Table 1 Descriptions of variables in TREC 2.0 relevant to present study

Demographic Characteristics

Gender

An individual’s gender

Asked for their gender: male or female

N/A

Age group

An individual’s age group

Asked to indicate age group according to a category (< 20 years, 20–29, 30–39, etc.)

N/A

Highest Education

Level of education obtained

Asked to answer yes or no if completed diploma/certificate, bachelor’s, or graduate degree

N/A

Current Enrolment Status

Current enrolment in an educational program

Asked to answer: yes or no

N/A

Years Worked in Current Role

Total years in current role

Asked for number of years and months worked in current role

N/A

Years Worked in Facility

Total years worked on unit

Asked for number of years and months worked on unit

N/A

Hours Worked

Average hours worked per week during a two-week period

Asked for number of hours in last typical two-week period

N/A

Year of Licensure

Year the individual became licensed

Asked to indicate year of licensure

N/A

Primary Role

An individual’s primary role

Asked to select their primary role: rehabilitation therapist, clinical pharmacist, recreational therapist, social worker, dietician, rehabilitation therapist assistant/attendant/aid, recreational therapist assistant/attendant/aide, other

N/A

Individual-Level Factors

Burnout-Emotional Exhaustion

A debilitating psychological condition brought about by unrelieved work stress

Maslach Burnout Inventory General Survey (short form) [48]. 3 items per subscale scored on a 7-point Likert frequency scale (never to daily). An overall score for each subscale is derived by taking the mean of 3 items

.806

Burnout-Cynicism

.655

Burnout-Efficacy

.674

Job satisfaction*

An individual’s perception of whether they are “satisfied” with their job

Michigan Organizational Assessment Questionnaire, Job Satisfaction Subscale [47]. 3 items scored on a 5-point Likert agreement scale ranging from strongly disagree (1) to strongly agree (5). An overall score is derived by taking the mean of 3 items

.821

Work Engagement-Vigor

Work engagement refers to positive, fulfilling work-related state of mind, based on three subscales: vigor, dedication, and absorption

Utrecht Work Engagement Scale 9 [49]. 3 items per subscale scored on a 7-point frequency rating scale ranging from 0 (never) to 6 (daily). An overall score for each subscale is derived by taking the mean of 3 items

.814

Work Engagement-Dedication

.881

Work Engagement-Absorption

.751

Empowerment-Competence

Empowerment is defined as a motivational construct manifested in four cognitions: meaning, competence, self-determination, and impact, which reflects an active as opposed to passive attitude toward work

Spreitzer’s Psychological Empowerment scale [23]. 3 items per subscale scored on a 5-point Likert agreement scale, ranging from strongly disagree (1) to strongly agree (5). An overall score for each subscale is derived by taking the mean of 3 items

.831

Empowerment-Meaning

.881

Empowerment-Self-Determination

.931

Empowerment-Impact

.751

Problem Solving

The cognitive, affective and behavioural processes and to the particular set of skills people employ in order to find solutions for the challenges of everyday life

Heppner’s Problem Solving Inventory [50]. 10 items scored on a 5-point Likert agreement scale (strongly disagree to strongly agree). An overall score is derived by taking the mean of the 10 items

.543

Physical Health Status

An individual’s perception of their health status over past 4 weeks

SF-8™ health survey [51]. 8 items scored on 5- or 6-point scales depending on the item. Scoring is done using a proprietary algorithm obtained when permission to use the scale is granted to produce a summary mental and physical health score (0–100%)

.855

Mental Health Status

.839

Context-Level Factors

ACT: Leadership

Actions of leaders in an organization to influence change and practice; reflect emotionally intelligent leadership

The Alberta Context Tool [52]. 6 items scored on a 5-point Likert agreement scale (strongly disagree to strongly agree). An overall score is derived by taking the mean of the 6 items

.932

ACT: Culture

The way that “we do things” in our organizations and work units, items reflect a supportive work culture

6 items scored on a 5-point Likert agreement scale (strongly disagree to strongly agree). An overall score is derived by taking the mean of the 6 items

.831

ACT: Evaluation

The process of using data to assess team performance and to achieve outcomes in organizations or units

6 items scored on a 5-point Likert agreement scale (strongly disagree to strongly agree). An overall score is derived by taking the mean of the 6 items

.919

ACT: Social Capital

The stock of active connections among people. Connections are of 3 types: bonding, bridging, linking

6 items scored on a 5-point Likert agreement scale (strongly disagree to strongly agree). An overall score is derived by taking the mean of the 6 items

.816

ACT: Organizational Slack-Staff

The cushion of actual or potential resources which allows an organization (unit) to adapt successfully to internal pressures for adjustments or to external pressures for changes

3 items scored on a 5-point Likert agreement scale (strongly disagree to strongly agree). An overall score is derived by taking the mean of the 3 items

.591

ACT: Organizational Slack-Time

4 items scored on a 5-point Likert agreement scale (strongly disagree to strongly agree). An overall score is derived by taking the mean of the 4 items

.742

ACT: Organizational Slack-Space

2 items scored on a 5-point Likert agreement scale (strongly disagree to strongly agree). An overall is derived by taking the mean of the 2 items

.722

ACT: Formal Interactions

Formal exchanges that occur between individuals working within an organization (unit) through scheduled activities that can promote the transfer of knowledge

4 items scored on a 5-point Likert frequency scale (never to almost always). Recode each of the 4 item scores to “0” (no interaction) and “1” (interaction). An overall score is derived by taking a count of the 4 recoded items

.832

ACT: Informal Interactions

Informal exchanges that occur between individuals working within an organization (unit) that can promote the transfer of knowledge

9 items scored on a 5-point Likert frequency scale (never to almost always)/ Recode each of the 9 item scores to “0” (no interaction) and “1” (interaction). An overall score is derived by taking a count of the 9 recoded items

.803

ACT: Structural and Electronic Resources

The structural and electronic elements of an organization (unit) that facilitate the ability to assess and use knowledge

7 items scored on a 5-point Likert frequency scale (never to almost always). Recode each of the 7 item scores to 0 (no resource) or 1 (resource). An overall score is derived by taking a count of the 7 recoded items

.644

Adequate Orientation

An individual’s perception of whether they have had enough orientation to carry out their job effectively and safely.

A single item scored on a 5-point Likert agreement scale (strongly disagree to strongly agree)

N/A

Dementia-related Responsive Behaviours

An individual’s experience with violence and difficult behaviours from residents.

Sum of six items: threat of assault, emotional abuse, physical abuse, verbal sexual harassments, sexual assault, and force sexual intercourse. Each item was scored as yes or no based on if the respondent had experienced the behaviour during the last five shifts

N/A

Provincial/Facility Variables

Province

Province in which the residential LTC is located

British Columbia, Alberta, or Manitoba

N/A

Owner-Operator Model

Ownership and operation model of the facility

Public not-for-profit, private for-profit, or voluntary not-for-profit

N/A

Facility Size

Total number of beds for residents in the facility

Sum of LTC beds and non-LTC beds (small: ≤79 beds, medium: 80–120 beds, large: > 120 beds)

N/A