The effects of emotional regulation and political perception on job satisfaction: an empirical research study in the Turkish health sector

This study aims to find out the relationship between emotion regulation, political perception and job satisfaction by using the Structural Equation Model and to examine whether demographic factors have an effect on this relationship. To test the model, other than the demographic variables, a 19-question scale was applied to 699 employees in the health sector in Diyarbakır, which is located in the Eastern Anatolia Region of Turkey. To analyze the collected data, Structural Equation Modeling method was used with the aid of AMOS 18.0 software. A positive linear relationship between emotion regulation and job satisfaction and a negative relationship between political perception and job satisfaction were determined. Besides these two latent variables, emotion regulation and political perception; it was found that age, sector and title contributed to explain variances in the job satisfaction variable which was at 34%. Additionally, some differences in terms of demographic variables were found. The job satisfaction of employees working in private hospitals was higher than those working in public hospitals; the emotion regulation ability of employees working in public hospitals was higher than those working in private hospitals; the emotion regulation ability of employees between the age 41 and 50 was higher than those who were younger; the emotion regulation ability of employees who had undergraduate degrees was higher than those who had graduate degrees

The satisfaction levels of the patients admitted to a university hospital

Objectives: The aim of this study was to determine various aspects of satisfaction levels and related socio-demographical variables of both inpatients and outpatients admitted to a university hospital.Material and Method: Two different questionnaires were prepared to evaluate the satisfaction levels of both inpa-tients and outpatients. Face to face interview was conducted with a total of 820 patients; 379 (%46.2) inpatients and 441 (%53.8) outpatients, to fill out the prepared questionnaires.Results: Among the inpatients 79.5% reported that they were generally satisfied at the level of or above their expec-tations, whereas it was the case for 76.2% of outpatients in the study. When the satisfaction levels of the inpatients and outpatients were compared; inpatients were more satisfied with the care provided by their doctors, the radiology services and patient security than the outpatients. In terms of general hospital hygiene outpatients reported a greater satisfaction than the inpatients. Among inpatients, the patients with advanced age were found to be more satisfied in terms of meal quality and hygiene of the clinic than the younger patients. Literate patients reported higher degrees of satisfaction of general hygiene and intent to re-prefer the hospital than high school graduates. Almost half of the pa-tients in the study (48%) were from lower socioeconomical status and in some dimensions they reported less satis-faction than the patients from higher socioeconomical status.Conclusion: Low socioeconomical status is associated with decreased patient satisfaction. Although general satis-faction levels of inpatients and outpatients are similar, the care provided by doctors, the radiology services, patient security and general hospital hygiene may show some differences between these two groups

The İ mpact of Personel Empowerment and Supervisor Support on Job Sa tisfaction: An Application in the Energy Sector

Study aimed to figure out the relationship between job satisfaction, supervisor support and personnel empowerm ent based on Social Exchange theory by using the Structural Equation Model. To test the model, 20 questions survey and demographic variables were used in this study. Survey was delivered the Turkish Petroleum Corporation (TPAO) and Turkish Petroleum Intern ational Company (TPIC) employees, and 234 returned survey were appropriate to use in this study. There was a positive relationship found between job satisfaction, supervisor sempowerment. On the other hand, there was found various differences among some demographic variable

An Analysis of the Social Capital, Organizational Commitment and Performance in the Public Sector of Southeastern Turkey

<p>Social capital and organizational commitment and performance have long been the subjects of many studies as these concepts drive organizational outputs. This study aims to investigate the relationships between these concepts. The study collected data using a questionnaire survey comprising 26 questions conducted with 308 offi cers working in the tax offi ces of the provinces of Diyarbakır, Batman and Mardin in Southeastern Turkey. A separate form was used to collect some demographic variables from the respondents. The fi ndings indicate a positive and signifi cant relationship between social capital and performance. This study also confi rmed that organizational commitment has a mediating effect between social capital and performance.</p

YAPISAL EŞİTLİK MODELİ KULLANILARAK İŞ MEMNUNİYETİ, YÖNETİCİ DESTEĞİ VE TÜKENMİŞLİK KAVRAMLARI ARASINDAKİ İLİŞKİLERİN ANALİZİ: BANKACILIK SEKTÖRÜNDE BİR UYGULAMA

Çalışmada, yapısal eşitlik modeli kullanılarak iş memnuniyeti, yönetici desteği ve tükenmişlik arasındaki ilişkilerin incelenmesi amaçlanmıştır. Ayrıca tükenmişliğin, iş memnuniyetine aracı etkisinin (mediating effect) olup olmadığı araştırılmak istenmiştir. Modeli test etmek amacıyla demografik değişkenler dışında 18 soruluk bir ölçek kullanılmıştır. İlgili anket Diyarbakır ilinde faaliyet gösteren kamu bankaları, özel bankalar ve katılım bankaları personeline dağıtılmış, bu anketlerden 523‟ü kullanılmıştır. Sonuçta yönetici desteğinin iş memnuniyetiyle pozitif doğrusal bir ilişki içinde olduğu tespit edilirken, tükenmişliğin yönetici desteği ve iş memnuniyeti ile negatif doğrusal bir ilişki içinde olduğu bilgisi elde edilmiştir. Ayrıca tükenmişliğin, yönetici desteğinin ve iş memnuniyeti üzerinde aracı bir etkisinin olduğu tespit edilmiştir. Çalışmada katılım bankaları çalışanları, devlet ve özel banka çalışanlarına göre daha yüksek iş memnuniyeti ve yönetici desteği bildirmişlerdir

Monday anxiety in office workers

Amaç: Bu araştırmada, büro çalışanlarının pazartesi ve perşembe günlerine ait durumluk ve sürekli kaygı düzeylerinin karşılaştırılması amaçlandı. Yöntem: Pazartesi sabahı 230 vergi dairesi çalışanına sosyodemografik bilgi formu, Durumluk Kaygı Envanteri (DKE), Sürekli Kaygı Envanteri (SKE) ve Beck Depresyon Envanteri (BDE) dağıtıldı. Toplam 144 kişiden güvenilir bilgi elde edildi. Bu 144 kişiye, perşembe sabahı (3 gün sonra) kaygı ölçekleri yeniden dağıtıldı, 61 kişiden güvenilir ve eksiksiz bilgi elde edildi. Bulgular: 61 kişinin DKE puanı pazartesi sabahı 44.4±10.2 iken, perşembe sabahı 42.2±9.9 olarak bulundu (t=2.226, p=0.030). SKE puanının ise pazartesi günü 44.7±8.8, perşembe günü 43.0±8.2 olduğu tespit edildi (t=2.123, p=0.038). Pazartesi günkü BDE puanı 14.4±10.5 bulundu. Hem pazartesi hem de perşembe günü memurların SKE puanı ortalaması, yöneticilerinkinden daha yüksekti. Benzer şekilde, memurların pazartesi günkü BDE puanları da, yöneticilerinkinden daha yüksekti. SKE puanı ortalamaları pazartesi günü, orta yaştaki memurlarda gençlerden ve kadınlarda erkeklerden daha yüksekti. Ayrıca, lise mezunlarının SKE ve DKE puanlarının üniversite mezunlarınkinden daha yüksek olduğu görüldü. Sonuç: Pazartesi günü kısmen yüksek olan kaygı; kadın olma, orta yaş üstünde olma, uzun süre aynı işte çalışma, düşük eğitim seviyesi ve yönetilen olma değişkenleri ile ilişkili bulundu.Objective: In this study, comparison of state and trait anxiety levels of office workers on monday and on thursday was aimed. Method: On monday morning, sociodemographical form, State Anxiety Inventory (SAI), Trait Anxiety Inventory (TAI) and Beck Depression Inventory (BDI) were delivered to the 230 office workers. The data collected from 144 participants were usable. On thursday morning (3 days after) anxiety inventories were delivered again to these 144 workers. Complete and valid forms were collected from 61 participants. Results: The mean SAI scores of 61 participants on monday and on thursday were 44.4&plusmn;10.2 and 42.2&plusmn;9.9 (t=2.226, p=0.030) respectively; whereas their TAI scores were 44.7&plusmn;8.8 and 43.0&plusmn;8.2 (t=2.123, p=0.038) respectively. Mean BDI scores was 14.4&plusmn;10.5. Mean TAI scores of workers both on monday and thursday were higher than managers&amp;#8217;. Similarly, mean BDI score of workers on Monday was also higher than managers&amp;#8217;. Mean TAI scores was higher in middle aged workers than youngs and higher in women than men. Additionally, mean SAI and TAI scores of high school graduates were higher than university graduates&amp;#8217;. Conclusion: Relatively higher levels of anxiety on monday was found to be associated with women gender, being over middle ages, longer job experience in the same work, lower education level, and being blue collar employee

Clinicians’ Social Support, Job Stress, and Intent to Leave Healthcare during COVID-19

The onset of COVID-19 has escalated healthcare workers’ psychological distress. Multiple factors, including prolonged exposure to COVID-19 patients, irregular working hours, and workload, have substantially contributed to stress and burnout among healthcare workers. To explore the impact of COVID-19 on healthcare workers, our study compares the job stress, social support, and intention to leave the job among healthcare workers working in a pandemic (HP) and a non-pandemic hospital (HNP) in Turkey during the pandemic. The cross-sectional, paper-based survey involved 403 healthcare workers including physicians, registered nurses, health technicians, and auxiliary staff across two hospitals from 1 September 2020 to 31 November 2020. The findings indicate a significant impact of ‘Job stress’ on ‘Intent to leave’ job among participants in the HP. We noted that ‘intent to leave’ and ‘job stress’ were significantly higher among the HP healthcare workers than those working in the HNP, respectively. However, workers’ ‘social support’ was significantly lower in the HP. Healthcare workers, during COVID-19, face several hurdles such as job stress, reduced social support, and excessive workload, all of which are potential factors influencing a care provider’s intent to leave the job

Anxiety, Burnout and Depression, Psychological Well-Being as Predictor of Healthcare Professionals&rsquo; Turnover during the COVID-19 Pandemic: Study in a Pandemic Hospital

Turnover of healthcare professionals&rsquo; is a rapidly growing human resource issue that affects healthcare systems. During the COVID-19 pandemic, healthcare professionals have faced stressful situations that have negatively impacted their psychological health. In this study, we explored impacts of the emotional wellbeing of healthcare professionals on their intention to quit their jobs. A cross-sectional survey design was used for this study. The respondents were selected based on simple random sampling. In total, 345 questionaries were returned and used for the analysis. Respondents were healthcare professionals (nurses, doctors, midwives, technicians, etc.) working in a pandemic hospital in Turkey. A multivariable logistic regression model was used to predict the emotions that encouraged the respondents to intend to quit their jobs. Emotions including anxiety, burnout, and depression were measured using validated scales. We found that the COVID-19 situation increased the turnover intention, especially among doctors and nurses (ORnurse/midwife = 22.28 (2.78&ndash;41.25), p = 0.01; ORdoctors = 18.13 (2.22&ndash;2.27), p = 0.01) mediating the emotional pressure it was putting them under. Anxiety related to work-pressure and burnout especially were the main emotional predictors of turnover intention. The more severe the anxiety was, the more the professional considered quitting (ORmoderate = 18.96 (6.75&ndash;137.69), p = 0.005; ORsevere = 37.94 (2.46&ndash;107.40), p = 0.016). Only severe burnout, however, engendered such an intention among them (ORsevere = 13.05 (1.10&ndash;33.48), p = 0.000)