Table 2 Quantitative and mixed methods studies capturing psychosocial working conditions among medical assistants in Germany (2002–2022)
Reference nr | Authors | Publi- cation year | n MAa | Study design | Aim/purpose of the study | Concepts used to capture psychosocial working conditions | Instruments used to capture psychosocial working conditions | Main results reported with potential score range (if relevant) and observed value | Critical cut-offb |
|---|---|---|---|---|---|---|---|---|---|
[39] | Degen et al. | 2021 | 254 | Quantitative, cross-sectional | To report the baseline characteristics of participants of an intervention study, focusing on job satisfaction and perceived chronic stress | Scale transformed by authors to a score from 0 (“not satisfied at all”) to 100 (“fully satisfied”); mean (SDd) | |||
Job satisfaction | COPSOQ B11cc | 72.58 (14.42) | No | ||||||
[10] | Dormann et al. | 2003 | 351 | Quantitative, cross-sectional | To examine concepts of organizational and personal customer orientation and their (extended) customer service foundations as well as associations between them and customer-oriented control | Scale range from 0 (“does not apply”) to 5 (“applies completely”); mean (SD) | |||
Decision latitude | ISTA6.0e | 3.76 (0.70) | No | ||||||
Customer-oriented decision latitude | Self-developed instrument | 3.63 (0.78) Scale transformed by authors to a score from 0 (“not satisfied at all”) to 100 (“fully satisfied”); mean (SDd) | No | ||||||
Work satisfaction | Kunin-item | 5.52 (0.95) | No | ||||||
[40] | Dreher et al. | 2021 | 2150 | Quantitative, cross-sectional | To investigate the prevalence of attitudes, stressors and work-related outcomes related to 2020 SARS-CoV-2 outbreak among MA working in inpatient and outpatient settings and to identify potential determinants of those outcomes | Agree, n (%) | Not calculated for any of the values (no mean value reported) | ||
SARS-CoV-2 attitudes | Self-developed instrument | a) The risk of contracting SARS-CoV-2 is higher for me than for a person of same age and sex from the general population: 1770 (82.3%) | |||||||
b) I feel sufficiently informed about dealing with SARS-CoV-2 patients by my employer: 1428 (66.4%) | |||||||||
c) I feel sufficiently prepared for dealing with SARS-CoV-2 patients by my employer: 1301 (60.5%) | |||||||||
d) My workload has increased due to the SARS-CoV-2 pandemic: 1076 (50.0%) | |||||||||
e) I can use materials for personal protection at my work so that I feel sufficiently protected from contracting SARS-CoV-2: 702 (32.7%) | |||||||||
SARS-CoV-2 stressors | a) I am burdened by a feeling of not being able to let patients down during the crisis: 1630 (75.8%) | ||||||||
b) I am burdened by uncertainty about my financial situation during the crisis: 1448 (67.3%) | |||||||||
c) I am burdened with thoughts of a possible infection with SARS-CoV-2 during work hours: 1413 (65.7%) | |||||||||
d) I am burdened by the crisis-related shortfall of colleagues/staff at work: 1153 (53.6%) | |||||||||
SARS-CoV-2 work outcomes | a) At my work all necessary materials for personal protection from SARS-CoV-2 are sufficiently available for me: 516 (24.0%) | ||||||||
[41] | Erler et al. | 2012 | 15 | Quantitative, experimental | To describe the effects of an intervention on work satisfaction and burnout risk in the explorative evaluation of that intervention | Scale range apparently transformed by authors to a score from 0 (“fully satisfied”) to 100 (“not satisfied at all”); meanf | |||
Job demands | COPSOQ | a) Quantitative demands: 62.05 | Yes | ||||||
b) Emotional demands: 44.05 | No | ||||||||
c) Demands for hiding emotions: 49.11 | No | ||||||||
d) Work-privacy conflict: 38.21 | No | ||||||||
Scale range apparently transformed by authors tor a score from 0 (“not satisfied at all”) to 100 (“fully satisfied”); mean | |||||||||
Influence and development opportunities | a) Influence at work: 32.14 | Yes | |||||||
b) Degree of freedom at work: 23.66 | Yes | ||||||||
c) Possibilities for development: 72.32 | No | ||||||||
d) Meaning of work: 87.5 | No | ||||||||
e) Commitment to workplace: 71.43 | No | ||||||||
Interpersonal relations and leadership | a) Predictability: 68.75 | No | |||||||
b) Role clarity: 86.61 | No | ||||||||
c) Quality of leadership: 65,63 | No | ||||||||
d) Social support: 73.66 | No | ||||||||
e) Feedback: 41.07 | Yes | ||||||||
f) Social relations: 61.61 | No | ||||||||
g) Sense of community: 80.36 | No | ||||||||
Scale range apparently transformed by authors to a score from 0 (“fully satisfied”) to 100 (“not satisfied at all”); mean | |||||||||
h) Role conflicts: 34.82 | No | ||||||||
i) Bullying: 19.64 | No | ||||||||
Job insecurity | a) Job insecurity: 26.34 | No | |||||||
Scale range apparently transformed by authors to a score from 0 (“not satisfied at all”) to 100 (“fully satisfied”); mean | |||||||||
Job satisfaction | a) Job satisfaction: 73.03 | No | |||||||
[42] | Fauser et al. | 2020 | 1438 | Quantitative, cross-sectional | To determine the predictive value of the dimensions of the ERIg model for the construct burnout in a sample of MA in Germany | Score range: 3–12, higher scores indicating higher effort; mean (SD) | |||
Effort-reward imbalance | ERI (short version) | a) Effort: 10.4 (1.38) | Yes | ||||||
Score range: 6–27, higher scores indicating higher rewards; mean (SD) | |||||||||
b) Reward: 14.3 (2.91) | Yes | ||||||||
Score > 1 indicates effort-reward imbalance; mean (SD) | |||||||||
c) ERI-Ratio: 1.54 (0.43) | Yesh | ||||||||
Score range: 4–16, higher scores indicating higher overcommitment; mean (SD) | |||||||||
Over-commitment | a) Overcommitment: 10.8 (2.83) | Yes | |||||||
[36] | Feindel et al. | 2019 | 12 | Mixed-methods, cross-sectional | To develop and pilot test a questionnaire evaluating MA attitudes towards task shifting and their perceptions of its challenges, and to assess the psychometric properties of that questionnaire | Scale range from 1 to 7, higher value indicating higher satisfaction; median (IQRj): | Not calculated for any of the values (no mean value reported) | ||
Working conditions and job satisfaction | Self-developed instrument and WCWi | a) Freedom of working method: 5 (3–6) | |||||||
b) Colleagues and fellow workers: 6 (5–6) | |||||||||
c) Recognition for work: 4 (2–6) | |||||||||
d) Amount of responsibility: 5 (4–6) | |||||||||
e) Income: 3 (1–3) | |||||||||
f) Opportunity to use abilities: 5 (4–6) | |||||||||
g) Hours of work: 5 (3–6) | |||||||||
h) Amount of variety in job: 5 (4–6) | |||||||||
i) Mental working conditions: 4 (3–5) | |||||||||
j) Overall satisfaction: 5 (4–6) | |||||||||
Concerns regarding delegation | Self-developed instrument | a) Did not see any financial incentive from the additional qualification: n = 98 (35.8%) | |||||||
b) Felt tasks were not sufficiently defined: n = 95 (34.7%) | |||||||||
c) Feared a lack of acceptance by patients: n = 79 (28.8%) | |||||||||
d) Reported that it was unclear who bore responsibility and was therefore liable: n = 74 (27%) | |||||||||
e) Feared that competition with other practice assistants could arise: n = 52 (19%) | |||||||||
f) Stated that their remuneration had increased because of an additional qualification: n = 68 (24.8%) | |||||||||
[43] | Gavartina et al. | 2013 | 586 | Quantitative, cross-sectional | To evaluate the job satisfaction and organizational attributes of practice assistants in general practices in Germany and to explore associations between them | Scale range from 1 = “extreme dissatisfaction” to 7 = “extreme satisfaction”; mean (SD) | |||
Job satisfaction | WCW | a) Physical working condition: 5.18 (1.32) | No | ||||||
b) Freedom of working method: 5.20 (1.35) | No | ||||||||
c) Colleagues and fellow workers: 5.87 (1.28) | No | ||||||||
d) Recognition for work: 5.07 (1.47) | No | ||||||||
e) Amount of responsibility 5.38 (1.33) | No | ||||||||
f) Income 3.89 (1.79) | Yes | ||||||||
g) Opportunity to use abilities 5.26 (1.26) | No | ||||||||
h) Hours of work 5.34 (1.49) | No | ||||||||
i) Amount of variety in job 5.49 (1.22) | No | ||||||||
j) Overall job satisfaction 5.74 (1.19) | No | ||||||||
Scale range from 1 = “fully disagree” to 5 = “fully agree”, according to the number of items in the respective scales, the potential score range cannot be determined. We assume that the score was divided by the number of items, with a higher value indicating better organizational attributes; mean (SD) | |||||||||
Organizational attributes for primary care | SOAPCk | a) Communication: 3.92 (0.48) | No | ||||||
b) Decision making: 3.95 (0.64) | No | ||||||||
c) Stress: 3.53 (0.73) | Yes | ||||||||
d) Change [changes in the work organization and teamwork]: 3.13 (0.79) | No | ||||||||
e) Overall score: 3.70 (0.48) | No | ||||||||
[44] | Göbel et al. | 2022 | 254l | Quantitative, cross-sectional | To analyze the relationship between work-privacy-conflict and job satisfaction among German general practitioners and MA | Scale range transformed by authors to a numerical scale from 0 to 100, higher score indicating a stronger work-privacy conflict; mean (SD) | |||
Work-privacy conflict | COPSOQ | a) Work-privacy-conflict: 32.67 (28.35) | No | ||||||
[45] | Goetz et al. | 2011 | 2332m | Quantitative, cross-sectional | To evaluate the job satisfaction of German general practitioners and their non-physician staff | Scale range from 1 = “extreme dissatisfaction” to 7 = “extreme satisfaction”; mean (SD)n | |||
Job satisfaction | WCW | a) Freedom of working method: 5.82 (1.23) | No | ||||||
b) Colleagues and fellow workers: 6.18 (1.02) | No | ||||||||
c) Recognition for work: 5.41 (1.49) | No | ||||||||
d) Amount of responsibility: 5.92 (1.34) | No | ||||||||
e) Income: 4.79 (1.65) | No | ||||||||
f) Opportunity to use abilities: 5.82 (1.17) | No | ||||||||
g) Hours of work: 5.75 (1.32) | No | ||||||||
h) Amount of variety in job: 5.94 (1.15) | No | ||||||||
i) Physical working condition: 5.63 (1.25) | No | ||||||||
j) Overall job satisfaction: 5.95 (1.05) | No | ||||||||
[37] | Goetz et al. | 2013 | 1158 | Quantitative, cross-sectional | To evaluate the job satisfaction of MA in German general practice and explore the associations between job satisfaction, staff characteristics and organizational culture within the practice | Scale range from 1 = “extreme dissatisfaction” to 7 = “extreme satisfaction”; mean (SD) | |||
Job satisfaction | WCW | a) Freedom of working method: 5.71 (1.22) | No | ||||||
b) Colleagues and fellow workers: 6.13 (1.03) | No | ||||||||
c) Recognition for work: 5.33 (1.52) | No | ||||||||
d) Amount of responsibility: 5.84 (1.11) | No | ||||||||
e) Income: 4.62 (1.68) | No | ||||||||
f) Opportunity to use abilities: 5.77 (1.17) | No | ||||||||
g) Hours of work: 5.72 (1.39) | No | ||||||||
h) Amount of variety in job: 5.94 (1.10) | No | ||||||||
i) Physical working condition: 5.51 (1.28) | No | ||||||||
j) Overall job satisfaction: 5.84 (1.09) | No | ||||||||
Scale range from 1 (“fully disagree”) to 5 (“fully agree”), higher score indicating better organizational culture; mean (SD) | |||||||||
Organizational culture | EPAo | a) Responsibilities within the practice team are clear: 4.26 (0.88) | No | ||||||
b) Offering suggestions for improvement: 4.09 (1.06) | No | ||||||||
c) Suggestions for improvement are taken seriously: 3.91 (1.10) | No | ||||||||
d) Working atmosphere in the practice team is good: 4.19 (0.97) | No | ||||||||
[46] | Hoffmann et al. | 2020 | 550 | Quantitative, cross-sectional | To assess the mental workload of MA working in German primary care practices, to identify resources and stressors and to compare the results with aggregate data from 23 professions | Scale range from 1 (“does not apply at all”) to 5 (“is completely true”), high scores (> 3) are considered positive; mean (95% CIq) | |||
Job content | KFZAp | a) Versatility: 3.6 (3.58–3.70) | No | ||||||
b) Completeness of task: 3.5 (3.41–3.57) | No | ||||||||
Scale range from 1 = “does not apply at all” to 5 = “is completely true”, high scores (> 3) are considered positive; mean (95% CI) | |||||||||
Resources | KZFA | a) Scope of action: 3.4 (3.37–3.49) | No | ||||||
b) Social support: 4.0 (3.98–4.12) | No | ||||||||
c) Cooperation: 3.6 (3.53–3.66) | No | ||||||||
Scale range from 1 = “does not apply at all” to 5 = “is completely true”, high scores (> 3) are considered negative; mean (95% CIq) | |||||||||
Stressors | KZFA | a) Qualitative work demands: 2.2 (2.14–2.29) | No | ||||||
b) Quantitative work demands: 2.9 (2.83–3.01) | No | ||||||||
c) Work disruption: 2.7 (2.67–2.81) | No | ||||||||
d) Workplace environment: 2.2 (2.13–2.30) | No | ||||||||
Scale range from 1 = “does not apply at all” to 5 = “is completely true”, high scores (> 3) are considered positive; mean (95% CI) | |||||||||
Organizational culture | KZFA | a) Information and participation: 3.6 ( 3.57–3.73) | No | ||||||
b) Benefits: 2.9 (2.77–2.94) | Yes | ||||||||
[47] | Mahler et al. | 2007 | 89 | Quantitative, cross-sectional | To assess the frequency of participation in training courses as well as the reasons and obstacles for participation, and to find out which topics MA consider interesting and what effects they expect a training course to have on their work situation | Assessment of the own work situation | Self-developed instrument | Results provided through a bar-chart, exact values missing | Not calculated for any of the values (no mean value reported) |
Further training | Only main answers reported here: | ||||||||
a) Job-related training measures were taken by 62.5% of the physician assistants one to three times a year, more than 3 training courses a year even by about a quarter of the respondents (26.1%) | |||||||||
b) Reasons to participate in a training course based on reported frequency (main reasons mentioned): 1) To broaden expertise (n = 88; 100%); 2) To obtain suggestions for changes in the daily work environment (n = 71; 80.7%) | |||||||||
c) Obstacles to participation in training courses: 1) Training is too expensive (n = 26; 42.6%); 2) not compatible with the family situation (n = 24; 39.3%); 3) a lack of career opportunities (24.6%) | |||||||||
d) Offer on training courses for MA is sufficient or very good (n = 29; 33,3%) | |||||||||
e) Complained about the clarity of the continuing education programs (42.5%) | |||||||||
f) n = 77 (87.5%) MA receive support from their supervisor in attending continuing education courses (e.g. cover of participation costs and/or travel costs, payment of overtime and/or time off) | |||||||||
[3] | Mergenthal et al. | 2021 | 2371 | Quantitative, cross-sectional | To answer how satisfied are MAa with various aspects of their work, and which socio-demographic factors influence job satisfaction | Scale range from 1 = “extreme dissatisfaction” to 7 = “extreme satisfaction”; mean (SD) | |||
Job satisfaction | WCWi | a) Psychological workload: 4.61 (1.7) | No | ||||||
b) Freedom of working method: 4.98 (1.7) | No | ||||||||
c) Colleagues and fellow workers: 5.50 (1.7) | No | ||||||||
d) Recognition for work: 4.76 (1.8) | No | ||||||||
e) Amount of responsibility: 5.53 (1.4) | No | ||||||||
f) Income: 3.73 (1.9) | Yes | ||||||||
g) Opportunity to use abilities: 4.91 (1.6) | No | ||||||||
h) Hours of work: 5.01 (1.8) | No | ||||||||
i) Amount of variety in job: 5.01 (1.7) | No | ||||||||
j) Overall job satisfaction: 5.20 (1.6) | No | ||||||||
[34] | Oelschlegel, H. | 2007 | 77 | Quantitative, cross-sectional | To research the role of MA in methadone substitution in GPrpractices in a southern German region in order to make suggestions to improve their training | Work motivation | Self-developed instrument | Reasons for working motivation: | Not calculated for any of the values (no mean value reported) |
a) Earn money (n = 69): 31,9% (n = 22): very important, 33,3% (n = 23): important; 26,2% (n = 18): moderately important; 7,2% (n = 5): little important; n = 0: unimportant; 1,4% (n = 1): completely unimportant | |||||||||
b) Helping other people (n = 71): 53,5% (n = 38): very important; 35,2% (n = 25): important; 5,6% (n = 4): moderately important; 1,4% (n = 1): little important; 1,4% (n = 1): unimportant; 2,8% (n = 2): completely unimportant | |||||||||
c) Working in a team (n = 69): 31,9% (n = 22): very important; 50,7% (n = 35): important; 10,1% (n = 7): moderately important; 4,3%(n = 3): little important; 1,4%(n = 1): unimportant; 1,4% (n = 1): completely unimportant | |||||||||
d) Recognition by the boss (n = 69): 21,7% (n = 15): very important; 31,9% (n = 22): important; 20,3% (n = 14): moderately important; 14,5%(n = 10): little important; 5,8%(n = 4): unimportant; 5,8% (n = 4): completely unimportant | |||||||||
e) Recognition through patients or relatives (n = 70): 24,6% (n = 17): very important; 27,5% (n = 19): important; 20,3% (n = 14): moderately important; 15,9% (n = 11): little important; 4,3% (n = 3): unimportant; 8,7% (n = 2) completely unimportant | |||||||||
f) Social recognition (n = 69): 2,9% (n = 2): very important; 22,8% (n = 16): important; 12,8% (n = 9): moderately important; 17,1% (n = 12): little important; 20% (n = 14): unimportant; 22,9% (n = 16): completely unimportant | |||||||||
g) Personal experience (n = 67): 4,5% (n = 3): very important; 7,5% (n = 5): important; 16,4% (n = 11): moderately important; 10,4% (n = 7): little important; 4,5% (n = 3): unimportant; 56,7% (n = 38): completely unimportant | |||||||||
Job satisfaction | a) Overall job satisfaction (n = 77): 94% mostly satisfied vs. 6% mostly unsatisfied | ||||||||
Being afraid | a) Being afraid in the context of their work with substitution patients: 67,5% (n = 52): reported not to be afraid; 28,6% (n = 22): reported to be seldom afraid; 3,9% (n = 3): reported to be often afraid | ||||||||
[35] | Scharf et al. | 2019 | 887 | Quantitative, cross-sectional | To quantify needs and desired improvements from a previous qualitative study as a starting point for the development, implementation and evaluation of interventions | n (%): | |||
Needs regarding: Working conditions, work organization; rewards from supervisor, task-related independence, working climate, leadership | Self-developed instrument | a) I would like to have more responsibility in my job: 230 (26.3) | Not calculated for any of the values (no mean value reported) | ||||||
b) I would like to have greater scope of action and freedom of choice: 356 (40.9) | |||||||||
c) I would like to independently advise patients about their disease: 236 (27.1) | |||||||||
d) I would like to make home visits: 112 (12.9) | |||||||||
e) I would like to have more educational opportunities: 478 (54.9) | |||||||||
f) I would like to have additional breaks: 346 (39.9) | |||||||||
g) I would like to have different opening hours of the practice/clinic: 368 (42.3) | |||||||||
h) I would like to have more staff at my workplace: 488 (55.7) | |||||||||
i) I would like to work less hours: 466 (53.9) | |||||||||
j) I wish for more understanding from my supervisor: 528 (60.3) | |||||||||
k) I would like to have a better working climate: 400 (45.9) | |||||||||
l) I wished from improved interactions between colleagues: 330 (37.9) | |||||||||
m) I wish for more appreciation for my work from my supervisor: 531 (60.8) | |||||||||
n) I wish for more recognition for my work from the society: 654 (75.4) | |||||||||
o) I would like to have a higher salary: 759 (87.0) | |||||||||
p) I would like the physicians to have educational opportunities related to organizational leadership: 653 (75.1) | |||||||||
q) I would like to have less documentation in my day-to-day work: 659 (76.0) | |||||||||
r) I wish for a better organization of the practice/clinical procedures: 479 (54.7) | |||||||||
s) I would like to include the internet /new media in my daily work: 277 (31.8) | |||||||||
t) I would like to have less multitasking: 585 (67.5) | |||||||||
[48] | Szecsenyi et al. | 2011 | 3011s | Quantitative, cross-sectional | To evaluate whether there is an association between patient satisfaction and job satisfaction of the members of patient care teams | Scale range from 1 = “extreme dissatisfaction” to 7 = “extreme satisfaction”; mean (95% CIq)t | |||
Job satisfaction | WCWi | a) Freedom of working method: 5.82 (5.77–5.86) | No | ||||||
b) Colleagues and fellow workers: 6.17 (6.14–6.21) | No | ||||||||
c) Recognition of work: 5.42 (5.37–5.48) | No | ||||||||
d) Amount of responsibility: 5.92 (5.87–5.96) | No | ||||||||
e) Income: 4.77 (4.71–4.83) | No | ||||||||
f) Opportunity to use abilities: 5.82 (5.77–5.86) | No | ||||||||
g) Hours of work: 5.73 (5.68–5.78) | No | ||||||||
h) Amount of variety in job: 5.93 (5.98–5.97) | No | ||||||||
i) Physical working condition: 5.62 (5.57–5.67) | No | ||||||||
j) Overall job satisfaction: 5.94 (5.90–5.98) | No | ||||||||
In summary, non-physician staff rated the job satisfaction with mean = 5.71 (SD = 0.91) | No | ||||||||
Mean (SD) | |||||||||
Estimation of the practice organization | Instrument of unspecified origin | Evaluation of the organization of the practice team: 4.09 (0.27) | No | ||||||
[49] | Vu-Eickmann et al. | 2018 | 887 | Quantitative, cross-sectional | To examine the psychosocial working conditions of MA and possible associations with health outcomes, quality of care indicators and the intention to leave | Value range 6–24; mean (SD) | |||
Effort-Reward imbalance | ERIg | a) Effort (cut-off ≥ 21): 18.56 (3.19) | Yes | ||||||
Value range (11–44); mean (SD) | |||||||||
b) Reward (cut-off ≥ 31): 28.25 (5.98) | No | ||||||||
Score > 1 indicates effort-reward imbalance; mean (SD) | |||||||||
Work stress | c) ERI ratio (Effort*11/Reward*6): 1.28 (0.42) | Yesu | |||||||
d) Prevalence of work stress (according to ERI ratio): n = 616 (73.77%) | Not calculated | ||||||||
Mean (SD) | |||||||||
MA-specific working conditions: Workload, job control, collaboration, gratification, practice organization, resources | Self-developed instrument | a) Workload (value range 6–24): 17.36 (4.19) | Yes | ||||||
b) Job control (value range 6–24): 21.11 (2.71) | Yes | ||||||||
c) Collaboration (value range 4–16): 8.41 (2.85) | No | ||||||||
d) Gratification crisis (value range 4–16): 11.52 (2.66) | Yes | ||||||||
e) Practice organization (value range 3–12): 6.56 (2.08) | No | ||||||||
f) Resources (value range 3–12): 4.63 (1.71) | No | ||||||||
g) Supervisor (value range 3–12): 8.01 (2.35) | Yes | ||||||||
[50] | Zaroti, S. | 2015 | 586 | Quantitative, cross-sectional | To explore what psychosocial work stress general practitioners and MA are exposed to, the differences between GP and MA regarding their psychosocial working environment in terms of form of employment and gender, and associations between psychosocial stress and burnout | Job demands | COPSOQc | Scales were transformed to a range from 0 (“fully satisfied”) to 100 (“not satisfied at all”); mean (SD) | |
a) Quantitative demands: 49.19 (16.78) | No | ||||||||
b) Emotional demands: 47.87 (19.12) | No | ||||||||
c) Demand to hide emotions: 44.88 (23.10) | No | ||||||||
d) Work family privacy conflict: 25.41 (24.44) | No | ||||||||
Scales were transformed to a range from 0 (“not satisfied at all”) to 100 (“fully satisfied”); mean (SD) | |||||||||
Influence and development opportunities | COPSOQ | a) Influence at work: 41.16 (21.41) | Yes | ||||||
b) Decision latitude: 42.67 (20.03) | Yes | ||||||||
c) Possibilities for development: 69.05 (14.47) | No | ||||||||
d) Meaning of work: 83.75 (15.18) | No | ||||||||
e) Commitment to workplace: 63.89 (17.60) | No | ||||||||
Social relations and leadership | COPSOQ | a) Predictability: 67.03 (20.82) | No | ||||||
b) Role clarity: 81.55 (13.69) | No | ||||||||
c) Quality of leadership: 65.85 (20.90) | No | ||||||||
d) Social support: 78.23 (18.50) | No | ||||||||
e) Feedback: 51.39 (23.10) | No | ||||||||
f) Social relations: 42.29 (16.88) | Yes | ||||||||
g) Sense of community: 85.92 (15.90) | No | ||||||||
Scales were transformed to a range from 0 (“fully satisfied”) to 100 (“not satisfied at all”); mean (SD) | |||||||||
Insecurity at workplace | COPSOQc | h) Bullying: 17.64 (22.18) | No | ||||||
a) Job insecurity: 20.20 (17.97) | No | ||||||||
Scale was transformed to a range from 0 (“fully satisfied”) to 100 (“not satisfied at all”); mean (SD) | |||||||||
Job satisfaction | COPSOQ | a) Job satisfaction: 73.61 (14.10) | No |