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Ruotsalainen S, Elovainio M, Jantunen S, Sinervo T. The mediating effect of psychosocial factors in the relationship between self-organizing teams and employee wellbeing: A cross-sectional observational study. Int J Nurs Stud 2023; 138:104415. [PMID: 36527858 DOI: 10.1016/j.ijnurstu.2022.104415] [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: 04/11/2022] [Revised: 11/12/2022] [Accepted: 11/24/2022] [Indexed: 12/05/2022]
Abstract
BACKGROUND Several benefits of working in a self-organizing team, such as higher job satisfaction and better engagement to work have been demonstrated in previous studies. OBJECTIVE To examine whether those employees working in a self-organizing team have higher job satisfaction and lower turnover intentions compared to those in non-self-organized teams. Further, to test whether psychosocial factors defined by the Job Demand-Control model would function as mediators. DESIGN A cross-sectional survey study. SETTING(S) Home care and assisted living facilities (with 24-h assistance). PARTICIPANTS Licensed practical nurses (N = 377), registered nurses, therapists and managers (N = 183), and other employees (N = 31) in services for older people. METHODS A survey for employees working in services for older people and who were either in the self-organized teams or in the non-self-organized teams. Data was analyzed using linear regression and mediation analyses. RESULTS Those employees who worked in a self-organizing team were more satisfied with their job and had lower turnover intentions compared to those in a non-self-organizing team (mean [SD] 3.9 [1.0] vs. 3.7 [1.0], p = 0.006 and 2.2 [1.2] vs. 2.5 [1.3], p = 0.006, respectively). Moreover, job demands and job strain partially mediated the effect of self-organizing teamwork on job satisfaction (Average causal mediation effect [95%CI] 0.09 [0.02-0.15] and 0.10 [0.03-0.18], respectively), as well as on turnover intentions (Average causal mediation effect [95%CI] -0.08 [-0.15 to -0.01] and -0.20 [-0.18 to -0.03], respectively). CONCLUSIONS In the context of older people care services, working in self-organizing teams may enhance employee wellbeing by lowering job demands and job strain, but not by improving job control. Based on the findings of this study, self-organization seems beneficial, however, it requires real autonomy for the teams and team building. TWEETABLE ABSTRACT Self-organizing teamwork increases job satisfaction and decreases turnover intentions via lower job demands and strain in older people care.
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Affiliation(s)
- Salla Ruotsalainen
- Finnish Institute for Health and Welfare, Welfare State Research and Reform unit, Health and Social Service System Research team, Helsinki, Finland.
| | - Marko Elovainio
- Finnish Institute for Health and Welfare, Welfare State Research and Reform unit, Health and Social Service System Research team, Helsinki, Finland; Research Program Unit, Faculty of Medicine, University of Helsinki, Finland
| | - Sami Jantunen
- South-Eastern Finland University of Applied Sciences, RDI and Services, Digital Economy Focus Area, Mikkeli, Finland
| | - Timo Sinervo
- Finnish Institute for Health and Welfare, Welfare State Research and Reform unit, Health and Social Service System Research team, Helsinki, Finland
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Integrating Fuzzy Multiobjective Programming and System Dynamics to Develop an Approach for Talent Retention Policy Selection: Case on Health-Care Industry. JOURNAL OF HEALTHCARE ENGINEERING 2023; 2023:5934523. [PMID: 36852220 PMCID: PMC9966828 DOI: 10.1155/2023/5934523] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 05/20/2021] [Revised: 05/02/2022] [Accepted: 11/25/2022] [Indexed: 02/20/2023]
Abstract
The demand for medical services has been increasing yearly in aging countries. Medical institutions must hire a large number of staff members to provide efficient and effective health-care services. Because of high workload and pressure, high turnover rates exist among health-care staff members, especially those in nonurban areas, which are characterized by limited resources and a predominance of elderly people. Turnover in health-care institutions is influenced by complex factors, and high turnover rates result in considerable direct and indirect costs for such institutions (Lo and Tseng 2019). Therefore, health-care institutions must adopt appropriate strategies for talent retention. Because institutions cannot determine the most effective talent retention strategy, many of them simply passively adopt a single human resource (HR) policy and make minor adjustments to the selected policy. In the present study, system dynamics modeling was combined with fuzzy multiobjective programming to develop a method for simulating HR planning systems and evaluating the suitability of different HR policies in an institution. We also considered the external insurance policy to be the parameter for the developed multiobjective decision-making model. The simulation results indicated that reducing the turnover rate of new employees in their trial period is the most effective policy for talent retention. The developed procedure is more efficient, effective, and cheaper than the traditional trial-and-error approaches for HR policy selection.
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Kao CC, Chao HL, Liu YH, Pan IJ, Yang LH, Chen WI. Psychometric Testing of the Newly Developed Competence Scale for Clinical Nurses. THE JOURNAL OF NURSING RESEARCH : JNR 2022; 30:e198. [PMID: 35323134 DOI: 10.1097/jnr.0000000000000472] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/20/2023]
Abstract
BACKGROUND Nursing competence is an essential element in ensuring high-quality nursing care and positive patient outcomes. Valid and reliable assessment tools for assessing nurse competence are needed to help nurse supervisors measure whether nurses are performing their job well and to provide a baseline for improving the competences of nurses. PURPOSE This study was designed to develop and psychometrically validate the Competence Scale for Clinical Nurses (CSCN). METHODS The CSCN was developed in three steps: (a) generalize assessment items from nursing competence-related scales and a review of the relevant literature, (b) determine the content validity of the developed scale, and (c) psychometrically test the developed scale. Five hundred nurses were recruited from a medical center in southern Taiwan. Exploratory and confirmatory factor analyses were executed to analyze construct validity and internal consistency reliability. RESULTS The scale-content validity index was .87, as determined by five experts. Two thirds (63.29%) of the variance was explained by three factors: basic care skills (nine items), being dedicated to work (five items), and patient-centered and ethical considerations (four items). A second-order confirmatory factor analysis indicated that the data fit the model well. The Cronbach's alpha coefficients for each of the three factors and the total scale were .84-.91. CONCLUSIONS/IMPLICATIONS FOR PRACTICE The 18-item CSCN is a feasible and time-efficient tool for assessing competence in clinical nurses. Nursing supervisors may use this tool to explore nurses' competency and routinely track the effect of continuing education on competence. Continuous evaluation of nurses' clinical-based competence using the CSCN is recommended.
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Affiliation(s)
- Chia-Chan Kao
- PhD, RN, Associate Professor, Department of Nursing, I-Shou University, Kaohsiung, Taiwan
| | - Hsiu-Ling Chao
- MSN, RN, Nursing Department, Chang Gung Memorial Hospital, Kaohsiung, Taiwan
| | - Yi-Hui Liu
- PhD, RN, Assistant Professor, Department of Nursing, I-Shou University, Kaohsiung, Taiwan
| | - I-Ju Pan
- PhD, RN, Assistant Professor, Department of Nursing, I-Shou University, Kaohsiung, Taiwan
| | - Li-Hui Yang
- MS, RN, Supervisor, Nursing Department, Chang Gung Memorial Hospital, Kaohsiung, Taiwan
| | - Wan-I Chen
- MS, RN, Supervisor, Nursing Department, Chang Gung Memorial Hospital, Kaohsiung, Taiwan
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Abusive leadership, psychological well-being, and intention to quit during the COVID-19 pandemic: a moderated mediation analysis among Quebec's healthcare system workers. Int Arch Occup Environ Health 2021; 95:437-450. [PMID: 34674033 PMCID: PMC8528657 DOI: 10.1007/s00420-021-01790-z] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/17/2021] [Accepted: 05/26/2021] [Indexed: 12/13/2022]
Abstract
Purpose To examine the effects from work-organization conditions, abusive leadership, and their interaction on Quebec healthcare system workers’ psychological well-being and intention to quit during the COVID-19 pandemic. Methods Mediation and moderated mediation analyses were performed using MPlus software on a sample of 921 Quebec healthcare system workers. Results Skill utilization, decision authority, social support from co-workers and supervisors, and recognition were associated directly and positively with psychological well-being, while psychological and physical demands were associated directly and negatively with psychological well-being. Skill utilization, irregular work schedule, and recognition were associated directly and negatively with intention to quit, while psychological demands were associated directly and positively with intention to quit. Moreover, the results demonstrated that abusive leadership attenuated the effects from recognition and decision authority on psychological well-being (moderation effects), contributing to greater intention to quit among workers (moderated mediation effects). Conclusions The obtained results underline the importance of work-organization conditions and leadership style on healthcare system workers’ psychological health and their intention to quit their jobs during a pandemic. In particular, and given their key role, leaders/managers must be sensitized concerning leadership style and its possible effects on their employees’ psychological well-being and intention to quit. Therefore, training programs should be offered to leaders/managers to prevent adoption of abusive leadership styles. Supplementary Information The online version contains supplementary material available at 10.1007/s00420-021-01790-z.
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Chiao LH, Wu CF, Tzeng IS, Teng AN, Liao RW, Yu LY, Huang CM, Pan WH, Chen CY, Su TT. Exploring factors influencing the retention of nurses in a religious hospital in Taiwan: a cross-sectional quantitative study. BMC Nurs 2021; 20:42. [PMID: 33712001 PMCID: PMC7953797 DOI: 10.1186/s12912-021-00558-7] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/17/2020] [Accepted: 03/01/2021] [Indexed: 11/18/2022] Open
Abstract
Background Long-term deficits in the nursing labor force and high turnover rates are common in the Taiwanese medical industry. Little research has investigated the psychological factors associated with the retention of nursing staff. However, in practice, religious hospitals often provide nursing staff with education in medicine or the medical humanities to enhance their psychological satisfaction. The objective of this study was to explore factors influencing nursing staff retention in their work in relation to different levels of needs. A further objective was to investigate whether medical humanities education was associated with the retention of nursing staff. Methods This study used self-administrated questionnaires to survey nurses working in northern areas of Taiwan. The questionnaire design was based on the six levels of Maslow’s hierarchy of needs. Participation was voluntary, and the participants signed informed consent documents. Self-administrated questionnaires were distributed to a total of 759 participants, and 729 questionnaires were returned (response rate 96.04%). Logistic regression analysis was used to estimate the impact of seniority on nurses’ reported intention to stay after adjustment for nurse characteristics (gender and age). Results In the Pearson correlation analysis, nurses’ willingness to stay was moderately correlated with “physical needs”, “safety needs”, “love and belonging needs”, and “esteem needs” (r = 0.559, P < 0.001; r = 0.533, P < 0.001; r = 0.393, P < 0.001; and r = 0.476, P < 0.001, respectively). Furthermore, nurses’ willingness to stay was highly correlated with “self-actualization needs”, “beyond self-actualization needs” and “medical humanities education-relevant needs” (r = 0.707, P < 0.001; r = 0.728, P < 0.001; and r = 0.678, P < 0.001, respectively). We found that the odds ratios (ORs) of retention of nursing staff with less than 1 year (OR = 4.511, P = 0.002) or 1–3 years (OR = 3.248, P = 0.003) of work experience were significantly higher than that of those with 5–10 years of work experience. Conclusions With regard to medical humanities education, we recommend adjusting training, as the compulsory activities included in the official programs are inadequate, and adjusting the number of required hours of medical humanities education. Tailoring different educational programs to different groups (especially nurses who have worked 3–5 years or 5–10 years in the case study hospital) might improve acceptance by nursing staff. Supplementary Information The online version contains supplementary material available at 10.1186/s12912-021-00558-7.
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Affiliation(s)
- Li-Hua Chiao
- Superintendent Office, Taipei Tzu Chi Hospital, Buddhist Tzu Chi Medical Foundation, New Taipei City, Taiwan
| | - Chiu-Feng Wu
- Department of Nursing, Taipei Tzu Chi Hospital, Buddhist Tzu Chi Medical Foundation, New Taipei City, Taiwan
| | - I-Shiang Tzeng
- Department of Research, Taipei Tzu Chi Hospital, Buddhist Tzu Chi Medical Foundation, New Taipei City, Taiwan
| | - An-Na Teng
- Department of Nursing, Taipei Tzu Chi Hospital, Buddhist Tzu Chi Medical Foundation, New Taipei City, Taiwan
| | - Ru-Wen Liao
- Department of Nursing, Taipei Tzu Chi Hospital, Buddhist Tzu Chi Medical Foundation, New Taipei City, Taiwan
| | - Li Ying Yu
- Department of Planning and Management, Taipei Tzu Chi Hospital, Buddhist Tzu Chi Medical Foundation, New Taipei City, Taiwan
| | - Chin Min Huang
- Department of Nursing, Taipei Tzu Chi Hospital, Buddhist Tzu Chi Medical Foundation, New Taipei City, Taiwan
| | - Wei-Han Pan
- Division of Public Communication, Taipei Tzu Chi Hospital, Buddhist Tzu Chi Medical Foundation, New Taipei City, Taiwan
| | - Chu-Yueh Chen
- Department of Planning and Management, Taipei Tzu Chi Hospital, Buddhist Tzu Chi Medical Foundation, New Taipei City, Taiwan
| | - Tsai-Tsu Su
- Graduate Institute of Public Affairs, College of Social Sciences, National Taiwan University, No. 1, Sec. 4, Roosevelt Road, Taipei, 10617, Taiwan (Republic of China).
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van Schothorst-van Roekel J, Weggelaar-Jansen AMJWM, de Bont AA, Wallenburg I. The balancing act of organizing professionals and managers: An ethnographic account of nursing role development and unfolding nurse-manager relationships. JOURNAL OF PROFESSIONS AND ORGANIZATION 2020. [DOI: 10.1093/jpo/joaa018] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
Abstract
Abstract
Scholars describe organizing professionalism as ‘the intertwinement of professional and organizational logics in one professional role’. Organizing professionalism bridges the gap between the often-described conflicting relationship between professionals and managers. However, the ways in which professionals shape this organizing role in daily practice, and how it impacts on their relationship with managers has gained little attention. This ethnographic study reveals how nurses shape and differentiate themselves in organizing roles. We show that developing a new nurse organizing role is a balancing act as it involves resolving various tensions concerning professional authority, task prioritization, alignment of both intra- and interprofessional interests, and internal versus external requirements. Managers play an important yet ambiguous role in this development process as they both cooperate with nurses in aligning organizational and nursing professional aims, and sometimes hamper the development of an independent organizing nursing role due to conflicting organizational concerns.
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Affiliation(s)
- Jannine van Schothorst-van Roekel
- Erasmus School of Health Policy and Management (ESHPM), Erasmus University Rotterdam, Burgemeester Oudlaan 50, Rotterdam, 3062 PA, The Netherlands
| | - Anne Marie J W M Weggelaar-Jansen
- Erasmus School of Health Policy and Management (ESHPM), Erasmus University Rotterdam, Burgemeester Oudlaan 50, Rotterdam, 3062 PA, The Netherlands
| | - Antoinette A de Bont
- Erasmus School of Health Policy and Management (ESHPM), Erasmus University Rotterdam, Burgemeester Oudlaan 50, Rotterdam, 3062 PA, The Netherlands
| | - Iris Wallenburg
- Erasmus School of Health Policy and Management (ESHPM), Erasmus University Rotterdam, Burgemeester Oudlaan 50, Rotterdam, 3062 PA, The Netherlands
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McKenna J, Jeske D. Ethical leadership and decision authority effects on nurses' engagement, exhaustion, and turnover intention. J Adv Nurs 2020; 77:198-206. [PMID: 33009864 DOI: 10.1111/jan.14591] [Citation(s) in RCA: 17] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/03/2020] [Revised: 08/06/2020] [Accepted: 09/07/2020] [Indexed: 11/30/2022]
Abstract
AIM The aim of the present study was to investigate emotional exhaustion, work engagement, and turnover intention in the nursing profession by exploring the antecedent effects of ethical leadership and job components such as decision authority. BACKGROUND Emotional exhaustion, low work engagement, and high turnover intention are prevalent issues in the nursing profession. The experience of feeling overworked has led to feelings of burnout and low morale among nurses in Ireland, which has prompted the authors to identify potential variables that reduce these outcomes-in this case, ethical leadership and decision authority. DESIGN A descriptive, cross-sectional survey design was used across three hospital sites. METHODS A cross-sectional sample of 89 nurses was recruited from three Irish hospitals to capture the experience of nurses between December 2017 - February 2018. Hypotheses were tested using path model analysis. RESULTS Ethical leadership positively predicted decision authority among nurses. Ethical leadership also had an indirect effect on all three outcome variables (work engagement, exhaustion, and turnover intention). Further effects were noted in relation to the mediators in relation to the three outcome variables. Decision authority had a positive effect on work engagement and related to lower turnover intention. CONCLUSIONS The present study demonstrated the role of ethical leadership as a mechanism to positively affect job control and work experience outcomes for nurses at work. Ethical leadership style in hospitals and providing nurses with the authority to make decisions can improve their work experience and help to engage, support, and retain nurses. IMPACT The study found support for the positive role of ethical leadership in relation to decision authority and as a positive predictor of work engagement, negative predictor of emotional exhaustion, and turnover intention among nurses.
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Affiliation(s)
- Jayne McKenna
- School of Applied Psychology, University College Cork, Cork, Ireland
| | - Debora Jeske
- School of Applied Psychology, University College Cork, Cork, Ireland
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Li X, Zhang Y, Yan D, Wen F, Zhang Y. Nurses' intention to stay: The impact of perceived organizational support, job control and job satisfaction. J Adv Nurs 2020; 76:1141-1150. [PMID: 31957044 DOI: 10.1111/jan.14305] [Citation(s) in RCA: 36] [Impact Index Per Article: 9.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/13/2019] [Revised: 10/28/2019] [Accepted: 01/09/2020] [Indexed: 11/26/2022]
Abstract
AIM To propose a theoretical model of intention to stay (ITS) and examine the effects of perceived organizational support, job control and job satisfaction on ITS. DESIGN Cross-sectional multicentre survey. METHODS The survey was conducted from January 2017-July 2017 and comprised 3,240 clinical nurses from nine tertiary hospitals in eastern, central and western China, with 2,352 effective responses. Structural equation modelling was used to analyse the relationship between ITS and its correlative factors. RESULTS The hypothesized model was supported. Job control, perceived organizational support and job satisfaction significantly and directly affected nurses' ITS. Furthermore, job control and perceived organizational support showed indirect effects on ITS, which was mediated by job satisfaction. Perceived organizational support could positively influence job control to have a further impact on job satisfaction and ITS. CONCLUSION Based on a large sample of Chinese tertiary hospital nurses, this study proposed and verified a theoretical model of nurses' ITS, revealing that organization characteristics, work characteristics and affective response to work can have an impact on ITS. IMPACT This study was the first to examine the relationships among perceived organizational support, job control, job satisfaction and ITS, enriching the theoretical model of ITS. Nurse managers can improve nurses' ITS by enhancing their perceived organizational support, job control and job satisfaction.
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Affiliation(s)
- Xiaoyu Li
- Shanghai Jiao Tong University School of Nursing, Huangpu District, Shanghai, China
| | - Yaqing Zhang
- Shanghai Jiao Tong University School of Nursing, Huangpu District, Shanghai, China
| | - Dexiu Yan
- Shanghai Jiao Tong University School of Nursing, Huangpu District, Shanghai, China
| | - Fule Wen
- Shanghai Jiao Tong University School of Nursing, Huangpu District, Shanghai, China
| | - Yuanyuan Zhang
- Shanghai Jiao Tong University School of Nursing, Huangpu District, Shanghai, China
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Kaihlanen AM, Elovainio M, Haavisto E, Salminen L, Sinervo T. The associations between the final clinical practicum elements and the transition experience of early career nurses: A cross-sectional study. Nurse Educ Pract 2020; 42:102680. [DOI: 10.1016/j.nepr.2019.102680] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/18/2019] [Revised: 11/15/2019] [Accepted: 11/22/2019] [Indexed: 11/29/2022]
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Yeh TF, Chang YC, Feng WH, sclerosis M, Yang CC. Effect of Workplace Violence on Turnover Intention: The Mediating Roles of Job Control, Psychological Demands, and Social Support. INQUIRY : A JOURNAL OF MEDICAL CARE ORGANIZATION, PROVISION AND FINANCING 2020; 57:46958020969313. [PMID: 33334214 PMCID: PMC7750754 DOI: 10.1177/0046958020969313] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/22/2020] [Revised: 08/27/2020] [Accepted: 10/03/2020] [Indexed: 11/16/2022]
Abstract
Exposing nursing staff to workplace violence workplace violence (WV) affects their psychological, emotional, and physical health; engenders increased workload; affects the medical reciprocity between nurses and patients; and ultimately leads to staff turnover intention. To preventing WV, development of intervention strategies and WV prevention measures are crucial. This study discusses the mediating effect of job control, psychological needs, and social support on WV and turnover intention. Through this discussion, this study aims to aid medical institutions in reducing their nursing staff turnover rate and to provide a reference for hospital management and decision making. A cross-sectional research method was adopted and conducted quantitative research to prove the complexity of the relationship between WV and turnover intention. Participants comprised clinical nurses working in 2 regional teaching hospital in central Taiwan. A total of 268 questionnaires were distributed, and 213 completed questionnaires were returned. Of the returned questionnaires, 198 contained valid responses, yielding a response rate of 73.9%. Our results demonstrated the mechanisms through which psychological demands and social support mediate the relationship between WV and turnover intention. This study determined the mediating effects of psychological demands and social support. The results expand the findings of previous research and demonstrate the complexity of the relationship between WV and turnover intention. Hospitals should formulate effective mechanisms for preventing and addressing incidents of WV, improve their ability to address and regulate violent incidents in clinics, reduce the psychological pressure exerted on employees, and establish communication channels for social support.
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Affiliation(s)
- Te-Feng Yeh
- Central Taiwan University of Science and
Technology, Taichung
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Costello H, Cooper C, Marston L, Livingston G. Burnout in UK care home staff and its effect on staff turnover: MARQUE English national care home longitudinal survey. Age Ageing 2019; 49:74-81. [PMID: 31665204 PMCID: PMC6939288 DOI: 10.1093/ageing/afz118] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/17/2019] [Revised: 07/23/2019] [Accepted: 08/27/2019] [Indexed: 11/12/2022] Open
Abstract
BACKGROUND staff burnout and turnover lead to care home residents receiving poorer quality care. Burnout is thought to cause turnover, but this has never been investigated. We know little about which care home staffs are burnt out. AIMS to explore burnout's relationship with staff turnover and prevalence and predictors of burnout. METHOD we calculated the relationship between Maslach Burnout Inventory scores and future staff turnover (12-month number of staff leaving/number employed). We explored staff, resident and care home predictors of burnout, measured as emotional exhaustion (EE), depersonalisation (DP) and personal accomplishment (PA). RESULTS two-thousand sixty-two care staff in 97 care home units participated. Median yearly staff turnover was 22.7%, interquartile range (IQR) 14.0-37.7%. Care staff recorded low median burnout (median EE: 14, IQR: 7-22; DP: 1, IQR: 0-5; PA 42, IQR: 36-45). We found no association between staff burnout and turnover rate. Younger staff age was associated with higher burnout (EE coefficient - 0.09; 95% confidence interval (CI): -0.13, -0.05; DP -0.02; 95% CI: -0.04, -0.01; PA 0.05; 95% CI: 0.02, 0.08). Speaking English as a second language predicted higher EE (1.59; 95% CI: 0.32, 2.85), males had higher DP (0.02; 95% CI: 0.01, 0.04) and staff working only night shifts lower PA (-2.08; 95% CI: -4.05, -1.30). CONCLUSIONS we found no association between care homes staff burnout level and staff turnover rates. It is a myth that burnout levels are high. Interventions for burnout could focus on at-risk groups. Future studies could consider turnover at an individual level.
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Affiliation(s)
- Harry Costello
- Division of Psychiatry, University College London, London W1T 7NF, UK
| | - Claudia Cooper
- Division of Psychiatry, University College London, London W1T 7NF, UK
| | - Louise Marston
- Division of Psychiatry, University College London, London W1T 7NF, UK
| | - Gill Livingston
- Division of Psychiatry, University College London, London W1T 7NF, UK
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Fernet C, Litalien D, Morin AJ, Austin S, Gagné M, Lavoie-Tremblay M, Forest J. On the temporal stability of self-determined work motivation profiles: a latent transition analysis. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2019. [DOI: 10.1080/1359432x.2019.1688301] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
Affiliation(s)
- Claude Fernet
- Département de gestion des ressources humaines, Université du Québec à Trois-Rivières, Trois-Rivières, Canada
| | - David Litalien
- Département des fondements et pratiques en éducation, Université Laval, Québec, Canada
| | - Alexandre J.S. Morin
- Substantive-Methodological Synergy Research Laboratory, Department of Psychology, Concordia University, Montreal, Canada
| | - Stéphanie Austin
- Département de gestion des ressources humaines, Université du Québec à Trois-Rivières, Trois-Rivières, Canada
| | | | | | - Jacques Forest
- Département d’organisation et ressources humaines, Université du Québec à Montréal, Québec, Canada
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Asakura K, Asakura T, Satoh M, Watanabe I, Hara Y. Health indicators as moderators of occupational commitment and nurses' intention to leave. Jpn J Nurs Sci 2019; 17:e12277. [PMID: 31305030 DOI: 10.1111/jjns.12277] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/20/2018] [Revised: 04/22/2019] [Accepted: 05/13/2019] [Indexed: 11/30/2022]
Abstract
AIM This study examined the hypothesis that health indicators moderate the relationship between occupational commitment and intention to leave among nurses, using a large sample in Japan. METHODS A self-administered questionnaire was distributed to all registered nurses (N = 11,171) working in group hospitals in western Japan in 2014. The questionnaire evaluated intention to leave, occupational commitment, psychological distress, cumulative fatigue, and demographic variables. After a preliminary analysis of the bivariate and multivariate associations between variables and intention to leave, we tested the interactions between occupational commitment and health indicators on intention to leave. RESULTS Of the 5,768 returned questionnaires, data from 5,505 (49.3%) participants were analyzed. Participants' mean age was 36.27 years (SD = 10.37). Most (95.14%) were women. According to a generalized estimating equation, the interaction of continuance occupational commitment and cumulative fatigue was significantly related to intention to leave (b = -0.0055). Additionally, the interaction of affective occupational commitment and psychological distress was significantly related to intention to leave (b = 0.0079). CONCLUSIONS This study clarified that the relationship between occupational commitment and intention to leave was robust for nurses in good health. Interventions aimed at reducing fatigue and improving psychological distress should be implemented to prevent the protective effects of occupational commitment on nurses' intention to leave from being compromised.
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Affiliation(s)
- Kyoko Asakura
- Graduate School of Medicine, Tohoku University, Sendai, Japan
| | - Takashi Asakura
- Faculty of Education, Tokyo Gakugei University, Tokyo, Japan
| | - Miho Satoh
- Faculty of Nursing, Yokohama City University, Yokohama, Japan
| | - Ikue Watanabe
- Faculty of Healthcare Science, Tohoku Fukushi University, Sendai, Japan
| | - Yukari Hara
- Graduate School of Medicine, Tohoku University, Sendai, Japan
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Kermott CA, Johnson RE, Sood R, Jenkins SM, Sood A. Is higher resilience predictive of lower stress and better mental health among corporate executives? PLoS One 2019; 14:e0218092. [PMID: 31185049 PMCID: PMC6559706 DOI: 10.1371/journal.pone.0218092] [Citation(s) in RCA: 32] [Impact Index Per Article: 6.4] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/12/2019] [Accepted: 05/24/2019] [Indexed: 01/05/2023] Open
Abstract
Objective To assess the impact of resilience, the ability to withstand and bounce back from adversity, on measures of well-being, self-reported stress, and mental health diagnoses. Methods This study was a cross-sectional survey of participants seen at an executive health practice at Mayo Clinic, Rochester, Minnesota, from January 2012 through September 2016. Participants completed an anonymous survey that included demographic information and 3 validated survey instruments—the 10-item Connor-Davidson Resilience Scale (CD-RISC), the 12-item Linear Analogue Self-Assessment Scale (LASA), and the 14-item Perceived Stress Scale (PSS). Self-reported history of mental health diagnoses was also collected. CD-RISC scores were used to stratify participants into lower (<30), medium (30–34), or higher (≥35) resilience categories. Participants’ LASA scores, PSS scores, and self-reported mental health diagnoses were compared among resilience categories. Results Of the 2,027 eligible participants, 1,954 met the study inclusion criteria as currently employed corporate-sponsored executive or business professionals (self-designated) who completed the CD-RISC survey. Most participants (62.5%) were aged 40 to 59 years. The majority were male (78.3%), white (95.3%), educated (86.2%), and in a committed relationship (89.7%). Among participants, 41.7% reported higher resilience, 34.3% had medium resilience, and 24.0% had lower resilience. The quality of life and overall LASA scores were positively associated with higher resilience (P < .001). PSS scores and self-reported mental health diagnoses were negatively associated with higher resilience (P < .001). These associations remained significant after adjusting for patient characteristics. Conclusions In this cross-sectional survey of a large cohort of corporative executives, the lower-resilience cohort had a 4-fold higher prevalence of depression and an almost 3-fold higher prevalence of anxiety compared with the higher-resilience cohort. High resilience was positively associated with well-being and negatively associated with perceived stress. Our findings suggest that higher resilience in the executive workplace environment is associated with better mental health, reduced stress, and greater well-being.
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Affiliation(s)
- Cindy A. Kermott
- Division of General Internal Medicine, Mayo Clinic, Rochester, Minnesota, United States of America
- Division of Preventive Medicine, Mayo Clinic, Rochester, Minnesota, United States of America
| | - Ruth E. Johnson
- Division of General Internal Medicine, Mayo Clinic, Rochester, Minnesota, United States of America
| | - Richa Sood
- Division of General Internal Medicine, Mayo Clinic, Rochester, Minnesota, United States of America
- * E-mail:
| | - Sarah M. Jenkins
- Division of Biostatistics and Informatics, Mayo Clinic, Rochester, Minnesota, United States of America
| | - Amit Sood
- Division of General Internal Medicine, Mayo Clinic, Rochester, Minnesota, United States of America
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Triana-Palencia E, Cárdenas-Cárdenas LM, Juárez-García A, Quiroz-Muysina J, Idrovo AJ. Use of assessment scales, turnover and job strain in nursing staff: A study in a Colombian hospital. J Nurs Manag 2018; 27:42-51. [PMID: 30079977 DOI: 10.1111/jonm.12647] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 04/04/2018] [Indexed: 11/29/2022]
Abstract
AIM To evaluate the association between job strain and socio-demographic characteristics, social support, job insecurity, use of patient assessment scales, and turnover of nursing staff in a Colombian hospital. BACKGROUND Nursing is an occupation with high probability of job strain. Use of patient assessment scales and turnover of nursing staff could increase exposure to psychosocial risk. METHOD A cross-sectional study of 222 nurses was conducted. A survey and the Job Content Questionnaire were used to obtain data at the individual level and free lists and institutional records were used at the hospital unit level. The associations of interest were evaluated with a logistic regression model with robust variance estimator. RESULTS Many nurses (50.9%) nurses reported job strain, which was positively associated with high use of patient assessment scales (OR = 2.73; 95% CI = 1.35-5.51) but negatively associated with social support (OR = 0.89; 95% CI = 0.80-0.98). Turnover was not statistically associated with job strain. CONCLUSION Job strain among nurses was associated with a high use of patient assessment scales, but not with turnover of nursing staff. IMPLICATIONS FOR NURSING MANAGEMENT The findings of this study suggest possible opportunities for managers to improve nursing processes, the work conditions of nursing staff, and the quality of institutions.
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Affiliation(s)
| | - Luz M Cárdenas-Cárdenas
- Fundación Cardiovascular de Colombia, Floridablanca, Santander, Colombia.,Grupo de Investigación Municipio Saludable, Universidad Pedagógica y Tecnológica de Colombia, Tunja, Boyacá, Colombia
| | - Arturo Juárez-García
- Centro de Investigación Transdisciplinar en Psicología (CITPsi), Universidad Autónoma del Estado Morelos, Cuernavaca, México
| | | | - Alvaro J Idrovo
- Fundación Cardiovascular de Colombia, Floridablanca, Santander, Colombia.,Public Health Department, School of Medicine, Universidad Industrial de Santander, Bucaramanga, Santander, Colombia
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Svavarsdottir EK, Sigurdardottir AO, Konradsdottir E, Tryggvadottir GB. The impact of nursing education and job characteristics on nurse's perceptions of their family nursing practice skills. Scand J Caring Sci 2018; 32:1297-1307. [DOI: 10.1111/scs.12573] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/30/2017] [Accepted: 03/05/2018] [Indexed: 11/27/2022]
Affiliation(s)
- Erla Kolbrun Svavarsdottir
- University of Iceland; School of Health Sciences; Faculty of Nursing; Reykjavik Iceland
- Landspitali- The National University Hospital in Iceland; Reykjavik Iceland
| | - Anna Olafia Sigurdardottir
- Landspitali- The National University Hospital in Iceland; Reykjavik Iceland
- University of Iceland; School of Health Sciences; Faculty of Nursing; Reykjavik Iceland
| | - Elisabet Konradsdottir
- Landspitali- The National University Hospital in Iceland; Reykjavik Iceland
- University of Iceland; School of Health Sciences; Faculty of Nursing; Reykjavik Iceland
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Fletcher L, Carter M, Lyubovnikova J. Congruency of resources and demands and their effects on staff turnover within the English health care sector. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2018. [DOI: 10.1111/joop.12214] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
Affiliation(s)
- Luke Fletcher
- Aston Business School; Aston University; Birmingham UK
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Fernet C, Trépanier SG, Demers M, Austin S. Motivational pathways of occupational and organizational turnover intention among newly registered nurses in Canada. Nurs Outlook 2017. [PMID: 28641867 DOI: 10.1016/j.outlook.2017.05.008] [Citation(s) in RCA: 47] [Impact Index Per Article: 6.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Abstract
BACKGROUND Staff turnover is a major issue for health care systems. In a time of labor shortage, it is critical to understand the motivational factors that underlie turnover intention in newly licensed nurses. PURPOSE To examine whether different forms of motivation (the reasons for which nurses engage in their work) predict intention to quit the occupation and organization through distinct forms (affective and continuance) and targets (occupation and organization) of commitment. METHODS Cross-sectional data were collected from a sample of 572 French-Canadian newly registered nurses working in public health care in the province of Quebec, Canada. The hypothesized model was tested by structural equation modeling. FINDINGS Autonomous motivation (nurses accomplish their work primarily out of a sense of pleasure and satisfaction or because they personally endorse the importance or value of their work) negatively predicts intention to quit the profession and organization through target-specific affective commitment. However, although controlled motivation (nurses accomplish their work mainly because of internal or external pressure) is positively associated with continuance commitment to the occupation and organization, it directly predicts, positively so, intention to quit the occupation and organization. CONCLUSION These results highlight the complexity of the motivational processes at play in the turnover intention of novice nurses, revealing distinct forms of commitment that explain how motivation quality is related simultaneously to intention to quit the occupation and organization. Health care organizations are advised to promote autonomous over controlled motivation to retain newly recruited nurses and sustain the future of the nursing workforce.
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Affiliation(s)
- Claude Fernet
- Department of Human Resources Management, Université du Québec à Trois-Rivières, Québec, Canada.
| | | | - Mireille Demers
- School of Psychology, Université de Moncton, New Brunswick, Canada
| | - Stéphanie Austin
- Department of Human Resources Management, Université du Québec à Trois-Rivières, Québec, Canada
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Shatté A, Perlman A, Smith B, Lynch WD. The Positive Effect of Resilience on Stress and Business Outcomes in Difficult Work Environments. J Occup Environ Med 2017; 59:135-140. [PMID: 28002352 PMCID: PMC5287440 DOI: 10.1097/jom.0000000000000914] [Citation(s) in RCA: 39] [Impact Index Per Article: 5.6] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/18/2023]
Abstract
OBJECTIVE To examine whether resilience has a protective effect in difficult work environments. METHODS A survey of 2063 individuals measured individual resilience, stress, burnout, sleep problems, likelihood of depression, job satisfaction, intent to quit, absences, and productivity. It also measured work characteristics: job demands, job influence, and social support. Multivariate and logistic regression models examined the main effects and interactions of resilience and job characteristics. RESULTS High strain work environments (high demand, low influence, and low support) have an unfavorable effect on all outcomes. Resilience has a protective effect on all outcomes. For stress, burnout, and sleep, higher resilience has a more protective effect under low-strain conditions. For depression, absence and productivity, resilience has a more protective effect when job strain is high. CONCLUSIONS Workers with high resilience have better outcomes in difficult work environments.
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Affiliation(s)
- Andrew Shatté
- Mindflex, LLC; College of Medicine, The University of Arizona, Arizona; The Brookings Institution (Dr Shatté); meQuilibrium (Drs Shatté, Perlman, Smith); Department of Medicine, Duke University School of Medicine, Durham, North Carolina (Dr Perlman); and Lynch Consulting, Ltd., Steamboat Springs, Colorado; IUPUI School of Nursing, Indianapolis, Indiana (Dr Lynch)
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de Oliveira DR, Griep RH, Portela LF, Rotenberg L. Intention to leave profession, psychosocial environment and self-rated health among registered nurses from large hospitals in Brazil: a cross-sectional study. BMC Health Serv Res 2017; 17:21. [PMID: 28068999 PMCID: PMC5223488 DOI: 10.1186/s12913-016-1949-6] [Citation(s) in RCA: 64] [Impact Index Per Article: 9.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/15/2015] [Accepted: 12/14/2016] [Indexed: 12/05/2022] Open
Abstract
Background Nurses’ intention to leave their profession is a worldwide concern. Studies have shown that it can take the form of a chain reaction: many nurses first leave the unit, then the hospital, and finally the profession. Organisation and other labour factors, personal and conjunctural, have been associated with the intention to quit nursing. This study aimed to examine the factors associated with the intention to leave the profession among registered nurses (RNs) at large public hospitals in Brazil. Methods This was a cross-sectional study, conducted from 2010 to 2011: all RNs at Rio de Janeiro’s 18 largest public hospitals (>150 beds) were invited to participate. The study sample comprised 3,229 RNs (82.7% of those eligible), who answered a self-completed, multidimensional paper questionnaire. The outcome was defined as thoughts of leaving the profession sometimes a month or more. We based the analyses on hierarchical logistic regression models, considering three blocks of determinants: socio-demographic data (block I), occupational factors (block II), and health conditions (block III). Results Of the study population, 22.1% indicated the intention to leave the profession. In the final model after adjustment, the variables associated with the intention to leave were as follows: male sex (odds ratio [OR] = 1.65), not holding a leadership position (OR = 1.28), highly demanding work (OR = 2.49), passive work (OR = 2.10), effort-reward imbalance (OR = 2.00), poor self-rated health (OR = 1.92), over-commitment to the job (OR = 1.87), and poor supervisor support (OR = 1.33). The likelihood of expressing the intention to leave increased with age (OR = 0.98 for the oldest). Conclusions Self-rated health and factors connected with the work environment, particularly those that generate psychosocial strain, were most strongly associated with the intention to leave the profession. From the profiles of nurses who wished to leave the profession, we found that for many people who go into nursing—especially men and younger entrants—their prospects of remaining in the profession are poor. The potential role of psychosocial job characteristics and self-rated health indicates the need for long-term action involving all stakeholders, i.e. managers, employers, and workers.
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Affiliation(s)
- Daiana Rangel de Oliveira
- Laboratory of Health and Environment Education, Oswaldo Cruz Institute (IOC/FIOCRUZ), Pav Lauro Travassos. Avenida Brasil, 4365, Manguinhos, Rio de Janeiro, 21040-360, Brazil
| | - Rosane Härter Griep
- Laboratory of Health and Environment Education, Oswaldo Cruz Institute (IOC/FIOCRUZ), Pav Lauro Travassos. Avenida Brasil, 4365, Manguinhos, Rio de Janeiro, 21040-360, Brazil
| | - Luciana Fernandes Portela
- Laboratory of Health and Environment Education, Oswaldo Cruz Institute (IOC/FIOCRUZ), Pav Lauro Travassos. Avenida Brasil, 4365, Manguinhos, Rio de Janeiro, 21040-360, Brazil. .,National School of Public Health, Oswaldo Cruz Foundation (ENSP/FIOCRUZ), Pav Lauro Travassos, Avenida Brasil, 4365, Manguinhos, Rio de Janeiro, 21040-360, Brazil.
| | - Lucia Rotenberg
- Laboratory of Health and Environment Education, Oswaldo Cruz Institute (IOC/FIOCRUZ), Pav Lauro Travassos. Avenida Brasil, 4365, Manguinhos, Rio de Janeiro, 21040-360, Brazil
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Azevedo BDS, Nery AA, Cardoso JP. OCCUPATIONAL STRESS AND DISSATISFACTION WITH QUALITY OF WORK LIFE IN NURSING. TEXTO & CONTEXTO ENFERMAGEM 2017. [DOI: 10.1590/0104-07072017003940015] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2022] Open
Abstract
ABSTRACT Objective: to analyze the association between occupational stress, quality of work life and associated factors among nursing workers. Method: 309 nursing workers of a public general hospital participated in this cross-sectional study. The Total Quality of Work Life and the Job Stress Scale instruments were used to evaluate the quality of work life and occupational stress, respectively. Results: associations were estimated using Poisson regression analysis combined with robust variance. We found association between dissatisfaction with quality of work life and smoking (PR=1.53; 95%CI: 1.02-2.31), work at the care units for highly dependent or critically ill patients (PR=2.47; 95%CI: 1.18-5.19), low social support at work (PR=1.76; 95%CI: 1.29-2.40) and the quadrants of the demand-control model "active job" (PR=1.74; 95%CI: 1.04-2.92) and "high-strain job" (PR=2.54; 95%CI: 1.51-4.27) . Conclusion: these results may help the hospital and nursing managers to develop and implement strategies in order to reduce excessive demands and work overload and increase social support among the nursing staff.
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Job control, work-family balance and nurses’ intention to leave their profession and organization: A comparative cross-sectional survey. Int J Nurs Stud 2016; 64:52-62. [DOI: 10.1016/j.ijnurstu.2016.09.003] [Citation(s) in RCA: 61] [Impact Index Per Article: 7.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/02/2015] [Revised: 09/05/2016] [Accepted: 09/06/2016] [Indexed: 11/24/2022]
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Tuomi J, Aimala AM, Žvanut B. Nursing students' well-being using the job-demand-control model: A longitudinal study. NURSE EDUCATION TODAY 2016; 45:193-198. [PMID: 27552713 DOI: 10.1016/j.nedt.2016.08.008] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 04/16/2016] [Revised: 07/11/2016] [Accepted: 08/04/2016] [Indexed: 06/06/2023]
Abstract
BACKGROUND Students' well-being is very important both for students and institutions. However, this field lacks longitudinal research, which focuses on the change of nursing students' well-being during their study. In order to asses such changes the four study types according to Job-Demand-Control-Support-model were used: passive, high-strain, low-strain, and active. DESIGN A longitudinal design was employed: participants were recruited in 2010/2011 (phase I) and at the end of their study in 2012 (phase II). SETTINGS The study was performed in one school of health care in a university of applied sciences in Finland. PARTICIPANTS The final sample consisted of 135 nursing students (BSc) who started their study either in September 2008 or January 2009, and finished in December 2011 or May 2012. METHODS The participants responded to the same close-ended questionnaire in both phases. RESULTS The majority of the participants experienced the study type as low-strain (phase I: 61.5%; phase II: 48.2%). The distribution according to their study type did not change substantially between both phases, although 42.2% of the participants changed their study type. The major changes of study types were from low-strain to others (21.4%), and from other study types to the active one (12.6%). CONCLUSIONS The results indicate that the majority of students do not change their study type and consequentially their well-being during their study, which is in contrast with previous research. Special attention should be put to the identification of students who change their study type to high-strain or remain in it.
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Affiliation(s)
- Jouni Tuomi
- Tampere University of Applied Science, Finland
| | | | - Boštjan Žvanut
- University of Primorska, Faculty of Health Sciences, Slovenia.
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Wendsche J, Hacker W, Wegge J, Rudolf M. High Job Demands and Low Job Control Increase Nurses’ Professional Leaving Intentions: The Role of Care Setting and Profit Orientation. Res Nurs Health 2016; 39:353-63. [DOI: 10.1002/nur.21729] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 05/06/2016] [Indexed: 11/09/2022]
Affiliation(s)
- Johannes Wendsche
- Department of Psychology; TU Dresden, Germany
- Federal Institute for Occupational Safety and Health; Dresden Germany
| | | | - Jürgen Wegge
- Department of Psychology; TU Dresden; Dresden Germany
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Amin NA, Quek KF, Oxley JA, Noah RM, Nordin R. Validity and Reliability of Malay Version of the Job Content Questionnaire among Public Hospital Female Nurses in Malaysia. THE INTERNATIONAL JOURNAL OF OCCUPATIONAL AND ENVIRONMENTAL MEDICINE 2016; 6:232-42. [PMID: 26498051 PMCID: PMC6977044 DOI: 10.15171/ijoem.2015.632] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 07/08/2015] [Accepted: 10/10/2015] [Indexed: 11/30/2022]
Abstract
Background: The Job Content Questionnaire (M-JCQ) is an established self-reported instrument used across the world to measure the work dimensions based on the Karasek's demand-control-support model. Objective: To evaluate the psychometrics properties of the Malay version of M-JCQ among nurses in Malaysia. Methods: This cross-sectional study was carried out on nurses working in 4 public hospitals in Klang Valley area, Malaysia. M-JCQ was used to assess the perceived psychosocial stressors and physical demands of nurses at their workplaces. Construct validity of the questionnaire was examined using exploratory factor analysis (EFA). Cronbach's α values were used to estimate the reliability (internal consistency) of the M-JCQ. Results: EFA showed that 34 selected items were loaded in 4 factors. Except for psychological job demand (Cronbach's α 0.51), the remaining 3 α values for 3 subscales (job control, social support, and physical demand) were greater than 0.70, indicating acceptable internal consistency. However, an item was excluded due to poor item-total correlation (r<0.3). The final M-JCQ was consisted of 33 items. Conclusion: The M-JCQ is a reliable and valid instrument to measure psychosocial and physical stressors in the workplace of public hospital nurses in Malaysia.
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Affiliation(s)
- N A Amin
- Jeffrey Cheah School of Medicine and Health Sciences, Monash University Malaysia, Malaysia Universiti Kuala Lumpur-Institute of Medical Science Technology (UniKLMestech), Malaysia.
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Turnover intention among intensive care unit nurses in Alexandria, Egypt. J Egypt Public Health Assoc 2016; 90:46-51. [PMID: 26154830 DOI: 10.1097/01.epx.0000464696.41556.eb] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
BACKGROUND Given the difficulty in recruiting new nurses, it is imperative to retain those already in the profession. This cross-sectional study explored the relationship of demographic and work-related factors, burnout, conflict management and relationship between nurses and physicians on turnover intentions among ICU nurses in eight major hospitals in Alexandria, Egypt. SUBJECTS AND METHODS Data on burnout, conflict management, nurse-physician communication, and turnover intention were collected by surveying 100 nurses in eight hospitals in Alexandria governorate. All nurses at the ICU of selected hospitals were approached (n=100) and a 47-item Likert scale questionnaire was administered to explore the factors affecting the turnover intention of ICU nurses in Alexandria. RESULTS ICU nurses exhibited a mean score for turnover intention of 3.23 (mean score percentage 65.0%). There was a moderately positive statistically significant correlation between turnover intention and emotional exhaustion (r=0.29, P<0.05), nurse-physician communication (r=0.25, P<0.05), and age (r=0.21, P<0.05). The predicting factors for turnover intention were emotional exhaustion and age. CONCLUSION AND RECOMMENDATION Nurses turnover intention at the ICU of the selected hospitals is high and is significantly associated with nurses' emotional exhaustion, poor nurse-physician communication, and nurses age.
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SAIJO Y, YOSHIOKA E, KAWANISHI Y, NAKAGI Y, ITOH T, YOSHIDA T. Relationships of job demand, job control, and social support on intention to leave and depressive symptoms in Japanese nurses. INDUSTRIAL HEALTH 2015; 54:32-41. [PMID: 26320733 PMCID: PMC4791291 DOI: 10.2486/indhealth.2015-0083] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 04/25/2015] [Accepted: 08/04/2015] [Indexed: 06/04/2023]
Abstract
This study aims to elucidate the relationships among the factors of the demand-control-support model (DCS) on the intention to leave a hospital job and depressive symptoms. Participants included 1,063 nurses. Job demand, job control, and support from supervisors were found to be significantly related to both the intention to leave and depressive symptoms. Based on the odds ratios per 1 SD change in the DCS factors, low support from supervisors was found to be most related to the intention to leave, and low job control was found to be most related to depressive symptoms. In models that did not include "job demand" as an independent variable, 60-h working weeks were found to have a significantly higher odds ratio for depressive symptoms. Support from supervisors is more important in preventing intention to leave and depressive symptoms among nurses than is support from co-workers. Improving job control and avoiding long working hours may be important to prevent depressive symptoms.
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Affiliation(s)
- Yasuaki SAIJO
- Department of Health Science, Asahikawa Medical University,
Japan
| | - Eiji YOSHIOKA
- Department of Health Science, Asahikawa Medical University,
Japan
| | | | - Yoshihiko NAKAGI
- Department of Health Science, Asahikawa Medical University,
Japan
| | - Toshihiro ITOH
- Department of Health Science, Asahikawa Medical University,
Japan
| | - Takahiko YOSHIDA
- Department of Health Science, Asahikawa Medical University,
Japan
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Björn C, Josephson M, Wadensten B, Rissén D. Prominent attractive qualities of nurses’ work in operating room departments: A questionnaire study. Work 2015; 52:877-89. [DOI: 10.3233/wor-152135] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Affiliation(s)
- Catrine Björn
- Department of Public Health and Caring Sciences, Uppsala University, Uppsala, Sweden
- Centre for Research & Development, Uppsala University/County Council of Gävleborg, Gävle, Sweden
| | - Malin Josephson
- Department of Occupational and Environmental Medicine, Uppsala University Hospital, Sweden
| | - Barbro Wadensten
- Department of Public Health and Caring Sciences, Uppsala University, Uppsala, Sweden
| | - Dag Rissén
- Centre for Research & Development, Uppsala University/County Council of Gävleborg, Gävle, Sweden
- Centre for Musculoskeletal Research, Department of Occupational and Public Health Sciences, Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden
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Heponiemi T, Presseau J, Elovainio M. On-call work and physicians' turnover intention: the moderating effect of job strain. PSYCHOL HEALTH MED 2015; 21:74-80. [PMID: 26072662 DOI: 10.1080/13548506.2015.1051061] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
Abstract
Physician shortage and turnover are major problems worldwide. On-call duties may be among the risk factors of high turnover rates among physicians. We investigated whether having on-call duties is associated with physicians' turnover intention and whether job strain variables moderate this association. The present study was a cross-sectional questionnaire study among 3324 (61.6% women) Finnish physicians. The analyses were conducted using analyses of covariance adjusted for age, gender, response format, specialization status and employment sector. The results showed that job strain moderated the association between being on-call and turnover intention. The highest levels of turnover intention were among those who had on-call duties and high level of job strain characterized by high demands and low control opportunities. The lowest levels of turnover intention were among those who were not on-call and who had low strain involving low demands and high control. Also, job demands moderated the association between being on-call and turnover intention; turnover intention levels were higher among those with on-call duties and high demands than those being on-call and low demands. To conclude, working on-call was related to physicians' turnover intention particularly in those with high job strain. Health care organizations should focus more attention on working arrangements and scheduling of on-call work, provide a suitable working pace and implement means to increase physicians' participation and control over their job.
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Affiliation(s)
- Tarja Heponiemi
- a National Institute for Health and Welfare , Helsinki , Finland
| | - Justin Presseau
- b Institute of Health and Society , Newcastle University , Newcastle upon Tyne , UK
| | - Marko Elovainio
- a National Institute for Health and Welfare , Helsinki , Finland
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Chen IH, Brown R, Bowers BJ, Chang WY. Job Demand and Job Satisfaction in Latent Groups of Turnover Intention Among Licensed Nurses in Taiwan Nursing Homes. Res Nurs Health 2015; 38:342-56. [DOI: 10.1002/nur.21667] [Citation(s) in RCA: 18] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 05/05/2015] [Indexed: 11/10/2022]
Affiliation(s)
- I-Hui Chen
- Assistant Professor, Department of Nursing; Asia University; 500 Lioufeng Rd., Wufeng District, Taichung 41354 Taiwan
| | - Roger Brown
- Professor, School of Nursing; University of Wisconsin; Madison Wisconsin
| | - Barbara J. Bowers
- Professor, School of Nursing; University of Wisconsin; Madison Wisconsin
| | - Wen-Yin Chang
- Professor, Graduate Institute of Nursing, College of Nursing; Taipei Medical University; Taipei Taiwan
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Lin PY, MacLennan S, Hunt N, Cox T. The influences of nursing transformational leadership style on the quality of nurses' working lives in Taiwan: a cross-sectional quantitative study. BMC Nurs 2015; 14:33. [PMID: 25991910 PMCID: PMC4437742 DOI: 10.1186/s12912-015-0082-x] [Citation(s) in RCA: 33] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/23/2013] [Accepted: 04/30/2015] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Taiwan's NHI system is one of the most successful health care models for countries around the globe. However, little research has demonstrated the mental health issues associated with nursing transformational leadership style under the NHI system, especially in the quality of nurses' working lives in Taiwan. It is important to know the relationship between transformational leadership style and the mental health of nurses, organisational commitment and job satisfaction. The research aimed to understand the influences of nursing transformational leadership style on the quality of nurses' working lives in Taiwan. The research hypothesis was that transformational leadership styles would have positive influence on the quality of nurses' working lives. METHODS This was a cross-sectional quantitative study. Nurses from each type of hospital ownership (private, public and religious) were recruited. Participation was voluntary and signed informed consent was obtained. The inclusion criteria were nurses with at least one year's work experience in the hospitals. Self-administrated questionnaires were used. A total of 807 participants were contacted and 651 questionnaires were fully completed (response rate 80.7 %). A theory driven model was used to test the research hypotheses using structural equation modelling performed with AMOS 16.0. RESULTS Transformational leadership contributes significantly to supervisor support. Workplace support, particularly from the supervisor, is an important mediator variable that explains the relationship between transformational leadership and job satisfaction. Organisational commitment was the strongest factor relevant to the general health well-being in Taiwanese nurses than job satisfaction. The hypothesized positive relationships between transformational leadership and all variables were supported by the data. CONCLUSIONS Our findings have important consequences for organisational health. Our model demonstrates a complete picture of the work relationships on the quality of nurses' working lives. The results provided information about the subordinates' perceptions of transformational nursing leadership styles and mental health outcomes in different hospital settings, as well as identified organisational factors that could improve the quality of nurses' working lives.
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Affiliation(s)
- Ping-Yi Lin
- Division of Psychiatry and Applied Psychology, School of Medicine, University of Nottingham, Jubilee Crescent, Wollaton Road, NG8 1BB Nottingham, UK ; Transplant Medicine & Surgery Research Centre, Changhua Christian Hospital, No.135, Nansiao St., Changhua city, Changhua county 50006 Taiwan
| | - Sara MacLennan
- Academic Urology Unit, University of Aberdeen, oresterhill, Aberdeen, AB25 2ZD Scotland UK
| | - Nigel Hunt
- Division of Psychiatry and Applied Psychology, School of Medicine, University of Nottingham, Jubilee Crescent, Wollaton Road, NG8 1BB Nottingham, UK
| | - Tom Cox
- Centre for Sustainable Working Life, Birkbeck, University of London, Malet Street, Bloomsbury, London, England WC1E 7HX United Kingdom
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Adversity quotients, environmental variables and career adaptability in student nurses. JOURNAL OF VOCATIONAL BEHAVIOR 2014. [DOI: 10.1016/j.jvb.2014.07.006] [Citation(s) in RCA: 51] [Impact Index Per Article: 5.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/19/2022]
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Unruh L, Zhang NJ, Chisolm L. Job and Professional Leaving Among Newly Licensed RNs: A Structural Equation Model. West J Nurs Res 2014; 38:5-26. [PMID: 25433000 DOI: 10.1177/0193945914559290] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/15/2022]
Abstract
With more than 50% of the nursing workforce close to retirement, it is especially important to keep younger nurses in nursing jobs and careers. This study empirically tests a structural equation model of registered nurse (RN) intent to leave the job and profession using data from a survey of newly licensed RNs (NLRNs). Job demands, difficulties and control, intent to leave the job, and intent to leave the profession were latent variables. A number of direct, indirect, and mediating relationships were modeled. Measurement models for all latent variables and the structural model had good fit. The final model showed a path from job demands, difficulties, and control to job satisfaction to intent to leave the job to intent to leave the profession. The results suggest that the process of an NLRN intending to leave the job and profession involves a number of mediators between the work environment and this intent.
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Affiliation(s)
- Lynn Unruh
- University of Central Florida, Orlando, USA
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Söderberg M, Härenstam A, Rosengren A, Schiöler L, Olin AC, Lissner L, Waern M, Torén K. Psychosocial work environment, job mobility and gender differences in turnover behaviour: a prospective study among the Swedish general population. BMC Public Health 2014; 14:605. [PMID: 24927628 PMCID: PMC4073185 DOI: 10.1186/1471-2458-14-605] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/13/2014] [Accepted: 06/09/2014] [Indexed: 11/10/2022] Open
Abstract
Background Throughout the literature, substantial evidence supports associations between poor psychosocial work characteristics and a variety of ill-health outcomes. Yet, few reports strategies workers carry out to improve detrimental work conditions and consequently their health, such as changing jobs. The aim of this study was to examine if adverse psychosocial work exposure, as measured with the job demand-control and effort-reward imbalance models, could predict job mobility over a 5 years observation period. Method Participants were working men and women (n = 940; 54.3% women), aged 24–60 years from the population of Gothenburg and surrounding metropolitan area. Job demand-control and effort-reward variables were compared with independent t-tests and chi2-test in persons with and without job mobility. Multivariate logistic regression was used to analyse whether psychosocial factors could predict job mobility. All regression analyses were stratified by gender. Results Exposure to a combination of high demands-low control or high imbalance between effort and reward was related to increased odds of changing jobs (OR 1.63; CI 1.03-2.59 and OR 1.46; CI 1.13-1.89 respectively). When analysing men and women separately, men had a higher OR of changing jobs when exposed to either high demands-low control (OR 2.72; CI 1.24-5.98) or high effort-reward imbalance (OR 1.74; CI 1.11-2.72) compared to reference values. The only significant associations for women was slightly decreased odds for turnover in high reward jobs (OR 0.96; CI 0.92-0.99). Conclusions The results indicate that workers will seek to improve poor work environment by changing jobs. There were notable gender differences, where men tended to engage in job mobility when exposed to adverse psychosocial factors, while women did not. The lack of measures for mechanisms driving job mobility was a limitation of this study, thus preventing conclusions regarding psychosocial factors as the primary source for job mobility.
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Affiliation(s)
- Mia Söderberg
- Department of Occupational and Environmental Medicine, Institution of Medicine, Sahlgrenska Academy, University of Gothenburg, Box 414, 405 30, Gothenburg, Sweden.
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Gao F, Newcombe P, Tilse C, Wilson J, Tuckett A. Models for predicting turnover of residential aged care nurses: a structural equation modelling analysis of secondary data. Int J Nurs Stud 2014; 51:1258-70. [PMID: 24529835 DOI: 10.1016/j.ijnurstu.2014.01.011] [Citation(s) in RCA: 28] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/28/2013] [Revised: 12/04/2013] [Accepted: 01/18/2014] [Indexed: 01/22/2023]
Abstract
BACKGROUND Nurse turnover in the residential aged care industry is a pressing issue. Researchers have shown ongoing interest in exploring how the factors that are amendable to change in aged care policy, regulation and funding and in organizational procedures (e.g. job demands, coping resources and psychological health of nurses) impact on turnover. However, the findings are mixed. OBJECTIVE This study tested two theoretical models of turnover to examine the structural relationships among job demands, coping resources, psychological health and turnover of residential aged care nurses. Although many previous studies operationalized turnover as intention to leave, the present study investigated actual turnover by following up with the same individuals over time, and thus provided more accurate predictive models of turnover behaviour. DESIGN AND METHODS The sample, 239 Australian residential aged care nurses, came from the Nurses and Midwives e-cohort Study. Job demands, coping resources, and psychological health were measured using standardized instruments. Structural equation modelling was used to test the measurement and structural models. RESULTS Controlling for a number of workforce and individual characteristics, coping resources (measured by job control, supervisor support, and co-worker support) were negatively and directly associated with turnover. Additionally, the findings supported the Job Demand-Control-Support model in that higher coping resources and lower job demands (indicated by psychological demands, physical demands, and effort) were related to better psychological health (measured by vitality, social functioning, role emotional, and mental health), and higher job demands were related to lower coping resources. CONCLUSIONS Findings suggest that aged care policy makers and service providers might consider increasing coping resources available to nurses and minimizing job demands of care work to reduce turnover and improve nurses' psychological health. Moreover, findings from this Australian study may provide valuable practical and policy implications for other developed countries.
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Affiliation(s)
- Fengsong Gao
- School of Social Work and Human Services, The University of Queensland, St Lucia, QLD 4072, Australia.
| | - Peter Newcombe
- School of Social Work and Human Services, The University of Queensland, St Lucia, QLD 4072, Australia.
| | - Cheryl Tilse
- School of Social Work and Human Services, The University of Queensland, St Lucia, QLD 4072, Australia.
| | - Jill Wilson
- School of Social Work and Human Services, The University of Queensland, St Lucia, QLD 4072, Australia.
| | - Anthony Tuckett
- School of Nursing and Midwifery, The University of Queensland, Herston Campus, Herston Road, Herston, QLD 4006, Australia; The University of Queensland/Blue Care Research and Practice Development Centre, P.O. Box 1539, Milton BC, QLD 4064, Australia.
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Kaewboonchoo O, Yingyuad B, Rawiworrakul T, Jinayon A. Job stress and intent to stay at work among registered female nurses working in Thai hospitals. J Occup Health 2014; 56:93-9. [PMID: 24430836 DOI: 10.1539/joh.12-0204-oa] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
OBJECTIVES Job stress is one of the factors that increase the likelihood of turnover. Intent to leave work is one of the most accurate predictors of turnover. This cross-sectional study was created to evaluate the intent of nurses working at hospitals to continue working and to determine the relationship between job stress and intent to stay at work. METHODS The subjects were 514 female hospital nurses aged 21-58 years old, who had worked full time at the study hospitals for at least 1 year. Data were collected using a self-administered questionnaire, which included sections on demographic characteristics, the Thai version of the Job Content Questionnaire (JCQ), and intent to stay at work. Multiple regression analysis was used to identify factors related to intent to stay at work. RESULTS The prevalences of high job strain and low intent to stay at work were 17.5 and 22.4%, respectively. The mean (SD) scores of the nurses for psychological job demand, decision latitude, workplace social support, and intent to stay at work were 33.5 (4.4), 70.7 (6.9), 23.8 (2.8), and 14.6 (2.9), respectively. Multiple regression analysis indicated that intent to stay at work was significantly correlated with only supervisor support among the nurses with high-strain jobs and with coworker support in nurses with active jobs. CONCLUSIONS The findings suggest that different job types need different sources of social support in the workplace. Proactive steps by nurse managers to increase workplace social support might lead to an increase in intent to stay and reduce nursing turnover in hospitals and possibly other settings.
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Brewer CS, Kovner CT, Obeidat RF, Budin WC. Positive work environments of early-career registered nurses and the correlation with physician verbal abuse. Nurs Outlook 2013; 61:408-16. [DOI: 10.1016/j.outlook.2013.01.004] [Citation(s) in RCA: 21] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/10/2012] [Revised: 12/20/2012] [Accepted: 01/13/2013] [Indexed: 10/27/2022]
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Ishihara I, Ishibashi Y, Takahashi K, Nakashima M. Effect of organizational factors and work environments on newly graduated nurses' intention to leave. Jpn J Nurs Sci 2013; 11:200-10. [DOI: 10.1111/jjns.12021] [Citation(s) in RCA: 21] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/04/2012] [Accepted: 04/11/2013] [Indexed: 11/28/2022]
Affiliation(s)
- Itsuko Ishihara
- Fundamentals of Nursing; Kobe City College of Nursing; Kobe Japan
| | - Yukie Ishibashi
- Department of Psychiatric Nursing and Mental Health; The Japanese Red Cross Kyusyu International College of Nursing; Munakata Japan
| | - Kiyomi Takahashi
- Department of Psychiatric Nursing and Mental Health; The Japanese Red Cross Kyusyu International College of Nursing; Munakata Japan
| | - Mitsuyo Nakashima
- Department of Health Science; Faculty of Medical Science; Kyushu University; Fukuoka Japan
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Tuomi J, Aimala AM, Plazar N, Starčič AI, Žvanut B. Students' well-being in nursing undergraduate education. NURSE EDUCATION TODAY 2013; 33:692-697. [PMID: 23498725 DOI: 10.1016/j.nedt.2013.02.013] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 11/16/2012] [Revised: 02/13/2013] [Accepted: 02/15/2013] [Indexed: 06/01/2023]
Abstract
BACKGROUND Although previously the Job-Demand-Control-Support model has been successfully applied in many studies in the field of health care and education, the model was never used for the evaluation of the nursing students' well-being. OBJECTIVES The aim of this study was to promote nursing students' well-being. The objective was to verify whether the Job-Demand-Control-Support model is appropriate for the evaluation of their well-being. DESIGN The Job-Demand-Control-Support model was implemented and investigated in a multiple-case study, which consisted of two phases. In phase I the students' well-being along with the perceived levels of control, support, and demand for each individual student during their study were identified. These results were used in phase II, where the usefulness of the presented model was evaluated. SETTINGS The study was performed at the end of the academic year 2009/2010 in two institutions: Tampere University of Applied Sciences, School of Health Care, Finland (institution 1); and the University of Primorska, Faculty of Health Sciences, Slovenia (institution 2). PARTICIPANTS Participants of the study were nursing graduates who finished their studies in 2009/2010 and the Vice-Deans for education of both institutions. The final sample included 83 students in institution 1 and 79 students in institution 2. METHODS The case study was combined with a survey (phase I) and an interview (phase II). RESULTS Although the students' well-being in these two institutions was different, most students of both institutions perceived their studies as low strain, placid, and only some of the students in both institutions had a high risk of malaise. The Vice-Deans for education of both institutions confirmed that the application of the Job-Demand-Control-Support model provided relevant information on the nursing students' well-being, which helped in planning improved nursing study programmes. CONCLUSIONS This study demonstrated that the Job-Demand-Control-Support model is appropriate for estimating undergraduate nursing students' well-being.
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Affiliation(s)
- Jouni Tuomi
- Tampere University of Applied Science, Finland
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Chiu YL, Tsai CC, Fan Chiang CY. The relationships among nurses' job characteristics and attitudes toward web-based continuing learning. NURSE EDUCATION TODAY 2013; 33:327-33. [PMID: 23428362 DOI: 10.1016/j.nedt.2013.01.011] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/11/2012] [Revised: 01/03/2013] [Accepted: 01/16/2013] [Indexed: 05/17/2023]
Abstract
The purpose of this study was to explore the relationships between job characteristics (job demands, job control and social support) and nurses' attitudes toward web-based continuing learning. A total of 221 in-service nurses from hospitals in Taiwan were surveyed. The Attitudes toward Web-based Continuing Learning Survey (AWCL) was employed as the outcome variables, and the Chinese version Job Characteristic Questionnaire (C-JCQ) was administered to assess the predictors for explaining the nurses' attitudes toward web-based continuing learning. To examine the relationships among these variables, hierarchical regression was conducted. The results of the regression analysis revealed that job control and social support positively associated with nurses' attitudes toward web-based continuing learning. However, the relationship of job demands to such learning was not significant. Moreover, a significant demands×job control interaction was found, but the job demands×social support interaction had no significant relationships with attitudes toward web-based continuing learning.
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Affiliation(s)
- Yen-Lin Chiu
- Graduate Institute of Digital Learning and Education, National Taiwan University of Science and Technology, #43, Sec. 4, Keelung Rd., Taipei, 106, Taiwan.
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Du Plooy J, Roodt G. Biographical and demographical variables as moderators in the prediction of turnover intentions. SA JOURNAL OF INDUSTRIAL PSYCHOLOGY 2013. [DOI: 10.4102/sajip.v39i1.1070] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
Abstract
Orientation: The aim of the study was to explore the possible moderation effects of biographical and demographical variables on a prediction model of turnover intention (TI).Research purpose: The main purpose of the study was to determine how biographical and demographical variables have an impact on predictors of turnover intentions.Motivation for the study: Twenty-first century organisations face significant challenges in the management of talent and human capital. One in particular is voluntary employee turnover and the lack of appropriate business models to track this process.Research design, approach, and method: A secondary data analysis (SDA) was performed in a quantitative research tradition on the cross-sectional survey sample (n = 2429). Data were collected from a large South African Information and Communication Technologies (ICT) sector company (N = 23 134).Main findings: The results of the study confirmed significant moderation effects regarding race, age, and marital status in the prediction equations of TIs.Practical and managerial implications: Practical implications of the study suggested increased understanding of workforce diversity effects within the human resource (HR) value chain, with resultant evidence-based, employee retention strategies and interventions. Issues concerning talent management could also be addressed.Contribution and value-add: The study described in this article took Industrial/Organisational (I/O) psychological concepts and linked them in unique combinations to establish better predictive validity of a more comprehensive turnover intentions model.
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Hayes LJ, O’Brien-Pallas L, Duffield C, Shamian J, Buchan J, Hughes F, Laschinger HKS, North N. Nurse turnover: A literature review – An update. Int J Nurs Stud 2012; 49:887-905. [DOI: 10.1016/j.ijnurstu.2011.10.001] [Citation(s) in RCA: 394] [Impact Index Per Article: 32.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/30/2011] [Revised: 09/30/2011] [Accepted: 10/02/2011] [Indexed: 10/16/2022]
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Hsieh ML, Li YM, Chang ET, Lai HL, Wang WH, Wang SC. Sleep disorder in Taiwanese nurses: a random sample survey. Nurs Health Sci 2011; 13:468-74. [PMID: 22011090 DOI: 10.1111/j.1442-2018.2011.00641.x] [Citation(s) in RCA: 34] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
Abstract
This study determined the prevalence of and factors associated with insomnia in rotating-shift nurses. A two-stage, cross-sectional, hospital-based study was conducted in eastern Taiwan. Participants were randomly-sampled, rotating-shift nurses (n=661), ranging in age from 21 to 62 years, with a mean age of 31.86 (standard deviation=8.09). Insomnia disorder was identified using the Pittsburgh Sleep Quality Index. Nurses completed the self-reported Index, together with other questionnaires designed by the researchers for the purpose of the study. The prevalence of insomnia disorder was 59% (n=390). Multivariate logistic regression analyses revealed that poor sleepers are more likely to have higher anxiety, feelings of depression, and a poor working atmosphere. Anxiety, depression, and working atmosphere are independent predictors of insomnia. These results suggest that it is crucial to implement a more appropriate shift system and to develop prevention programs for nurses with insomnia to improve their occupational health.
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Affiliation(s)
- Mei-Lin Hsieh
- Department of Nursing, Tzu Chi University, Buddhist Tzu Chi General Hospital, 707 Section 3 Chung Yang Road, Hualien, Taiwan
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Merrick E, Duffield C, Baldwin R, Fry M. Nursing in general practice: organizational possibilities for decision latitude, created skill, social support and identity derived from role. J Adv Nurs 2011; 68:614-24. [PMID: 21771045 DOI: 10.1111/j.1365-2648.2011.05769.x] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Abstract
AIM This article is a report of a study to describe the factors that support organizational opportunities for practice nurse decision-making and skill development for nurses employed in general practice in New South Wales, Australia. BACKGROUND Corresponding to the availability of subsidies from the Australian universal health insurer (Medicare), there has been an increase in the number of nurses employed in general practice. Currently, there is no Australian evidence as to the organizational possibilities for these practice nurses to make decisions, develop their own skills and abilities, derive identity from their role or how their role is influenced by social support. METHODS Over a 8-month period in 2008 practice, nurses employed in general practice in the State of New South Wales were invited to complete a 26-item self-administered online questionnaire utilizing constructs from Karaseks (1998) Job Content Questionnaire (valid n = 160). RESULTS Confirmatory Factor Analysis indicated that all scales demonstrated acceptable levels of internal consistency. Sequential regression models revealed that social support exerts a weak influence on decision latitude (R(2) = 0·07); the addition of self-identity through work significantly improved the predictive ability of the model (R(2) = 0·16). Social support and self-identity through work exerted a negative influence on created skill (R(2) = 0·347), whereas social support was effective in predicting self-identity through work (R(2) = 0·148). CONCLUSIONS Collegial and supervisory support in the work environment predicts organizational possibilities for practice nurse decision-making.
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Affiliation(s)
- Eamon Merrick
- Faculty of Nursing, Midwifery, and Health, University of Technology, Sydney, New South Wales, Australia.
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A systematic review of stress in staff caring for people with dementia living in 24-hour care settings. Int Psychogeriatr 2011; 23:4-9. [PMID: 20478099 DOI: 10.1017/s1041610210000542] [Citation(s) in RCA: 56] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
BACKGROUND Family carers of people with dementia are at risk of psychological morbidity, and it is suggested that this may also be the case in paid carers as caring for people with dementia can be emotionally and physically demanding. Care homes have historically had difficulty recruiting and retaining staff, and job stress has previously been linked to high turnover amongst long-term care staff. We performed a systematic review of studies of the prevalence of psychological stress in staff caring for people with dementia in residential long-term care settings. METHODS We conducted a comprehensive literature search of MEDLINE, PsychINFO and Web of Science databases up to May 2009, supplemented by a search of the references of all relevant articles. Search terms encompassed nursing staff, residential care and psychological distress. Validity of studies was graded by two authors independently using a standardized checklist. RESULTS We identified 601 studies of which five met our inclusion criteria. Two studies reported on prevalence rates of staff distress and found 37% and 5% levels of being "at risk" from burnout, four studies reported mean stress scores and all were low. CONCLUSIONS All studies were either small or used instruments with unsatisfactory psychometric properties and so our conclusions are limited by the lack of good quality evidence. The preliminary evidence suggests that most staff who remain working in homes do not have a high prevalence of psychological stress or level of symptoms.
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Kim EK, Hwang JI. Characteristics associated with intent to stay among Quality Improvement nurses. Int Nurs Rev 2010; 58:89-95. [PMID: 21281299 DOI: 10.1111/j.1466-7657.2010.00841.x] [Citation(s) in RCA: 11] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
AIM The study aims to investigate characteristics associated with intent to stay among Quality Improvement (QI) nurses in Korean hospitals. BACKGROUND QI nurses have recently emerged as a new specialty area in the nursing profession in Korea. They have played a major role in coordinating and facilitating hospital-wide QI activities. However, their frequent turnover degrades the continuity of overall QI programmes and incurs additional costs in human resource management. METHODS A cross-sectional questionnaire survey was administered to 123 QI nurses in 123 general hospitals. The collected data included their hospital and department characteristics, work demand, job satisfaction, organizational commitment and demographics. The response rate was 94.3% (n=116). Multiple logistic regression analysis was performed to determine the factors associated with intent to stay. FINDINGS Only 32.8% intended to stay in their current job. Significant factors associated with intent to stay were affective commitment and work demands. QI nurses with a higher level of affective commitment were more likely to stay [odds ratios (OR)=2.50], whereas those with higher quantitative work demands in QI education and support were less likely to stay (OR=0.40). CONCLUSION The findings indicated that intent to stay was closely associated with work environment characteristics. Efforts to enhance their affective commitment and support their workload management are needed to increase the retention of qualified and experienced QI nurses.
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Affiliation(s)
- E-K Kim
- Department of Nursing, Mokpo National University, Jeonnam, Korea
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