The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses' turnover intention and patient satisfaction

Diagnostic model for preschool workers' unwillingness to continue working: Developed using machine-learning techniques

The turnover of kindergarten teachers has drastically increased in the past 10 years. Reducing the turnover rates among preschool workers has become an important issue worldwide. Parents have avoided enrolling children in preschools due to insufficient care, which affects their ability to work. Therefore, this study developed a diagnostic model to understand preschool workers' unwillingness to continue working. A total of 1002 full-time preschool workers were divided into 2 groups. Predictors were drawn from general questionnaires, including those for mental health. We compared 3 algorithms: the least absolute shrinkage and selection operator, eXtreme Gradient Boosting, and logistic regression. Additionally, the SHapley Additive exPlanation was used to visualize the relationship between years of work experience and intention to continue working. The logistic regression model was adopted as the diagnostic model, and the predictors were "not living with children," "human relation problems with boss," "high risk of mental distress," and "work experience." The developed risk score and the optimal cutoff value were 14 points. By using the diagnostic model to determine workers' unwillingness to continue working, supervisors can intervene with workers who are experiencing difficulties at work and can help resolve their problems.

Job satisfaction among small rural hospital nurses: A cross-sectional study

PURPOSE

To explore the relationships between job satisfaction, community satisfaction, practice environment, burnout, and intention to leave of nurses working in Australian small rural hospitals.

DESIGN

A national cross-sectional survey of 383 nurses from Australian rural public hospitals of less than 99 beds during 2018.

METHODS

Job satisfaction was measured on a four-point Likert scale. Factors associated with community satisfaction, practice environment, burnout and intention to leave were analyzed using multiple linear regression to explore the predictors of job satisfaction.

FINDINGS

Overall job satisfaction was positive, with most nurses moderately (n = 146, 38.1%) or very satisfied (n = 107, 27.9%) with their current job. Emotional exhaustion, nurse manager ability, leadership and support of nurses were the most significant predictors of job satisfaction.

CONCLUSION

This study provides new insight into the factors impacting the job satisfaction of nurses working in rural hospitals. The knowledge gained is important to inform strategies to retain nurses in rural areas and, in turn, ensure rural communities have access to quality health care.

CLINICAL RELEVANCE

The impact of nurses' job satisfaction on burnout, patient safety, and intention to leave is well recognized; however, there is limited understanding of job satisfaction in a rural hospital context. This study provides an understanding of the factors that impact job satisfaction of nurses working in small rural hospitals and highlights the importance of improving the practice environment to reduce the high attrition rates of this workforce.

The mediating role of self-efficacy between workplace violence and PTSD among nurses in Liaoning Province, China: A cross-sectional study

Purpose

Nurses are at high risk for workplace violence, which can lead to psychological problems. The purpose of this study was to determine the relationship between workplace violence, self-efficacy, and PTSD, and to further explore whether self-efficacy mediates the relationship between workplace violence and PTSD among Chinese nurses.

Materials and methods

This cross-sectional study was conducted in Liaoning Province, China in 2020. A total of 1,017 valid questionnaires were returned. Each questionnaire included the Workplace Violence Scale, the General Self-Efficacy Scale, the Post-traumatic Stress Disorder Scale (PTSS-10), and demographics information. A hierarchical multiple regression approach was used to explore the mediating role of self-efficacy in the relationship between workplace violence and PTSD. The mediation model was then tested by the PROCESS macro in SPSS.

Results

A total of 1,017 nurses were included in this study, and the average score of PTSD among Chinese nurses was 26.85 ± 13.13 (mean ± SD). After further adjustment for control variables, workplace violence was positively associated with PTSD, explaining 13% of the variance. High self-efficacy was associated with low PTSD, explaining 18% of the variance. Self-efficacy partially mediated the role of workplace violence and PTSD.

Conclusion

The high scores of PTSD among Chinese nurses demand widespread attention. Workplace violence is an important predictor of PTSD in nurses. Self-efficacy is a significant factor in improving PTSD in nurses and mediates the relationship between workplace violence and PTSD. Measures and strategies to improve self-efficacy may mitigate the effects of workplace violence on PTSD in nurses.

The Race to Retain Healthcare Workers: A Systematic Review on Factors that Impact Retention of Nurses and Physicians in Hospitals

The shortage of healthcare workers is a growing problem across the globe. Nurses and physicians, in particular, are vulnerable as a result of the COVID-19 pandemic. Understanding why they might leave is imperative for improving retention. This systematic review explores both the prevalence of nurses and physicians who are intent on leaving their position at hospitals in European countries and the main determinants influencing job retention among nurses and physicians of their respective position in a hospital setting in both European and non-European countries. A comprehensive search was fulfilled within 3 electronic databases on June 3rd 2021. In total 345 articles met the inclusion criteria. The determinants were categorized into 6 themes: personal characteristics, job demands, employment services, working conditions, work relationships, and organizational culture. The main determinants for job retention were job satisfaction, career development and work-life balance. European and non-European countries showed similarities and differences in determinants influencing retention. Identifying these factors supports the development of multifactorial interventions, which can aid the formulation of medical strategies and help to maximize retention.

Onboarding New Graduate Nurses Using Assessment-Driven Personalized Learning to Improve Knowledge, Critical Thinking, and Nurse Satisfaction

Effective onboarding is key to new nurse success; however, many programs lack evidence-based support. The current study compared knowledge, critical thinking, and nurse satisfaction between cohorts before and after implementation of personalized learning for onboarding. Results showed better knowledge, critical thinking, and nurse satisfaction in the personalized learning cohort compared to prior cohorts. Nurse educators should use evidence-based personalized learning for onboarding to fully support new nurses as they transition from the classroom to practice.

A Longitudinal Study of the Impact of Personal and Professional Resources on Nurses' Work Engagement: A Comparison of Early-Career and Mid-Later-Career Nurses

To predict and ensure a healthy and high-performing nursing workforce, it is necessary to identify the antecedents that promote work engagement, especially among early-career nurses. To date no study has focused on this. This longitudinal survey, administered to 1204 nurses working in seven general hospitals with 200 or more beds in four prefectures in Japan at two different times in 2019, aims to examine the causal relationship between the personal and professional resources for nurses to work vigorously (PPR-N) and work engagement among nurses in the early stages of their careers, considering time as a key mediating factor. The analysis of structural equation modeling using the cross-lagged effect model supported that PPR-N had significant and positive effects on work engagement after 3 months among early-career nurses with less than 10 years of nursing experience. The PPR-N is a reliable antecedent of work engagement, which is typical of early-career nurses. These results may be provided guidance for managers in overseeing the work environment to ensure a thriving sustainable nursing workforce.

Impact role stress on turnover intentions of Pakistan's healthcare workers: Mediating and moderating role of organizational cynicism and self-efficacy

Nurses make up most of the global healthcare system, thus justifying their significance in the respective industry. The healthcare profession is amongst the very few careers that are attributed to a very high level of stress and imbalanced work-life equilibrium. Over past decades, the said nature of work has been observed to coerce countless nurses to leave their respective organizations. Considering this, the current study primarily evaluates the impact of role stressors on the turnover intentions of nurses employed in the healthcare industry of Pakistan. Secondly, the study examines the mediatory role of organizational cynicism between the role stressors and turnover intentions to explain the escalating trend of nurses intending to leave the industry. Lastly, it assesses the moderating role of self-efficacy between the organizational cynicism and the intended turnover of a nurse, to gauge the amount of variation self-efficacy can cause to mitigate the negative attitudes of employed individuals. The current study was conducted in the twin metropolitans of Pakistan i.e., Rawalpindi and Islamabad. A total of 394 responses were statistically evaluated using SmartPLS 3.0. The results of the current study indicated a significant impact of role stressors on the turnover intentions of nurses. Also, organizational cynicism was observed as a significant mediator between role stressors and turnover intentions. Further, self-efficacy as well was observed as a significant moderator between organizational cynicism and the intent of healthcare workers to leave the organization. The present study addressed the conceptual research gap by exploring the direct cumulative effect of role stress (role ambiguity, role conflict, role stressors, work-family conflict) in developing the intents of professionals to quit their employing organizations, the mediatory role of organizational cynicism, and the moderation effect of self-efficacy between the undertaken variables. While in terms of abridging the contextual research gap, the current study evaluated the proposed research model within the healthcare sector of Pakistan. The findings of the current study commended the management personnel of the healthcare industry to provide the nurses with healthy professional environments to work in, as well as catering to their professional and personal expectations to a better extent. Hence, increasing the ownership of an individual depicted towards his/her employing organization.

Therapeutic Communication Experiences of Nurses Caring for Patients with Hematology

Nurses who take care of patients with hematology have more difficulty in therapeutic communication. The aim of this study is to explore the therapeutic communication experiences of nurses caring for patients with hematology and the meaning of the essential structure of therapeutic communication. Colaizzi's phenomenological method was applied to explore the essential structures and meanings of therapeutic communication in depth through a focus group interview. The interview was conducted at a tertiary care hospital with 20 nurses caring for patients with hematology. As a result of the analyses, 22 themes, 14 theme clusters, and 5 categories were derived. The categories derived from the analyses included "acquiring core competencies as nursing professionals", "improving patient-centered nursing performance", "forming a partnership treatment relationship", "obtaining clinical performance skills to solve problems", and "preparing efficient system improvement". Based on this study's results, it will be possible to provide high-quality nursing to patients by improving the therapeutic communication ability of nurses caring for patients with hematology. In addition, it will be the basis for the development of a nurses' therapeutic communication promotion program for nurses caring for such patients.

Nurses' Work-Related Mental Health in 2017 and 2020-A Comparative Follow-Up Study before and during the COVID-19 Pandemic

The COVID-19 pandemic put a lot of strain on healthcare organizations. Nurses account for over 50% of healthcare staff, and how nurses perform in their work is influenced by a number of human and work environmental factors. However, to our knowledge, there has not been a previous study with the intention to look at all areas that affect a sustainable working life and how these impact nurses' mental well-being. The aim of this study is to investigate the association between, and the effect of, different factors in nurses' work situations associated with nurses' work-related mental-health diagnoses, before and during the COVID-19 pandemic. A questionnaire was sent out to all 9219 nurses in the Swedish county of Skane in the spring of 2017 and during wave two of the COVID-19 pandemic in the fall of 2020. The data were analyzed through logistic regression analysis. The results showed that lack of joy in the daily work, an increased workload and lack of support from co-workers had an increased association with work-related mental-health diagnoses. Future research regarding the long-term impact of COVID-19 on all areas of nurses' professional and personal lives is needed.

The relationship between organizational commitment and work engagement among clinical nurses in China: A cross-sectional study

AIM

This study aims to investigate the levels of organizational commitment and work engagement among clinical nurses in tertiary hospitals and explore the relationship between them.

BACKGROUND

The nursing literature supports the idea that organizational commitment plays an important role in positively influencing job performance. However, the relationship between organizational commitment and work engagement among clinical nurses remains unclear.

METHODS

This was a cross-sectional study. A convenience sample of clinical nurses (n = 621) was selected from five tertiary hospitals in Sichuan Province of China. Survey instruments included a general information questionnaire about organizational commitment and work engagement. Univariate analysis, correlation analyses and linear regression analysis were used to examine the association between organizational commitment and work engagement.

RESULTS

The mean scores for organizational commitment and work engagement were 3.85 ± 0.59 and 4.58 ± 1.46, respectively. A moderate degree of positive correlation was found between them. Gender, monthly income and retention commitment were significantly associated with work engagement, and they accounted for 39.0% of the total variance.

CONCLUSIONS

Clinical nurses had a moderate level of organizational commitment and a high level of work engagement. Organizational commitment positively influenced work engagement; that is, organizational commitment is a significant determinant of nurses' work engagement.

IMPLICATIONS FOR NURSING MANAGEMENT

Hospital organizations should focus on assessing and strengthening nurses' organizational commitment to promote increased work engagement and, ultimately, improved quality of care. This may include, but is not limited to, increasing rest time for nurses, implementing a performance appraisal system and focusing on nurses' psychological state.

Generation Z software employees turnover intention

This study applied the social exchange and social identity theories to investigate the association among resonant leadership, self-efficacy, organizational identification, work performance, and turnover intentions in Generation-Z (Gen-Z) software professionals. The study sampled 73 leader-subordinate dyads from 10 large-scale software companies in India through an online survey. Hierarchical linear modeling, including multilevel mediation, was conducted to test the proposed model. The results of this study revealed the cross-level effect of resonant leadership on the work-related outcomes among the Gen-Z software operators based on two psychological mediators, namely, self-efficacy and organizational identification. It suggests that resonant leadership could be the potential driver to manage the predominant psychological factors of the incoming cohort group of Gen-Z software professionals, which yield positive work outcomes. Based on the empirical evidence, the software companies can devise suitable intervention mechanisms to enhance productivity and reduce turnover intentions of the Gen-Z cohort. Thus, this study is a novel attempt to establish a comprehensive theoretical framework that provides a broad scope for future research to investigate the mechanisms which manage the expectations of Gen-Z cohorts.

Counterintuitive consequences of COVID-19 on healthcare workers: A meta-analysis of the relationship between work engagement and job satisfaction

Background

Studies conducted in the health sector have determined a positive relationship between job satisfaction and work engagement. However, this paper reveals that this relationship turns into a negative or non-significant relationship during the COVID-19 pandemic. We explore the reasons for inconsistency in research findings in this critical period through a meta-analysis.

Methods

This study was conducted according to the PRISMA guidelines and PICO framework. Online databases including Web of Science, Scopus, PubMed, ProQuest, Google Scholar, and additional records from other databases were searched without any time limitation, and all studies published in English that reported the correlation between work engagement and job satisfaction were included in the analysis. In total, 36 individual correlation coefficients were synthesized. R statistical language was used to analyze the data.

Result

A total of 36 studies with a sample size of 16,087 were synthesized. The overall effect size was found as r = 0.57 (95% CI [0.50-0.64]). While the moderating effect of national culture was not statistically significant, presence of COVID-19 as the significant moderator explained 37.08% of effect size heterogeneity. Such that the presence of COVID-19 has transformed the positive relationship between work engagement and job satisfaction into a negative but statistically non-significant relationship.

Conclusion

This study empirically challenges the existing assumptions about the positive link between work engagement and job satisfaction. The results of the research can be a guide for managers and policymakers. Specifically, based on these results, different mechanisms can be put in place to support work engagement and, in turn, job satisfaction in the COVID-19 process.

The relationship between abusive supervision, psychological ownership, and quality of nursing care: The mediating role of job satisfaction

PURPOSE

This study tested a hypothetical model to evaluate the relationship between job satisfaction, abusive supervision, and psychological ownership with the quality of nursing care.

DESIGN AND METHODS

In this cross-sectional study, a sample of 300 nurses from two public hospitals in Iran was selected. Exploratory factor analysis was used to assess the measurement model and the proposed structural model.

FINDINGS

There was a significant negative relationship between abusive supervision with nurses' job satisfaction and quality of nursing care. A positive relationship between psychological ownership with nurses' job satisfaction and quality of nursing care was observed.

PRACTICE IMPLICATIONS

Given the importance of nurses' job satisfaction, nursing managers can enhance the quality of nursing care by providing a favorable work environment for nurses.

The role of psychological capital in the relationship between nurses' job satisfaction and turnover intention

PURPOSE

To find out whether psychological capital has a mediating role in the relationship between job satisfaction and turnover intention on nurses.

DESIGN AND METHODS

This study is a cross-sectional descriptive study. 466 nurses participated in this study. Data were collected via paper-and-pencil format using Minnesota Satisfaction Questionnaire, Psychological Capital Questionnaire and Turnover Intention Scale.

CONCLUSIONS

Our findings revealed effects of poor psychological capital among nurses. The effect of psychological capital was statistically significant and it partially mediated job satisfaction and turnover intention.

PRACTICE IMPLICATIONS

Initiative sand training programs should be planned to improve nurses' attitudes towards psychological capital levels.

A systematic review and meta-analytical synthesis of the relationship between work engagement and job satisfaction in nurses

PURPOSE

This study aimed to clarify the mixed conclusions regarding work engagement and job satisfaction in the nursing research literature by conducting a systematic review and meta-analysis.

DESIGN AND METHODS

This meta-analytic review synthesized 15 independent studies published between 2007 and 2021.

FINDINGS

An overall effect size of random-effect model was calculated as r = 0.47 (k = 15, N = 3,818, 95% confidence interval [0.43;0.51]). Data collection method and presence of control variable, as significant moderators, accounted for 43.6% and 43.8%, respectively, of the effect size heterogeneity.

PRACTICE IMPLICATIONS

While the positive relationship between work engagement and job satisfaction was higher in studies using the face-to-face data collection method, it was lower in studies using the control variable in their research models.

Research on Application of Meticulous Nursing Scheduling Management Based on Data-Driven Intelligent Optimization Technology

The management of nursing scheduling in healthcare facilities have faced new challenges during the COVID-19 pandemic. With the rapid development of big data and artificial intelligence technology, data-driven intelligent medical services are what we need to study nowadays. This paper not only proposes reasonable solutions in areas such as refined nursing scheduling by using these scientific technologies to quickly realize the allocation of human resources in hospitals. It also accelerates the development of hospital informatization construction through computer technology, establishing a scientific and intelligent medical platform that meets the needs of users. Aiming at the problem of nursing scheduling in medical service data research, this paper proposes a complete plan by analyzing the development of the medical platform at this stage. Firstly, established an intelligent medical service platform, and studied the medical management from the perspective of data. Then, analyze the intelligent medical platform data by utilizing optimized algorithms, through reasonable analysis under various constraints, to get the basic nursing scheduling plan that meets the needs of medical institutions. Finally, considering the actual situation of emergency medical treatment, the decision classification model is introduced under the basic scheme to further screen out the optimal management scheme of modern medical treatment.

Factors Associated with Home Health Aides’ Turnover Intention and Organizational Citizenship Behavior in Long-Term Care Services

Background: The elderly and disabled population has rapidly increased in the world, and the demand for long-term care is also increasing. Home nursing care services are the main service demand. However, the high turnover rate of home health aides has led to a continuous shortage of staff, which affects the quality of care provided. Objective: This research established a model based on the theory of reasoned action to explore the relationships among home health aides’ work engagement, job satisfaction, turnover intentions, and organizational citizenship behavior for long-term care providers. Method: In this cross-sectional study, a structured questionnaire was sent to 455 participants, and 402 (response rate 88.4%) took part in the study. The goodness-of-fit test and path analysis of Structural Equation Modeling (SEM) was employed to test the proposed model. Results: Through the goodness-of-fit test of SEM, it was found that the data results have a good model fit. The results of path analysis displayed that home health aides’ work engagement and job satisfaction had a significantly negative impact on turnover intention and a significantly positive impact on organizational citizenship behavior; turnover intention had a significantly negative impact on organizational citizenship behavior. Conclusion: This research deduces the theory of reasoned action has sufficient explanatory power for the home health aides’ turnover intention and provides evidence that home health aides’ work engagement and job satisfaction reduce their turnover intention and promote organizational citizenship behavior.

Nurses Coping with Stressful Situations-A Cross-Sectional Study

Nursing belongs to the group of professions particularly exposed to stress. Since the ability to cope with stress is an important aspect of mental health, the aim of this study was to identify the types of nurses' behaviours in terms of different coping styles used when dealing with work-related and psychosocial stress. The study was conducted among 1223 Polish nurses by means of a diagnostic survey, using the Coping in Stressful Situations Questionnaire (CISS), the Generalised Self-Efficacy Scale (GSES) and a questionnaire of the author's own design. Three types of nurses were distinguished: Type 1 (non-harmonious/organised)-nurses with lower professional education, longer work experience, at least average severity of stress related to working conditions, the lowest GSES scores, and worse psychophysical condition, who focused on their own emotional state when faced with stressful situations. Type 2 (harmonious)-nurses with higher education, the lowest intensity of work-related stresses, the highest GSES scores, positive self-reported psycho-physical condition, most often using the task-oriented coping style in stressful situations. Type 3 (non-harmonious/disorganised)-nurses with shorter length of service in the profession, the highest intensity of work-related stress, average GSES scores, and poorer self-reported psycho-physical condition. The presented results may provide a basis for preventive measures to minimise stress and increase competence in coping strategies, thus contributing to improved psychological and physical well-being of nurses.

Psychometric evaluation of the acute care nurses' job satisfaction scale-revised

AIM

The aim of this study was to validate a job satisfaction scale among acute care nurses in the context of Qatar.

DESIGN

Cross-sectional correlational survey.

METHODS

A convenience sampling technique was used to recruit 295 acute care nurses between June 2021-September 2021. Exploratory factor analysis followed by confirmatory factor analysis was used for item reduction and convergent and discriminant validity evaluation. Pearson's correlations were conducted to evaluate the concurrent and convergent validity of the revised scale. Reliability was tested using several internal consistency indicators.

RESULTS

A revised scale was proposed, the Acute Care Nurses Job Satisfaction Scale-Revised (ACNJSS-R) scale; it is composed of 13 items loaded on five factors. The composite reliability and the maximal reliability were >.7 for all factors. The study provides empirical support for the validity and reliability of the ACNJSS-R scale.

Illegitimate tasks and nurses' work engagement: The role of ego depletion

This study explored whether ego depletion mediated the relationship between illegitimate tasks and nurses' work engagement. We recruited 760 Chinese nurses at three tertiary hospitals and a general hospital to complete a survey on illegitimate tasks, ego depletion, and work engagement. The results show that illegitimate tasks were negatively related to work engagement and that ego depletion partially mediated this relationship. These results provide a theoretical reference to improve nurses' work engagement through avoiding illegitimate tasks.

Self-Care and Sense of Coherence: A Salutogenic Model for Health and Care in Nursing Education

Background: Effective advocacy on self-care and the enhancement of a sense of coherence among nurses don’t only benefit control over one’s health and personal performance, but it may have a direct impact on clinical care and on the entire healing system. In this regard, nursing curricula grounded on a salutogenic model of health (SMH) operate with strategies to engage students in self-care and contribute to improving their mental health and wellbeing. The aim of this study was to explore the relationships between self-care agency and a sense of coherence as dependent variables and the age and self-reported academic performance as independent variables in nursing assistant students. Methods: For this cross-sectional study, data were collected from a full sample of 921 Certified Nursing Assistant (CNA) Spanish students. A self-administered questionnaire, including sociodemographic variables, the ‘appraisal of self-care agency’ (ASA), and the ‘sense of coherence’ (SOC) constructs, was administered. Results: Results: Older participants presented significantly stronger values of both constructs. Apart from a significant and positive correlation between ASAS and SOC, ANOVA analyses indicate signif-icant differences in terms of academic performance according to different ASAS and SOC de-grees. Conclusion: The findings of this study endorse the assumption that there is a consistent relationship between ASA and SOC constructs that might, indeed, have a potential effect on stu-dents’ academic performance. In practical terms, it seems relevant to try to recognise the stu-dents’ self-care agency and the sense of coherence as forceful predictive variables of mental health and wellbeing, in addition to academic success as a strength implied in the future career achievement.

The Effect of Perceived Organizational Support and Employee Care on Turnover Intention and Work Engagement: A Mediated Moderation Model Using Age in the Post Pandemic Period

The purpose of this study was to adopt the well-established and mature job demands–resources model (JD-R), and to extend its model to work engagement and turnover intention of frontline healthcare personnel. Using the cross-sectional survey and partial least squares path modeling tools, the results showed that perceived organizational support had a negative impact on the turnover intention of frontline healthcare staff. This finding is important because it shows how the medical system managers can buffer the negative impact of a lack of job resources on the work engagement of employees in terms of personal strategies, such as the psychological pressure in coping with a high workload. Compared with employee care, perceived organizational support for the respondents had a positive impact on work engagement, whereas work engagement had a negative impact on turnover intention. This study successfully integrated the literature on job resources, work engagement, and turnover intention to determine the real needs of frontline medical personnel.

Patient satisfaction with nursing care: A bibliometric and visualization analysis (1950-2021)

AIM

The current study aimed to provide an overview of research publications on patient satisfaction with nursing care.

BACKGROUND

Research activity on patient satisfaction with nursing care is an indicator of the commitment of policymakers to improve the quality of health services.

DESIGN

This was a descriptive cross-sectional bibliometric study.

METHODS

The Scopus database was used to retrieve relevant documents for the period from 1950 to 31 December 2021. The keywords 'patient satisfaction' and 'nursing care' were used in the search strategy. Two volunteers validated the search strategy.

RESULTS

The search strategy found 387 documents authored by 1470 researchers and disseminated through 241 journals. Research on patient satisfaction with nursing care (a) has experienced a steep growth over the last decade; (b) was mainly published by scholars from a limited number of countries; (c) has limited cross-country collaboration and limited author collaboration; (d) has addressed research topics concerning the quality of care, instrument validation, emergency department and hospital care and (e) has shown the highest readability for topics related to nurses' burnout and patient satisfaction.

CONCLUSION

Researchers and educators, especially in low- and middle-income countries, need to focus on this field to support activities to upgrade health services and patient outcomes.

What Quality of Care Means? Exploring Clinical Nurses’ Perceptions on the Concept of Quality Care: A Qualitative Study

Quality is a multidimensional issue involving various features that depend on service performance and personal assessment. Clarifying the concept of quality is essential in order to further facilitate the understanding and improvement of quality in healthcare. The purpose of this study was to investigate how clinical nurses, providing care to adult medical patients, perceive and define the concept of quality nursing care. A descriptive qualitative research design was applied. A purposive sampling strategy was used to recruit nurses from the clinical sector of a general public hospital in Athens, Greece. Ten female nurses from the medical sector participated the study. Data collection was conducted through in-depth, semi-structured interviews. Conventional content analysis was used to analyze the verbatim data. Four categories were revealed from the data analysis, namely: (a) “Quality care is holistic care”, (b) “Good care is an interpersonal issue”, (c) “Leadership is crucial”, and (d) “Best care is our responsibility”. Quality care was defined as holistic care, addressing all patient needs with competency and aiming for the best patient outcomes. It was associated with communication, teamwork, good leadership, and personal commitment. By developing an in-depth and mutual understanding about what quality means, nurse leaders and practitioners may collaborate in finding common paths to support quality interventions and enhance quality nursing care in clinical practice.

Assessing the Impact of Community Factors on Acute Care Nurses’ Job Satisfaction and Turnover Intention

Background

Community factors may affect nurses’ job behavior and decision making. There is a gap in the literature regarding the impact of community satisfaction, family ties, and community preferences on acute care nurses’ turnover intention and job satisfaction. Furthermore, no studies have examined the differences in community satisfaction, community preferences, and family ties among nurses working in rural and urban settings.

Purpose

To identify the impact of family ties, community satisfaction, and community preferences on turnover intention and job satisfaction among acute care nurses working in Ontario's urban and rural areas.

Methods

Descriptive correlational survey design was used in this study. A targeted stratified sampling technique was used to recruit acute care nurses working in Ontario's urban and rural areas (N = 349) between May 2019 and July 2019. Dillman's approach was used to guide data collection. Parametric and non-parametric tests were used for data analysis.

Results

A significant association was found between working settings and community preferences. A statistically significant positive relationship between community satisfaction and nurses’ job satisfaction was identified. Furthermore, community satisfaction had a negative impact on turnover intention. Neither community preference nor family ties were significantly associated with turnover intention or job satisfaction.

Conclusion

The study suggests that community satisfaction can influence important nurse work-related outcomes. Future studies should replicate and validate these results in different contexts and cultures. Retaining nurses may be difficult if they are not satisfied with their communities.

Association between workplace psychological violence and work engagement among emergency nurses: The mediating effect of organizational climate

Background

Given that increasing attention is being given to the burdens on medical systems, researchers have concentrated their attention on nurses’ work engagement, especially in emergency departments.

Purpose

To investigate the current situation of work engagement of nurses in emergency department, and to find out the impact of psychological violence on work engagement and its impact path.

Basic procedures

The research is a cross-sectional study. Questionnaires were distributed to 243 nurses from the emergency departments of ten tertiary hospitals from September to October 2019. SPSS was used to conducted ANOVA. The AMOS was used to conduct structural equation model to test the mediating effect of organizational climate on the association between psychological violence and dimensions of work engagement.

Main findings

Psychological violence was negatively correlated with organizational climate, vitality, dedication, and focus, and organizational climate was positively correlated with dimensions of work engagement. A negative relationship was found between psychological violence and three dimensions of work engagement, which was mediated by organizational climate.

Conclusion

In order to curb workplace psychological violence and improve the work engagement level of emergency nurses, organizational climate can be used as an intervention measure. The support of leaders, the care of colleagues and the mutual understanding and communication between doctors and patients can alleviate the job burnout of nurses in the face of heavy work, so that nurses can face their daily work with a better mental outlook.

Work Engagement and Patient Quality of Care: A Meta-Analysis and Systematic Review

Past research has demonstrated that work engagement among health care professionals influences patient quality of care. There is, however, no estimate of the strength of this relationship, and existing reviews have not always explained conflicting findings. We conduct a meta-analysis and review of 25 articles, and find a small to medium mean effect size (r = .26, p < .01) for the positive association between engagement and quality of care. Moderator analyses on five factors (type, data source, level of analysis of the quality of care measure, profession, and work engagement measure) indicate that only data source is significant, providing preliminary evidence that the relationship is stronger if quality of care is measured via self-assessments. Although a more consistent conceptualization of quality of care is needed to better determine its association with work engagement, our findings suggest that work engagement is as important as burnout in predicting quality of care.

Psychological Contract, Self-Efficacy, Job Stress, and Turnover Intention: A View of Job Demand-Control-Support Model

The outbreak of Coronavirus disease 2019 (COVID-19) has caused enterprises to face more challenges, such as operational management, production and sales management, and human resource management, among other issues. In the context of the global knowledge economy, employees with high knowledge and skills have become an important source of corporate growth and breakthroughs. However, employees may intend to transfer to other companies due to the pressure of the external and internal environments, so the main topic explored by this paper will be the change of employees' turnover intention. The purpose of this study was to explore the influence mechanism that propels the employees' self-efficacy, job stress, and turnover intention, and the moderating effect of transformational leadership. A total of 553 valid responses from several information service companies in China are collected via purposive sampling and used in the data analysis. This study conducts partial least squares structural equation modeling partial least squares structural equation modeling (PLS-SEM) to analyze collected data. The results of the path analysis with structural equation modeling show that employees' psychological contracts have a positive impact on the self-efficacy and a negative impact on the job stress. Employees' self-efficacy has a negative impact on job stress and turnover intention; transformational leadership plays a significant moderator in the research framework. Based on research findings, the theoretical and managerial implications are presented.

Testing an Extended Social Cognitive Model of Occupational Turnover Intentions

Workforce shortages in the health and social care sectors are a relevant issue worldwide. One measure to mitigate workforce shortages is to improve working conditions and workers’ future prospects in order to encourage worker retention. Although studies have examined factors related to organizational turnover, less is known about the factors that lead to occupational turnover intentions. Drawing upon social cognitive career theory, this study examines the reasons behind health and social care workers’ occupational turnover intentions considering emotional exhaustion as an explanatory variable. The participants were 403 health and social care workers who responded to a questionnaire about 4 years after completing their vocational education and training at the upper-secondary level. Structural equation analyses revealed that affective occupational commitment showed the highest negative correlation with occupational turnover intentions. Furthermore, the results suggest that career-related outcome expectations, wellbeing, and supportive working conditions are crucial for designing effective interventions.

A systematic review: Unfinished nursing care and the impact on the nurse outcomes of job satisfaction, burnout, intention-to-leave and turnover

AIM

To investigate the association of unfinished nursing care on nurse outcomes.

DESIGN

Systematic review in line with National Institute for Health and Care Excellence guideline.

DATA SOURCES

CINAHL, the Cochrane Library, Embase, Medline, ProQuest and Scopus databases were searched up until April 2020.

REVIEW METHODS

Two independent reviewers conducted each stage of the review process: screening eligibility, quality appraisal using Mixed Methods Appraisal Tool; and data extraction. Narrative synthesis compared measurements and outcomes.

RESULTS

Nine hospital studies were included, and all but one were cross-sectional multicentre studies with a variety of sampling sizes (136-4169 nurses). Studies had low internal validity implying a high risk of bias. There was also a high potential for bias due to non-response. Only one study explicitly sought to examine nurse outcomes as a primary dependent variable, as most included nurse outcomes as mediating variables. Of the available data, unfinished nursing care was associated with: reduced job satisfaction (5/7 studies); burnout (1/3); and intention-to-leave (2/2). No association was found with turnover (2/2).

CONCLUSION

Unfinished nursing care remains a plausible mediator of negative nurse outcomes, but research is limited to single-country studies and self-reported outcome measures. Given challenges in the sector for nurse satisfaction, recruitment and retention, future research needs to focus on nurse outcomes as a specific aim of inquiry in relation to unfinished nursing care.

IMPACT

Unfinished nursing care has previously been demonstrated to be associated with staffing, education and work environments, with negative associations with patient outcomes (patient satisfaction, medication errors, infections, incidents and readmissions). This study offers new evidence that the impact of unfinished nursing care on nurses is under investigated. Policymakers can prioritize the funding of robust observational studies and quasi-experimental studies with a primary aim to understand the impact of unfinished nursing care on nurse outcomes to better inform health workforce sustainability.

The Upshot of the SARS-CoV-2 Pandemic on Nursing Assistants: Evaluating Mental Health Indicators in Huelva

Healthcare professionals who work in front-line situations are among those under the highest risk of presenting negative mental health indicators. We sought to assess the prevalence of low personal realization, emotional exhaustion, and depersonalization as well as probable non-psychotic psychiatric pathologies during the pandemic in nursing assistants in the city of Huelva (Spain), and to study the association between these mental health indicators and sociodemographic and professional variables. A cross-sectional descriptive investigation with a quantitative approach was used. A representative sample of these professionals, consisting of 29 men and 284 women, completed the GHQ-12 questionnaire, including sociodemographic data and the MBI-HSS questionnaire, collecting information on situations of contact with SARS-CoV-2. Data analysis was conducted, and correlations were established. We found that emotional exhaustion, depersonalization and probable non-psychotic, psychiatric pathologies were related to contact with SARS-CoV-2. Moreover, personal realization, depersonalization and emotional exhaustion were related to just gender. We conclude that nursing assistants from public hospitals in the city of Huelva who had contact with patients with SARS-CoV-2 in the workplace, showed poor mental health indicators than those who did not come into contact with infected individuals.

Influence of Supervisors’ Fairness on Work Climate, Job Satisfaction, Task Performance, and Helping Behavior of Health Workers During COVID-19 Outbreak

The need for supervisors to exhibit fairness was a key motivating tool for effective health service delivery during the initial stages of the COVID-19 outbreak. Nonetheless, the number of deaths and hospitalization was alarming health workers were actively working throughout the time. This study explores the role of supervisors’ fairness in creating a work climate and job satisfaction that promote workers’ task performance and helping behaviors. The researchers adopted a quantitative method with a questionnaire used for data collection. SPSS and AMOS were used for data analysis, and statistical models of correlation and hierarchical regression were used to examine relationships among the variables. The study established that supervisors’ fairness has a positive effect on work climate, job satisfaction, task performance, and helping behavior of health workers. Work climate has positive effects of task performance and helping behaviors, whereas job satisfaction also has positive effects on employees’ task performance and helping behavior. The researchers recommended the need for supervisors to exhibit fairness to workers at all times and create room for the workers to appeal their decision to avoid the feeling of supervisors’ biasness.

Empowering or addicting? An analysis of the effects of team members–supervisor relationships on job satisfaction in healthcare

Patient-centredness relies on integrated care, which requires teamwork to be effectively implemented. Positive relationships between team members and supervisors are crucial to enhance health professionals’ satisfaction with their job and, consequently, to increase their commitment to organizational excellence. However, the positive effects of team members–supervisor exchange may dilute when the team is endowed with autonomy at work. The article proposes a moderation analysis aimed at collecting evidence of the implications of team members–supervisor relationships on job satisfaction (JS) with team autonomy (TA) as a moderating variable. Results of the study suggest that positive exchanges between team members and supervisors enhance health professionals’ satisfaction with their job. However, TA acts as a negative and statistically significant moderator. Good exchanges between team members and their supervisor seem to lose their positive effects on JS when health professionals are provided with a greater self-determination to accomplish their organizational activities. Tailored management interventions should be designed to sustain teamwork when increased autonomy at work is assigned to health professionals.

Self-efficacy, burnout and academic success in nursing students: A counterfactual mediation analysis

AIM

To test the mediating role of burnout in the relationship between self-efficacy and academic success in nursing students.

DESIGN

This was a cross-sectional secondary analysis of longitudinal research aimed at exploring the academic success of nursing students.

METHODS

We enrolled a convenience sample of nursing students attending 21 Italian baccalaureate nursing degree programmes. Data were collected from 2014 to the 2018-2019 academic year. We analysed the wave of data collected during the third year of the programme. The measurements were the Academic Nurse Self-Efficacy scale (ANSEs) and the Scale of Work Burnout (SWEBO). A mediation analysis with a counterfactual approach was performed.

RESULTS

The participants (n = 556) had a median age of 20 years (IQR 19-22) and the majority was female [70.5% (392/556)]. Academic success was reached by 51.97% (289/556) of the students. The findings reveal a significant direct effect of self-efficacy on academic success and also a significant indirect effect of this relationship via burnout.

CONCLUSION

The mechanism by which self-efficacy influences academic performance in nursing students is more complex than a simple direct relationship. Universities should consider screening students for variables affecting academic success to decrease academic costs and increase ranking systems classification.

IMPACT

Nurses' professors should be engaged in strategies to promote self-efficacy. The area of intervention should be structured both during classes and internships, in tandem with the mentor and the clinical nurse.

Exploring Pediatric Nurses' Perspectives on Their Work Environment, Work Attitudes, and Experience of Burnout: What Really Matters?

Background

Pediatric nurses care for some of the most vulnerable patients in our healthcare system and are vulnerable to the impact of the stress of their work on their well-being. Burnout is a potential response to chronic interpersonal stressors and a negative work outcome linked to personal and professional consequences. A thorough understanding of the experience and factors associated with burnout in this population is an important part of developing interventions to mitigate or prevent this workplace outcome. Therefore, our study objectives were to: (1) explain and expand our understanding of pediatric critical care nurses experience of burnout in relation to their work environment and work engagement; (2) provide recommendations for nursing administrators to improve nurses' work environment, work attitudes, and work outcomes.

Methods

A convenience sample of pediatric critical care nurses from a large pediatric quaternary care hospital in Ontario, Canada were invited to participate in this second phase of a sequential explanatory mixed-methods study. Semi-structured interviews were conducted, with and main themes and subthemes distilled through the method of interpretive description.

Results

A total of 18 PICU/CCCU/NICU nurses participated. Derived themes included the experience and identification of burnout, including its prevalence and elusiveness. Their experiences of quality of work-life included themes such as compensation, emotional support at work, respect, their professional identity, and spill over into home life. They discussed components of work engagement, including the work itself, investment into their growth and development, and the meaning of their work. The self-care subthemes included the importance of preparation and recovery, and the use of physical and mental separation as a preservation strategy. The participants' recommendations for strategies to mitigate burnout were also summarized.

Conclusion

Burnout is a complex and regularly occurring experience for pediatric critical care nurses. Although the experience may be difficult to self-identify, the impacts on the individuals are profound. Further research and organizational support are needed to test practical and evidence-based interventions to improve the well-being of this population.

The Development of Clinical Self-Efficacy in Speech-Language Pathology Graduate Training: A Longitudinal Study

PURPOSE

The study examined the development of speech-language pathology (SLP) trainee clinical self-efficacy (CSE)-defined as an individual's confidence in performing tasks related to speech and language assessment and intervention-over the course of graduate clinical training. The study also examined the relationship between preprogram experience and CSE as well as the relationship between trainee self-efficacy and clinical performance.

METHOD

Participants, two cohorts of full-time SLP graduate trainees (N = 75), completed a novel SLP-specific measure of CSE at the beginning, middle, and end of a 2-year master's program and provided background information and access to practicum evaluations.

RESULTS

CSE increased significantly at each point of assessment (p < .001). Students reported lower levels of self-efficacy for tasks related to evaluation compared to administration/report writing, collaboration, communication, and counseling (p < .001). Results also showed lower levels of intervention-related CSE compared to collaboration (p < .001) communication and counseling (p < .05). The variability in task-specific confidence decreased as training progressed; however, students' confidence in their evaluation skills continued to be lower relative to administration/report writing (p < .05) and collaboration (p < .01). Participants' prior clinical experience and preprogram training did not predict CSE; however, trainees with an undergraduate Communication Disorders (CD) major reported greater end-of-program self-efficacy than non-CD majors (p < .05). Trainee CSE was not found to be related to instructors' assessment of clinical performance.

CONCLUSION

Findings provided preliminary insights into the nature and development of SLP-specific CSE over the course of graduate training and point to the potential pedagogical value of further examining factors associated with graduate trainee CSE in the context of clinical education.

Personal Resources and Work Engagement: A Literature Review

The level of nurse work engagement affects retention, burnout, job satisfaction, patient satisfaction, and outcomes. However, there is a paucity of evidence identifying the specific personal resources that benefit nurse work engagement and mechanisms to develop personal resources. The purpose of this review was to examine which personal resources affect work engagement, reveal strategies to improve work engagement, and uncover implications for the nursing professional development practitioner. A total of 400 articles resulted from a review of the literature, with 14 studies meeting inclusion criteria. Personal resources varied. Interventions to promote the development of personal resources are described. [J Contin Educ Nurs. 2022;53(3):115-121.].

Barriers to nurse-patient communication in primary healthcare centres in Bahrain: Patient perspective

Objectives

Effective and efficient communication is a core element in healthcare systems, especially between healthcare providers and patients. This study aimed to identify communication barriers between nurses and patients in primary healthcare centers in Bahrain.

Methods

This is a cross-sectional study conducted across primary healthcare centers in Bahrain. Four hundred and two patients were recruited using convenience sampling. A self-administered questionnaire comprising 29 items on communication barriers was used.

Results

A total of 402 patients consented to participate. The majority of participants reported the following statements had large effects on communication: “shortage in the number of nurses compared to the large number of patients” (254/401, 63.3%), “lack of desire of nurse to communicate with patients” (246/402, 61.2%), and “negative attitude of the nurse toward the patient” (238/401, 59.4%). Further, “difference in language between nurses and patients,” “lack of self-confidence by nurses,” and “nurses overwhelmed by work” were ranked as top three statements with a significant influence on communication between nurses and patients.

Conclusions

Communication between healthcare providers and patients is pivotal for an optimal healthcare service. Based on the findings of this study and the literature, we recommend formal training of health care workers in improving communication skills and including this not only in medical curriculum but also in the form of continuing medical education (CMEs)1.

Psychometric Properties of the Korean Version of the Nursing Profession Self-Efficacy Scale

BACKGROUND

Self-efficacy in the nursing profession has been reported to have a positive effect on personal performance in terms of clinical performance and decision-making abilities, nursing performance, professional intuition, organizational commitment, and turnover intention.

PURPOSE

The purpose of this study was to verify the validity and reliability of the Korean version of the Nursing Profession Self-Efficacy Scale (K-NPSES).

METHODS

This methodological study used questionnaires collected from 307 nurses at medical institutions in South Korea. The content validity of the questionnaire was verified using the averaging method, whereas the criterion-related validity was evaluated by calculating the correlation with the Sherer General Self-Efficacy Scale. The construct validity was determined by analyzing the explanatory and confirmatory factors. Reliability was verified using Cronbach's α and test-retest by calculating intraclass correlation coefficients.

RESULTS

The content validity index of the K-NPSES was found to be greater than .95, and the criterion-related validity was satisfactory (coefficient = .57, p < .001). The original Nursing Profession Self-Efficacy Scale has two subfactors, and the K-NPSES analyzed in this study has four subfactors. The data were appropriate for factor analysis using Kaiser-Meyer-Olkin (.87) and Bartlett's sphericity test (χ2 = 1236.01, df = 137, p < .001). The model fit was acceptable (normed chi-square [χ2/df] = 2.22, root mean square residual = .05, root mean square error of approximation = .09, comparative fit index = .88, Tucker-Lewis index = .86, goodness-of-fit index = .83). Regarding reliability, Cronbach's α was .91 and the intraclass correlation coefficient was .78 (p < .001).

CONCLUSIONS/IMPLICATIONS FOR PRACTICE

The findings of this study confirmed the K-NPSES as having acceptable validity. In addition to predicting nursing clinical performance, a well-established nursing profession self-efficacy scale may be used to improve the quality of clinical nursing.

Current occupational well-being status and protective and risk factors of male nurses in Chengdu, China: A cross-sectional study

Aims

This study explores the current occupational well‐being status of male nurses in Chengdu, China, and identifies the concomitant protective and risk factors.

Design

This study has a cross‐sectional survey design.

Methods

From 13 July to 21 July 2019, a cross‐sectional survey involving 209 male nurses in 7 tertiary hospitals in Chengdu, China, was conducted using a general information questionnaire, the Mindfulness Attention Awareness Scale, the Acceptance and Action Questionnaire‐II, the Professional Identity Scale and the Nurses' Occupational Well‐being Scale.

Results

The score of male nurses' occupational well‐being was 78.7 ± 14.2. The higher the mindfulness and professional identity (p = .002, p < .001, respectively), the higher the occupational well‐being of male nurses. The lower the experiential avoidance, the higher the occupational well‐being (p = .001). The highest occupational well‐being was found among male nurses who had less than 5‐years' working experience.

Conclusions

The results suggest that male nurses' occupational well‐being was at a moderate level. Mindfulness and professional identity were the protective factors of male nurses' occupational well‐being, and experiential avoidance was the risk factor. Nursing managers should ascertain male nurses' current occupational well‐being and the influencing factors and formulate effective improvement strategies. Male nurse courses on enhancing mindfulness and professional identity and reducing experiential avoidance should be explored, with a focus on helping nurses improve their professional well‐being and, in turn, prospectively reducing the turnover rate.

Validation of the Palliative Care Nursing Self-Competence Scale for Oncology Nurses in the United States

Oncology nurses care for persons with cancer and thus play an important role in providing palliative care to this population. However, a valid instrument to measure United States oncology nurses' confidence in providing palliative care service to persons with cancer is not available. This study examined the psychometric properties of the Palliative Care Nursing Self-Competence (PCNSC) scale in measuring oncology nurses' confidence in providing all aspects of palliative care to persons with cancer. An online survey with demographic questions and the PCNSC scale was sent to registered nurse (RN) members of the Oncology Nursing Society (ONS). The PCNSC scale consists of 50 items and 10 domains. A confirmatory factor analysis (CFA) was conducted to test the psychometric properties of the PCNSC scale in examining oncology nurses' confidence in providing palliative care. The CFA showed that the model fit reached adequate levels with the 10-factor structure of the PCNSC scale (χ2 = 2104.1, df = 1130, CFI = 0.88, RMSEA = 0.06) thus validating the scale in measuring oncology nurses' confidence in providing palliative care to persons with cancer in the United States. PCNSC retained the same 10-factor structure with 5 items in each factor, thus validating the scale. This scale can be used to assess oncology nurses' overall confidence and confidence in each domain of palliative care provision. These results can inform the development of targeted educational programs geared to enhancing oncology nurses' confidence in the United States.

Quality of work life and work engagement among nurses with standardised training: The mediating role of burnout and career identity

AIM

To explore the impact of the quality of work life of nurses with standardised training on their work engagement and its impact path, that is, the intermediary role of career identity and job burnout.

BACKGROUND

Most countries currently face the serious problem of a shortage of nurses and this difficulty is likely to persist for a long time. In recent years, some hospitals in China have attempted to try out clinical standardised training for new nurses for a duration of at least two years. They need to cope with clinical work, training assessments, and low salaries. Ways to improve the work input of new nurses play a pivotal role in reducing the turnover rate of nurses.

DESIGN

The current research is a cross-sectional study.

METHODS

Valid questionnaires were received from 245 nurses from the tertiary hospitals between June and July 2021. AMOS was used to conduct a structural equation model to evaluate the mediating effect of burnout and career identity on the association between the quality of work life and work engagement. We describe the study in accordance with the STROBE statement.

RESULTS

The quality of the work life of nurses with standardised training is at a medium to high level (191.62 ± 27.18) and their work engagement is at a relatively high level (75.77 ± 19.60). Quality of work life was negatively correlated with burnout (r1 = -0.672, p < 0.001) and positively correlated with career identity (r2 = 0.810, p < 0.001) and work engagement (r2 = 0.642, p < 0.001). Moreover, a positive relationship was found between the quality of work life and work engagement (β1 =0.644), which was mediated by burnout and career identity (β2 =0.144, β3 =0.218).

CONCLUSIONS

Although the work engagement of nurses with standardised training is encouraging, that work engagement decreases with the increase in the age of nurses, still needs investigation. When nurse managers want to improve the work engagement of new nurses, they should not only pay attention to the quality of work life but take career identity and burnout into consideration.

Insecure Employment Contracts during the COVID-19 Pandemic and the Need for Participation in Policy Making

Job security influences the ability of nurses to provide high-quality nursing care. The Iranian health system has always faced nursing shortages, and the COVID-19 pandemic has worsened this situation. Although nurses have been labelled 'heroes' across the globe, many of them have been hired using insecure employment contracts. This commentary aims to describe issues surrounding job contracts for Iranian nurses during the COVID-19 pandemic and discusses how the current situation can be improved. Iranian nurses are at the frontline of the fight against COVID-19 and need to receive better support in terms of job security and dignity. They should participate more in policymaking activities to improve their job condition and prevent the development and implementation of the short-term and insecure job contracts that lead to job insecurity.

Job satisfaction among Syrian healthcare workers in refugee health centres

BACKGROUND

Achieving universal health coverage is subject to the availability, accessibility, acceptability, and quality of health workers. Countries that host refugees and migrants, such as Turkey, must strengthen the capacity of their health systems to increase access to services, especially for refugees and migrants. The Turkish Ministry of Health adapted Syrian refugee healthcare workers in the healthcare services to boost Syrian refugees' access to healthcare. This study aimed to assess job satisfaction and the factors influencing job satisfaction among refugee physicians and nurses working in Refugee Healthcentres (RHCs) in Turkey.

METHODS

A self-administered, cross-sectional survey targeted all Syrian physicians and nurses working in RHCs across Turkey. The short-form Minnesota Satisfaction Questionnaire(MSQ) was used to assess job satisfaction. In total, 555 nurse/midwives and 336 physicians responded, yielding a total response rate of 56.5%. Descriptive analyses and linear regression tests were conducted to determine the level of job satisfaction and to analyze determinant factors.

RESULTS

Nurses/midwives reported the highest level of general job satisfaction, followed by specialist physicians and general physicians. Physicians who had worked as specialists in Syria but were now working as general physicians in Turkey had the lowest job satisfaction levels. Multiple regression analysis showed that professional status in Turkey, income, teamwork and team management were significantly associated with job satisfaction.

CONCLUSIONS

To maintain a high level of job satisfaction in refugee healthcare workers, human resources management should consider matching job placements with training specialization and support good leadership and good teamwork. Remuneration that accounts for the cost of living and non-financial incentives could also play a significant role in job satisfaction.

Health Policies Based on Patient Satisfaction: A Bibliometric Study

Healthcare decision-makers increasingly face a changing and ever-evolving landscape, forcing them to formulate public policies based on the results from different scientific investigations. This article evaluates the field of research on patient satisfaction as a basis for health policies. The analysis was carried out with a sample of 621 articles published between 2000 and 2020 in the Scopus database. The world's largest producer and research co-operator on patient satisfaction and health policy was the United States. However, the most prolific authors, institutions, and journals are of British origin. Regarding the themes, we find that, in economic and management matters, scientific production is scarce. To study the evolution of keywords, we divided the study period into two periods of an equal number of years. In both sub-periods, the keyword "Human" stands out. In the second sub-period, the word "Perception" stands out, which indicates the current attention paid to the patient's opinion.