Papers by Ioannis Moisoglou
Background Stressful events occur several times during work among healthcare professionals. Espec... more Background Stressful events occur several times during work among healthcare professionals. Especially, during the COVID-19 pandemic, healthcare professionals have had to deal with a variety of ethical dilemmas causing high levels of moral injury. Aim To translate and validate the “Moral Injury Symptom Scale-Healthcare Professionals” (MISS-HP) in Greek. Methods We conducted our study with 345 nurses in Greece during August 2023. We employed the forward-backward method to translate the MISS-HP in Greek. We examined the construct validity of the MISS-HP by performing confirmatory factor analysis. We estimated concurrent validity of the MISS-HP by comparing it with the “Moral Distress Thermometer” (MDT), the “Quiet Quitting Scale” (QQS), and single item burnout measure. Results We found that the MISS-HP had exceptional reliability since all intraclass correlation coefficients in test-rest reliability analysis were higher than 0.990. Moreover, all correlations were statistically signifi...
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Background Healthcare professionals work in a demanding working environment, due to which they ma... more Background Healthcare professionals work in a demanding working environment, due to which they may develop high levels of stress, anxiety and depression. Aims To assess the quality of working life of healthcare professionals and to investigate the association between stress, anxiety and depression and the quality of working life. Methodology: A cross-sectional study implemented in two primary healthcare centers and a general hospital in Greece, between January to February 2020. A total of 248 healthcare professionals participated. The Depression, Anxiety and Stress Scale (DASS 21) and the Professional Quality of Life Scale (ProQOL) were used. Results Healthcare professionals had normal stress (10.11), depression (6.69), anxiety (5.10) and appeared to had moderate quality in their working life. The quality of the working life was found to be influenced by educational level, as the level of education increases, occupational burnout (p = 0.015) and secondary traumatic stress (p = 0.001...
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International Journal of Nursing Practice, Nov 15, 2013
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Materia socio-medica, 2018
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OBJECTIVE To translate and validate the heat wave knowledge, awareness, practice and behavior sca... more OBJECTIVE To translate and validate the heat wave knowledge, awareness, practice and behavior scale (HWKAPBS) in Greek. METHOD We conducted a cross-sectional study in Greece with a convenience sample of 147 individuals. We assessed test-retest reliability, internal reliability, face validity and construct validity. We calculated intraclass correlation coefficients, the Kuder-Richardson Formula 20, and Cronbach’s coefficient alpha. Moreover, we performed confirmatory factor analysis to assess the construct validity of the HWKAPBS. RESULTS Intraclass correlation coefficients for the four constructs (knowledge, awareness, practice and behavior) ranged from 0.918 to 0.993 (p<0.001 in all cases). All model fit indices in the confirmatory factor analysis were acceptable. Thus, confirmatory factor analysis confirmed the structure of the original version of the HWKAPBS with the four structures: knowledge, awareness, practice and behavior. Correlations between awareness, practice and beha...
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Background: Psychological problems and burnout are major problems deriving from the COVID-19 pand... more Background: Psychological problems and burnout are major problems deriving from the COVID-19 pandemic. Aim: To assess the impact of resilience and social support on job burnout and COVID-19-related burnout in the general population. Methods: We conducted a cross-sectional study in Greece with 1256 participants from the general public. We measured sociodemographic characteristics of the participants, resilience with the Brief Resilience Scale, social support with the Multidimensional Scale of Perceived Social Support, and COVID-19-related burnout with the COVID-19 burnout scale. Results: We found that individuals with higher resilience experienced lower COVID-19-related burnout, while those with higher resilience and more social support experienced lower levels of job burnout. Moreover, males, individuals with better health status, those who had not been infected with SARS-CoV-2, and those with fewer adverse events from the vaccination against COVID-19 experienced lower COVID-19-rela...
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Aims To synthesize and evaluate the association between organizational support and turnover inten... more Aims To synthesize and evaluate the association between organizational support and turnover intention in nurses. Design: We applied the Cochrane criteria and the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines for our review and meta-analysis. The review protocol was registered with PROSPERO (CRD42023447109). Data sources: We searched PubMed, Medline, Scopus, Cinahl, Web of Science, and Cochrane from inception to July 21, 2023. Review Methods: Heterogeneity between results was high. Thus, we applied a random effect model to estimate pooled correlation coefficient between organizational support and turnover intention. Results A total of eight studies with 5,754 nurses were included. We found a moderate negative correlation between organizational support and turnover intention since the pooled correlation coefficient was − 0.32. A leave-one-out sensitivity analysis showed that our results were stable when each study was excluded. Egger’s test and funnel p...
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Background As turnover intention is a strong determinant of actual turnover behavior, scholars sh... more Background As turnover intention is a strong determinant of actual turnover behavior, scholars should identify determinants of turnover intention. Purpose To assess the effect of quiet quitting on nurses’ turnover intention. Additionally, we investigated the impact of several demographic and job characteristics on turnover intention. Methods A cross-sectional study with 629 nurses in Greece was conducted. Data collected during June 2023. We measured quiet quitting with the “Quiet Quitting” scale. Findings: In our sample, 60.9% of nurses were considered as quiet quitters, while 40.9% experienced high levels of turnover intention. Multivariable regression analysis showed a positive relationship between quiet quitting and turnover intention. Moreover, we found that turnover intention was higher among females, shift workers, nurses in the private sector, and those that they considered their workplace as understaffed. Also, we found a positive relationship between clinical experience and...
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Introduction: COVID-19 pandemic causes drastic changes in workplaces that are likely to increase ... more Introduction: COVID-19 pandemic causes drastic changes in workplaces that are likely to increase quite quitting among employees. Although quite quitting is not a new phenomenon, there is no instrument to measure it.Aim: To develop and validate an instrument assessing quiet quitting among employees. Methods: We identified and generated items through an extensive literature review and interviews with employees. We carried out the content validity by content experts and we calculated the content validity ratio. We checked face validity by conducting cognitive interviews with employees and calculating the item-level face validity index. We performed exploratory and confirmatory factor analysis to assess the “Quiet Quitting” Scale (QQS) factorial structure. We checked the concurrent validity of the QQS using four other scales, i.e., “Job Satisfaction Survey” (JSS), “Copenhagen Burnout Inventory” (CBI), “Single Item Burnout” (SIB) measure, and a single item to measure turnover intention. ...
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Introduction: Quiet quitting seems to be a new threat for healthcare workers and organizations. I... more Introduction: Quiet quitting seems to be a new threat for healthcare workers and organizations. Individuals now tend to stay at their jobs covering only the bare requirements. High levels of burnout among nurses especially after the COVID-19 pandemic could further increase their levels of quiet quitting. Objective: To investigate the impact of nurses’ job burnout on their quiet quitting. Moreover, we assessed the mediating effect of job satisfaction on the relationship between burnout and quiet quitting. Methods: We conducted a cross-sectional study in Greece. We collected data during June 2023. A convenience sample of 946 nurses was obtained. We used the “Quiet Quitting” Scale (QQS) to measure levels of quiet quitting within nurses, the “Copenhagen Burnout Inventory” to measure job burnout, and “Job Satisfaction Survey” (JSS) to measure job satisfaction. In mediation analysis, we controlled for the effects of demographic and job characteristics. Results: Mean score on QQS was 2.36,...
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AIMS Public Health, 2023
skewness and kurtosis were retained. Exploratory factor analysis extracted three factors, namely ... more skewness and kurtosis were retained. Exploratory factor analysis extracted three factors, namely detachment, lack of initiative and lack of motivation, with a total of nine items. Confirmatory factor analysis confirmed this factorial structure for QQS. We found statistically significant correlations between QQS and CBI, SIB, JSS and turnover intention confirming that the concurrent validity of the QQS was great. Cronbach's alpha and McDonald's omega of the QQS were 0.803 and 0.806 respectively. Conclusion: QQS, a three-factor nine-item scale, has robust psychometric properties. QQS is an easy-to-administer, brief, reliable and valid tool to measure employees' quiet quitting. We recommend the use of the QQS in different societies and cultures to assess the validity of the instrument.
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AIMS Public Health, 2023
Background: End-stage-renal-disease is one of the most common chronic diseases, and 699
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Nursing Reports, 2023
This article is an open access article distributed under the terms and conditions of the Creative... more This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY
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Background Nurses experience high levels of job burnout and low levels of job satisfaction, while... more Background Nurses experience high levels of job burnout and low levels of job satisfaction, while COVID-19 pandemic has deteriorated working conditions. Aim To compare levels of job burnout and job satisfaction among nurses and other healthcare workers after the COVID-19 pandemic. Moreover, we investigated the influence of demographic and job characteristics on job burnout and satisfaction. Methods We conducted a cross-sectional study with a convenience sample of 1760 healthcare workers. We collected data during June 2023. Our healthcare workers came from different clinical settings including hospitals, health centers, etc. We used the single item burnout measure to measure levels of burnout among our healthcare workers. Moreover, we used the “Job Satisfaction Survey” to measure levels of satisfaction in our sample. Results Nurses experienced moderate and high levels of burnout more often than other healthcare workers. In particular, 91.1% of nurses experienced high levels of burnou...
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Background: Quiet-quitting phenomenon in not new but has been frequently discussed during the COV... more Background: Quiet-quitting phenomenon in not new but has been frequently discussed during the COVID-19 pandemic. Interestingly, the level of quiet quitting among healthcare workers (HCWs) has not been measured yet. Objective: To assess the level of quiet quitting among HCWs, and identify possible differences between nurses, physicians, and other HCWs. Moreover, we investigated the impact of socio-demographic variables, job burnout, and job satisfaction on quiet quitting levels. Methods: We conducted a cross-sectional study with a convenience sample of HCWs during June 2023. HCWs included nurses, physicians, dentists, pharmacists, midwives, psychologists, and physiotherapists that have been working in healthcare services. We measured socio-demographic characteristics of HCWs, job burnout with “Copenhagen Burnout Inventory”, job satisfaction with “Job Satisfaction Survey”, and quiet quitting with “Quiet Quitting” Scale. Results: Study population included 1760 HCWs with a mean age of 4...
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OBJECTIVE To identify an appropriate cut-off point for the “Quiet Quitting” Scale (QQS) to discri... more OBJECTIVE To identify an appropriate cut-off point for the “Quiet Quitting” Scale (QQS) to discriminate quiet quitters from those with a low level of quiet quitting. METHOD We conducted a cross-sectional in Greece during June 2023. We recruited adult employees from every job sector. Thus, we obtained a convenience sample. We used the Receiver Operating Characteristic analysis to calculate the best cut-off point for the QQS. In that case, we used “Job Satisfaction Survey” (JSS), “Copenhagen Burnout Inventory” (CBI), “Single Item Burnout” (SIB) measure, and turnover intention score as external criterions. For each criterion, we created a dichotomous variable using medians or suggested values from the literature as cut-off points. RESULTS We found a significant predictive power of QQS for job satisfaction assessed by JSS, and for job burnout assessed by CBI and SIB measure. We found that the best cut-off point for the QQS was 2.06. In that case, we found the highest values for Youden’s...
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Background: Quiet-quitting phenomenon in not new but has been frequently discussed during the COV... more Background: Quiet-quitting phenomenon in not new but has been frequently discussed during the COVID-19 pandemic. Interestingly, the level of quiet quitting among healthcare workers (HCWs) has not been measured yet. Objective: To assess the level of quiet quitting among HCWs, and identify possible differences between nurses, physicians, and other HCWs. Moreover, we investigated the impact of socio-demographic variables, job burnout, and job satisfaction on quiet quitting levels. Methods: We conducted a cross-sectional study with a convenience sample of HCWs during June 2023. HCWs included nurses, physicians, dentists, pharmacists, midwives, psychologists, and physiotherapists that have been working in healthcare services. We measured socio-demographic characteristics of HCWs, job burnout with "Copenhagen Burnout Inventory", job satisfaction with "Job Satisfaction Survey", and quiet quitting with "Quiet Quitting" Scale. Results: Study population included 1760 HCWs with a mean age of 41.1 years. Among our sample, 57.9% were quiet quitters, while 42.1% were non quiet quitters. In particular, 67.4% of nurses were quiet quitters, while prevalence of quiet quitting for physicians and other HCWs were 53.8% and 40.3% respectively (p<0.001). Multivariable linear regression analysis identi ed that the levels of quiet quitting were higher among nurses than physicians and other HCWs. Moreover, greater job burnout contributed more to quiet quitting, while less satisfaction implied more quiet quitting. Shift HCWs, and those working in private sector experienced higher levels of quiet quitting. Additionally, we found a negative relationship between clinical experience and quiet quitting. Conclusions: More than half of our HCWs were described as quit quitters. Levels of quiet quitting were higher among nurses even when controlling for several confounders. Higher levels of job burnout and lower levels of job satisfaction were associated with higher levels of quiet quitting.
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OBJECTIVE To identify an appropriate cutoff point for the "Quiet Quitting" Scale (QQS) to discrim... more OBJECTIVE To identify an appropriate cutoff point for the "Quiet Quitting" Scale (QQS) to discriminate quiet quitters from those with a low level of quiet quitting. METHOD We conducted a cross-sectional in Greece during June 2023. We recruited adult employees from every job sector. Thus, we obtained a convenience sample. We used the Receiver Operating Characteristic analysis to calculate the best cutoff point for the QQS. In that case, we used "Job Satisfaction Survey" (JSS), "Copenhagen Burnout Inventory" (CBI), "Single Item Burnout" (SIB) measure, and turnover intention score as external criterions. For each criterion, we created a dichotomous variable using medians or suggested values from the literature as cutoff points. RESULTS We found a signi cant predictive power of QQS for job satisfaction assessed by JSS, and for job burnout assessed by CBI and SIB measure. We found that the best cutoff point for the QQS was 2.06. In that case, we found the highest values for Youden's index (0.34) and AUC (0.73). The 95% con dence interval for the AUC ranged from 0.70 to 0.76. Sensitivity and speci city of QQS were 0.68 and 0.66 respectively (p<0.001). Therefore, we considered employees with QQS score ≥2.06 as quiet quitters, and those with QQS score <2.06 as non quiet quitters. CONCLUSIONS The best cutoff point for the QQS was 2.06. Employees with QQS score ≥2.06 as quiet quitters can be described as quiet quitters. Further research should be conducted to validate our results.
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Papers by Ioannis Moisoglou
Healthcare professionals work in a demanding working environment, due to which they may develop high
levels of stress, anxiety and depression.
Aims
To assess the quality of working life of healthcare professionals and to investigate the association
between stress, anxiety and depression and the quality of working life.
Methodology:
A cross-sectional study implemented in two primary healthcare centers and a general hospital in Greece,
between January to February 2020. A total of 248 healthcare professionals participated. The Depression,
Anxiety and Stress Scale (DASS 21) and the Professional Quality of Life Scale (ProQOL) were used.
Results
Healthcare professionals had normal stress (10.11), depression (6.69), anxiety (5.10) and appeared to
had moderate quality in their working life. The quality of the working life was found to be influenced by
educational level, as the level of education increases, occupational burnout (p = 0.015) and secondary
traumatic stress (p = 0.001) decrease. Correlation of the demographic characteristics of the sample and
the DASS-21 scale showed that as the level of education increases, depression, stress and anxiety
decrease (p < 0.05). Multivariable linear regression analysis showed that increased depression, anxiety
and stress were associated with increased occupational burnout and secondary traumatic stress and on
the other hand, decreased depression, anxiety and stress were associated with increased compassion
satisfaction.
Conclusions
The study emphasized the significance of the management of healthcare organizations to achieve a
reduction of stress, depression and anxiety among healthcare professionals in order to ensure a betterquality working life.