INTRODUCTION: The landscape of work has changed since the start of the COVID-19 pandemic as more companies shifted from face-to-face to the work-from-home (WFH) setup. This change has affected several aspects of human life especially the motivation to WFH. The study aimed to determine the motivation of WFH among office workers in the National Capital Region (NCR) from March 2020 to February 2022 METHODS: Using a descriptive cross-sectional study design, an online survey of WFH office workers around the NCR, Philippines was conducted. A 26-item questionnaire on motivation covering dimensions of availability (flexibility), safety (work-life balance), and meaningfulness (work performance) was used. Data was analyzed using SPSS version 24. RESULTS: A total of 252 respondents were included in the study, with a majority identifying as females aged 21 to 30, never married, and college graduates. Additionally, respondents reported having one to five years of work experience and were employed in professional/technical/managerial fields. Regarding the impact of remote work, the findings indicated that most individuals who worked from home (WFH) felt motivated by this setup due to its positive effects on availability, time and cost savings from reduced commuting, and the flexibility it provided for managing their schedules according to personal preferences. Furthermore, in terms of safety and conducive work environment, WFH office workers expressed agreement that the remote work setup contributed to a favorable work environment, leading to increased job satisfaction. This setup allowed them to effectively balance work responsibilities with personal and family commitments. The study also revealed that WFH office workers perceived a sense of meaningfulness in their work, as they felt trusted and valued by their employers. This sentiment contributed to their overall well-being, both physically and mentally CONCLUSION Work-from-home office workers are generally always motivated in terms of availability (flexibility), safety (work-life balance) and meaningfulness (work performance).
motivation ; flexibility ; work-life-balance ; work performance

BACKGROUND

Nursing, as a profession, is a facet where job satisfaction and performance matter. In the changing landscape of nursing practice in the Philippines and the aftermath of the COVID-19 pandemic, it is imperative to revisit and to perform an empirical investigation of the current state of nurses' job satisfaction and performance in the hospital setting. This study aimed to describe the job satisfaction and performance among staff nurses in private and government hospitals in Baguio City.

Using a quantitative descriptive cross-sectional survey design, a sample of 313 randomly selected staff nurses working in two private and two government hospitals in Baguio City were surveyed from March to April 2023, using a questionnaire. This study's protocol was approved by two ethics committees, namely the Saint Louis University Research Ethics Committee and the BGHMC REC. Nominal data was analyzed using the SPSS trial version employing frequencies, percentages, and the Chi-square test.

There are more staff nurses in both private and government hospitals who reported satisfactory job satisfaction levels (276 nurses, 87.9%) and had good job performance (303 nurses, 96.5%) in all domains. However, results show that there are more nurses (209 nurses, 90.7% ) in government hospitals who are satisfied with their jobs than in private hospital nurses (67 nurses, 80.1%) in the domains Intra practice Partnership/Collegiality (p=0.010); Challenge/Autonomy (p=0.001); Professional, Social and Community Interaction (p=0.010); Professional Growth (p=0.036); Time (p=0.009); and Benefits (p=0.045). In terms of job performance, more government nurses at 97.3% (224 nurses) rated a higher self-appraisal of job performance. In comparison, only 94.8% (79 nurses) of private staff nurses appraised themselves as having good performance. No significant differences were found in the domains of job performance, namely leadership, teaching, planning, communications, and professional development, except in critical care. In "Critical care," which showed significance, the results suggest that more nurses in government hospitals perceive higher job performance, revealing a significant difference (p=0.011) in the "critical care" domain, indicating that a higher proportion of nurses in government hospitals demonstrate superior performance in this area.

Through this study, it was learned that nurses in both private and government hospitals generally experience high job satisfaction and performance, reflecting a fulfilled workforce and indicating commendable competency among the staff nurses. However, more nurses in government hospitals report high satisfaction and perceived performance in critical care compared to those in private hospitals. Thus, the findings of this study can contribute to and serve as a rationale for policy making regarding creating a positive work environment, proper management and leadership, creation of training and skill development for critical care, providing opportunities for professional growth, and conducting regular evaluation and feedback----- all geared towards a satisfied and productive workforce.

No abstract available.
Heart Valves* ; Heart* ; Return to Work*

PURPOSE: The aim of this study was to identify performance, delegation, job importance and education needs for duties and tasks perceived by rehabilitation nurses. METHODS: Performance, delegation, job importance and education needs in regard to 11 duties and 57 tasks were surveyed 191 nurses who worked at the rehabilitation unit. RESULTS: Performance, job importance and education needs were high in most duties and tasks. Performance was significantly correlated with job importance. Job importance and education needs was also significantly correlated. Direct care was the highest duty in performance, job importance, and education needs. Psycho-social care, coordination, and self-development were high in job importance but low in performance. Psycho-social care, managing mobility disorder, and dysphagia care were most delegated duties. The most delegated person were employed caregiver/careworker, followed by nurse aid, and family members. CONCLUSION: The educational strategies and opportunities were needed for the rehabilitation nurses and delegated persons.
Deglutition Disorders ; Education* ; Humans ; Rehabilitation* ; Work Performance

PURPOSE: The purpose of this study was to test the mediating effect of job embeddedness in the relationship between nursing practice environment on nursing job performance and organizational commitment. METHODS: For this study a descriptive design with survey method was utilized. Participants were 192 clinical nurses recruited from 2 hospitals in A, B city and J province in Korea. From June, 6 to 24, 2018, a questionnaire scale was used to collect the data. Data were analyzed using descriptive statistics, independent t-test, one-way ANOVA, Pearson correlation analysis, and liner regression analysis. RESULTS: There were significant positive relationships for nursing job performance and organizational commitment with nursing practice environment. In addition, job embeddedness had a full mediating role in the relationship between nursing practice environment and nursing job performance, and a partial mediation effect in nursing practice environment and organizational commitment. CONCLUSION: The purpose of this study was to identify the mediating effects of job embeddedness and to find ways to improve organizational commitment, which is a useful variable to predict performance outcomes, nurse job performance and job behavior of organizational members. Also, the study results can be used as basic data for nursing manpower management strategies.
Korea ; Negotiating ; Nursing ; Surveys and Questionnaires ; Work Performance

PURPOSE: This study was conducted to generate a grounded substantive theory of the adaptation process of nurses who return to work after taking parental leave. METHODS: Individual in-depth interviews with 13 participants were conducted between June and September 2014. Participants were interviewed 1~3 times; interviews were continued until the data became saturated. Data were analyzed using Strauss and Corbin's grounded theory method. RESULTS: The core category of experience of the process of adaptation as a nurse who returned to work after parental leave was 'trying to regain one's previous position'. Participants used five interactional strategies: 'preparing in advance', 'initiating relationships with colleagues', 'keeping a positive attitude', 'understanding parenting helpers', 'Taking burden off one's mind'. CONCLUSION: The results of this study provide a theoretical basis for the adaptation process of nurses returning to work after taking parental leave. The importance of improving nurses' attitudes to their co-workers who take parental leave is highlighted along with the necessity of providing a family-friendly work environment. These results can be used to develop supportive policies and programs for nurses who return to their work after parental leave.
Humans ; Parental Leave* ; Parenting ; Parents* ; Return to Work*

Today, lumbar disc surgery has been considerable refined from that performed by Mixter and Barr less than 50 years ago, but there is still room for improvement. The addition of the microsurgical technique may be the most recent means to refine the process of lumbar discectomy. Magnetified vision and brillant illumination have allowed neurosurgeons to refine many standard operations and to devise new ones for hitherto inaccessible areas. Small incisions, meticulous hemostasis, and precise removal of diseased tissue are the contributions of microsurgery to an ideal operation. 37 cases of microsurgical discectomy weer compared to the same number of standard operations. The total patient profiles were the same with other studies. The results demonstrated a 72.9% marked improvement in the standard discectomy category and a 83.9% marked improvement in the microsurgical discectomy group. Also, the mean time until their return to work was 7.3 wks in the microsurgical discectomy group, while 10.8 wks in the standard operation group.
Diskectomy ; Hemostasis ; Humans ; Lighting ; Microsurgery ; Return to Work

Diabetes sufferers in their 30s to 50s are at an age must maintain their income-producing activities while also managing their health; however, maintaining this balance is not always easy due to their disease. Patients in their 30s to 50s who are actively engaged in work life may not experience workplace difficulties when their diagnosis is known and can be addressed with health-promoting behaviors or passive management. Patients have limitations in implementing the active self-management required by the educational scene in-house. The reason is because the working environment in Korea has not yet established a proper perception of diabetes and feels that allowing diabetes to manage diseases against fairness. The educators proudly reveal themselves as diabetes and cannot take into consideration or take responsibility the disadvantages they can experience when returning to work, we must consider what the patient “has to do to get back to work.” In addition, patients should think about how to manage their disease effectively through more than just a passive response. Moreover the Korean Diabetes Association should establish guidelines for the areas that need to be protected legally and on the defensive aspects that need to be better perceived.
Diagnosis ; Humans ; Korea ; Return to Work ; Self Care

PURPOSE: This study is a descriptive study to explore the effects of work performance, perceived organization support, and personal coping resources on job satisfaction of infusion nurses in Korea. METHODS: The participants of this study were 155 infusion nurses in 19 general hospitals and advanced general hospitals in Korea. Data were collected from January to March 2018 using a structured questionnaire and analyzed with the SPSS software version 23. RESULTS: The participants' job satisfaction score was 3.01, their work performance score was 3.60, their perceived organization support score was 2.83, and their personal coping resources score was 3.53. The regression model for job satisfaction was significant (F=56.10, p < .001), and the total explanatory power was 52%. The variables affecting job satisfaction were personal coping resources (β=.44, p < .001), perceived organization support (β=.42, p < .001), and working locations (β=.13, p=.028). CONCLUSION: To increase job satisfaction of infusion nurses, boosting strategies for personal coping resources, perceived organization support, and examination of work performance characteristics of each local area should be considered. In addition, development of customized programs is needed, focusing on infusion nurse personnel and job characteristics.
Hospitals, General ; Humans ; Job Satisfaction ; Korea ; Work Performance

OBJECTIVES: This study examined the relationship between the personality traits and job performance of Centers for Children's Foodservice Management (CCFSM) staff on emotional exhaustion and job satisfaction. In addition, the characteristics of the center organization were examined to provide practical guidelines for the operation of the center. The aim was to determine management implications with an important meaning in human resource management to enhance the efficiency of the operation of Centers for Children's Foodservice Management (CCFSM). METHODS: Out of 207 centers, there were 1,057 employees at 173 centers who agreed to participate in the study, the questionnaire was mailed on February 17, 2017 and collected by mail on March 31, 2017. Finally, 81 centers (46.82%) participated in the survey and 493 questionnaires were used. RESULTS: Neuroticism among the five personality factors had a positive (+) influence on ‘cynicism’ and ‘exhaustion’ among the three subordinate factors of emotional exhaustion, negative (−) effects on the ‘job’ among the six subscales of job satisfaction. In addition, openness showed a negative (−) effect on ‘loss of professional confidence’ of emotional exhaustion and positive (+) relationship with the ‘job’ of job satisfaction. Agreeableness appeared to have a negative (−) effect on all factors of emotional exhaustion and a positive (+) influence on all factors of job satisfaction. As a result of analyzing the effects of job performance on emotional exhaustion and job satisfaction, the planning and operations management team showed a positive (+) influence on all factors of emotional exhaustion and negative (−) influence on all factors of job satisfaction. On the other hand, the nutrition management team showed a negative (−) influence on all emotional exhaustion factors and a positive (+) influence on the factors of job satisfaction. The hygiene management team showed a positive (+) relationship with ‘Emotional exhaustion’ among the subordinate factors of emotional exhaustion and a negative (−) influence on the ‘Educational opportunity’ of job satisfaction. CONCLUSIONS: The personality type and job performance of Centers for Children's foodservice management (ccfsm) staff significantly affected the emotional exhaustion and job satisfaction.
Hand ; Humans ; Hygiene ; Job Satisfaction ; Postal Service ; Work Performance