Journal articles: 'Job Diagnostic Survey'

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Kauffeld, Simone, and Sven Grote. "Der Job Diagnostic Survey (JDS)." Zeitschrift für Arbeits- und Organisationspsychologie A&O 43, no. 1 (January 1999): 55–60. http://dx.doi.org/10.1026//0932-4089.43.1.55.

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van Dick, Rolf, Christiane Schnitger, Carla Schwartzmann-Buchelt, and Ulrich Wagner. "Der Job Diagnostic Survey im Bildungsbereich." Zeitschrift für Arbeits- und Organisationspsychologie A&O 45, no. 2 (April 2001): 74–92. http://dx.doi.org/10.1026//0932-4089.45.2.74.

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Zusammenfassung. Das Job Characteristics Model (JCM, Hackman & Oldham, 1975 , 1980 ) postuliert Beziehungen zwischen Tätigkeitsmerkmalen, psychologischen Erlebniszuständen und Arbeitszufriedenheit sowie intrinsischer Motivation. Der Job Diagnostic Survey (JDS) als operationale Umsetzung der Modellvorstellungen wurde häufig in Untersuchungen in Produktion und Management verwendet und hat sich in diesen Bereichen bewährt. Mit einer deutschsprachigen Weiterentwicklung des JDS soll in dieser Arbeit überprüft werden, ob die Modellvorstellungen des JCM außerhalb des gewerblichen Bereichs Gültigkeit besitzen. Der JDS wurde zwei Lehrerstichproben (N=201, N=190), Hochschulangehörigen (N=146) und Erzieherinnen (N=80) vorgegeben. Die Items wurden an die verschiedenen Berufe adaptiert, zum Teil modifiziert oder völlig neu konzipiert. Die faktorielle Struktur des JDS konnte nicht exakt repliziert werden. Mit den neu gebildeten Skalen wurden die Modellvorhersagen des JCM anhand von Strukturgleichungsanalysen (EQS) überprüft: Dabei war in allen Stichproben ein direkter Einfluss von den Tätigkeitsmerkmalen auf die Arbeitszufriedenheit einzuführen, um eine gute Modellpassung zu erreichen. Die Tätigkeitsmerkmale haben den vorhergesagten Einfluss auf die psychologischen Erlebniszustände Bedeutsamkeit bzw. Verantwortlichkeit und Wissen um die Resultate. Die letztgenannte Variable hängt nicht durchgängig mit den Auswirkungen der Arbeit zusammen, wie von Hackman und Oldham angenommen.

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Spangler, William D. "Single-Source Response Bias in the Job Diagnostic Survey." Psychological Reports 65, no. 2 (October 1989): 531–46. http://dx.doi.org/10.2466/pr0.1989.65.2.531.

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Tests of the job characteristics model using the Job Diagnostic Survey have been criticized in the literature for having single-source response bias. To test this criticism, undergraduate and graduate students used the Job Diagnostic Survey to describe their job as “student” (the pretest). The same students then worked at and described a contrived job using the survey. Results from the current study suggested that personality and instrument characteristics had relatively minimal effects on interscale correlations of the scores in the survey within and across situations. However, response biases attributable to priming, consistency, and implicit theories artificially inflated interscale correlations.

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Brannon, D., M. A. Smyer, M. D. Cohn, L. Borchardt, J. A. Landry, G. M. Jay, A. J. Garfein, E. Malonebeach, and C. Walls. "A Job Diagnostic Survey of Nursing Home Caregivers: Implications for Job Redesign." Gerontologist 28, no. 2 (April 1, 1988): 246–52. http://dx.doi.org/10.1093/geront/28.2.246.

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Buys, M. A., C. Olckers, and P. Schaap. "The construct validity of the revised job diagnostic survey." South African Journal of Business Management 38, no. 2 (June 30, 2007): 33–40. http://dx.doi.org/10.4102/sajbm.v38i2.582.

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The Job Characteristics Model, the accompanying Job Diagnostic Survey (JDS) and the proposed steps for improving motivation, satisfaction and performance have been functionally utilized in South Africa as a revised job redesign practice to address some critical human resources problems currently facing managers and human resources practitioners. The aim of the study was ] to determine the construct validity of the Revised Job Diagnostic Survey (JDS) in the South African context. The Revised JDS was evaluated using item analysis and confirmatory factor analysis. The finding of this study is in favour of the Revised JDS as a reliable and factorially valid instrument for South African use. The promising results of this study should pave the way for further research and the search for more conclusive evidence on the construct validity of the Revised JDS in the South African context.

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Telles, Renato, Ivandilson Souza Duarte, Maciel Manoel Queiroz, and Natália Novaes. "Job Diagnostic Survey: A Team Project Information Technology Perspective." Revista Científica Hermes - FIPEN 16 (October 22, 2016): 69. http://dx.doi.org/10.21710/rch.v16i0.294.

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Hinsz, Verlin B., and Leissa C. Nelson. "Family Farmers' Reactions to Their Work: A Job Diagnostic Survey." Family Business Review 3, no. 1 (March 1990): 35–44. http://dx.doi.org/10.1111/j.1741-6248.1990.00035.x.

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Responses of family farmers to the Job Diagnostic Survey were examined to assess the internal rewards farmers receive from their work. It is suggested that family farmers' high motivation and commitment to farming are largely influenced by the positive job characteristics associated with farming.

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Boonzaier, Billy, and Michèle Boonzaier. "The job diagnostic survey: A functional tool for South African managers." South African Journal of Business Management 25, no. 3 (September 30, 1994): 101–9. http://dx.doi.org/10.4102/sajbm.v25i3.849.

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Current literature on manpower problems in South Africa has hardly focused on what should be done to improve jobs in order to create job experiences that will fulfil employee goals and organizational goals simultaneously. While the focus has been on the environmental (economic, social, political) and organizational (human resources policies, e.g. affirmative action) components of human resources management, in this article the authors provide guidelines to facilitate a process through which South African managers can practically achieve the optimal fit between current employees and their jobs. A theory that specifies when workers will display motivation, satisfaction and productive behaviour is reviewed. The accompanying diagnostic instrument is presented with South African norms for use by managers of change. Where remedial action is required, guidelines are proposed to assist managers in planning for an enriched work-place. The authors conclude that this approach represents a powerful strategy that can help organizations achieve their goals as well as meeting the needs of contemporary employees for a more meaningful work experience. This approach ensures that changes in the workplace are brought about on the basis of relevant information regarding the characteristics of jobs and the needs of workers, which is, in turn, based upon fundamental psychological rules and buttressed by South African findings that the theory is empirically sound.

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Kulik, Carol T., Greg R. Oldham, and Paul H. Langner. "Measurement of job characteristics: Comparison of the original and the revised Job Diagnostic Survey." Journal of Applied Psychology 73, no. 3 (1988): 462–66. http://dx.doi.org/10.1037/0021-9010.73.3.462.

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Burke, Beverly G. "Item Reversals and Response Validity in the Job Diagnostic Survey." Psychological Reports 85, no. 1 (August 1999): 213–19. http://dx.doi.org/10.2466/pr0.1999.85.1.213.

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Experts disagree on whether questionnaires should have items worded in both positive and negative directions or items all worded in the same direction. This study examined this controversy in a sample of 921 employees of a state agency who completed two versions of a widely used questionnaire, Hackman and Oldham's Job Diagnostic Survey. One version had both positively and negatively worded items, and the other version had only positively worded items. Subsamples of respondents high and low on inconsistency and inaccuracy scales (response validity scales developed by the author) were studied to determine whether invalid responding might account for problems with item wording. Correlations between job characteristics (skill variety, task identity, task significance, autonomy, and feedback) and work outcomes (general job satisfaction, internal motivation, and growth satisfaction) were compared between subsamples using the Fisher r to z transformation. Out of 18 comparisons, only 3 correlations were significantly different for the subsamples of respondents. The conclusion was that results were similar regardless of item wording and regardless of invalid responding. However, further research may be warranted to assess whether inflated correlations for respondents high on the inaccuracy scale suggests that they are prone to common method variance.

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BURKE, BEVERLY G. "ITEM REVERSALS AND RESPONSE VALIDITY IN THE JOB DIAGNOSTIC SURVEY." Psychological Reports 85, no. 5 (1999): 213. http://dx.doi.org/10.2466/pr0.85.5.213-219.

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12

Ferreira, Raymond R. "Effect of Work Shift and Club Size on Employees." Journal of Sport Management 2, no. 1 (January 1988): 1–13. http://dx.doi.org/10.1123/jsm.2.1.1.

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The purpose of this study was to determine whether any differences in employee attitudes existed among three work shifts. Attitudes were measured through the Life Quality Inventory, the Job Diagnostic Survey, and the Role Ambiguity Questionnaire. Subjects were drawn from three work shifts (morning, day, and evening/night) at 24 sport clubs in Minnesota. The clubs were divided into three membership categories: small, medium, and large, with eight clubs in each category. A significant interaction effect for shift and size was found for the Life Quality Inventory and a scale in the Job Diagnostic Survey. The larger the club membership size, the more favorable the scores reported on the Life Quality Inventory, the Job Diagnostic Survey, and the Role Ambiguity Questionnaire. The day. shift employees in large membership clubs had less favorable scores on the Life Quality Inventory and Job Diagnostic scale than did either the morning or evening/night shift.

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Boonzaier, Billy, Bernhard Ficker, and Braam Rust. "A review of research on the Job Characteristics Model and the attendant job diagnostic survey." South African Journal of Business Management 32, no. 1 (March 31, 2001): 11–34. http://dx.doi.org/10.4102/sajbm.v32i1.712.

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The Job Characteristics Model is widely accepted as a conceptual tool for addressing problems related to employee demotivation, dissatisfaction and marginal performance. The validity of the Job Characteristics Model (Hackman & Oldham, 1980) was assessed by reviewing relevant studies of the model. The review and evaluation is based on studies which test the variables and the relationships between variables as contained in the model. The evidence confirms that the dimensionality of the job characteristics is best represented by the five-factor solution as proposed by the model. The subjective self-report measures of the five job characteristics as formulated by the theory and measured by the revised Job Diagnostic Survey (JDS) are also supported. No evidence was found for the multiplicative Motivating Potential Score (MPS) and as a result the use of a simple additive index of job complexity is recommended as predictor of personal and work outcomes. Strong empirical support exists for the relationships between the job characteristics and the personal outcomes. Strong relationships between the job characteristics and the work outcomes, however, fail to materialize. Results fail to support the mediating effect of psychological states on the job characteristics/outcomes relationships as specified by the model. The postulated relationships between job characteristics and psychological states are also not confirmed by empirical evidence. The role of growth-need strength, knowledge and skill, and work environment characteristics as moderators of the relationships between job characteristics and psychological states, as well as the relationships between psychological states and personal and work outcomes, are seriously questioned. Directions for future research on the Job Characteristics Model and the attendant Job Diagnostic Survey are proposed.

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Krliu-Handjiski, Venera, Marjan Bojadjiev, Ana Tomovska-Misoska, Miodraga Stefanovska-Petkovska, Ilijana Petrovska, and Ana Krleska. "Job Diagnostic Survey - Longitudinal Study on the Balkan Countries - Macedonia, Bulgaria and Kosovo." Journal of Management Research 7, no. 4 (June 10, 2015): 39. http://dx.doi.org/10.5296/jmr.v7i4.7409.

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Effectiveness of the workplace is one of the most contemporary topics in the modern organizations. In era of increased competition and globalization, it is of paramount importance for organizations to increase loyalty and efficiency of their employees, i.e. to increase the motivation of its employees. To motivate the employee and to get maximum output of them is the first key to success of the organization. The second key is to reduce the turnover, especially the voluntarily one. The idea is that turnover is costly to organizations.This paper seeks to explore the impact of job design, job enlargement and job enrichment on job satisfaction and motivation with employees from business sector and public administration. Three countries are taken into consideration and compared – Macedonia, Bulgaria and Kosovo, using the Job Diagnostic Survey. The sample includes 285 respondents. The study has been conducted as a start of a longitudinal study of which two datasets from 2010 and 2013 are presented in the paper. Being one of the first studies investigating this topic in the countries in question, this study clarifies the similarities and differences among Balkan countries.The findings presented in the paper suggest that the highest result for Motivational Potential Score (MPS) can be observed in the public administration sector in Kosovo (MPS=153.5), followed by Macedonia’s business sector (MPS=133.6) and public administration (MPS=132.4). Lowest MPS score is for the Kosovo’s business sector (MPS=106.7). Bulgaria scores MPS=114.4 and MPS=112.7 in the public administration and privates sector respectively.

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15

Cleave, Shirley. "Applicability of Job Diagnostic Survey to Administrative Positions in University Physical Education and Sport." Journal of Sport Management 7, no. 2 (May 1993): 141–50. http://dx.doi.org/10.1123/jsm.7.2.141.

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Although administrators of physical education and sport programs have been the focus of considerable research, one area that has been neglected is the design of administrative positions and its influence on the levels of satisfaction and motivation experienced by administrators. This study was undertaken to address this deficiency. The relationship between job design and worker attitudes and behaviors has been examined in business and industry for many years and a number of models have been developed. The Job Characteristics Model of job design developed by Hackman and Oldham (1976, 1980) provided the theoretical framework for the study. The sample for the study consisted of administrators in physical education, intercollegiate athletics, and recreation/intramural programs in selected Canadian and American universities. The analyses showed significant differences between this sample and the general working population with respect to perceptions of job design and levels of satisfaction and motivation. Gender and nationality had minimal effect on the administrators' perceptions.

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Idaszak, Jacqueline R., and Fritz Drasgow. "A revision of the Job Diagnostic Survey: Elimination of a measurement artifact." Journal of Applied Psychology 72, no. 1 (February 1987): 69–74. http://dx.doi.org/10.1037/0021-9010.72.1.69.

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Harvey, Robert J., Robert S. Billings, and Kevin J. Nilan. "Confirmatory factor analysis of the Job Diagnostic Survey: Good news and bad news." Journal of Applied Psychology 70, no. 3 (August 1985): 461–68. http://dx.doi.org/10.1037/0021-9010.70.3.461.

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Munz, David C., Timothy J. Huelsman, Timothy R. Konold, and Juankee J. McKinney. "Are there methodological and substantive roles for affectivity in job diagnostic survey relationships?" Journal of Applied Psychology 81, no. 6 (December 1996): 795–805. http://dx.doi.org/10.1037/0021-9010.81.6.795.

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TABER, TOM D., and ELISABETH TAYLOR. "A REVIEW AND EVALUATION OF THE PSYCHOMETRIC PROPERTIES OF THE JOB DIAGNOSTIC SURVEY." Personnel Psychology 43, no. 3 (September 1990): 467–500. http://dx.doi.org/10.1111/j.1744-6570.1990.tb02393.x.

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CHARALAMBOUS, ANDREAS, VASILIOS RAFTOPOULOS, and MICHAEL A. TALIAS. "The confirmatory factor analysis of the job diagnostic survey: the oncology nursing setting." Journal of Nursing Management 21, no. 2 (April 28, 2012): 273–82. http://dx.doi.org/10.1111/j.1365-2834.2012.01386.x.

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Lee-Ross, Darren, and Nick Johns. "Dimensionality of the Job Diagnostic Survey Among Distinct Subgroups of Seasonal Hotel Workers." Hospitality Research Journal 19, no. 2 (February 1995): 31–42. http://dx.doi.org/10.1177/109634809501900204.

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Mohamed, A. H. "Using the job characteristics model to compare patient care assignment methods of nurses." Eastern Mediterranean Health Journal 10, no. 3 (May 13, 2004): 389–405. http://dx.doi.org/10.26719/2004.10.3.389.

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The aim of this study was to use Hackman and Oldman’s job characteristics model to compare 2 methods of patient care assignment as perceived by nurses in 12 inpatient units of Alexandria Main University Hospital. The job diagnostic survey was used to determine nurses’ perceptions toward the components of the model in relation to their performance in utilizing the case and functional methods of patient care assignment. The jobs of intensive care unit nurses who utilized the case method were more enriched than those who utilized the functional method of assignment in the general care units, in terms of their perception scores towards all parts of the model [core job characteristics, critical psychological states, affective and personal outcomes, context satisfaction and individual growth-need strength]

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Lee-Ross, Darren. "The reliability and rationale of Hackman and Oldham’s Job Diagnostic Survey and Job Characteristics Model among seasonal hotel workers." International Journal of Hospitality Management 17, no. 4 (December 1998): 391–406. http://dx.doi.org/10.1016/s0278-4319(98)00034-6.

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Fried, Yitzhak. "Meta-analytic comparison of the Job Diagnostic Survey and Job Characteristics Inventory as correlates of work satisfaction and performance." Journal of Applied Psychology 76, no. 5 (1991): 690–97. http://dx.doi.org/10.1037/0021-9010.76.5.690.

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Kil, Monika, Stefanie Leffelsend, and Hellmuth Metz-Göckel. "Zum Einsatz einer revidierten und erweiterten Fassung des Job Diagnostic Survey im Dienstleistungs- und Verwaltungssektor." Zeitschrift für Arbeits- und Organisationspsychologie A&O 44, no. 3 (July 2000): 115–28. http://dx.doi.org/10.1026//0932-4089.44.3.115.

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Zusammenfassung. Im Dienstleistungs-/Verwaltungssektor bedarf es angesichts veränderter arbeitsorganisatorischer Bedingungen systematischer diagnostischer Instrumente der Arbeitsanalyse. Der “Job-Diagnostic-Survey” (JDS) könnte hier eine Lücke schließen. Zuvor ist jedoch eine umfassende Überprüfung dieses früher schwerpunktmäßig im Rroduktionsbereich der BRD eingesetzten Verfahrens bzw. der ihm zugrunde liegenden Modellannahmen (das Job-Characteristic-Modell) angezeigt. Auf der Grundlage von verschiedenen Stichproben aus dem Dienstleistungssektor (N=691) werden zunächst die Güte- und Struktureigenschaften des für diesen Bereich angepaßten Fragebogenverfahrens untersucht. Sodann wird anhand von Strukturgleichungsmodellen überprüft, ob das Modell durch die Hinzunahme der Variablen “Zielklarheit”, “Organisationsbindung” und “Beanspruchung” in seiner Erklärungsgüte verbessert wird. Die Befunde zeigen, daß das Modell durch die Erweiterung deutlich an Erklärungskraft gewinnt. Damit bietet die erweiterte JDS-Version ein auch im Dienstleistungs-/Verwaltungssektor einzusetzendes organisationsdiagnostisches Instrument.

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Wirth, Stephen R. "Job Satisfaction in EMS: A Different Approach." Prehospital and Disaster Medicine 5, no. 1 (March 1990): 9–17. http://dx.doi.org/10.1017/s1049023x00026455.

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AbstractThere has been limited organizational research applied to EMS, especially in the area of job satisfaction. In the midst of a general shortage of health care workers, effective recruitment and retention of a qualified and satisfied work force is a critical issue. The purpose of this study was to examine the factors and elements in the structure or “design” of the work of emergency medical technicians (EMTs) and paramedics that can create conditions for high levels of work motivation, satisfaction, and performance.A modified Job Diagnostic Survey was administered to a cross section of 102 paid and volunteer EMS personnel in Pennsylvania. The relationships between measured job characteristics, experienced psychological states, and job longevity on overall job satisfaction was examined.Significant positive relationships (p<.05) exist between a number of the job characteristic variables (such as task significance, autonomy, and job feedback) and job satisfaction. Job longevity did not have a significant relationship to job satisfaction. Volunteer EMS personnel experienced higher levels of job satisfaction than did paid providers.The results indicate that the EMT and paramedic perform complex jobs that have high levels of the characteristics that cause internal work motivation. Methods to increase the amount of these core job characteristics to improve overall job satisfaction are discussed.

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Levanoni, Eliahu, and Robert Knoop. "Does Task Structure Moderate the Relationship of Leaders' Behavior and Employees' Satisfaction?" Psychological Reports 57, no. 2 (October 1985): 611–23. http://dx.doi.org/10.2466/pr0.1985.57.2.611.

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This study investigated the moderator effect of various task dimensions on the form of the relationship between leaders' behavior and employees' satisfaction with supervision and with the jobs, as postulated by path-goal theory of leadership. Data were collected from five groups of educators: 978 public school teachers, 976 high school teachers, 186 community college instructors, 191 university professors, and 188 student teachers. Instruments included Hackman and Oldham's Job Diagnostic Survey, Stogdill's LBDQ, Form 12, Hoppock's Job Satisfaction Scale, Aiken and Hage's global measure of Supervisory Satisfaction. Hierarchical multiple-regression analyses were performed to test specific hypotheses. The results did not support path-goal theory. The findings were discussed, and implications for research were suggested.

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D'Emiljo, Anle, and Ronel Du Preez. "Job Demands and Resources as Antecedents of Work Engagement: A Diagnostic Survey of Nursing Practitioners." Africa Journal of Nursing and Midwifery 19, no. 1 (June 1, 2017): 69–87. http://dx.doi.org/10.25159/2520-5293/475.

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Renn, Robert W., Paul M. Swiercz, and Marjorie L. Icenogle. "Measurement Properties of the Revised Job Diagnostic Survey: More Promising News from the Public Sector." Educational and Psychological Measurement 53, no. 4 (December 1993): 1011–21. http://dx.doi.org/10.1177/0013164493053004014.

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Siengthai, Sununta, and Patarakhuan Pila-Ngarm. "The interaction effect of job redesign and job satisfaction on employee performance." Evidence-based HRM: a Global Forum for Empirical Scholarship 4, no. 2 (August 1, 2016): 162–80. http://dx.doi.org/10.1108/ebhrm-01-2015-0001.

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Purpose – The purpose of this paper is to examine the effect of job redesign as well as that of the interaction effect of job redesign and job satisfaction on employee performance. Design/methodology/approach – The qualitative research method is used, i.e., in-depth interviews, to validate the questionnaire which is modified based on the well-established Job Diagnostic Survey instrument. A large-scale questionnaire survey was conducted in 2012 taking the hotel and resort industry and the banking industry in Thailand as its research sites. Multiple regression analysis was used to analyse the survey data obtained from 295 sample respondent managers. Findings – It is found that job redesign is significantly and inversely related to employee performance. Meanwhile job satisfaction is found to be positively and significantly related to employee performance. Moreover, the interaction effect between job redesign and job satisfaction is found to be positively and significantly related to employee performance. Furthermore, when controlled for demographic characteristics of sample respondents, it is found that being in the age group of 37-47 years old is significantly and inversely related to employee performance. These findings suggest that when firms implement job redesign, it is likely that it will negatively influence employee performance in the first stage of change. Hence, firms should try to enhance employee job satisfaction while implementing job redesign so that the job redesign will result in improved employee performance. The findings suggest that implementing job redesign without concerned employees experiencing job satisfaction or merely implementing job redesign can result in a possible decreased employee performance. These findings also suggest that any proposed job redesign will be an effective HR strategy to significantly mobilize employee performance only when firms ensure that the implementation of job redesign involves the concerned employees and enhances their job satisfaction. Originality/value – Job redesign by itself is found to have a significant negative effect on employee performance while job satisfaction is found to always positively and significantly influence employee performance. This study ascertains the positive interaction effect of job redesign and job satisfaction for employee performance improvement. These findings suggest that job satisfaction positively moderates the effect of job redesign on employee performance.

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Bhattacharya, Riju, Diksha Gupta, and Divyatara Rathod. "Detection of Breast Cancer using AI Techniques – A Survey." International Journal on Recent and Innovation Trends in Computing and Communication 7, no. 7 (August 6, 2019): 08–12. http://dx.doi.org/10.17762/ijritcc.v7i7.5340.

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Cancer refers to any one of a large number of diseases characterized by the development of abnormal cells that divide uncontrollably and have the ability to infiltrate and destroy normal body tissue.Without treatment, it can cause serious health issues andresult in a loss of life. Breast cancer is the most common cancer among women around the world. Despite enormous medical progress, breast cancer has still remained the second leading cause of death worldwide. Early detection of cancer may reduce mortality and morbidity. This paper presents a review of the detection methods for cancer through Artificial Intelligence (AI) in different ways. Previously Microscopic reviews of tissues on glass slides are used for cancer diagnostics to improve diagnostic accuracy. We can use different techniques such as digital imaging and artificial intelligence algorithm. Cancer care is also advancing thanks to AI’s ability to collect and process data. Due to the nature of processing this information, the task is often a time-consuming and tedious job for doctors. This process may be made much easier, quicker and efficient through the advancement as well as by using modified technologies.

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Meltzer, H., P. Bebbington, T. Brugha, R. Jenkins, S. McManus, and S. Stansfeld. "Job insecurity, socio-economic circumstances and depression." Psychological Medicine 40, no. 8 (November 11, 2009): 1401–7. http://dx.doi.org/10.1017/s0033291709991802.

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BackgroundEconomic recessions are characterized by job insecurity and rising unemployment. The relationship between job insecurity and poor mental health is known. However, we do not know how this relationship is affected by individual socio-economic circumstances.MethodA random probability sample comprising 3581 respondents (1746 men and 1835 women) were selected from the third national survey of psychiatric morbidity in Great Britain. Fieldwork was carried out throughout 2007. Depression was assessed using the revised Clinical Interview Schedule and ICD-10 research diagnostic criteria administered by well-trained lay interviewers.ResultsOne-fifth of all working men and women aged 16–64 years felt that their job security was poor. From a multivariate analysis of several job stressors, there was an increased likelihood of depression among those agreeing that their job security was poor [odds ratio (OR) 1.58, 95% confidence intervals (CI) 1.22–2.06, p<0.001]. After controlling for age and sex, job insecurity (OR 1.86, 95% CI 1.47–2.35, p<0.001) and being in debt (OR 2.17, 95% CI 1.58–2.98, p<0.001) were independently associated with depression.ConclusionsJob insecurity has a strong association with feelings of depression even after controlling for biographic characteristics (age and sex), economic factors (personal debt) and work characteristics (type of work and level of responsibility). Despite the organizational changes needed to cope with a recession, employers should also take note of the additional distress experienced by workers at a time of great uncertainty, particularly those in less skilled jobs and in financial straits.

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Almeida, Helena, Luís Faísca, and Saúl Neves Jesus. "Estrutura factorial da versão portuguesa do Job Diagnostic Survey (JDS) : Um estudo confirmatório de validação do instrumento." PSICOLOGIA 23, no. 1 (January 6, 2014): 79. http://dx.doi.org/10.17575/rpsicol.v23i1.318.

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O objectivo deste trabalho é analisar a estrutura factorial do Job Diagnostic Survey, construído a partir do Modelo das Características do Trabalho (Hackman & Oldham, 1975, 1980), para avaliar cinco dimensões características do trabalho: variedade, identidade, significado, autonomia e feedback. Utilizou-se uma amostra heterogénea de 552 trabalhadores pertencentes a diversos grupos profissionais. Avaliaram-se nove modelos alternativos sobre a estrutura do instrumento, recorrendo à análise factorial confirmatória efectuada pelo programa Amos, versão 6.0. Os resultados obtidos mostram que o modelo de Hackman e Oldham, ao qual se adicionou um factor de Método que integra os itens negativos, é o modelo que apresenta um melhor ajustamento aos dados. Os itens associados a estas dimensões definem sub-escalas com níveis de fiabilidade razoáveis, o que permite considerá-las operacionalizações psicometricamente aptas para avaliar as dimensões características do trabalho definidas por Hackman e Oldham.DOI: http://dx.doi.org/10.17575/rpsicol.v23i1.318

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Pedroso, Bruno, Aurélio Kovaleski, Camila Lopes Ferreira, Luiz Alberto Pilatti, Gustavo Luis Gutierrez, and Claudia Tania Picinin. "Desenvolvimento e validação da versão brasileira do Diagnóstico do Trabalho (Job Diagnostic Survey) de Hackman e Oldham." Gestão & Produção 21, no. 2 (June 2014): 285–301. http://dx.doi.org/10.1590/0104-530x198.

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O presente estudo teve por objetivo desenvolver e validar a versão brasileira do instrumento Diagnóstico do Trabalho de Hackman e Oldham. O processo de tradução e adaptação cultural do instrumento seguiu o procedimento adotado pelo Instrumento de Avaliação de Qualidade de Vida da Organização Mundial da Saúde - WHOQOL na elaboração das versões traduzidas dos instrumentos WHOQOL. O coeficiente alfa de Cronbach apresentou valores significativos para todas as dimensões avaliadas. Com relação à validade de critério, todas as dimensões apresentaram correlações significativas entre si. No que concerne à validade concorrente, inferiu-se que a correlação entre média das dimensões do Diagnóstico do Trabalho com o escore global do Instrumento de Avaliação da Qualidade de Vida no Trabalho de Walton foi significativa. A confiabilidade teste-reteste mostrou que em nenhuma das dimensões houve variação significativa e em todas as dimensões o índice de correlação entre ambas as aplicações demonstrou-se significativo. A versão brasileira do instrumento Diagnóstico do Trabalho de Hackman e Oldham foi validada, apresentando propriedades psicométricas satisfatórias, mantendo as características originais do instrumento.

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Idaszak, Jacqueline R., William P. Bottom, and Fritz Drasgow. "A test of the measurement equivalence of the revised Job Diagnostic Survey: Past problems and current solutions." Journal of Applied Psychology 73, no. 4 (1988): 647–56. http://dx.doi.org/10.1037/0021-9010.73.4.647.

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Marsh, Katie, Thad Benefield, Danielle Durham, J. Michael Bowling, and Louise Henderson. "Quality breast screening begins with quality technologists: Exploring workplace satisfaction among mammographic technologists." Journal of Clinical Oncology 32, no. 30_suppl (October 20, 2014): 53. http://dx.doi.org/10.1200/jco.2014.32.30_suppl.53.

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53 Background: To provide a quality patient experience, radiologists depend on the technologists’ skillset and interactions with patients, both of which may be impacted by satisfaction in the workplace. We identified factors related to the technologists’ job satisfaction, separately for lead and non-lead technologists. Methods: We sent a 50-item survey to 912 mammographic technologists (238 lead and 674 non-lead) throughout North Carolina. Survey items included questions on education and training, work experience, interaction with radiologists and other technologists, and job satisfaction. Job satisfaction was based on a 5-point scale ranging from 1 (strongly agree) to 5 (strongly disagree) for questions on workplace decision making and control, supervisor support, and performance feedback. Using a regression tree analysis, we identified factors related to technologist job satisfaction. All variables significant in the regression tree analysis (p-value<0.05) were included in a linear regression model. Results: A total of 433 mammographic technologists responded to the survey (response rate 47.5%; 95% CI 44.2-50.7). Of these, 128 were lead (response rate 53.8%; 95% CI 47.4-60.1) and 305 were non-lead (response rate 45.3%; 95% CI 41.5-49.0). The mean job satisfaction among lead and non-lead technologists was 1.96 (SD 0.72; range 1 to 4.25). Linear regression analyses revealed that for lead and non-lead technologists, hours of administrative work (p<0.0001), having frequent communication with radiologists (p=0.01), and having a mentor in the workplace (p=0.002) were related to increased job satisfaction. Being a lead technologist was associated with higher job satisfaction (p=0.0004). The number of diagnostic mammograms performed per week was inversely related to job satisfaction for lead technologists (p=0.002). Conclusions: There were little differences in factors that influence mammographic technologists’ job satisfaction for lead versus non-lead technologists. Future studies should explore if technologists’ job satisfaction affects recall rates and patient perceptions of quality care.

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(Brian) Joo, Baek-Kyoo, and Gary N. McLean. "Learning Organization Culture and Core Job Characteristics for Knowledge Workers in Korea." Gestão e Sociedade 14, no. 37 (December 20, 2019): 3394–416. http://dx.doi.org/10.21171/ges.v14i37.3082.

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The purpose of this study is to examine the relationship between perceived learning organization culture and core job characteristics in a sample of 264 knowledge workers from four organizations in South Korea. The dimensions of the learning organization questionnaire (DLOQ) and the job diagnostic survey (JDS) were used as measures. The result of a canonical correlation analysis indicated that the composite of learning organization culture (i.e., continuous learning, dialogue and inquiry, team learning, embedded system, empowerment, system connection, and strategic leadership) was modestly but significantly related to the composite of core job characteristics (i.e., variety, identity, significance, autonomy, and feedback), accounting for 34 percent of the shared variance between the two variable sets. More specifically, the effects of dialogue and inquiry, team learning, and system connection in learning organization culture were greater on feedback, autonomy, and task significance in job characteristics for knowledge workers in South Korea.

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Adams, Edwina J., Jennifer M. Cox, Barbara J. Adamson, and Deborah J. Schofield. "Truncated careers in nuclear medicine technology: increased job control may improve retention." Australian Health Review 35, no. 2 (2011): 124. http://dx.doi.org/10.1071/ah09822.

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Objectives. The aim of the study was to gain understanding of why nuclear medicine technologists (NMTs) leave and to compare workforce and service provision trends with diagnostic imaging professionals. Design and setting. A survey of all NMT professional body members in New South Wales, the Australian Capital Territory and Queensland was conducted. This paper reports on survey findings of those no longer working as a NMT. Analysis of 1996, 2001 and 2006 Australian Census data and Medicare statistics was made for NMTs, sonographers and radiographers. Main outcome measures. The five most influential reasons for leaving nuclear medicine were measured by survey. Census data measured workforce characteristics; size, sex, age. Medicare statistics measured national service provision. Results. Primarily, limited career pathways and professional plateau influence retention of NMTs, with sonography a common career move. Nuclear medicine technologists are young (44.3% <30 years) compared with radiography (52.3% <40 years) or sonography (52.8% <40 years). From 2001 to 2006, service provision in nuclear medicine grew by 11.8% compared with 36% in ultrasound but the workforce size decreased by 4.9% whereas sonographers increased by 51.1%. Conclusions. Increasing the level of job control is the most likely factor in creating a positive change to the NMT job characteristics and improving retention. What is known about the topic? The early and high level of attrition of NMTs with an overall decrease in workforce size from 2001 to 2006 and a corresponding increase in service provision has been reported by the authors of this paper. A comparison of age distribution patterns between NMTs, diagnostic radiographers and radiation therapists from the 1996 and 2001 Australian Bureau of Statistics Census showed NMTs to have a much younger workforce, indicating that workers do not remain long in the field. A direct career pathway to sonography exists for NMTs, with an indication that there is movement to this field. The levels of work engagement and job satisfaction in private and public NMTs have been reported, with factors influencing these levels identified. What does this paper add? This paper reports findings of a survey of NMTs who have left the workforce, providing insight into the most influential reasons for leaving and the type of position to which the individual moves. The NMT and sonography workforce age distribution patterns from the 2006 Census data are compared with those for diagnostic radiography to determine whether the previously reported NMT downward trend remains. A comparison of ultrasound, radiography and nuclear medicine service provision between 2001 and 2006 is made to explore factors that may affect changes to workforce size. This paper builds on findings of the NMT’s levels of work engagement and satisfaction to more fully understand why such high levels of attrition occur. What are the implications for practitioners? This paper highlights the need for a change of structure to the NMT job in order to keep more experienced workers in the field. The NMT attrition, in conjunction with the anticipated national population trends with an increasing elderly population, places the quality of nuclear medicine services at risk. The present rapid turnover leads to a workforce in which the majority are young with limited experience.

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Stechmiller, JK, and HN Yarandi. "Job satisfaction among critical care nurses." American Journal of Critical Care 1, no. 3 (November 1, 1992): 37–44. http://dx.doi.org/10.4037/ajcc1992.1.3.37.

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OBJECTIVE: To develop a conceptual path model to explain the effects of a set of personal and work-related independent variables and the dependent variables of situational stress, job stress and job motivation on job satisfaction among critical care nurses. DESIGN: A prospective descriptive study using a conceptual path model. SETTING: Nine hospitals licensed for at least 250 beds in the northeastern, northwestern, northcentral, and southern regions of Florida. SAMPLE: Three hundred female critical care nurses employed in the nine hospitals who had worked full-time for at least 3 months. MEASUREMENTS: Subjects were administered a demographic and work survey questionnaire, Daily Hassles Instrument, Psychological Hardiness Test and the Job Diagnostic Inventory. MAIN OUTCOME MEASURES: A conceptual path model was constructed to illustrate the effects of a set of personal and work-related independent variables and the dependent variables of situational stress, job stress and job motivation on job satisfaction. MAIN RESULTS: Path analysis of a job satisfaction model resulted in a causal progression of situational stress leading to either job stress or job motivation, both affecting job satisfaction. The results showed that job stress, job motivation, job expectations, meaningful work, knowledge of work results, commitment to career, health difficulties, task identity, supervision, dealing with others at work, opportunity for advancement, pay and job security had a significant effect on job satisfaction. CONCLUSION: Thirteen variables had a significant effect on job satisfaction and explained 63% of the variance. The four most significant effects on job satisfaction were opportunities for advancement, meaningfulness of work, pay and supervision. Commitment to the career, task identity and job security had a modest effect on job satisfaction.

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Woznitza, Nick, Lisa Pittock, James Elliott, and Bev Snaith. "Diagnostic radiographer advanced clinical practice in the United Kingdom – A national cross-sectional survey." BJR|Open 3, no. 1 (January 2021): 20210003. http://dx.doi.org/10.1259/bjro.20210003.

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Objectives: To survey the diagnostic radiography workforce in the United Kingdom (UK) at an organisational level to ascertain the scope of advanced practice and compliance with Health Education England standards for multiprofessional advanced clinical practice (ACP). Methods: 174 diagnostic imaging departments were invited to participate in a cross-sectional electronic survey focused upon advanced level practice and their educational and accreditation expectations (October–December 2019). Breast imaging, computed tomography, fluoroscopy, interventional radiology, lithotripsy, magnetic resonance imaging and projectional radiography were included. Results: A total of 97 responses were received, of which 79 were eligible for inclusion (45%). Respondents reported advanced-level practice roles across all imaging modalities, which included clinical reporting, procedural-based and combined roles. Radiograph and mammogram reporting were most prevalent (95 and 67% of Trusts), with fluoroscopy the most frequent procedure-only role (25%). Only 39% of trusts required adherence to the four pillars of ACP within job descriptions, and only 12% requiring a full Masters qualification. Conclusions: Diagnostic radiographer reporting and procedure-based roles in the NHS are varied and widespread. However, inconsistencies in fulfilment against the expected standards for advanced practice exist. Realignment of advanced-level roles to delineate enhanced and advanced clinical practice may ensure consistency between roles and professions. A requirement for accreditation as an advanced (clinical) practitioner with adherence to advanced practice requirements could therefore provide value to accreditation for both individual practitioners and Trusts. Advances in knowledge: Within the UK, diagnostic radiographer roles previously self-identified as advanced-level practice may be termed enhanced practice when not adhering to expected ACP standards.

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Carlotto, Mary Sandra, and Sheila Gonçalves Câmara. "Preditores da Síndrome de Burnout em professores." Psicologia Escolar e Educacional 11, no. 1 (June 2007): 101–10. http://dx.doi.org/10.1590/s1413-85572007000100010.

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O objetivo deste estudo foi identificar os preditores da Síndrome de Burnout em 563 professores de instituições educacionais particulares da região metropolitana de Porto Alegre - RS. Foram utilizados um questionário elaborado para levantamento de variáveis demográficas e profissionais, o Maslach Burnout Inventory, o Job Diagnostic Survey e o Questionário de Satisfação no Trabalho S20/23. Os resultados evidenciam que variáveis relacionadas ao contexto laboral predominam no modelo explicativo de Burnout em professores em ambos os grupos.

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Cordery, John L., and Peter P. Sevastos. "Responses to the original and revised Job Diagnostic Survey: Is education a factor in responses to negatively worded items?" Journal of Applied Psychology 78, no. 1 (1993): 141–43. http://dx.doi.org/10.1037/0021-9010.78.1.141.

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Tsigilis, Nikolaos, and Athanasios Koustelios. "Development and validation of an instrument measuring core job characteristics." International Journal of Educational Management 34, no. 2 (September 11, 2019): 373–85. http://dx.doi.org/10.1108/ijem-03-2019-0112.

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Purpose Much of prior research focused on the dimensionality of the part of Job Diagnostic Survey that measures the core job characteristics, with mixed findings. The purpose of this paper is to develop and validate an instrument assessing core job characteristics. Design/methodology/approach Public school teachers (n=685) serving in elementary and secondary schools filled in the Core Job Characteristics Inventory (CJCI). CJCI comprises 29 items to assess job autonomy, task significance, task identification, skill variety and feedback from the job. The development of the CJCI undergone the following stages: development of an initial pool of items, examination of its content validity by ten experts and a pilot study. Findings Exploratory factor analysis revealed five factors with satisfactory internal consistency. Confirmatory factor analysis showed mixed results. Application of exploratory structural equation modeling procedures revealed that a correlated five-factor model yielded an adequate fit to the data. Associations among the five work features were significant, positive and yielding moderate values. Correlations among the five-core job characteristics and two affective job responses (job satisfaction and emotional exhaustion) provided evidence of CJCI concurrent validity. Practical implications Human resources managers can use CJCI to measure core job characteristics or to evaluate interventions in the work places. Originality/value A new instrument was developed to measure core job characteristics, and to address previous shortcomings reported in the literature. The rigorous methodological procedure, which followed for the development of the CJCI combined with a cross-validation approach best guarantees its applicability.

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Post, Miriam D., Kristen Johnson, Mark D. Brissette, Richard Michael Conran, Ronald E. Domen, Robert D. Hoffman, Cindy B. McCloskey, et al. "Employer Expectations for Newly Trained Pathologists: Report of a Survey From the Graduate Medical Education Committee of the College of American Pathologists." Archives of Pathology & Laboratory Medicine 141, no. 2 (February 1, 2017): 193–202. http://dx.doi.org/10.5858/arpa.2015-0138-cp.

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Context.—Multiple sources have identified challenges that training programs face in preparing graduates for the “real world” practice of pathology, and many training programs have sought to decrease the gap between skills acquired during training and those required in practice. However, there exists the possibility that some of the difficulty experienced by newly trained pathologists and employers might arise from differences between employer expectations of new hires and what applicants expect from their first job. Objective.—To define the constellation of skills and attributes employers prioritize when hiring newly trained pathologists. Design.—A survey of fellows of the College of American Pathologists in practice for 5 or more years in the United States was administered and the results were analyzed. Results.—A total of 630 pathologists who were responsible for hiring a new-in-practice pathologist completed the survey. Regardless of practice setting, certain skills and attributes were rated critically important in new hires, including ethics/integrity, work ethic, and professionalism. Seventy-one percent reported having some difficulty hiring entry-level pathologists and cited inadequate training/experience during residency, and applicants having unrealistic expectations regarding work load/hours as the most common reasons. Conclusions.—Prospective employers not only expect well-developed diagnostic skills in their job applicants, but also require evidence of a strong work ethic and outstanding professionalism. Successful applicants must display willingness to assume responsibilities and flexibility regarding existing and new responsibilities. A secondary but important finding of this survey was that most jobs are garnered through word-of-mouth recommendations; therefore, it is crucial for pathologists-in-training to hone their networking skills.

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Zaheer, Muhammad. "Faculty: A success factor in improving quality of distance learning." Asian Association of Open Universities Journal 8, no. 1 (March 1, 2013): 71–81. http://dx.doi.org/10.1108/aaouj-08-01-2013-b007.

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The quality of the output (students) of any educational institution depends on many factors like curriculum, technology, infrastructure, assessment, students and its faculty. The most important of all these factors is faculty. If faculty members are satisfied, motivated and committed then students' learning is going to be much better. No matter how advanced technology and infrastructure may be, how well designed the curriculum is and how delicate the assessment mechanism is, faculty is a variable that supersedes all. Teaching, whether in conventional or distance learning, is the single variable that can be a decisive factor in students' learning. Teaching in distance mode, where there is no or very little teacher-student interaction may become a boring, routine and unattractive job. Too much research is being conducted on factors like technology and media, whereas the faculty of distance education remains a neglected area. In this study, the Job Characteristic Model developed by Hackman and Oldham (1976) has been used as the theoretical basis and the Job Diagnostic Survey has been used to collect data from teachers of distance learning and traditional universities by using an online link which was sent via email to all the faculty members. The purpose of the study was to gather empirical data about faculty satisfaction in both modes of teaching (traditional and distance learning), compare both modes and explore which factors are considered to be more important by the faculty members. The results show that faculty members in distance education and traditional education systems differ in their perceptions towards their jobs. Higher mean scores have been recorded for skill variety, task identity, autonomy, feedback from work, experienced meaningfulness, job security and growth satisfaction by faculty of the traditional education system as compared to distance education faculty.

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Wielewska, Izabela. "Knowledge as a factor of development of human resources in post State Agricultural Farm areas." Equilibrium 5, no. 2 (December 31, 2010): 233–41. http://dx.doi.org/10.12775/equil.2010.038.

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The aim of the research was to gain information on the structure of the knowledge deposit among residents of post-SAF areas. It is the level of engagement of the worker in broadening his own knowledge that frequently determines the survival of the organization on the market and its development. The research was carried out among residents of post-SAF areas in Pomorskie province, in August 2009. The method employed was diagnostic survey. Thirty questions were asked to 185 interviewees in various age. The survey included 24 merit questions and 6 personal questions. The participants of the survey were residents of 5 post-SAF villages in Pomorskie province. The majority of the interviewees were women (55,1%). The age of the interviewees – 18-60 years old. The results of the survey show that there is a high dependence between the age of the surveyed and the level of their education. Persons under 35 had much higher education than those between 36 and 60 years old. This shows an increase in the significance of possessed education. Persons with university degrees usually have a steady source of income or regular odd jobs. Those residents with a lower level of education have problems finding jobs. Some of them attend qualification courses organized by local Job Offices. They have exhausted all due unemployment benefits and finally understood that without new skills and deepening their knowledge they have serious problems finding jobs. Also, young persons admitted that it was worth attending courses and trainings, which are organized with the use of activating methods or as workshops. They allow the participants to present themselves in practice. Continuous improvement in competence and qualifications is conducive to the development of human resources in rural areas.

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Chiriac, Anca E., Tatiana Taranu, Anca Chiriac, Simona Roxana Georgescu, Liliana Foia, Cristian Podoleanu, Simona Stolnicu, and Doina Azoicai. "The Utility of a Questionnaire Proposal as an Analytic Diagnostic Tool in Healthcare Providers Occupational Hand Eczema." Journal of Interdisciplinary Medicine 5, no. 1 (March 1, 2020): 16–18. http://dx.doi.org/10.2478/jim-2020-0004.

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AbstractThe aim of this study was to estimate the prevalence of self-reported work-related and occupational hand eczema, as well as associated risk factors in hospitals and out-patient clinics in Romania. A standardized questionnaire was addressed to health professionals from different medical fields. Out of 245 healthcare providers who completed the survey, 235 were women (95.9%), and 243 were working more than 8 hours/day in hospitals (99.18%). Hand eczema was self-reported and documented in almost one third of the nurses (33.49%), the most frequently involved trigger factor being powdered latex gloves. A total of 207 (84.48%) individuals denied any present or past allergic diseases. Only one nurse declared that severe hand eczema was the cause of losing her job at the hospital. Exposure assessment is essential for the diagnosis of work-related or occupational skin diseases.

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Chen, Clara Xiaoling, Jeremy B. Lill, and Thomas W. Vance. "Management Control System Design and Employees' Autonomous Motivation." Journal of Management Accounting Research 32, no. 3 (December 11, 2019): 71–91. http://dx.doi.org/10.2308/jmar-17-068.

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ABSTRACT Using an online survey of 468 U.S. employees from diverse industries and professions, we provide empirical evidence that management control system design choices can affect autonomous motivation in employees. Drawing on self-determination theory and the levers of control framework, we predict and find that employee autonomous motivation is positively associated with the use of beliefs control systems and interactive control systems and negatively associated with the use of diagnostic control systems. Moreover, we find that the joint use of diagnostic and interactive controls is positively associated with autonomous motivation. We also find a positive association between employees' autonomous motivation and individual self-reported effort, job performance, and creativity. Additional analyses examine the sources of motivation behind these results, focusing on identified motivation. The theory and results of our study provide a potential explanation for the recent trend in practice of organizations increasingly emphasizing their values and higher purposes. Data Availability: Data are available upon request.

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Glancova, Alzbeta, Quan T. Do, Devang K. Sanghavi, Pablo Moreno Franco, Neethu Gopal, Lindsey M. Lehman, Yue Dong, Brian W. Pickering, and Vitaly Herasevich. "Are We Ready for Video Recognition and Computer Vision in the Intensive Care Unit? A Survey." Applied Clinical Informatics 12, no. 01 (January 2021): 120–32. http://dx.doi.org/10.1055/s-0040-1722614.

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Abstract Objective Video recording and video recognition (VR) with computer vision have become widely used in many aspects of modern life. Hospitals have employed VR technology for security purposes, however, despite the growing number of studies showing the feasibility of VR software for physiologic monitoring or detection of patient movement, its use in the intensive care unit (ICU) in real-time is sparse and the perception of this novel technology is unknown. The objective of this study is to understand the attitudes of providers, patients, and patient's families toward using VR in the ICU. Design A 10-question survey instrument was used and distributed into two groups of participants: clinicians (MDs, advance practice providers, registered nurses), patients and families (adult patients and patients' relatives). Questions were specifically worded and section for free text-comments created to elicit respondents' thoughts and attitudes on potential issues and barriers toward implementation of VR in the ICU. Setting The survey was conducted at Mayo Clinic in Minnesota and Florida. Results A total of 233 clinicians' and 50 patients' surveys were collected. Both cohorts favored VR under specific circumstances (e.g., invasive intervention and diagnostic manipulation). Acceptable reasons for VR usage according to clinicians were anticipated positive impact on patient safety (70%), and diagnostic suggestions and decision support (51%). A minority of providers was concerned that artificial intelligence (AI) would replace their job (14%) or erode professional skills (28%). The potential use of VR in lawsuits (81% clinicians) and privacy breaches (59% patients) were major areas of concern. Further identified barriers were lack of trust for AI, deterioration of the patient–clinician rapport. Patients agreed with VR unless it does not reduce nursing care or record sensitive scenarios. Conclusion The survey provides valuable information on the acceptance of VR cameras in the critical care setting including an overview of real concerns and attitudes toward the use of VR technology in the ICU.

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Clark, C., C. Pike, S. McManus, J. Harris, P. Bebbington, T. Brugha, R. Jenkins, H. Meltzer, S. Weich, and S. Stansfeld. "The contribution of work and non-work stressors to common mental disorders in the 2007 Adult Psychiatric Morbidity Survey." Psychological Medicine 42, no. 4 (September 6, 2011): 829–42. http://dx.doi.org/10.1017/s0033291711001759.

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BackgroundEvidence for an effect of work stressors on common mental disorders (CMD) has increased over the past decade. However, studies have not considered whether the effects of work stressors on CMD remain after taking co-occurring non-work stressors into account.MethodData were from the 2007 Adult Psychiatric Morbidity Survey, a national population survey of participants ⩾16 years living in private households in England. This paper analyses data from employed working age participants (N=3383: 1804 males; 1579 females). ICD-10 diagnoses for depressive episode, generalized anxiety disorder, obsessive compulsive disorder, agoraphobia, social phobia, panic or mixed anxiety and depression in the past week were derived using a structured diagnostic interview. Questionnaires assessed self-reported work stressors and non-work stressors.ResultsThe effects of work stressors on CMD were not explained by co-existing non-work stressors. We found independent effects of work and non-work stressors on CMD. Job stress, whether conceptualized as job strain or effort–reward imbalance, together with lower levels of social support at work, recent stressful life events, domestic violence, caring responsibilities, lower levels of non-work social support, debt and poor housing quality were all independently associated with CMD. Social support at home and debt did not influence the effect of work stressors on CMD.ConclusionsNon-work stressors do not appear to make people more susceptible to work stressors; both contribute to CMD. Tackling workplace stress is likely to benefit employee psychological health even if the employee's home life is stressful but interventions incorporating non-work stressors may also be effective.

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Journal articles on the topic 'Job Diagnostic Survey'

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