alahiane

Study Objectives

  • Describe factors influencing nurses' recognition at work.
  • Examine the relationship between recognition and health-related quality of life (HRQOL), job satisfaction, anxiety, and depression.

Methods

  • Cross-sectional study in a Moroccan university hospital.
  • Participants: 223 nurses with at least 1 year of bedside practice.
  • Data collected via self-report questionnaire, measuring:
    • Sociodemographic, occupational, and health characteristics.
    • Job recognition (Fall Amar instrument).
    • HRQOL (Medical Outcome Study Short Form 12).
    • Anxiety and depression (Hospital Anxiety and Depression Scale).
    • Job satisfaction (rating scale 0-10).
  • Path analysis used to examine relationships between variables.

Key Definitions

  • HRQOL: Health-Related Quality of Life
  • HADS: Hospital Anxiety and Depression Scale
  • SF-12: Medical Outcome Study Short Form 12
    • PCS: physical component summary
    • MCS: mental component summary

Results

  • Participation rate: 79.3%.
  • Institutional recognition correlated with gender, midwifery specialty, and work schedule.
    • β=−5.10β=−5.10 (−8.06, −2.14) for gender.
    • β=−5.13β=−5.13 (−8.66, −1.60) for midwifery specialty.
    • β=−4.28β=−4.28 (−6.85, −1.71) for normal work schedule.
  • Recognition from superiors correlated with gender, mental health specialization, and work schedule.
    • β=−5.71β=−5.71 (−9.39, −2.03) for gender.
    • β=−5.96β=−5.96 (−11.17, −0.75) for mental health specialization.
    • β=−4.04β=−4.04 (−7.23, −0.85) for normal work schedule.
  • Recognition from coworkers associated with mental health specialization: β=−5.09β=−5.09 (−9.16, −1.01).
  • Supervisor recognition had the best impact on anxiety, job satisfaction, and HRQOL.

Key Hypotheses

  • Recognition at work improves nurses’ job satisfaction.
  • Recognition at work improves nurses’ HRQOL.
  • Recognition at work impacts nurses’ psychological health (anxiety and depression).

Factors Associated with Recognition

  • Institutional Recognition: Advanced age, professional seniority, and physical therapy/speech therapy/psychometricity specialty were positively associated. Higher education and midwifery specialty were negatively associated. Less anxiety and better quality of life were associated with better institutional recognition.
  • Superior Recognition: Advanced age, physical therapy/speech therapy/psychometricity specialty, and normal work schedule were positively associated. Higher education level and more medical certificates were negatively associated. Less intention to leave the hospital, less anxiety, more job satisfaction, and better physical quality of life were associated with better perceived recognition from superiors.
  • Colleague Recognition: No significant association with sociodemographic, professional, or health factors.

Multivariate Analysis

  • Male gender, midwifery specialty, and normal work schedule were associated with less institutional recognition.
    • β=−5.10β=−5.10; −8.06, −2.14 for male gender
    • β=−5.13β=−5.13; −8.66, −1.60 for midwifery specialty
    • β=−4.28β=−4.28; −6.85, −1.71 for normal work schedule
  • Male gender, mental health specialty, and normal work schedule were associated with less recognition from superiors.
    • β=−5.71β=−5.71; −9.39, −2.03 for male gender
    • β=−5.96β=−5.96; −11.17, −0.75 for mental health specialty
    • β=−4.04β=−4.04; −7.23, −0.85 for normal work schedule
  • Mental health specialty was associated with less recognition from colleagues: β=−5.09β=−5.09; −9.16, −1.01.

Strengths & Limitations

  • First study in Morocco/North Africa to explore job recognition's impact.
  • Conducted in Morocco's largest university hospital.
  • Scientifically valid measurement instruments.
  • Monocentric approach limits generalizability.

Conclusions

  • Gender, nursing specialty, and work schedule are associated with nurses’ recognition at work.
  • Recognition at work, especially by superiors, significantly impacts job satisfaction, HRQOL, and psychological health.