNAs experienced a median of 26 aggressive incidents over the course of the 2-week study and that approximately 95% of these incidents were not reported to the facility. The present study also empirically examines reasons why nursing staff decide to report incidents. Finally, this study reveals that the experience of aggression from patients is related to subsequent organizational commitment, job satisfaction, and intent to leave the job.     

Nursing Home Innovation in the Public Arena

Nursing homes in urban Boston during the early 1970s were dependent on emergency wards and outpatient departments for primary medical care of their residents. The Boston City Hospital Telemedicine program, later to become part of the Urban Medical Group, was an innovative approach to dealing with this problem through the use of teams consisting of nurse practitioners, physician assistants, and physicians. This approach, which emphasized the delivery of primary medical care at the nursing home, reduced the use of hospital-based services and improved continuity of care. This article describes the development of the concept and the challenges encountered at the state and federal levels in expanding the program.     

“It’s a Dignity Thing”: Nursing Home Care Workers’ Use of Emotions1

This article examines how nursing home care workers use emotions to construct dignity at work. Previous scholarship has shown how the financial and organizational characteristics of nursing homes shape and constrain emotion work among staff. Using evidence gathered during 18 months of participant observation in two nursing homes and 65 interviews with staff, this article analyzes how, despite obstacles, nursing home care workers generated authentic emotional attachments to residents. Surprisingly, some staff members said they particularly appreciated working with residents difficult to control. They felt accomplished when such residents successfully transitioned from life at home to life in institutional care. Emotions created dignity for staff and induced compliance among residents. Emotions are not only generated by organizations and imposed on workers; staff themselves produced emotions—sometimes in ways consistent with organizational demands, and sometimes not—and they consistently found in their emotions a resource to manage the strains of their work lives.     

MEANING,DISCREPANCY, AND SATISFACTION IN THE NURSE ROLE

What it means to be a nurse has changed over time. This article explores the changing meanings for the nurse role in a sample of Bachelor of Science nursing students by analyzing 30 nurse role attributes documented in the nursing literature. Students' perceptions of obligatory and self-in-role meanings are assessed, and multiple role meaning dimensions are identified. Identity-discrepancy theory is used to determine whether discrepancies between obligatory and self-in-role meanings are related to role satisfaction. Findings suggest that discrepancies in some nurse role meaning dimensions are predictive of role satisfaction. The implications for role exit and the nursing shortage are discussed.     

Quality of work and job satisfaction: comparing female part-time work in four European countries

Adding to the debate on the integrative or marginalizing nature of female part-time work, this article provides a comparative analysis of the implications of female part-time work for different intrinsic job quality dimensions and job satisfaction. Drawing on national micro-data from Britain, Germany, the Netherlands, and Sweden, our multivariate analyses show cross-national similarities in terms of lower job learning opportunities for female part-timers. We found a significantly higher incidence of repetitiveness only among Swedish female part-timers and lower degrees of task discretion among British, Dutch, and Swedish women working part-time hours. Female part-timers were either equally satisfied with their work as female full-timers or even more satisfied. This held true also after accounting for the lower intrinsic job quality of part-time work. While women working part-time hours were as affected by their job quality characteristics as were full-timers, we conclude that the shorter hours of work per se provide an important additional source of job satisfaction.     

Consistent Assignment of Nurse Aides: Association With Turnover and Absenteeism

Consistent assignment refers to the same caregivers consistently caring for the same residents almost every time caregivers are on duty. This article examines the association of consistent assignment of nurse aides with turnover and absenteeism. Data came from a survey of nursing home administrators, the Online Survey Certification and Reporting data, and the Area Resource File. The measures were from 2007 and came from 3,941 nursing homes. Multivariate logistic regression models were used to examine turnover and absenteeism. An average of 68% of nursing homes reported using consistent assignment, with 28% of nursing homes using nurse aides consistent assignment at the often recommended level of 85% (or more). Nursing homes using recommended levels of consistent assignment had significantly lower rates of turnover and of absenteeism. In the multivariate analyses, consistent assignment was significantly associated with both lower turnover and lower absenteeism (p < .01). Consistent assignment is a practice recommended by many policy makers, government agencies, and industry advocates. The findings presented here provide some evidence that the use of this staffing practice can be beneficial.     

The psychiatric technician: trespasser or welcomed ally?

1. The increasing shortage of nurses, higher patient acuity levels, and greater demands placed on nursing to meet standards of care have contributed to the use of psychiatric technicians to alleviate the burden on nursing and ensure the delivery of quality patient care. 2. Psychiatric technicians provide care for a select group of patients under the supervision of the primary nurse. The patients assigned to psychiatric technicians require minimal direct nursing intervention. 3. Psychiatric technicians reported increased self-confidence and self-esteem; the nurses were able to perform more professional nursing activities, increasing their job satisfaction and promoting staff retention; and the patients received high-quality care.     

The Influence of Family and Work Characteristics on the Sustained Employment of College-Educated Wives

Abstract

Three categories of work characteristics — employment expectations, job satisfaction, and job experiences — in addition to commonly considered family variables, are examined as influences on sustained employment between 1964 through 1968 for a national sample of college-educated wives, class of 1961. Number of children and husband's income have the strongest, and negative, effects on sustained employment. Additionally, two work characteristics, one work orientation measure (expectation of being employed during the preschool child stage), and one job satisfaction measure (overall job satisfaction) are significant, and positive, influences. No other variable pertaining to wives' work characteristics is significantly related to sustained employment Because the responses in the data set were collected in the 1960s, the data in this article can serve as a comparison point for subsequent studies.     

Work–family conflict and job insecurity: are workers from different generations experiencing true differences?

This paper explores the question whether workers of different generations significantly diverge in their perceptions of work–family conflict and job insecurity and implications of such differences on affective commitment and job satisfaction. Given the explorative nature of this study, we use a multi-method approach which relies on a focus group with Italian graduated students and on a field study with workers from an Italian food processing company respectively grouped in three generational cohorts: Baby Boomers, gen Xers, and Millennials. Overall, our findings demonstrate that workers belonging to different generational cohorts display divergent perceptions of work–family conflict and job insecurity. However, the effects of such perceptions on work attitudes are not directly correlated with the experienced levels of job insecurity and work–family conflict. That is, although Millennials tend to perceive a higher level of job insecurity than Baby Boomers and gen Xers, job insecurity is more likely to produce negative consequences on work attitudes among Baby Boomers and gen Xers rather than among Millennials. Notably, our findings indicate that there are no significant differences with regard to the effects of work–family conflict on affective commitment and job satisfaction among the three generational cohorts considered.     

The job satisfaction gender gap among young recent university graduates: Evidence from Catalonia

The present paper focuses on the gender differences in job satisfaction reported by recent university graduates in Catalonia (Spain). The data allows distinguishing five areas of job satisfaction: work content, promotion possibilities, earnings, applicability of acquired knowledge, and job security. Young and highly educated women in this study report a lower satisfaction with some aspects of their job. For two of the five job satisfaction domains, the lower reported level can be explained by differences in observable characteristics, notably wages and type of contract. For two other satisfaction domains we are unable to explain the lower female satisfaction level although we argue that unobservables are the most plausible explanation. This is surprising given the nature of the sample, i.e. very young and highly educated population.     

The Role of the Academic Nurse and Physician in the Criminal Prosecution of Nursing Home Mistreatment

Academic health care professionals have worked with the Commonwealth of Pennsylvania Attorney General's office in a number of capacities to examine the quality of care in several Philadelphia area nursing homes. These tasks include: evaluating the quality of care; helping the prosecution understand the complexities of the cases; and testifying in court, in particular, educating the court about aging, disease, nursing homes, and the appropriate care of infirm elderly. This paper discusses the responsibilities of physician and nurse expert witnesses, using the cases of Ms. E and Ms. W as examples. It also describes some of the tensions that arise when educators work with prosecutors.     

Work Volition and Job Satisfaction: Examining the Role of Work Meaning and Person–Environment Fit

Building on core principles within the Psychology‐of‐Working Framework (PWF; Blustein, 2006 , 2008 ), the authors examined mediators that may explain the link between work volition and job satisfaction among employed adults (135 women, 145 men). A structural equation model was tested hypothesizing that person–environment fit and work meaning would fully mediate the work volition–job satisfaction link. Results suggested that the reason work volition related to job satisfaction was because of stronger perceived fit with one's work environment and greater perceived meaning at work. In total, the predictor variables accounted for 82% of the variance in job satisfaction. Based on these findings, clinicians are encouraged to help clients understand the unique factors that may be limiting their work volition and to specifically target barriers that are amenable to change.     

Why resilient workers perform better: The roles of job satisfaction and work engagement

Previous studies have confirmed correlations between resilience and job performance, but surprisingly little is known about the nature of this relationship. This study sheds light on the roles of two important positive dimensions of work-related well-being: job satisfaction and work engagement. Data were collected from 360 Czech workers in helping professions using an online survey. Levels of resilience and perceived job performance were indeed positively associated. Using structural equation modeling, the best-fitting model showed partial mediation by work engagement; conversely, job satisfaction was not found to be a mediator of this relationship. Additionally, the finding that job performance is related more strongly to work engagement than to job satisfaction contributes to the debate about the concurrent validity of job attitudes.