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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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Shimamura M, Fukutake M, Namba M, Ogino T. The relationship among factors of organizational justice, organizational citizenship behavior, job satisfaction, and ease of work among Japanese nurses. Appl Nurs Res 2021; 61:151479. [PMID: 34544573 DOI: 10.1016/j.apnr.2021.151479] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/01/2021] [Revised: 04/24/2021] [Accepted: 08/03/2021] [Indexed: 11/15/2022]
Abstract
AIM This work is aimed to create a strategy to improve the nurses' working environment. BACKGROUND As the working-age population is expected to decline in Japan, the maintenance of the nurse workforce is important. In order to create a strategy to improve the nurses' working environment, we studied the relationship among factors of organizational justice (procedural, distributive, and interactional justices), organizational citizenship behavior, job satisfaction, and ease of work. METHODS A cross-sectional, self-administered questionnaire was distributed to 969 nurses and 322 effective responses were analyzed (effective response rate 33.2%). The questionnaire contained demographic information, ease of work, and three scales for organizational justice, organizational citizenship behavior, and job satisfaction. The factor structure of the scales was studied using exploratory and confirmatory factor analysis. Structural equation modeling was used to investigate the relationship among measurements. The protocol was approved by the ethical committee of the author's university. RESULTS The final model showed a fair fit to the data (χ2 = 1803.15, df = 1014, p < 0.001, comparative fit index = 0.907, root mean square error of approximation = 0.049). Interactional justice showed the most significant correlation to job satisfaction (r = 0.590). Job satisfaction and ease of work also showed a significant positive correlation (r = 0.696). Distributive justice had a slight negative indirect effect on job satisfaction, whereas procedural justice had no significant effect. CONCLUSION In order to enhance job satisfaction/ease of work among Japanese nurses, improvement of interactional justice may be the best strategy.
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Affiliation(s)
- Misako Shimamura
- Department of Nursing, College of Nursing, Kansai University of Social Welfare, 380-3 Shinden, Ako 678-0255, Japan
| | - Mayumi Fukutake
- Department of Nursing, Kawasaki College of Allied Health Professions, 316 Matsushima, Kurashiki 701-0194, Japan
| | - Mineko Namba
- Department of Nursing, College of Nursing, Kansai University of Social Welfare, 380-3 Shinden, Ako 678-0255, Japan
| | - Tetsuya Ogino
- Department of Nursing Science, Faculty of Health and Welfare Science, Okayama Prefectural University, 111 Kuboki, Soja 719-1197, Japan.
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Organisational Justice and Political Agency among Nurses in Public Healthcare Organisations: A Qualitative Study Protocol. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18179110. [PMID: 34501698 PMCID: PMC8430870 DOI: 10.3390/ijerph18179110] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 08/04/2021] [Revised: 08/24/2021] [Accepted: 08/27/2021] [Indexed: 11/17/2022]
Abstract
Nurses are rarely treated as equals in the social, professional, clinical, and administrative life of healthcare organisations. The primary objective of this study is to explore nurses’ perceptions of organisational justice in public healthcare institutions in Majorca, Balearic Islands, Spain, and to analyse the ways in which they exercise their political agency to challenge the institutional order when it fails to reflect their professional ethos. An ethnomethodological approach using critical discourse analysis will be employed. The main participants will be nurses occupying different roles in healthcare organisations, who will be considered central respondents, and physicians and managers, who will be considered peripheral respondents. Data generation techniques include semi-structured interviews, a sociodemographic questionnaire, and the researcher’s field diary. This is one of the first studies to address organisational justice in healthcare organisations from a macrostructural perspective and to explore nurses’ political agency. The results of this study have the potential to advance knowledge and to ensure that healthcare organisations are fairer for nurses, and, by extension, for the patients in their care.
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Hwang E, Yi Y. Workplace spirituality and organizational justice in turnover intention of mental health professionals at small-sized centres. J Nurs Manag 2021; 30:328-335. [PMID: 34448518 DOI: 10.1111/jonm.13459] [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: 06/24/2021] [Revised: 08/12/2021] [Accepted: 08/23/2021] [Indexed: 11/30/2022]
Abstract
AIM To investigate the influence of workplace spirituality and organizational justice on the turnover intentions of mental health professionals working in small-sized communities. BACKGROUND Many community mental health facilities in Korea are consist of the small size of members, and the turnover rate of mental health professionals is high. However, the influence of individual and organizational factors for lowering the turnover is not clearly identified. METHOD This was a descriptive study. Data of 168 participants were collected through a self-reported online questionnaire using a convenience sample, June 2020. RESULT Multiple regression analysis uses interactional justice (β = -.437, p = .002), distributional justice (β = -.190, p = .011) and age (β = -.152, p = .033) that were the most important predictors of turnover intention. CONCLUSION Orgnisational factors such as distributional and interactional justice affect to reduce turnover intention more than an individual factor like the workplace spirituality of professionals. IMPLICATIONS FOR NURSING MANAGEMENT Small-sized mental health institutions in the community should establish a clear working guideline that can make the distribution, procedure and interactional justice. Because only a small percentage of nurses work at community mental health facilities, it is necessary to reduce turnover by creating a work environment where young nurse practitioners can work long-term and grow into leaders.
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Affiliation(s)
- Eunmi Hwang
- School of Nursing, Hanyang University, Seoul, South Korea
| | - Yeojin Yi
- School of Nursing, Hanyang University, Seoul, South Korea
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Kakemam E, Torkzadeh L, Rouzbahani M, Zahedi H, Chegini Z. The relationship between workplace deviant behaviors and organizational justice among nurses: A cross-sectional survey. Nurs Forum 2021; 56:889-896. [PMID: 34310711 DOI: 10.1111/nuf.12636] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/05/2021] [Revised: 05/18/2021] [Accepted: 07/18/2021] [Indexed: 11/28/2022]
Abstract
AIM This study aimed to determine the correlations between workplace deviant behaviors (WDBs) and the levels of the perceived organizational justice among Iranian nurses. DESIGN This was a cross-sectional quantitative research. METHODS The present research was conducted on 424 nurses selected by a convenience sampling method in 2019 (May-August) in Tabriz, Iran. A self-administered questionnaire, including demographic information, organizational justice, and WDBs, was used for data collection. The data were analyzed using descriptive analysis, the Pearson correlation coefficient, and multiple linear regression analysis. RESULTS Based on the findings, nurses had a moderate level of perception of organizational justice while having a low level of perception regarding the occurrence of WDBs. A significantly reverse correlation was found between perceived organizational justice and WDBs (r = -.295, p <.001). Eventually, the findings of multiple linear regression analysis indicated that the level of perceived organizational justice could significantly predict WDBs (the coefficient of determination, R2 = 0.111). CONCLUSION The study findings confirmed the hypothesis that an improvement in the levels of organizational justice was related to a decrease in the occurrence of WDBs. Therefore, hospitals and nursing managers are suggested to build and maintain a supportive and healthy work environment to enhance the levels of perceived organizational justice and to minimize the incidence of WDBs. They should also address reward systems, organizational policies and procedures, interpersonal justice, and shared decision-making in this respect.
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Affiliation(s)
- Edris Kakemam
- Department of Health Services Management, School of Management and Medical Informatics, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Leila Torkzadeh
- Department of Health Services Management, School of Management and Medical Informatics, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Mahtab Rouzbahani
- Department of Health Management and Economics, School of Public Health, Tehran University of Medical Sciences, Tehran, Iran
| | - Hamideh Zahedi
- Student Research Committee, Nursing & Midwifery Faculty, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Zahra Chegini
- Social Determinants of Health Research Center, Qazvin University of Medical Sciences, Qazvin, Iran
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Eib C, Peristera P, Bernhard-Oettel C, Leineweber C. Trajectories of Procedural and Interactional Justice as Predictors of Retirement among Swedish Workers: Differences between Three Groups of Retirees. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18126472. [PMID: 34203918 PMCID: PMC8296311 DOI: 10.3390/ijerph18126472] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 04/27/2021] [Revised: 06/11/2021] [Accepted: 06/12/2021] [Indexed: 11/16/2022]
Abstract
Organizational justice is an important aspect of the psychosocial work environment, but there is a lack of studies on whether justice perceptions also predict retirement decisions. The aim of this study is to examine trajectories of procedural and interactional justice perceptions prior to retirement of three groups of retirees while considering self-rated health and important demographics. Data from the Swedish Longitudinal Occupational Survey of Health (2006–2018, N = 3000) were used. Respondents were grouped into early retirement, normative retirement and late retirement. Latent growth curve models and multinomial logistic regressions were conducted to test whether trajectories of justice perceptions prior to retirement differed between retirement groups while controlling for self-rated health development and demographic variables. Late retirees had higher intercept levels of interactional justice and higher intercept levels of self-rated health prior to retirement, compared to early retirees. Late retirees also showed a slower decrease in procedural justice compared to early retirees. Only intercept levels of self-rated health differed between early retirees and normative retirees, such that early retirees had lower levels of self-rated health prior to retirement. Keeping employees in the workforce is a major challenge for any aging society. Organizational justice perceptions in the years prior to retirement seem particularly influential for delaying retirement.
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Affiliation(s)
- Constanze Eib
- Department of Psychology, Uppsala University, 752 37 Uppsala, Sweden
- Stress Research Institute, Stockholm University, 114 19 Stockholm, Sweden; (P.P.); (C.L.)
- Correspondence:
| | - Paraskevi Peristera
- Stress Research Institute, Stockholm University, 114 19 Stockholm, Sweden; (P.P.); (C.L.)
| | | | - Constanze Leineweber
- Stress Research Institute, Stockholm University, 114 19 Stockholm, Sweden; (P.P.); (C.L.)
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Koskenvuori M, Pietiläinen O, Elovainio M, Rahkonen O, Salonsalmi A. A longitudinal study of changes in interactional justice and subsequent short-term sickness absence among municipal employees. Scand J Work Environ Health 2021; 47:136-144. [PMID: 33011814 PMCID: PMC8114563 DOI: 10.5271/sjweh.3927] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/11/2022] Open
Abstract
Objectives Level of perceived interactional justice has been shown to be associated with sickness absence, but less is known about the effects of changes in interactional justice. It is also unknown to what extent unmeasured, time-invariant differences contribute to the association. We investigated the association between interactional justice changes and subsequent short-term (1-3 days) sickness absences over a 12-year follow-up using between- and within-individual modeling among ageing municipal employees. Methods The data was derived from Helsinki Health Study cohort with baseline survey in 2000-2002 (N=8960, response rate 67%) and follow-up surveys in 2007 and 2012 (response rates 79% and 83%, respectively). At baseline, participants were 40-60-year-old employees of the City of Helsinki, Finland. Sickness absences from the employer's registry were linked with the responses (78%). The analytic sample was 2109 and 2070 individuals for between-individual and 4433 individuals and 8425 observations for within-individual associations. Results Negative change in interactional justice was associated with an increased risk of short-term sickness absence in between-individual models after adjusting for age and gender. Adjustment for sickness absence history attenuated the association. In within-individual models, a negative change in perceived interactional justice was associated with an increased risk of short-term sickness absence spells [incidence rate ratios (IRR) 1.05 (95% confidence interval 1.01-1.09)]. This association was robust to adjustments for gender, age, health behaviors and sickness absence history. Conclusions Paying attention to management principles - especially managerial behavior and treatment of employees to avoid the deterioration of the level of interactional justice - may provide a way of reducing self-certified short-term sickness absence spells.
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Affiliation(s)
- Mika Koskenvuori
- Department of Public Health, PO BOX 20, FI-00014, University of Helsinki, Finland.
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Ruotsalainen S, Jantunen S, Sinervo T. Which factors are related to Finnish home care workers' job satisfaction, stress, psychological distress and perceived quality of care? - a mixed method study. BMC Health Serv Res 2020; 20:896. [PMID: 32988396 PMCID: PMC7520953 DOI: 10.1186/s12913-020-05733-1] [Citation(s) in RCA: 19] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/17/2020] [Accepted: 09/13/2020] [Indexed: 01/10/2023] Open
Abstract
BACKGROUND The desire to increase the role of home care in Finland has created problems in home care work. Working conditions have deteriorated, the quality of care experienced is low, and staff members suffer from time pressure and stress, amongst other things. The aim of this article is to explore the challenges, stressors, teamwork and management factors that are associated with home care staff members' well-being, job satisfaction and experienced care quality, and further, how staff members experience their work. METHODS A survey was sent to home care workers in two case organizations that participated in the study. In addition, semi-structured theme interviews with home care workers were conducted. The data from the survey was analysed using analysis of covariance, and interview data was analysed using the Grounded Theory-based method from Gioia et al. RESULTS: Respondents of the survey and the interview participants were mainly female practical nurses. The results from the survey showed, for example, that time pressure was associated with higher stress and psychological distress, and interruptions were associated with lower job satisfaction and higher stress. In addition, variables related to teamwork, such as participative safety, were shown to explain the variation in quality of care. The analysis of the interview data further brought up dissatisfaction with management practices, which seems to have led to a decrease in job satisfaction. Exhaustion and strain were present among staff members, which originated from an insufficient number of carers. CONCLUSIONS Current working conditions and work practices in Finnish home care are experienced stressful. The results from this study indicate that having more autonomy at work was associated with job satisfaction, according to both analyses. Team climate and idea implementation were related to quality of care. Therefore, increasing self-organizing team practices might be a possible development method for improving working conditions and staff members' well-being. Implementing self-organizing team practices could possibly also attract employees to work in home care and prevent turnover.
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Affiliation(s)
- Salla Ruotsalainen
- Finnish Institute for Health and Welfare, P.O. Box 30, 00271, Helsinki, Finland.
| | - Sami Jantunen
- South-Eastern Finland University of Applied Sciences, P.O. Box 68, 50101, Mikkeli, Finland
| | - Timo Sinervo
- Finnish Institute for Health and Welfare, P.O. Box 30, 00271, Helsinki, Finland
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Chen JY, Lin CP. Developing team performance: the double-edged nature of justice. TOTAL QUALITY MANAGEMENT & BUSINESS EXCELLENCE 2020. [DOI: 10.1080/14783363.2020.1813018] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
Affiliation(s)
- Jui-Yu Chen
- Institute of Business & Management, National Chiao Tung University, Taipei, Taiwan
| | - Chieh-Peng Lin
- Institute of Business & Management, National Chiao Tung University, Taipei, Taiwan
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Markowski M, Cleaver K, Weldon SM. An integrative review of the factors influencing older nurses’ timing of retirement. J Adv Nurs 2020; 76:2266-2285. [DOI: 10.1111/jan.14442] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/19/2019] [Revised: 04/17/2020] [Accepted: 05/04/2020] [Indexed: 11/28/2022]
Affiliation(s)
- Marianne Markowski
- Faculty of Education, Health & Human Sciences University of Greenwich London UK
| | - Karen Cleaver
- Professor of Integrated Care Head of School Health Sciences Faculty of Education, Health & Human Sciences University of Greenwich London UK
| | - Sharon Marie Weldon
- Centre Lead for Professional Workforce Development Faculty of Education, Health & Human Sciences University of Greenwich London UK
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Nylén-Eriksen M, Grov EK, Bjørnnes AK. Nurses' job involvement and association with continuing current position-A descriptive comparative study. J Clin Nurs 2020; 29:2699-2709. [PMID: 32298499 DOI: 10.1111/jocn.15294] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/19/2019] [Revised: 02/17/2020] [Accepted: 03/29/2020] [Indexed: 12/01/2022]
Abstract
AIMS AND OBJECTIVES The aim of the study is to examine nurses' job involvement and intentions to continue in their current position. BACKGROUND Globally, the supply of nurses fails to meet the labour markets' high demand. Compared to specialist health service, the community health service has the greatest challenge when it comes to nursing shortage. There is a lack of studies comparing nurses working in different parts of the healthcare system in research focusing on nurses' intentions to continue in their current position. Similarly, there has been relatively little research on nurses' job involvement, even less how it is associated with retaining the nurses, despite indications that job involvement may be the key to job-related motivated behaviour. DESIGN A descriptive comparative study with a cross-sectional design. METHODS The study comprises 297 nurses from the community health service and specialist health service, respectively. The relationships between nurses' intention to continue and participant characteristics were examined using binary logistic regression. Reporting followed the STROBE guidelines. RESULTS Nurses in the community health service are older, have more children under the age of 18 and hold more permanent positions than nurses in the specialist health service. Job involvement is the only variable associated with nurses' intention to continue in their current position regardless of whether the nurse works in the community health service or specialist health service. CONCLUSIONS The results indicate that the community health service has the same possibilities as the specialist health service to retain nurses in their current jobs. RELEVANCE TO CLINICAL PRACTICE The results indicate that nursing leaders/employers with a goal to retaining nurses are recommended to focus on improving the nurses' job involvement.
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Affiliation(s)
- Mats Nylén-Eriksen
- Faculty of Health Sciences, Department of Nursing and Health Promotion, Oslo Metropolitan University, Oslo, Norway
| | - Ellen Karine Grov
- Faculty of Health Sciences, Department of Nursing and Health Promotion, Oslo Metropolitan University, Oslo, Norway
| | - Ann Kristin Bjørnnes
- Faculty of Health Sciences, Department of Nursing and Health Promotion, Oslo Metropolitan University, Oslo, Norway
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Topbaş E, Bay H, Turan BB, Çıtlak U, Emir AH, Erdoğan TK, Akkaya L. The effect of perceived organisational justice on job satisfaction and burnout levels of haemodialysis nurses. J Ren Care 2019; 45:120-128. [DOI: 10.1111/jorc.12271] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/28/2022]
Affiliation(s)
- Eylem Topbaş
- Nursing Department, Faculty of HealthAmasya University İpekköy Yerleşkesi Shell Karşısı İpekköyAmasyaTurkey
| | - Hakan Bay
- Bülent Ecevit University Training and Research HospitalZonguldakTurkey
| | | | - Umut Çıtlak
- Cumhuriyet University Medical FacultySivasTurkey
| | - Ahmet Hüdai Emir
- Ondokuz Mayıs University Medical Faculty of Training HospitalSamsunTurkey
| | | | - Lale Akkaya
- Cumhuriyet University Medical FacultyDialysis UnitSivasTurkey
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Lehtoaro S, Josefsson K, Sinervo T. Professionals' self-rated quality of care and its relation to competence, national guidelines and policies - a cross-sectional study among Finnish elderly care workers. BMC Health Serv Res 2018; 18:896. [PMID: 30477487 PMCID: PMC6260572 DOI: 10.1186/s12913-018-3705-6] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/30/2018] [Accepted: 11/12/2018] [Indexed: 11/19/2022] Open
Abstract
Background In the future, elderly care workers need to have competence of various different conditions due to greater amount of multimorbid elderly. Further, knowledge of national level guidelines is important since they are closely linked to improving quality of care and implementing better practices at work places. The impact of national level guidelines on quality of care at care units is, however, not widely examined in the Finnish context. In this study, the aim was to find out if worker’s experience of his/her own competence is associated with quality of care. Secondly, we aimed to see how common is addressing national guidelines and policies at workplaces, and if they are associated with quality of care. Thirdly, we aimed to see whether there are differences between different occupational statuses in competence and addressing national guidelines and policies. Methods Total number of respondents was 1997 from 273 different units. Xtreg procedure was used for examining the associations of age, occupational status, unit type, professional competence and addressing the guidelines and policies with quality of care. Results Higher grade for QoC was associated with age, supervisor position, working in institutionalized care, better competence in supporting the self-determination of a person with memory disorders and falls prevention and addressing the act for elderly care and memory policy. Conclusion This study demonstrated that national policies and guidelines are not widely addressed among Finnish elderly care workers. The study also showed that experienced competence of workers and discussion of policies and guidelines are related to quality of care. Especially competence related to memory disorders was associated with higher QoC. However, the relationship between quality of care and things influencing it seems complex and a major part of the variation in QoC remained unexplained. Although the relationships between guidelines, competences and quality of care are weak, national policies and competences seem to have impact on actual care provided. Therefore, sufficient time to address the guidelines should be provided at workplace and competences developed, which can be seen as a supervisor’s task. With knowledge about the guidelines, workers are able to change their practices at work places.
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Affiliation(s)
- Salla Lehtoaro
- National Institute for Health and Welfare, Box 30, 00271, Helsinki, Finland.
| | - Kim Josefsson
- National Institute for Health and Welfare, Box 30, 00271, Helsinki, Finland
| | - Timo Sinervo
- National Institute for Health and Welfare, Box 30, 00271, Helsinki, Finland
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Perreira TA, Berta W, Herbert M. The employee retention triad in health care: Exploring relationships amongst organisational justice, affective commitment and turnover intention. J Clin Nurs 2018; 27:e1451-e1461. [PMID: 29322579 DOI: 10.1111/jocn.14263] [Citation(s) in RCA: 39] [Impact Index Per Article: 6.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 01/04/2018] [Indexed: 12/21/2022]
Abstract
AIMS AND OBJECTIVES To increase understanding of the relationships between organisational justice, affective commitment and turnover intention in health care. BACKGROUND Turnover in health care is a serious concern, as it contributes to the global nursing shortage and is associated with declines in quality of care, patient safety and patient outcomes. Turnover also impacts care teams and is associated with decreased staff cohesion and morale. METHODS A survey was developed and administered to frontline nurses working in the Province of Ontario, Canada. The data were used to test a hypothetical model developed from a review of the literature. The relationships amongst the three constructs were evaluated using structural equation modelling and mediation analysis. RESULTS The hypothesised model was generally supported, although we were limited to considerations of interpersonal justice, affective commitment to one's organisation and turnover intention. Interpersonal justice is associated with affective commitment to one's organisation, which is negatively associated with turnover intention. Interpersonal justice was also found to be directly and negatively associated with turnover intention. Affective commitment to one's organisation was also found to mediate the relationship between interpersonal justice and turnover intention. CONCLUSIONS The examination of relationships within the "employee retention triad" in a single, comprehensive model is novel and provides new information regarding relational complexity and insights into what healthcare leaders can do to retain employees. RELEVANCE TO CLINICAL PRACTICE Reducing turnover may help to decrease some of the stressors related to turnover for clinical staff remaining at the organisation such as constant onboarding and orientation of new hires, working with less experienced staff and increased workload due to decreased staffing.
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Affiliation(s)
- Tyrone A Perreira
- Dalla Lana School of Public Health, Institute of Health Policy, Management and Evaluations, University of Toronto, Toronto, ON, Canada.,Ontario Hospital Association, Toronto, ON, Canada
| | | | - Monique Herbert
- Department of Psychology, Faculty of Health, York University, Toronto, ON, Canada
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Haghighinezhad G, Atashzadeh-Shoorideh F, Ashktorab T, Mohtashami J, Barkhordari-Sharifabad M. Relationship between perceived organizational justice and moral distress in intensive care unit nurses. Nurs Ethics 2017; 26:460-470. [PMID: 28752794 DOI: 10.1177/0969733017712082] [Citation(s) in RCA: 28] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
BACKGROUND: The nature of the nursing profession pays more attention to ethics of healthcare than its therapeutic dimension. One of the prevalent moral issues in this profession is moral distress. Moral distress appears more in intensive care units due to the widespread need for moral decision-making regarding treatment and care in emergency situations. In this connection, organizational justice is of high importance and, as a significant motivational tool, leaves important impacts upon attitude and behavior of personnel. AIM/OBJECTIVE: This study aimed at investigation of the relationship between perceived organizational justice and moral distress in intensive care unit nurses. RESEARCH DESIGN: This is a descriptive-correlational research which examined the relationship between perceived organizational justice and moral distress in intensive care unit nurses. PARTICIPANTS AND RESEARCH CONTEXT: A total of 284 intensive care unit nurses were selected via census sampling. The data were collected through questionnaires and then were analyzed via SPSS-20 using Pearson and Spearman correlation tests. ETHICAL CONSIDERATIONS: This study was approved by the Committee of Ethics in Medical Research. Completion of informed consent form, guarantee of the confidentiality of information, explanation on purposes of the research, and voluntary participation in the study were moral considerations observed in this study. FINDINGS: There was a statistically significant negative correlation between the total perceived organizational justice and the total moral distress (p = 0.024, r = -0.137) and also between "procedural and interactional justice and errors" and "not respecting the ethics principles." Meanwhile, no relationship was found by the findings between distributive justice and dimensions of moral distress. CONCLUSION: According to the results of the study, there was a reverse significant relationship between moral distress and perceived organizational justice; therefore, the head nurses are expected to contribute to reduce moral distress and to increase perceived organizational justice in nurses.
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