Workplace Bullying Experiences of Nurses From Diverse Sexual Orientation and Gender Identity Groups.

Aim: To examine nurse workplace bullying relative to diverse sexual orientation and gender identity groups.

Design: Observational cross-sectional study.

Methods: Using an annual organisational satisfaction survey from 2022, we identified free-text comments provided by nurses (N = 25,337).

The Importance of Autonomy and Performance Goals in Perceived Workload Among Behavioral Health Providers.

Objective: The authors sought to assess workplace characteristics associated with perceived reasonable workload among behavioral health care providers in the Veterans Health Administration.

Methods: The authors evaluated perceived reasonable workload and workplace characteristics from the 2019 All Employee Survey (AES; N=14,824) and 2019 Mental Health Provider Survey (MHPS; N=10,490) and facility-level staffing ratios from Mental Health Onboard Clinical Dashboard data. Nine AES and 15 MHPS workplace predictors of perceived reasonable workload, 11 AES and six MHPS demographic predictors, and facility-level staffing ratios were included in mixed-effects logistic regression models.

Behavioral Health Provider Burnout and Mental Health Care in the Veterans Health Administration.

Background: Although many studies assess predictors of provider burnout, few analyses provide high-quality, consistent evidence on the impact of provider burnout on patient outcomes exist, particularly among behavioral health providers (BHPs).

Objective: To assess the impact of burnout among psychiatrists, psychologists, and social workers on access-related quality measures in the Veterans Health Administration (VHA).

Design: This study used burnout in VA All Employee Survey (AES) and Mental Health Provider Survey (MHPS) data to predict metrics assessed by the Strategic Analytics for Improvement and Learning Value, Mental Health Domain (MH-SAIL), VHA's quality monitoring system.

Assessing workplace civility: Validity and 1-year test-retest reliability of a Japanese version of the CREW Civility Scale.

Objectives: This study aimed to examine the reliability and validity of the Japanese version of the eight-item CREW Civility Scale which measures workplace civility norms and compare the civility scores among various occupations.

Methods: A longitudinal study included all employees in a social care organization (N = 658) and a cross-sectional study included all civil servants in one city (N = 3242) in Japan. Structural validity was tested through confirmatory factor analyses (CFA).

Relationships between work-environment characteristics and behavioral health provider burnout in the Veterans Health Administration.

Objective: To identify work-environment characteristics associated with Veterans Health Administration (VHA) behavioral health provider (BHP) burnout among psychiatrists, psychologists, and social workers.

Data Sources: The 2015-2018 data from Annual All Employee Survey (AES); Mental Health Provider Survey (MHPS); N = 57,397 respondents; facility-level Mental Health Onboard Clinical (MHOC) staffing and productivity data, N = 140 facilities.

Study Design: For AES and MHPS separately, we used mixed-effects logistic regression to predict BHP burnout using surveys from year pairs (2015-2016, 2016-2017, 2017-2018; six models).

Studying the relationships between authentic leadership, structural empowerment, and civility in the palliative care sector in Portugal.

Purpose: This paper aims to propose a model studying the relationship of authentic leadership (AL), structural empowerment (SE) and civility in the palliative care sector. This model proposes SE as a mediator between AL and civility.

Design/methodology/approach: Data was collected from 213 employees working in five major public palliative care hospitals in central Portugal.

Workplace bullying among mental health providers with lived experience of a mental health challenge.

Mental health care providers who have a personal lived experience of mental health challenges are valuable employees who may be vulnerable to workplace bullying, which causes harm both to these individuals and to their organizations. We used snowball sampling to survey 40 mental health professionals with lived experience about their history of workplace bullying and whether or not their lived experience was known ("out") or concealed ("closeted"). We found that our sample experienced workplace bullying at much higher rates than published samples from the general population.

Examining burnout profiles in relation to health and well-being in the Veterans Health Administration employee population.

The goals of this paper were twofold: (a) To provide a population overview of burnout profiles by occupation in a large, health care sector employee population and (b) to investigate how burnout profiles relate to self-reported health behaviours, chronic conditions, and absenteeism. Burnout profiles were considered by 5 main occupational groups (physicians, nurses, other clinical, administrative, and wage grade [trade, craft, and labor workers]) in survey respondents (n = 86,257 employees). Logistic regression analyses were conducted to examine how burnout profiles were associated with health controlling for gender, age, race, ethnicity, and occupational group.

Does nurse job satisfaction influence adherence to the central line insertion checklist and central line-associated bloodstream infections in the Veterans Health Administration?

Nurses satisfied with their jobs report less job stress, more effective nurse-physician collaboration, and higher patient satisfaction scores. It is unknown if job satisfaction influences adherence to best practices or patient outcomes. This secondary data analysis investigated the relationship between job satisfaction, adherence to the central line insertion checklist, and central line-associated bloodstream infections (CLABSIs).

Relationship Between Psychological Safety and Reporting Nonadherence to a Safety Checklist.

Patient safety checklists are ubiquitous in health care. Nurses bear significant responsibility for ensuring checklist adherence. To report nonadherence to a checklist and stop an unsafe procedure, a workplace climate of psychological safety is needed.

Further examination of predictors of turnover intention among mental health professionals.

Unlabelled: WHAT IS KNOWN ON THE SUBJECT?: When mental health professionals leave organizations, detrimental effects on quality of patient care occur. Reasons for leaving include incivility, lack of autonomy, perceptions of unfair treatment and feeling psychologically unsafe at work. This paper sought to investigate additional reasons why mental health professionals intend to quit or to cognitively withdraw from their jobs.

Association between psychosocial, organizational and personal factors and prevalence of musculoskeletal disorders in office workers.

The purpose of this study was to investigate the relationship between organizational and personal (individual) factors with the prevalence of musculoskeletal disorders (MSDs) in office workers of the Iranian Gas Transmission Company. The participants rated two questionnaires - the standardized Nordic Musculoskeletal Questionnaire to measure the prevalence of MSDs, and the Veterans Healthcare Administration All Employee Survey questionnaire (2004 version) - to measure psychosocial, organizational and individual aspects of job satisfaction and workplace climate. The highest prevalence of MSDs was found in the lower back (49.

Team Process Variation Across Diabetes Quality of Care Trajectories.

Conceptual frameworks in health care do not address mechanisms whereby teamwork processes affect quality of care. We seek to fill this gap by applying a framework of teamwork processes to compare different patterns of primary care performance over time. We thematically analyzed 114 primary care staff interviews across 17 primary care clinics.

Job satisfaction of Department of Veterans Affairs peer mental health providers.

Objectives: Department of Veterans Affairs (VA) peer specialists and vocational rehabilitation specialists are Veterans employed in mental health services to help other Veterans with similar histories and experiences. Study objectives were to (a) examine job satisfaction among these employees, (b) compare them to other VA mental health workers, and (c) identify factors associated with job satisfaction across the 3 cohorts.

Methods: The study sample included 152 VA-employed peer specialists and 222 vocational rehabilitation specialists.

Nurse perceptions of workplace environment: differences across shifts.

Aim: To evaluate whether nurse work shift affected workplace perceptions.

Background: Although the importance of work schedule in shaping work attitudes, generally (and specifically for nurses) is well accepted, much work remains in characterising how and why nurses' perceptions might differ across shifts.

Methods: Using an exploratory study of observational data, we examined whether shift influenced non-supervisory nurses' job perceptions in the Veterans Health Administration All Employee Survey (n = 14057; years 2008, 2010, 2012).

Communication and psychological safety in veterans health administration work environments.

Purpose: The purpose of this paper is to explore employee perceptions of communication in psychologically safe and unsafe clinical care environments.

Design/methodology/approach: Clinical providers at the USA Veterans Health Administration were interviewed as part of planning organizational interventions. They discussed strengths, weaknesses, and desired changes in their workplaces.

Assimilation approach to measuring organizational change from pre- to post-intervention.

Aim: To present a conceptual and measurement strategy that allows to objectively, sensitively evaluate intervention progress based on data of participants' perceptions of presenting problems.

Methods: We used as an example an organization development intervention at a United States Veterans Affairs medical center. Within a year, the intervention addressed the hospital's initially serious problems and multiple stakeholders (employees, management, union representatives) reported satisfaction with progress made.

Psychological safety and error reporting within Veterans Health Administration hospitals.

Objective: In psychologically safe workplaces, employees feel comfortable taking interpersonal risks, such as pointing out errors. Previous research suggested that psychologically safe climate optimizes organizational outcomes. We evaluated psychological safety levels in Veterans Health Administration (VHA) hospitals and assessed their relationship to employee willingness of reporting medical errors.

Employee age and tenure within organizations: relationship to workplace satisfaction and workplace climate perceptions.

This study estimated the relative influence of age/generation and tenure on job satisfaction and workplace climate perceptions. Data from the 2004, 2008, and 2012 Veterans Health Administration All Employee Survey (sample sizes >100 000) were examined in general linear models, with demographic characteristics simultaneously included as independent variables. Ten dependent variables represented a broad range of employee attitudes.

The relationship between organizational climate and quality of chronic disease management.

Objective: To test the utility of a two-dimensional model of organizational climate for explaining variation in diabetes care between primary care clinics.

Data Sources/study Setting: Secondary data were obtained from 223 primary care clinics in the Department of Veterans Affairs health care system.

Study Design: Organizational climate was defined using the dimensions of task and relational climate.

Relationship between mental states in depression: the assimilation model perspective.

Metacognitive theories describe relationships between mental-affective self-states, including the capacity of one self-state to reflect upon another self-state. The assimilation model is a metacognitive approach that understands self-states as made of traces of experiences at different levels of integration. Psychological problems are understood as impaired accessibility of certain self-states to the person's normal awareness.

Narrative evolution and assimilation of problematic experiences in a case of pharmacotherapy for schizophrenia.

This case study applied the assimilation model to examine the changing narrative of an outpatient with schizophrenia and symptoms of depression across a successful pharmacotherapy. The assimilation model describes how clients assimilate painful, problematic experiences. Therapeutic progress is understood to reflect increasing assimilation, measured by the Assimilation of Problematic Experiences Scale (APES).

Accounting for variation in technical quality and patient satisfaction: the contribution of patient, provider, team, and medical center.

Background: The delivery of healthcare depends on individual providers, coordination within teams, and the structure of the work setting. We analyzed the amount of variation in technical quality and patient satisfaction accounted for at the patient, provider, team, and medical center level.

Methods: Data abstracted from Veterans Health Administration patient medical records for 2007 were used to calculate measures of technical quality based on adherence to best practice guidelines in 5 domains.

Creative consensus on interpretations of qualitative data: the Ward method.

The Ward method (1987) offers an iterative approach to consensus building that encourages the development and consideration of each contributor's unique perspectives. Collaborators begin by orienting to the method and project-specific goals and then engage in an iterative process, cycling between individual creative work and group meetings. Meetings serve as opportunities to share ideas within a noncritical atmosphere.