BACKGROUND: With the increasing role of the Internet and social media, there are more significant opportunities for employees to express their opinions about the companies they work for more directly. A recognized job review website is Glassdoor.com, which collects employees\' opinions anonymously and the scores they give to companies. This descriptive study analyzes the assessment that employees give to companies by studying the advantages in their comments from the perspective of Happiness Management and Social Marketing. In this sense, this research aims to analyze how the main benefits offered by companies, are linked to the happiness of employees and to the actions of social marketing that companies develop affect the general satisfaction of employees.
METHODS: This study has used in the worker comments, text mining, and inferential analysis techniques. The sample was divided into two blocks, with comments that refer to issues about social marketing and happiness. In each one, an inferential analysis was carried out using the Student\'s T-test. This analysis allowed us to identify, in each sample of comments, in which advantages the differences in the mean ratings were significant depending on whether they were mentioned.
RESULTS: The main results indicate that social marketing and happiness are linked to the advantages employees comment on in reviews on Glassdoor. Significant differences exist in the average ratings of certain advantages depending on whether they are mentioned or not in the comments. Likewise, the differentiation between comments on social marketing and happiness offers scientific evidence of the most valued advantages in each cluster. Specifically, the advantages grouped into the following dimensions are working conditions, company image, and social relations.
CONCLUSIONS: This research contributes to happiness management theories by empirically demonstrating how positive work environments enhance productivity, loyalty, and creativity. These insights show how leadership quality, work-life balance, and recognition contribute to workplace happiness, enhancing productivity, loyalty, and creativity. Such feedback aids job seekers in making informed decisions, helps companies improve practices and attract talent, and provides researchers with valuable data on employment trends and corporate culture\'s effect on employee well-being.

BACKGROUND: In May 2022, the American Council of Academic Physical Therapy announced a \"nationwide shortage of faculty\" in entry-level Doctor of Physical Therapy (DPT) programs across the country. As the number of physical therapist education programs continue to grow, concerns with faculty shortages increase.
METHODS: Research on reasons faculty stay in entry-level DPT programs is limited. With a nation-wide shortage of faculty and the continued growth of DPT programs across the country, more investigation into faculty retention is warranted.
METHODS: Two hundred forty-four participants responded to the quantitative survey. Ten program directors (PD) and 10 faculty members (FM) completed a qualitative interview through Zoom.
METHODS: This mixed-methods design included a quantitative survey across 264 accredited DPT programs followed by 20 qualitative online interviews. Multiple regression was completed for the data analysis, and a phenomenological approach was used to explore perceptions of job satisfaction and organizational commitment on intent to stay.
RESULTS: Two hundred thirty-six subjects (mean age = 50.04 ± 9.54 years; males = 63, females = 173; PD = 55, FM = 180) were included in the analysis. The multiple regression model significantly predicted intent to stay for all participants, F(9,211) = 12.43, P < .001; adj R2 = .32. Commitment to the organization was the greatest predictor of intent to stay, β = 0.61, t(0.622) = 5.05, P < .01. Three themes with 6 subthemes emerged from the qualitative analysis, the impact of leadership, making a commitment, and the Covid crisis.
CONCLUSIONS: Encouraging leadership to focus on structural factors such as striving to establish FMs as part of the departmental team, allowing autonomy and flexibility in the teaching role, building transparency and openness with communication, and focusing on realistic and equitable workloads could potentially increase intent to stay for faculty in entry-level DPT programs.

Earthquakes are considered as a major factor causing PTSD, anxiety, and depression across various age groups. Increased anxiety stemming from earthquakes may prompt individuals to turn to spirituality as a coping mechanism, with spiritual transcendence believed to be an effective way to mitigate anxiety. In this study, Bali, which has a Far Eastern spiritual tradition, and Türkiye, the majority of whose population is Muslim, are discussed comparatively. In fact, the underlying reason for this choice is to examine whether there is a difference between Hindu belief, one of the Far Eastern religions as a spiritual tradition, and Islam, one of the monotheistic religions, regarding individuals\' ability to manage anxiety and some basic psychological reactions to the fear of earthquakes. An example of Bali\'s Hindu tradition has been considered a representation of the Islamic tradition, one of the monotheistic religions in Türkiye. Given this phenomenon, the study took a quantitative approach, giving a novel conceptual framework for understanding the relationship between spiritual transcendence, seismic fear, job satisfaction, job security, life satisfaction, and the moderating influence of optimism. Empirical data were acquired via surveys issued via Google Form to a total of 913 workers in Bali and Türkiye. The research data were analyzed using SmartPLS software and a structural equation modeling technique. Findings indicate that earthquake anxiety and the impact of spiritual transcendence on satisfaction and job security are stronger in Bali than in Türkiye. Additionally, spirituality holds greater significance for the Balinese sample compared to the Turkish sample. The study clarifies the implications of its findings and provides guidance for future research endeavors.

In recent years, an increasing number of companies have begun implementing digital-HRM. However, much of the existing research primarily discusses digital-HRM from a \"thing\" perspective or explores its consequences at the organizational level. There has been limited research focusing on individual employees, particularly on how digital-HRM impacts their psychological states and performance. Drawing on job demands-resources theory, this study examines the relationship between digital-HRM and employee innovative performance, as well as cyberloafing. We conducted a time-lagged study involving 487 employees across various industries in China and employed partial least squares path modeling. The results suggest that digital-HRM enhances employee innovative performance by increasing the sense of work gain, while it reduces cyberloafing by decreasing relative deprivation. Perceived ease of technology use was found to positively moderate these relationships. By rigorously investigating the critical psychological mechanisms of the sense of work gain and relative deprivation, and the essential boundary condition of perceived ease of technology use, this study aims to develop a comprehensive conceptual framework that deepens our understanding of how digital-HRM, as an emerging job resource in the digital era, influences employee behavior. Adopting a human-centered approach, the research theoretically extends the study of digital-HRM\'s impact at the individual level and finds that digital-HRM influences employee performance in a mutually beneficial manner. These findings provide practical insights for organizations to actively implement digital-HRM and maximize its benefits.

Studies on the job satisfaction of music therapists are needed for the growth of the profession and their findings may help to improve the well-being of practitioners. The aim of this cross-sectional survey was to explore the levels of satisfaction of music therapists with their profession and to identify the factors influencing their job satisfaction in several countries where this topic is under researched (Israel, Germany, Spain, Switzerland, Czech Republic, and Austria). Descriptive and inferential statistics of data obtained through an online survey of 439 practicing music therapists found the highest levels of job satisfaction were reported in Spain and the lowest levels were reported in Germany. We found significant correlations among job satisfaction, satisfaction with music therapy training, and satisfaction with the perceived status of the profession. Moreover, participants´ views on \"what would need to change to improve their satisfaction\" with their profession were divided into 3 categories (therapists-self, workplace, and country). Participants seemed to be highly satisfied with their profession, but less satisfied with interactions with other team members, and with the perceived status of the music therapy profession. There is an overarching need for all countries (including those where music therapy is legally established as a profession) to promote the profession inside and outside the practitioners´ work settings.

Sam Foster, Executive Director of Professional Practice, Nursing and Midwifery Council, considers research on why nurses enjoy nursing and why this is important for job satisfaction and nurse retention.

Introduction: Occupational stress significantly impacts healthcare professionals in the Spanish public hospital system. This study, conducted from April to June 2022, focuses on analyzing stress levels using the Nursing Stress Scale through an online survey. Methods: A cross-sectional study was carried out using an online survey from April to June 2022 in four hospitals. The Nursing Stress Scale was used to comprehensively assess stress levels among healthcare professionals. Results: The findings revealed a substantial contrast in stress outcomes based on personal circumstances. Healthcare professionals in stable partnerships and with children exhibited lower stress levels, acting as protective factors during the pandemic. Conversely, those engaged in rotating shifts, especially those working over 60 h per week, showed a sevenfold increase in high-stress probability (p < 0.05). Temporary contract holders and those with heightened exposure to COVID-19 reported elevated stress levels, highlighting the complex dynamics impacting the mental well-being of healthcare workers. Conclusions: Findings emphasize the necessity for targeted interventions to safeguard healthcare professionals\' well-being, focusing on the psychological consequences of factors like rotating shifts and extended working hours. Protective elements such as stable partnerships and parenthood could serve as a foundation for initiatives supporting work-life balance, potentially involving government policies and hospital management.

UNASSIGNED: The emergence of the COVID-19 pandemic led to the adoption of telework modalities by individuals in Bangladesh. The study\'s objective was to determine the job satisfaction and performance level of employed Bangladeshi women working from home during the COVID-19 pandemic lockdown.
UNASSIGNED: A cross-sectional study was conducted among women employees of different professions in Dhaka city. The Minnesota Satisfaction Questionnaire (MSQ) was used to measure job satisfaction. Work arrangement satisfaction and self-reported performance were measured by two separate subscales which contain five items each. Responses from 118 employed women were analyzed using descriptive statistics, Pearson Chi-square tests, Independent t-tests, one-way analysis of variance, and Pearson Correlation tests through the Statistical Package for Social Science (SPSS), version 26.
UNASSIGNED: The findings indicated that 51.7% of women reported a high degree of satisfaction on the MSQ scale; 61.9% expressed high satisfaction with their work arrangements at home and 66.9% reported a high level of performance. Job satisfaction was significantly associated with the number of children and the number of family members. A positive association was found between job satisfaction and total working experience and work arrangements. Work performance was strongly associated with higher educational qualifications. A statistically significant association between job satisfaction and performance was revealed.
UNASSIGNED: The findings from this study indicated a high degree of job satisfaction and a high level of performance found in women employees who worked from home during the COVID-19 pandemic. These findings encourage organizations to foster more policies for telework alternatives for employed women to help them keep a balance between work responsibilities and household chores.

BACKGROUND: High rates of sickness absence is a challenge within the healthcare sector, highlighting the need for effective interventions. Despite this, limited research has been conducted on the impact of such interventions within the healthcare context. This study evaluates an intervention aimed at improving the work environment influences sickness absence rates in Norwegian hospital units. The intervention is a comprehensive framework for discovering and tailoring solutions to each units\' specific needs, with a focus on employee involvement and collaboration between leader, union representatives and safety delegates.
METHODS: We employed two methodological approaches. Method 1 involved using HR-registered sickness absence data to track changes in sickness absence across all intervention units and matched control groups over a three-year period. In Method 2, we used a pre- and post-survey design in 14 intervention units, focusing on employees\' job satisfaction and self-reported health.
RESULTS: The results of the intervention were mixed. There was a significant decrease in total sickness absence in the intervention units the first year after the intervention, and a significant decrease in long-term sickness absence both in the first and second year after the intervention, measured with HR registries. However, we did not see a significant larger decrease in total sickness absence in the intervention units compared to the control units and only partial support for a larger decrease in long-term absence in the intervention units. In the subsample of units that also participated in the survey, we observed significant improvements in employee job satisfaction post intervention.
CONCLUSIONS: There is a need for research on effective interventions to reduce sickness absence in the healthcare sector. \"Where the shoe pinches\" provides a potential methodological framework for reducing sickness absence by addressing challenges in the work environment, however with uncertain results. Further exploration is warranted to refine strategies for effectively managing sickness absence within healthcare organizations.

The nurse scheduling problem (NSP) has been a crucial and challenging research issue for hospitals, especially considering the serious deterioration in nursing shortages in recent years owing to long working hours, considerable work pressure, and irregular lifestyle, which are important in the service industry. This study investigates the NSP that aims to maximize nurse satisfaction with the generated schedule subject to government laws, internal regulations of hospitals, doctor-nurse pairing rules, shift and day off preferences of nurses, etc. The computational experiment results show that our proposed hybrid metaheuristic outperforms other metaheuristics and manual scheduling in terms of both computation time and solution quality. The presented solution procedure is implemented in a real-world clinic, which is used as a case study. The developed scheduling technique reduced the time spent on scheduling by 93% and increased the satisfaction of the schedule by 21%, which further enhanced the operating efficiency and service quality.