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Hamaideh SH, Abu Khait A, Al-Modallal H, Masa'deh R, Hamdan-Mansour A, ALBashtawy M. Perceived Stress and Resilience Among Psychiatric Nurses Working in Inpatients Units. Hosp Top 2024:1-9. [PMID: 39076024 DOI: 10.1080/00185868.2024.2383912] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/31/2024]
Abstract
The aim of this study is to assess the levels, relationships, and predictors of resilience and perceived stress among psychiatric nurses working in inpatient units. A descriptive, cross-sectional, predictive design was employed to collect data from 140 psychiatric nurses through a self-reported questionnaire. The questionnaire consisted of sociodemographic and work-related variables, Connor-Davidson Resilience Scale (CD-RISC-25), and perceived stress scale (PSS-10). The total mean score of the perceived stress was 22.73 (SD = 3.54) indicating a moderate level. The total mean score of the resilience was 49.49 (SD = 15.31) indicating a low level. Resilience correlated positively with educational level and job satisfaction; and negatively with intention to leave psychiatric settings. Significant differences were found in resilience with educational level, intention to leave psychiatric settings, and job satisfaction. Three independent variables predicted resilience: educational level, ward/unit, and job satisfaction; and only one variable (intention to leave psychiatric settings) predicted the perceived stress.
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Affiliation(s)
- Shaher H Hamaideh
- Community and Mental Health Nursing Department, Faculty of Nursing, The Hashemite University, Zarqa, Jordan
| | - Abdallah Abu Khait
- Community and Mental Health Nursing Department, Faculty of Nursing, The Hashemite University, Zarqa, Jordan
| | - Hanan Al-Modallal
- Community and Mental Health Nursing Department, Faculty of Nursing, The Hashemite University, Zarqa, Jordan
- Nursing Department, Fakeeh College for Medical Sciences, Jeddah, Saudi Arabia
| | - Rami Masa'deh
- School of Nursing, Applied Science Private University, Amman, Jordan
| | - Ayman Hamdan-Mansour
- Community Health Department, School of Nursing, The University of Jordan, Amman, Jordan
| | - Mohammed ALBashtawy
- Nursing and Community Health, Princess Salma Faculty of Nursing, Al al-Bayt University, Mafraq, Jordan
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Biswas B, Nur Ullah M, Rahman MM, Al Masud A. Service quality, satisfaction, and intention to use Pourasava Digital Center in Bangladesh: The moderating effect of citizen participation. PLoS One 2024; 19:e0304178. [PMID: 38865370 PMCID: PMC11168632 DOI: 10.1371/journal.pone.0304178] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/23/2023] [Accepted: 05/08/2024] [Indexed: 06/14/2024] Open
Abstract
This study describes how, as part of the administrative reform of Bangladesh, most of the urban local governments have set up some public service center like Pourasava Digital Center (PDC), where ICT (Information and Communication Technology) has been commonly applied to make e-services more convenient, efficient and transparent. The current study measures the Service Quality Satisfaction and Continuous Use Intention to use Pourasava Digital Center (PDC) in Bangladesh by adopting citizen participation as a moderator. Theoretically, this study has used the DeLone & McLean Information Systems (D&M IS) Success Model and Zhang's two-dimensional satisfaction model. However, most of the existing studies in Bangladesh are qualitative, and the relationship between service quality and citizen satisfaction has not been tested. A survey was conducted based on a structured questionnaire method and data collected from 332 respondents from 05 PDC and applying structural equation modelling in AMOS software while analyzing the data. The empirical results showed that the data fit the model. The finding of this study is that information quality affects specific satisfaction but not accumulative satisfaction, and specific satisfaction might not lead to accumulative satisfaction. One of the worthy findings of this study is that citizen satisfaction is highly dependent on system quality and service quality rather than information quality. The continuous use intention of the citizen is not based on specific satisfaction but significantly depends on accumulative satisfaction. To ensure the improvement of PDC's service quality, all dimensions related to the quality of service should be modified, and the administrative system and citizens should be encouraged to participate in all aspects of services.
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Affiliation(s)
- Bikram Biswas
- College of Public Administration, Huazhong University of Science and Technology, Wuhan, China
- Department of Educational Administration, Noakhali Science and Technology University, Noakhali, Bangladesh
| | - Mohammad Nur Ullah
- Department of Public Administration, Bangladesh University of Professionals (BUP), Dhaka, Bangladesh
| | - Md Mostafizur Rahman
- School of Management, Huazhong University of Science and Technology, Wuhan, China
- Department of Management, Hajee Mohammad Danesh Science and Technology, Dinajpur, Bangladesh
| | - Anas Al Masud
- Department of Public Administration, Bangladesh University of Professionals (BUP), Dhaka, Bangladesh
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Kachie ADT, Zhou L, Quansah PE, Xu X, Epalle TM, Ngajie BN. Role demands and turnover intention among Covid-19 frontline nurses: The mediating and moderating roles of compassion fatigue and spiritual leadership. PLoS One 2023; 18:e0289888. [PMID: 37561736 PMCID: PMC10414576 DOI: 10.1371/journal.pone.0289888] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/29/2023] [Accepted: 07/27/2023] [Indexed: 08/12/2023] Open
Abstract
The working conditions created by the Covid-19 pandemic have been proven to amplify frontline nurses' desire to leave their profession in recent years; thus, exploring new causing variables is vital. This cross-sectional study examined role demands' direct and indirect effects on turnover intention through compassion fatigue and tested the various dimensions of spiritual leadership as moderators on the relationship between compassion fatigue and turnover intention. A total of 527 valid responses were collected from frontline nurses working in designated hospitals across Zhejiang province in China using a survey questionnaire. The outcomes from the hierarchical regression analysis indicated that role demands positively and significantly impacted turnover intention and compassion fatigue. Besides, compassion fatigue significantly and positively affected turnover intention and mediated its relationship with role demands. However, vision and altruistic love moderated the relationship between compassion fatigue and turnover intention, which was not true for the dimension hope/faith. This study's findings are a steppingstone for medical firms' managers and policymakers in demonstrating the likelihood of frontline nurses developing turnover thoughts arising from ambiguous and conflicting roles and the emotional strain from patients' burdens. Furthermore, an exemplary implementation of spiritual leadership could help enhance nurses' sense of calling and membership, essential in embracing the organization's vision and achieving its goals.
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Affiliation(s)
- Arielle Doris Tetgoum Kachie
- Centre for Medical Insurance, Hospital Management and Health Policy Research, School of Management, Jiangsu University, Zhenjiang, Jiangsu province, China
| | - Lulin Zhou
- Centre for Medical Insurance, Hospital Management and Health Policy Research, School of Management, Jiangsu University, Zhenjiang, Jiangsu province, China
| | | | - Xinglong Xu
- School of Management, Jiangsu University, Zhenjiang, Jiangsu province, China
| | - Thomas Martial Epalle
- Department of Computer Engineering, School of International Business, Zhejiang International Studies University, Hangzhou, Zhejiang province, China
| | - Berty Nsolly Ngajie
- School of English Language and Culture, Zhejiang International Studies University, Hangzhou, Zhejiang Province, China
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Ghavami V, Tabatabaee SS. A survival analysis approach to determine factors associated with non-retention of newly hired health workers in Iran. BMC Health Serv Res 2023; 23:265. [PMID: 36927509 PMCID: PMC10022210 DOI: 10.1186/s12913-023-09262-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/11/2022] [Accepted: 03/08/2023] [Indexed: 03/18/2023] Open
Abstract
BACKGROUND AND AIM One of the main tasks of the healthcare human resource management is to maintain and retain professional staff. The high level turnover of professional staff may reduce the quality of healthcare service delivery. Therefore, this study investigated the factors associated with the turnover of the newly recruited healthcare professionals using survival analysis method in Iran. MATERIALS AND METHODS This historical cohort analysis comprised 6811 employees who began working at Mashhad University of Medical Sciences between 2005 and 2020. Employees recruited at any of the university's units between the years 2005 to 2019 were included. We used appropriate descriptive indices and Log-rank test and the Cox proportional-hazards model to assess the staff turnover. A significance level of 0.05 was used for all tests. RESULTS The findings of the survival analysis showed that the probability of turnover in one year, two years, and five years of employment were 0.12, 0.16, and 0.27. Based on the findings of the Log-rank test, the probability of turnover in entire of the study period was not statistically different between male and female (p = 0.573), and likewise between employees with healthcare occupations and non-healthcare occupations (p = 0.351). Employees whose current workplace and birthplace were not similar had a significantly higher probability of turnover (p < 0.001). Accordingly, the Cox regression result showed, the risk of turnover for the singles was 1.22 times higher than the married. For the Ph.D degree was 3.23 times higher compared to those with a diploma or an associate degree, and for a bachelor's or master's degree was 2.06 times more likely to change their workplace than those with a diploma or an associate degree. CONCLUSION Policies promoting the recruitment of native-born professionals, given priority to the married candidates than single ones, and/or recurring candidates to pledge to stay in the locality of recruitment site can increase the staff retention and reduce the costs of staff turnover including re-hiring, initial and on-the-job training, accommodation, and other extra living consumptions away from home and family.
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Affiliation(s)
- Vahid Ghavami
- Department of Epidemiology & Biostatistics, School of Health, Mashhad University of Medical Sciences, Mashhad, Iran
| | - Seyed Saeed Tabatabaee
- Social Determinants of Health Research Center, Mashhad University of Medical Sciences, Mashhad, Iran. .,Department of Management Sciences and Health Economics, School of Health, Mashhad University of Medical Sciences, Daneshgah avenue, between 16 -18, Faculty of Health, Mashhad, 9137673119, Iran.
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de Vries N, Boone A, Godderis L, Bouman J, Szemik S, Matranga D, de Winter P. The Race to Retain Healthcare Workers: A Systematic Review on Factors that Impact Retention of Nurses and Physicians in Hospitals. INQUIRY : A JOURNAL OF MEDICAL CARE ORGANIZATION, PROVISION AND FINANCING 2023; 60:469580231159318. [PMID: 36912131 PMCID: PMC10014988 DOI: 10.1177/00469580231159318] [Citation(s) in RCA: 24] [Impact Index Per Article: 24.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/14/2023]
Abstract
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.
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Affiliation(s)
- Neeltje de Vries
- Department of Internal Medicine, Spaarne Gasthuis, Hoofddorp, The Netherlands.,Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands
| | - Anke Boone
- Centre for Environment and Health, KU Leuven, Leuven, Belgium
| | - Lode Godderis
- Centre for Environment and Health, KU Leuven, Leuven, Belgium.,IDEWE, External Service for Prevention and Protection at Work, Leuven, Belgium
| | - José Bouman
- Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands
| | - Szymon Szemik
- Department of Epidemiology, School of Medinie in Kotawice, Medical University of Silesia, Katowice, Poland
| | - Domenica Matranga
- University of Palermo, Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, Palermo, Italy
| | - Peter de Winter
- Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands.,Leuven Child and Health Institute, KU Leuven, Leuven, Belgium.,Department of Development and Regeneration, KU Leuven, Leuven, Belgium
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Zhou L, Tetgoum Kachie AD, Xu X, Quansah PE, Epalle TM, Ampon-Wireko S, Nkrumah ENK. COVID-19: The effects of perceived organizational justice, job engagement, and perceived job alternatives on turnover intention among frontline nurses. Front Psychol 2022; 13:920274. [PMID: 36148111 PMCID: PMC9486381 DOI: 10.3389/fpsyg.2022.920274] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/14/2022] [Accepted: 07/01/2022] [Indexed: 12/03/2022] Open
Abstract
Nurses' turnover intention has become a concern for medical institutions because nurses are more needed than ever under the prevalence of COVID-19. This research sought to investigate the effects of the four dimensions of organizational justice on COVID-19 frontline nurses' turnover intention through the mediating role of job engagement. We also tested the extent to which perceived job alternatives could moderate the relationship between job engagement and turnover intention. This descriptive cross-sectional study used an online survey to collect data from 650 frontline nurses working in appointed hospitals in Jiangsu province, China. Hierarchical regression was used to analyze the hypothesized relationships. Findings revealed that all organizational justice components significantly influenced job engagement and turnover intention. Job engagement also significantly affected nurses' turnover intention and mediated the relationships between organizational justice components and turnover intention. Besides, perceived job alternatives moderated the relationships between job engagement and turnover intention. The implications of this study include demonstrating that healthcare authorities should respect human rights through effective organizational justice as this approach could encourage nurses to appreciate their job and be more devoted to staying and achieving their institutional duties, especially under challenging circumstances.
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Affiliation(s)
- Lulin Zhou
- Centre for Medical Insurance, Hospital Management and Health Policy Research, School of Management, Jiangsu University, Zhenjiang, China
| | - Arielle Doris Tetgoum Kachie
- Centre for Medical Insurance, Hospital Management and Health Policy Research, School of Management, Jiangsu University, Zhenjiang, China
| | - Xinglong Xu
- School of Management, Jiangsu University, Zhenjiang, China
| | | | - Thomas Martial Epalle
- Department of Computer Engineering, School of International Business, Zhejiang International Studies University, Hangzhou, China
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Lee E, De Gagne JC. The impact of resilience on turnover among newly graduated nurses: A 1‐year‐follow up study. J Nurs Manag 2022; 30:1295-1302. [DOI: 10.1111/jonm.13613] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/29/2021] [Revised: 04/04/2022] [Accepted: 04/07/2022] [Indexed: 11/29/2022]
Affiliation(s)
- Eunhee Lee
- Hallym University School of Nursing/Research Institute of Nursing Science Chuncheon Gangwon‐do Korea
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