This paper reports on a repeated measures study of job insecurity conducted during drastic organisational change in one of Australia's large public transport organisations. In a redundant group (n = 32) and a control group (n = 63), effects of job insecurity and the availability of coping resources on psychological health and withdrawal were examined longitudinally by means of self-report questionnaires. Results indicate that job insecurity is associated with a deterioration of psychological health (i.e. leading to psychological distress and burnout), as well as job and organisational withdrawal. Contrary to expectations, however, neither support from colleagues nor management nor unions seemed to protect job incumbents from the negative effects of job insecurity. Apparently, these three sources of potential support do not have a stress-buffering effect. It was concluded that in order to combat the adverse effects of job insecurity on psychological health and morale, the job stressor itself has to be dealt with, instead of trying to render it less harmful by providing more social support.
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This article proposes a theoretical perspective on teacher burnout that is based on the principles of social exchange. More specifically, it is argued that burnout results from a
No abstract is provided for this article.
No abstract is provided for this article.
Objectives To validate a simplified version of the Therapeutic Intervention Scoring System, the TISS-28, and to determine the association of TISS-28 with the time spent on scored and nonscored nursing activities. Design Prospective, multicenter study. Setting Twenty-two adult medical, surgical, and general Dutch intensive care units (ICUs). Patients A total of 903 patients consecutively admitted to the ICUs. Interventions TISS-28 was constructed from a random sample of 10,000 records of TISS-76 items. The respective weights were calculated using multivariable regression analysis through the origin; TISS-76 scores were used as predicted values. Cross validation was performed in another random sample of 10,000 records and the scores of TISS-76 were compared with those scores obtained with TISS-28 (r equals .96, r sup 2 equals .93). Nursing activities in the ICU were inventoried and divided into six categories:a) activities in TISS-28; b) patient care activities not in TISS-28; c) indirect patient care (activities related to but not in direct contact with the patient, such as contact with family, maintaining supplies); d) organizational activities (e.g., meetings, trainee supervision, research); e) personal activities (for the nurse him/herself, such as taking a break, going to the bathroom); f) other. During a 1-month period, TISS-76 and TISS-28 scores were determined daily from the patient's records by independent raters. During a 1-wk period, all of the nurses on duty scored their activities using a method called "work sampling." Measurements and Main Results The analysis of validation included 1,820 valid pairs of TISS-76 and TISS-28 records. The mean value of TISS-28 (28.8 plus minus 11.1) was higher (p less than .00) than that value of TISS-76 (24.2 plus minus 10.2). TISS-28 explained 86% of the variation in TISS-76 (r equals .93, r2 equals .86). "Work sampling" generated 10,079 registrations of nursing activities, of which 5,530 could be matched with TISS-28 records. Samples were taken from medical (19.3%), surgical (19.1%), and general (61.6%) ICUs. Of these samples, 51.1% originated from university hospitals, 35.8% from hospitals with more than 500 beds, 7.1% from hospitals with 300 to 500 beds, and 5.8% from hospitals with less than 300 beds. Samples were scored in the morning (43.0%), evening (32.9%), and night shifts (24.1%). This sample of work activities was divided into four groups, according to their matched TISS scores (0 to 20, 20 to 35, 35 to 60, and more than 60 points). In the successive groups of TISS scores, there was a significant increase in the proportion of time spent on the activities scored with TISS-28. In the lower TISS score group (0 to 20 points), there was a significantly larger proportion of time allocated to patient care activities not in TISS-28. There was no significant difference in the proportion of time spent when associating indirect patient care and organizational activities with the level of TISS score. There was a significant decrease in the proportion of time spent on personal activities in the successive groups of TISS scores. The mean time spent per shift with personal activities varied between 1 hr and 40 mins (group 0 to 20 points TISS), and 1 hr and 16 mins (group more than 60 points TISS). Significantly more time was used for patient care activities during the evening shift than during the day or the night shift. Conversely, nurses spent significantly less time on activities regarding their personal care during the evening shift. The time consumed for the activities of indirect patient care did not differ significantly among the three shifts. A typical nurse was capable of delivering work equal to 46.35 TISS-28 points per shift (one TISS-28 point equals 10.6 mins of each nurse's shift). Conclusions The simplified TISS-28 explains 86% of the variation in TISS-76 and can therefore replace the original version in the clinical practice in the ICU. Per shift, a typical nurse is capable of delivering nursing activities equal to 46 TISS-28 points. This information, together with the information concerning the association of TISS score with the time spent in the various nursing activities within the ICU, is relevant to the management of nursing manpower in the ICU. (Crit Care Med 1996; 24:64-73)
No abstract is provided for this article.
ABSTRACT Adult stem cells from a variety of organs can be expanded long-term in vitro as three-dimensional organotypic structures termed organoids. These adult stem cell-derived organoids retain their organ identity and remain genetically stable over long periods of time. The ability to grow organoids from patient-derived healthy and diseased tissue allows for the study of organ development, tissue homeostasis and disease. In this Review, we discuss the generation of adult stem cell-derived organoid cultures and their applications in in vitro disease modeling, personalized cancer therapy and regenerative medicine.
Everyday connotations of engagement refer to involvement, commitment, passion, enthusiasm, absorption, focused effort, zeal, dedication, and energy.In a similar vein, the Merriam-Webster dictionary describes the state of being engaged as "emotional involvement or commitment" and as "being in gear".This chapter focuses on engagement at work, a desirable condition for employees as well as for the organization they work for.Although typically "employee engagement" and "work engagement" are used interchangeably, this chapter prefers the latter because it is more specific.Work engagement refers to the relationship of the employee with his or her work, whereas employee engagement may also include the relationship with the organization.As we will see below, by including the relationship with the organization the distinction between engagement and traditional concepts such as organizational commitment and extra-role behavior becomes blurred.Although the meaning of engagement at work may seem clear at first glance, a closer look into the literature reveals the indistinctness of the concept.As with many other psychological terms, work engagement is easy to recognize in practice yet difficult to define.In large part, as Macey and Schneider (2008: 3) argued, the confusion about the meaning of engagement, "…can be attributed to the 'bottom-up' manner in which the engagement notion has quickly evolved within the practitioner community".However, this bottom-up method that flourishes in business is not only at odds with the top-down academic approach that requires a clear and unambiguous definition of the term, but it also hampers the understanding of work engagement for practical purposes.A Babylonian confusion of tongues precludes a proper assessment, as well interventions to
Much has been published on burnout in the human services. However, despite the extensive literature on job stress in policing, burnout in police officers has rarely been studied. The present study examined stressors in police work, focusing specifically on the lack of reciprocity that officers experience in relations with civilians, colleagues and the police service. It also investigated the relationship between burnout and the attitudes of officers towards violence, as well as to their own use of violence. Dutch police officers (N = 358) completed a self-report questionnaire. The results showed that: (1) organizational stressors were more prevalent than task-related stressors; (2) compared to other service jobs, police officers report a particular profile on the three scales of the Maslach Burnout Inventory (MBI)?a relatively low level of emotional exhaustion,an average level of depersonalization, and a high level of personal accomplishment; (3) burnout is associated with a lack of reciprocity between investments and outcomes in the relations that officers have with citizens, colleagues and their organization; and (4) burnout is positively related to attitudes towards use of violence and the use of violence during the officers' duty. Keywords: PoliceBurnoutJob StressReciprocityViolenceJob Characteristics
