Effects of Optimism on Work Satisfaction Among Nurses: A Mediation Model Through Work-Family Conflict

The influence of grit on nurse job satisfaction: Mediating effects of perceived stress and moderating effects of optimism

Introduction

Nurse job satisfaction, defined as the positive emotional state experienced by nurses regarding their profession, factors related to job performance and outcomes, can affect their career planning and development. Grit, defined as an individual's relentless effort and enduring enthusiasm for long-term goals, is essential for developing nurses' competence, increasing job satisfaction, and reducing the willingness to leave the profession. The present study aims to explore the correlation between grit and job satisfaction, whether perceived stress could act as a mediator of the relationship and whether optimism moderated the mediating effect among nurses working in hospitals in southwest China.

Methods

The cross-sectional study utilized self-reported data gathered from 709 nurses in southwest China. To analyze mediating and moderating effects, bootstrapping regressions were conducted.

Results

Perceived pressure mediated the relationship between grit and job satisfaction (indirect effect = 0.195, 95%CI [0.145,0.250]). Furthermore, moderated mediated analysis revealed that optimism moderated grit's impact on perceived stress (moderating effect = 0.036, 95% CI [0.010, 0.061]).

Discussion

Low levels of grit might reduce nurses' job satisfaction as their perceived stress levels increase. However, optimism among nurses could diminish this negative effect. Nursing managers should actively seek to improve the grit and optimism of hospital nurses while reducing their perceived pressure, thereby improving job satisfaction.

How individual social capital affects residents' satisfaction with medical services: Based on the evidence from urban residents in China

Introduction

Residents' satisfaction with medical services has commonly been treated as both a medical and psychosocial process. The influence of psychosocial factors on residents' satisfaction with medical treatment is generally considered as important as that of medical factors. However, the effect of individual social capital on residents' satisfaction after medical treatment-an important psychosocial variable that may influence health status and access to medical services-has not received sufficient attention.

Methods

This study used the questionnaire survey data of urban residents in eight Chinese cities in 2014 to investigate how individual social capital affects residents' satisfaction with medical services over the past year.

Results

The results revealed a negative impact of individual social capital on residents' overall satisfaction with medical services. In addition, the use of individual social capital significantly improved residents' satisfaction with medical resources and significantly reduced residents' satisfaction with the medical system. Moreover, the negative impact of individual social capital on residents' overall satisfaction with medical services was greater for individuals with a lower likelihood of using this capital, which may lead to unequal allocation of medical resources and long-term life satisfaction.

Discussion

The heterogeneous impact and mechanism of individual social capital on residents' satisfaction with medical services was confirmed under the premise of self-selection bias.

The impact of COVID-19 on the doctor-patient relationship in China

A strong doctor-patient relationship (DPR) is crucial to the effectiveness of treatment. It is imperative to maintain a good DPR during treatment. During 2019, Coronavirus Disease 2019 (COVID-19) brought new challenges to already difficult doctor-patient relationships. This paper summarized the current state of the DPR, compared the changes between China and other countries after the outbreak of COVID-19, and listed the solutions proposed by various countries. Finally, the author suggested some solutions in order to improve the DPR according to China's own circumstances.

To help others or not: A moderated mediation model of emotional dissonance

This article proposes a moderated mediation model of emotional dissonance. In the model, emotional leadership negatively affects emotional dissonance, which, in turn, negatively affects helping behavior. Furthermore, the negative effect of emotional dissonance is assumed to be moderated by work-family conflict. Direct effects from both emotional leadership and work-family conflict to helping other behavior are also considered. Previous studies have neglected the mechanism of emotional dissonance, but this paper fills the gap with a moderated mediation model of emotional dissonance. This article not only provides an incremental contribution to the emotional dissonance literature but also suggests means by which companies might enhance employe helping behaviors in order to achieve greater organizational efficiency.

Influence of Work-Family Conflict on Turnover Intention of Primary and Secondary School Teachers: Serial Mediating Role of Psychological Contract and Job Satisfaction

OBJECTIVE

Based on conservation of resource theory and social exchange theory, to explore how work-family conflict can directly and indirectly influence turnover intention, with psychological contract and job satisfaction as a mediator.

METHODS

A total of 505 valid data were collected on primary and secondary school teachers by using work-family conflict questionnaire, turnover intention questionnaire, psychological contract questionnaire and job satisfaction questionnaire from 3 provinces in China. Confirmatory factor analysis was used to evaluate the discriminant validity and common method bias between the four variables through AOMS, the PROCESS macro for SPSS (Model 4 and Model 6) were applied to examine the mediating effect of psychological contract and job satisfaction.

RESULTS

Work-family conflict showed a direct and positive influence on turnover intention; psychological contract was shown to play a mediating role between work-family conflict and turnover intention; job satisfaction was shown to play a mediating role between work-family conflict and turnover intention; and psychological contract and job satisfaction was shown to play a serial mediating role between work-family conflict and turnover intention.

CONCLUSION

Work-family conflict of primary and secondary school teachers will directly lead to turnover intention. Psychological contract and job satisfaction can reduce the positive influence of work-family conflict on turnover intention. School administrators should help teachers reduce work-family conflict and take effective measures to improve psychological contract and job satisfaction, so as to reduce turnover intention.