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Li C, Shi H, Zhang Y, Zhao Y, Li T, Zhou L, Guan Q, Zhu X. Association between perceived overqualification, work engagement, job satisfaction among nurses: a cross-sectional study. BMJ Open 2024; 14:e081672. [PMID: 39079931 PMCID: PMC11293402 DOI: 10.1136/bmjopen-2023-081672] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/07/2023] [Accepted: 07/10/2024] [Indexed: 08/03/2024] Open
Abstract
OBJECTIVES This cross-sectional correlational study aimed to understand nurses' perceived overqualification and work engagement, explore their effects on job satisfaction and provide a theoretical basis for hospital management policies in a public comprehensive tertiary hospital in China. DESIGN Cross-sectional correlational study. SETTING The study was conducted in a public comprehensive tertiary hospital in China. The specific location is not disclosed. PARTICIPANTS 584 nurses participated in the study, with a completion rate of 97.3%. The average age of participants was 34.8±6.7 years, with 96.4% being women. 67.8% held a bachelor's degree or higher, and 71.6% had over 5 years of work experience. PRIMARY AND SECONDARY OUTCOME MEASURES The Scale of Perceived Overqualification was used to assess nurses' perceptions of their qualifications, demonstrating a high level of reliability with a Cronbach's alpha coefficient of 0.832. Utrecht Work Engagement Scale was used to assess nurses' work engagement, showing internal consistency coefficients (Cronbach's alpha) of 0.683 for the vigour dimension, 0.693 for the dedication dimension and 0.834 for the absorption dimension. Minnesota Satisfaction Questionnaire was used to evaluate nurses' job satisfaction, with internal consistency coefficients (Cronbach's alpha) of 0.765 for the intrinsic satisfaction scale and 0.734 for the extrinsic satisfaction scale. The primary outcome measures included perceived overqualification, work engagement and job satisfaction. RESULTS The average scores for perceived overqualification, work engagement and job satisfaction were 26.38±3.44, 65.36±14.92 and 74.29±15.04, respectively. Perceived overqualification showed negative correlations with work engagement (r=-0.562, p<0.05) and job satisfaction (r=-0.674, p<0.05). However, work engagement was positively correlated with job satisfaction (r=0.519, p<0.05). Path analysis indicated that perceived overqualification had both a direct (β=-0.06, p<0.001) and an indirect effect (β=-0.35, p=0.015) on job satisfaction, with work engagement partially mediating this relationship. CONCLUSION The perception of overqualification among nurses shows a significant correlation with both their work engagement and job satisfaction. This finding suggests that hospital administrators should pay attention to nurses' perceptions of their qualifications and take measures to enhance their job satisfaction. Furthermore, work engagement acts as a mediator between the perception of overqualification and job satisfaction, emphasising the importance of increasing work engagement. Overall, hospitals can improve nurses' work engagement and job satisfaction by providing career development opportunities, establishing feedback mechanisms and fostering work-life balance. Comprehensive management measures focusing on nurses' career development opportunities and levels of work engagement are necessary. Future research could expand the sample size, employ more diverse research designs and integrate qualitative research methods to further explore the factors influencing nurses' job satisfaction and happiness.
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Affiliation(s)
- Cuixian Li
- Department of Dermatology, First Affiliated Hospital of Dali University, Dali City, Yunnan, China
| | - Hongbo Shi
- Department of General Surgery, First Affiliated Hospital of Dali University, Dali City, Yunnan, China
| | - Yunhong Zhang
- First Affiliated Hospital of Dali University, Dali city, Yunnan, China
| | - Yuan Zhao
- Faculty of Public Health Management, Dali University, Dali city, Yunnan, China
| | - Ting Li
- Faculty of Nursing in Dali University, Dali city, Yunnan, China
| | - Lu Zhou
- Faculty of Nursing in Dali University, Dali city, Yunnan, China
| | - Qin Guan
- Faculty of Nursing in Dali University, Dali city, Yunnan, China
| | - Xiaoling Zhu
- Department of Nursing, First Affiliated Hospital of Dali University, Dali city, Yunnan, China
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Tomita R. The relationship between general self-efficacy and nursing practice competence for second-year nurses: Empirical quantitative research. Nurs Open 2024; 11:e2233. [PMID: 38961662 PMCID: PMC11222662 DOI: 10.1002/nop2.2233] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/07/2023] [Revised: 03/13/2024] [Accepted: 06/21/2024] [Indexed: 07/05/2024] Open
Abstract
AIM To examine the relationship between general self-efficacy and nursing practice competence for nurses in the second year of employment. DESIGN A cross-sectional design was used. DATA SOURCES The study included 596 nurses in their second year of employment at 75 medical facilities across Japan and used an online questionnaire survey for data collection. RESULTS The covariance structure analysis showed the path from general self-efficacy (latent variable) to nursing practice competence. Positive correlations were found between all factors on both scales. Multiple regression analysis results showed that the general self-efficacy factors of 'positivity in behavior' and 'confidence in social competence' affect nursing practice competence. CONCLUSION This study emphasizes the importance of enhancing the general self-efficacy of second-year nurses to improve their nursing practice competence. To achieve this, it suggests developing strategies from the perspective of the factors that comprise general self-efficacy. IMPLICATIONS FOR THE PROFESSION AND PATIENT CARE The findings suggest that improving general self-efficacy can enhance nursing practice competence, which could inform the development of interventions to support nurses in improving their competence. The study provides basic data for improving nurses' practice competence. IMPACT This study is the first to establish a relationship between general self-efficacy and nursing practice competence among second-year nurses. It demonstrates the significance of general self-efficacy in enhancing nursing practice competence, particularly for second-year nurses worldwide who may be struggling with their nursing practice competence and considering leaving the profession. The findings offer practical implications for stakeholders involved in nursing education and training programs, with potential applications in professional development. REPORTING METHOD This manuscript adheres to the STROBE guidelines for the reporting of cross-sectional studies. PATIENT OR PUBLIC CONTRIBUTION There was no patient or public contribution.
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Affiliation(s)
- Ryozo Tomita
- Faculty of NursingMusashino UniversityTokyoJapan
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Kim DK, Scott P, Poghosyan L, Martsolf GR. Burnout, job satisfaction, and turnover intention among primary care nurse practitioners with their own patient panels. Nurs Outlook 2024; 72:102190. [PMID: 38788271 PMCID: PMC11330733 DOI: 10.1016/j.outlook.2024.102190] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/19/2024] [Revised: 04/23/2024] [Accepted: 04/27/2024] [Indexed: 05/26/2024]
Abstract
BACKGROUND Nurse practitioners (NPs) can enhance NP care and improve access to care by autonomously managing their patient panels. Yet, its impact on workforce outcomes such as burnout, job satisfaction, and turnover intention remains unexplored. PURPOSE To estimate the impact of NP panel management on workforce outcomes. METHODS Structural equation modeling was conducted using survey data from 1,244 primary care NPs. NP panel management was categorized into co-managing patients with other providers, both co-managing and autonomously managing, and fully autonomous management. DISCUSSION Fully autonomous management led to more burnout than co-managing (B = 0.089, bias-corrected 95% bootstrap confidence interval [0.028, 0.151]). Work hours partially (27%) mediated this relationship. This findings indicate that greater autonomy in panel management among NPs may lead to increased burnout, partially due to longer work hours. CONCLUSION Interventions to reduce work hours could help NPs deliver quality care without burnout.
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Affiliation(s)
- Do Kyung Kim
- School of Nursing, University of Pittsburgh, Pittsburgh, PA.
| | - Paul Scott
- School of Nursing, University of Pittsburgh, Pittsburgh, PA
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Leal Murillo S, Gutiérrez Arambula D, Gerber JF, Souto Higueras J, Simón Perez R. [Sistematic review on the influence of leadership style on job satisfaction of health professionals]. J Healthc Qual Res 2024; 39:247-257. [PMID: 38744586 DOI: 10.1016/j.jhqr.2024.04.003] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/30/2023] [Revised: 01/12/2024] [Accepted: 04/03/2024] [Indexed: 05/16/2024]
Abstract
INTRODUCTION AND OBJECTIVES Healthcare organisations are highly complex entities that live with a high risk of instability. In order to minimise this instability, interactions and personal relationships play a major role and accordingly the figure of the leader gains full significance. The leadership style used can produce different reactions and lead to multiple outcomes, including job satisfaction. The aim of the present review is to correlate leadership style with job satisfaction in healthcare professionals. MATERIAL AND METHODS A systematic review was carried out in BVS, Cochrane plus, CINAHL, ApaPsycinfo and Pubmed, selecting publications that mentioned leadership styles and job satisfaction in healthcare professionals. Publications search strategy were limited for the 5-10last years, full text availability and language of writing: English, French and Spanish. Review-type publications were excluded. Of the 1566 initial titles, 15 were selected for analysis. RESULTS AND CONCLUSIONS The transformational style showed the highest number of positive correlations, followed by the authentic and transactional styles. On the other hand, the passive and laissez-faire styles showed a negative correlation regardless of the professional category to which they belonged. The results of this study provide a starting point for adopting effective leadership styles to optimise the recruitment and training processes of staff in management and coordination roles.
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Affiliation(s)
- S Leal Murillo
- Servicio de Medicina Intensiva, Consorci Sanitari Alt Penedès-Garraf, Vilafranca del Penedès, Barcelona, España.
| | - D Gutiérrez Arambula
- Servicio de Medicina Intensiva, Consorci Sanitari Alt Penedès-Garraf, Vilafranca del Penedès, Barcelona, España
| | - J F Gerber
- Servicio de Medicina Intensiva, Consorci Sanitari Alt Penedès-Garraf, Vilafranca del Penedès, Barcelona, España
| | - J Souto Higueras
- Servicio de Medicina Intensiva, Consorci Sanitari Alt Penedès-Garraf, Vilafranca del Penedès, Barcelona, España
| | - R Simón Perez
- Dirección Área de Calidad y Organización, Consorci Sanitari Alt Penedès-Garraf, Vilafranca del Penedès, Barcelona, España
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Kallerhult Hermansson S, Norström F, Hilli Y, Rennemo Vaag J, Bölenius K. Job satisfaction, professional competence, and self-efficacy: a multicenter cross-sectional study among registered nurses in Sweden and Norway. BMC Health Serv Res 2024; 24:734. [PMID: 38877558 PMCID: PMC11179280 DOI: 10.1186/s12913-024-11177-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/27/2024] [Accepted: 06/05/2024] [Indexed: 06/16/2024] Open
Abstract
BACKGROUND Healthcare organizations worldwide face persistent challenges relating to turnover and intention to leave the nursing profession among registered nurses. Factors contributing to their retention and well-being at work include high job satisfaction, professional competence, and self-efficacy. Few multicenter studies have investigated these factors in relation to work experience in a Nordic context. Therefore, this study aimed to investigate job satisfaction, professional competence, and self-efficacy among registered nurses. METHODS This multicenter cross-sectional study survey was part of a larger overarching Swedish-Norwegian project, and was conducted among registered nurses (n = 1137) in September 2021. The participants worked in a variety of health care units, e.g., hospital units, primary health care, and home care. Data was subjected to descriptive and comparative statistical analysis; chi-square test, one-way between-groups analysis of variance (ANOVA) and Kruskal-Wallis test. RESULTS The findings show that job satisfaction is reported as lowest in registered nurses with medium-term work experience as compared to newly qualified and long-term work-experienced registered nurses. Professional competence and self-efficacy are reported as higher among registered nurses with long-term work experience as compared to those with medium-term work experience and newly qualified registered nurses. However, the participants reported their professional competence as highest in relation to the same factor - "Value-based nursing care" - regardless of their work experience. CONCLUSIONS AND IMPLICATIONS This study underscores the need for continuous support and professional development for registered nurses throughout their careers. Proactive support for newly qualified nurses may improve job satisfaction as they progress to being registered nurses with medium-term work experience. Tailored interventions to address the distinct needs of both newly qualified and medium-term work-experienced registered nurses are crucial for nurturing a sustainable nursing workforce.
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Affiliation(s)
| | - Fredrik Norström
- Department of Epidemiology and Global Health, Umeå University, Umeå, 901 87, Sweden
| | - Yvonne Hilli
- Faculty of Nursing and Health Sciences, Nord University, Bodø, 8049, Norway
| | - Jonas Rennemo Vaag
- Faculty of Nursing and Health Sciences, Nord University, Bodø, 8049, Norway
| | - Karin Bölenius
- Department of Nursing, Umeå University, Umeå, 901 87, Sweden
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Desai K, O’Malley P, Van Culin E. Impact of heartfulness meditation practice compared to the gratitude practices on wellbeing and work engagement among healthcare professionals: Randomized trial. PLoS One 2024; 19:e0304093. [PMID: 38848338 PMCID: PMC11161083 DOI: 10.1371/journal.pone.0304093] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/12/2024] [Accepted: 04/26/2024] [Indexed: 06/09/2024] Open
Abstract
OBJECTIVE To investigate whether Heartfulness meditation practice, compared to Gratitude practice, leads to measurable changes in mental wellbeing among healthcare providers across the US. METHOD Participants were randomly assigned to one of the following 6-week interventions: the trainer-guided virtual Heartfulness meditation program or the podcast-based self-guided gratitude practice group. The Professional Quality of Life Scale-5 (ProQOL-5) was used to determine Compassion Satisfaction (CS) and risk for Burnout (BO) and secondary traumatic stress (STS). The Utrecht Work Engagement Scale (UWES) was used to assess vigor, dedication, and absorption at work. Outcomes were collected at baseline and the end of the study period. Qualitative questions regarding the experience of learning and practicing were also offered at the end of the six weeks. RESULTS The majority of participants were nurses (50%), followed by allied healthcare professionals (37%) and physicians (13%) (N = 83). There was a general trend towards increases in CS in the Heartfulness group compared to the gratitude group. However, this was not statistically significant. Strong evidence suggests there was a significant improvement in BO for the Heartfulness group between Week 0 and Week 6 (p = 0.002), as well as STS (p = 0.0004) and vigor (p = 0.0392). Qualitative data analysis revealed that the subjects in the Heartfulness arm reported improved sleep and decreased reactivity to stress. Subjects in the gratitude arm reported improved mood and favorable results using gratitude practices at home with family members. CONCLUSION In our study, Heartfulness meditation practice was associated with a significant improvement in burnout and vigor at work, with a trend towards compassion satisfaction after six weeks compared with gratitude practices. Qualitative analysis indicates the benefits of both Heartfulness and Gratitude practices. Further randomized trials with a larger sample size are needed to explore these science-based practices for the wellbeing of healthcare workers.
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Affiliation(s)
- Kunal Desai
- Department of Internal Medicine, Boonshoft School of Medicine, Wright State University, Dayton, Ohio, United States of America
| | - Patricia O’Malley
- Nurse Scientist- Premier Health Nursing Research, Miami Valley Hospital, Dayton, Ohio, United States of America
| | - Emily Van Culin
- Premier Health Learning Institute, Dayton, Ohio, United States of America
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Aydogdu ALF. Work engagement among nurses in the context of the COVID-19 pandemic: A systematic review. Nurs Ethics 2024:9697330241257570. [PMID: 38835110 DOI: 10.1177/09697330241257570] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/06/2024]
Abstract
BACKGROUND Despite nurses receiving education on how to respond during crises, the stress and demands arising from unprecedented situations, such as the COVID-19 pandemic, may affect their work engagement. AIM To appraise and synthesize studies examining work engagement among nurses in the context of the COVID-19 pandemic. METHODS It is a systematic review in which three databases were searched. Critical appraisal tools and PRISMA guidelines were used. Content analysis was performed. ETHICAL CONSIDERATIONS Ethical approval was not required for this systematic review. FINDINGS A total of 21 studies were included. The results were classified into three categories: (1) levels and meanings of work engagement, (2) the relationship of work engagement with various factors, and (3) measures to enhance work engagement. CONCLUSION The review revealed that nurses' work engagement varied from moderate to high. Factors such as education level and work schedule flexibility influenced their engagement. Positive associations were found between work engagement and job satisfaction, intention to stay, and organizational support, while stress and workload showed negative relationships. The crucial role of health policymakers, hospital administrators, and nurse managers in acting ethically, creating favorable working conditions and fostering nurses' work engagement was emphasized.
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Lusk JB, Manandhar P, Thomas LE, O'Brien EC. Association between characteristics of employing healthcare facilities and healthcare worker infection rates and psychosocial experiences during the COVID-19 pandemic. BMC Health Serv Res 2024; 24:659. [PMID: 38783301 PMCID: PMC11119393 DOI: 10.1186/s12913-024-11109-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/03/2023] [Accepted: 05/14/2024] [Indexed: 05/25/2024] Open
Abstract
BACKGROUND Healthcare facility characteristics, such as ownership, size, and location, have been associated with patient outcomes. However, it is not known whether the outcomes of healthcare workers are associated with the characteristics of their employing healthcare facilities, particularly during the COVID-19 pandemic. METHODS This was an analysis of a nationwide registry of healthcare workers (the Healthcare Worker Exposure Response and Outcomes (HERO) registry). Participants were surveyed on their personal, employment, and medical characteristics, as well as our primary study outcomes of COVID-19 infection, access to personal protective equipment, and burnout. Participants from healthcare sites with at least ten respondents were included, and these sites were linked to American Hospital Association data to extract information about sites, including number of beds, teaching status, urban/rural location, and for-profit status. Generalized estimating equations were used to estimate linear regression models for the unadjusted and adjusted associations between healthcare facility characteristics and outcomes. RESULTS A total of 8,941 healthcare workers from 97 clinical sites were included in the study. After adjustment for participant demographics, healthcare role, and medical comorbidities, facility for-profit status was associated with greater odds of COVID-19 diagnosis (aOR 1.76, 95% CI 1.02-3.03, p = .042). Micropolitan location was associated with decreased odds of COVID-19 infection after adjustment (aOR = 0.42, 95% CI 0.24, 0.71, p = .002. For-profit facility status was associated with decreased odds of burnout after adjustment (aOR = 0.53, 95% CI 0.29-0.98), p = .044). CONCLUSIONS For-profit status of employing healthcare facilities was associated with greater odds of COVID-19 diagnosis but decreased odds of burnout after adjustment for demographics, healthcare role, and medical comorbidities. Future research to understand the relationship between facility ownership status and healthcare outcomes is needed to promote wellbeing in the healthcare workforce. TRIAL REGISTRATION The registry was prospectively registered: ClinicalTrials.gov Identifier (trial registration number) NCT04342806, submitted April 8, 2020.
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Affiliation(s)
- Jay B Lusk
- Department of Neurology, Duke University, DUMC 3710, Durham, NC, USA.
- Department of Population Health Sciences, Duke University, Durham, NC, USA.
| | | | - Laine E Thomas
- Duke University Clinical Research Institute, Durham, NC, USA
| | - Emily C O'Brien
- Department of Population Health Sciences, Duke University, Durham, NC, USA
- Duke University Clinical Research Institute, Durham, NC, USA
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Brown JA, Capper T, Hegney D, Donovan H, Williamson M, Calleja P, Solomons T, Wilson S. Individual and environmental factors that influence longevity of newcomers to nursing and midwifery: a scoping review. JBI Evid Synth 2024; 22:753-789. [PMID: 37661721 DOI: 10.11124/jbies-22-00367] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 09/05/2023]
Abstract
OBJECTIVE The objective of this review was to identify the literature and map the individual and environmental factors that influence registered nurses' and midwives' decision to stay or leave their professions within the first 3 years of practice. INTRODUCTION Nursing and midwifery workforce sustainability is an international concern. One aspect is the retention of new registered nurses and midwives in their first years of practice. Several factors are thought to influence the decisions of new registered nurses and midwives to leave or stay in their professions. This review sought to identify and map those factors to enable further research for workforce sustainability development strategies. INCLUSION CRITERIA The study cohort included registered nurses and midwives in their first 3 years of practice, which we called newcomers . Nurses who were required to work under the supervision of registered nurses and midwives (ie, enrolled nurses, licensed practical nurses, and licensed vocational nurses) were excluded. Papers were included only if they explored individual or environmental factors influencing nurses' decision to stay in or leave the professions of nursing or midwifery. Studies could be from any country or care environment, and participants were newcomers providing direct clinical care. Newcomers employed in other health roles, such as education, research, administration, or non-nursing/midwifery roles, were excluded. All research designs and peer-reviewed papers were included; policy documents were excluded. The date of inclusion was from the earliest publication on this topic, which was 1974, to the date of the search. METHODS The JBI methodology for scoping reviews was followed, and reporting followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses extension for Scoping Reviews (PRISMA-ScR) guidance. The search strategy aimed to locate published and unpublished primary studies, reviews, and text and opinion papers. The initial search of relevant databases was conducted in January 2020 and updated in January 2022. Reference lists of included articles were also screened. Following data extraction, descriptive qualitative content analysis was undertaken. RESULTS Twelve articles from 11 studies were included in this review. They were published between 2005 and 2020, and originated from 5 countries. Two studies were observational, 3 were cross-sectional, 5 were longitudinal studies, 1 was a pre- and post-program evaluation, and 1 was a scoping review. All studies focused on registered nurses; no publications on registered midwives met the inclusion criteria. Individual factors we identified that impact newcomers' intention to stay in or leave the profession included physical and psychological health, professional identity, professional commitment, and development. Environmental factors included workplace culture, engagement, and management. CONCLUSIONS Professional self-image, identity, and a sense of pride in the profession are important components of newcomer retention. Strategies that positively support transition to practice and create realistic expectations were highlighted. Managers play an important role in registered nurse retention, as they can influence many of the newcomers' experiences. It is concerning that no studies about newcomer midwives were found. Many studies explored turnover or intention to leave the job/employer rather than the profession. These are important considerations for future research.
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Affiliation(s)
| | - Tanya Capper
- School of Nursing, Midwifery and Social Sciences, CQ University Australia, Brisbane, QLD, Australia
| | - Desley Hegney
- Adelaide Nursing School, The University of Adelaide, Adelaide, SA, Australia
| | - Helen Donovan
- Faculty of Health, School of Nursing, Queensland University of Technology, Brisbane, QLD, Australia
| | - Moira Williamson
- School of Nursing, Midwifery and Social Sciences, CQ University Australia, Brisbane, QLD, Australia
| | - Pauline Calleja
- School of Nursing, Midwifery and Social Sciences, CQ University Australia, Brisbane, QLD, Australia
| | - Terena Solomons
- The Western Australian Group for Evidence-Informed Healthcare Practice: A JBI Centre of Excellence, Curtin University, Perth, WA, Australia
| | - Sally Wilson
- The Western Australian Group for Evidence-Informed Healthcare Practice: A JBI Centre of Excellence, Curtin University, Perth, WA, Australia
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Zhang Y, Meng X, Zhou L. The impact of job stress on perceived professional benefits among Chinese nurses caring for patients with gynecological cancer: mediating effects of perceived social support and self-efficacy. Front Psychol 2024; 15:1344185. [PMID: 38633878 PMCID: PMC11021783 DOI: 10.3389/fpsyg.2024.1344185] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/27/2023] [Accepted: 03/14/2024] [Indexed: 04/19/2024] Open
Abstract
Introduction Nurses caring for patients with gynecological cancer experience significant job stress, which adversely impacts their mental health. Previous studies have indicated that perceived professional benefits serves as a protective factor for nurses' mental health, and factors such as job stress, perceived social support and self-efficacy influence their perceived professional benefits. However, the relationships between these factors and the associated mechanisms have remained incompletely understood. This study explored the role of perceived social support and self-efficacy in job stress and perceived professional benefits among nurses caring for patients with gynecological cancer. Methods During June and July 2023, an investigation was conducted in Anhui Province. The Nurse Job Stressors Scale, Perceived Social Support Scale, Nurses' Perceived Professional Benefits Questionnaire and General Self-Efficacy Scale were administered to 311 nurses caring for patients with gynecological cancer. A chained-mediated effect model was constructed and validated. Results Job stress negatively affected nurses' perceived professional benefits. Perceived social support was a mediator in job stress and nurses' perceived professional benefits, with a mediating effect value of -0.093. Additionally, perceived social support and self-efficacy functioned as sequential mediators in this relationship, with a mediating effect value of -0.032. Conclusion This study unveils the influencing mechanisms of job stress on perceived professional benefits of nurses caring for patients with gynecological cancer. It is essential for nursing managers to alleviate nurses' job stress, provide sufficient and effective social support and improve their self-efficacy, ultimately enhancing their perceived professional benefits.
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Affiliation(s)
| | | | - Lihua Zhou
- School of Nursing, Anhui Medical University, Hefei, China
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11
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Fazzino K, Hewitt J, Thresher C, Wilder S. What's Next for Me? Developing an 18-Month Structured Pathway to Increase New Nurse Retention. J Nurs Adm 2024; 54:E13-E17. [PMID: 38512087 DOI: 10.1097/nna.0000000000001418] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/22/2024]
Abstract
Because of increasing RN turnover rates on a neuroscience unit in a large teaching hospital, unit nurse leaders created a staff retention quality improvement initiative. The initiative offered a structured pathway for professional development milestones in a nurse's 1st 18 months of employment. As a consequence of their work, the unit experienced an 82% decrease in the number of RNs who left their job on the unit in the 1st year of implementation.
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Affiliation(s)
- Kirsten Fazzino
- Author Affiliations: Director of Nursing (Fazzino), Ayer Neuroscience Institute; Nurse Manager (Hewitt); Nurse Educator (Dr Thresher); and Assistant Nurse Manager (Wilder), Hartford Hospital, Hartford HealthCare, Connecticut
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12
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Rietdijk WJR, van der Kuy PHM, den Uil CA. Human resource management at the intensive care unit: A pragmatic review and future research agenda for building a learning health system. Learn Health Syst 2024; 8:e10395. [PMID: 38633021 PMCID: PMC11019382 DOI: 10.1002/lrh2.10395] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/29/2022] [Revised: 08/18/2023] [Accepted: 09/10/2023] [Indexed: 04/19/2024] Open
Abstract
Recently, the importance of efficient and effective health care has been recognized, especially during the acute phase of the Coronavirus Disease-2019 (COVID-19) pandemic. Intensive care units (ICUs) have faced an immense workload, with massive numbers of patients being treated in a very short period of time. In general, ICUs are required to deliver high-quality care at all times during the year. At the same time, high-quality organizational goals may not be aligned with the interests, motivation, and development of individual staff members (eg, nurses, and doctors). For management of the ICU, it is important to balance the organizational goals and development of the staff members ("their human capital"), usually referred to as human resource management. Although many studies have considered this area, no holistic view of the topic has been presented. Such a holistic view may help leadership and/or other stakeholders at the ICU to design a better learning health system. This pragmatic review aims to provide a conceptual model for the management of ICUs. Future research may also use this conceptual model for studying important factors for designing and understanding human resources in an ICU.
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Affiliation(s)
- Wim J. R. Rietdijk
- Department of Hospital PharmacyErasmus University Medical CenterRotterdamThe Netherlands
- Department of Institutional AffairsVrije Universiteit AmsterdamAmsterdamThe Netherlands
| | - P. Hugo M. van der Kuy
- Department of Hospital PharmacyErasmus University Medical CenterRotterdamThe Netherlands
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Köse S, Murat M, Savaşer S, Özdemir S, Elmaoğlu E. Psychometric properties of the pediatric ward nurses' caring self-efficacy scale: A Turkish validity and reliability study. J Pediatr Nurs 2024; 75:41-48. [PMID: 38101310 DOI: 10.1016/j.pedn.2023.12.001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 05/31/2023] [Revised: 12/01/2023] [Accepted: 12/01/2023] [Indexed: 12/17/2023]
Abstract
PURPOSE To translate the 51-item Pediatric Ward Nurses' Caring Self-Efficacy Scale into Turkish and to test the validity and reliability of the Turkish version of the scale in the Turkish population. DESIGN AND METHODS The study was conducted with 308 nurses working in the pediatric/pediatric wards of two hospitals in Turkey between September 2021 and January 2022. A Personal Information Form, the Pediatric Ward Nurses' Caring Self-Efficacy Scale, and the Nursing Profession Self-Efficacy Scale (NPSES) were used to determine the care self-efficacy levels of the research sample. RESULTS The Cronbach alpha value of the scale, which was adapted to Turkish culture, was 0.982, and the test-retest reliability coefficient was 0.994. Factor loads varied between 0.40 and 0.89. The Kaiser-Meyer-Olkin sample fit coefficient of the scale was 0.963 and the Barlett sphericity test χ2 value was 15,259.02 (p < 0.001). It was determined to have a six-factor structure in Turkish culture and showed good fit indices for the Turkish scale (GFI = 0.93, CFI = 0.97, TLI = 0.96 and RMSEA = 0.09). CONCLUSIONS The Pediatric Ward Nurses' Caring Self-Efficacy Scale was found to be valid and reliable for sensitively detecting changes in the care self-efficacy levels of nurses working in pediatric wards. PRACTICE IMPLICATIONS The scale can be used by professionals interested in scientific knowledge about pediatric population.
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Affiliation(s)
- Selmin Köse
- Department of Nursing, Health Sciences Faculty, Biruni University, Turkey.
| | - Merve Murat
- Department of Psychiatric Nursing, Hamidiye Faculty of Nursing, University of Health Sciences, Turkey.
| | - Sevim Savaşer
- Department of Nursing, Health Sciences Faculty, Biruni University, Turkey.
| | - Serap Özdemir
- Department of Nursing, Yusuf Serefoglu Faculty of Health Sciences, Kilis 7 Aralik University, Turkey.
| | - Erhan Elmaoğlu
- Department of Nursing, Yusuf Serefoglu Faculty of Health Sciences, Kilis 7 Aralik University, Turkey.
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14
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Yan E, Wan D, To L, Ng HKL, Lai DWL, Cheng ST, Kwok T, Leung EMF, Lou VWQ, Fong D, Chaudhury H, Pillemer K, Lachs M. Staff Turnover Intention at Long-Term Care Facilities: Implications of Resident Aggression, Burnout, and Fatigue. J Am Med Dir Assoc 2024; 25:396-402. [PMID: 37972647 DOI: 10.1016/j.jamda.2023.10.008] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/06/2023] [Revised: 09/06/2023] [Accepted: 10/05/2023] [Indexed: 11/19/2023]
Abstract
OBJECTIVES Staff shortages and the high turnover rate of nursing assistants pose great challenges to long-term care. This study examined the effects of aggression from residents of long-term care facilities, burnout, and fatigue on staff turnover intention. The findings will help managers to devise effective measures to retain their staff. DESIGN Cross-sectional descriptive study design. SETTING AND PARTICIPANTS A total of 800 nursing assistants were recruited from 70 long-term care facilities using convenience sampling. METHODS The participants were individually interviewed and provided information about their turnover intention, resident aggression witnessed and experienced, self-efficacy, neuroticism, burnout, fatigue, and personal and facility characteristics. RESULTS Hierarchical multiple regression analysis revealed that the size and organizational practices of long-term care facilities were not associated with staff turnover intention. Staff who spent less time in the industry reported witnessing resident-to-resident aggression, experienced resident-to-staff aggression, reported high levels of burnout, had acute or chronic fatigue, and had low levels of inter-shift recovery were more likely than others to report a high turnover intention. CONCLUSIONS AND IMPLICATIONS Staff turnover poses great challenges to staff, residents, and organizations. This study identified important factors that may help support staff in long-term care facilities. Specific measures, such as person-centered care to diminish resident aggression by addressing residents' unmet needs, work-directed programs to mitigate burnout and improve staff mental health, and flexible schedules to prevent fatigue should also be advocated to prevent staff turnover.
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Affiliation(s)
- Elsie Yan
- Department of Applied Social Sciences, Hong Kong Polytechnic University, Hong Kong SAR, China.
| | - Debby Wan
- Department of Applied Social Sciences, Hong Kong Polytechnic University, Hong Kong SAR, China
| | - Louis To
- Department of Applied Social Sciences, Hong Kong Polytechnic University, Hong Kong SAR, China
| | - Haze K L Ng
- Department of Applied Social Sciences, Hong Kong Polytechnic University, Hong Kong SAR, China
| | - Daniel W L Lai
- Faculty of Social Sciences, Hong Kong Baptist University, Hong Kong SAR, China
| | - Sheung-Tak Cheng
- Department of Health and Physical Education, Education University of Hong Kong, Hong Kong SAR, China
| | - Timothy Kwok
- Department of Medicine and Therapeutics and School of Public Health, Chinese University of Hong Kong, Hong Kong SAR, China
| | | | - Vivian W Q Lou
- Department of Social Work and Social Administration, University of Hong Kong, Hong Kong SAR, China
| | - Daniel Fong
- School of Nursing, University of Hong Kong, Hong Kong SAR, China
| | - Habib Chaudhury
- Department of Gerontology, Simon Fraser University, Vancouver, Canada
| | - Karl Pillemer
- Cornell College of Human Ecology, Cornell University, New York, NY, USA
| | - Mark Lachs
- Weill Cornell Medicine, Cornell University, New York, NY, USA
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15
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Zhang J, He W, Jiang J, Luo X, Li G, Li Y, Ding M, Zhang Y, Shen Y, Cao Y, Zhou S, Han X. The Impact of high-performance work system perceived by medical staff on job satisfaction: the mediating role of self-efficacy. PSYCHOL HEALTH MED 2024; 29:492-504. [PMID: 36916209 DOI: 10.1080/13548506.2023.2189271] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/24/2022] [Accepted: 03/01/2023] [Indexed: 03/15/2023]
Abstract
As the mainstay of healthcare, the job satisfaction of medical staff deserves attention. This study aimed to explore the correlation between the perception of the high-performance work system (P-HPWS) and job satisfaction of medical staff in public hospitals and to further investigate the mediating effect of self-efficacy. From November 2019 to January 2020, a cross-sectional survey on working doctors and nurses was conducted in five tertiary public hospitals in China. A total of 520 participants were surveyed. The P-HPWS, job satisfaction, and self-efficacy were assessed using the 25-item self-administered scale, six-item job satisfaction questionnaire, and the General Self-Efficacy Scale, respectively. Linear regression and mediation effects models were used to identify the associations between primary variables. The results showed a significant positive correlation between P-HPWS and job satisfaction (P < 0.01), while self-efficacy played a mediating role between P-HPWS and job satisfaction. This finding reveals the benefits of improving employees' P-HPWS and self-efficacy on their job satisfaction, and that hospitals can improve their management systems by implementing and refining HPWS.
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Affiliation(s)
- Jiawen Zhang
- School of Public Health, Lanzhou University, Lanzhou, China
| | - Wenbo He
- Institute of Hospital Management, West China Hospital of Sichuan University, Chengdu, Sichuan, China
- Saw Swee Hock School of Public Health, National University of Singapore, Singapore
| | - Jingwen Jiang
- School of Public Health, Lanzhou University, Lanzhou, China
| | - Xiaolei Luo
- School of Public Health, Lanzhou University, Lanzhou, China
| | - Gaiyun Li
- School of Public Health, Lanzhou University, Lanzhou, China
| | - Yilun Li
- School of Public Health, Lanzhou University, Lanzhou, China
| | - Mingfeng Ding
- School of Public Health, Lanzhou University, Lanzhou, China
| | - Yajie Zhang
- School of Public Health, Lanzhou University, Lanzhou, China
| | - Yanfei Shen
- Office of Legal Affairs, Gansu Provincial Hospital, Lanzhou, China
| | - Yongwen Cao
- Finance Department, Gansu provincial maternity and child-care hospital, Lanzhou, China
| | - Sheng Zhou
- Department of Radioimaging, Gansu Provincial Hospital of TCM, Lanzhou, China
| | - Xuemei Han
- School of Public Health, Lanzhou University, Lanzhou, China
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16
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Kuha S, Rissanen S, Harmoinen M, Vähänikkilä H, Kanste O. The association between appreciative management and work engagement among health- and social care professionals: A cross-sectional study. Scand J Caring Sci 2024; 38:210-219. [PMID: 37577811 DOI: 10.1111/scs.13202] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/16/2023] [Revised: 06/29/2023] [Accepted: 07/29/2023] [Indexed: 08/15/2023]
Abstract
BACKGROUND The importance of work engagement has been emphasised due to the increasing demand for health- and social care and the shortage of skilled labour. Improving organisational and managerial factors is important when enhancing professionals' work engagement. The association between management and work engagement has only been established in previous studies at a general level, but the association between appreciative management and work engagement has not received equivalent research interest. AIM This study aimed to describe the association between appreciative management and work engagement among health- and social care professionals. METHODS The study used a cross-sectional survey design. The data were collected in five health and social services centres in one city in Finland from September to October 2022 using the Appreciative Management Scale 2.0 and the Utrecht Work Engagement Scale-9. A total of 182 health- and social care professionals participated. The data were analysed using correlations, linear regression analyses, independent samples t-tests and two-way analyses of variance (ANOVAs). RESULTS A moderate association was found between appreciative management and work engagement and its dimensions of vigor, dedication and absorption. Systematic management had the strongest association and equality had the weakest association with work engagement. Among the dimensions of work engagement, appreciative management had the strongest association with vigour and the weakest association with absorption. Appreciative management and work type predicted 18% of the variance in work engagement. Full-time employees reported higher levels of work engagement and all its dimensions than did part-time employees. CONCLUSION The results indicate that appreciative management and full-time work predict work engagement among health- and social care professionals. Due to this positive association, it is important to promote managers' appreciative management skills by educating them to understand how appreciative management enables and supports professionals' vigour, dedication and absorption in health- and social care.
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Affiliation(s)
- Suvi Kuha
- Research Unit of Health Sciences and Technology, Faculty of Medicine, University of Oulu, Oulu, Finland
| | - Sanna Rissanen
- Research Unit of Health Sciences and Technology, Faculty of Medicine, University of Oulu, Oulu, Finland
| | - Merja Harmoinen
- Faculty of Social Sciences, Health Sciences, Nursing Science, Tampere University, Tampere, Finland
| | - Hannu Vähänikkilä
- Northern Finland Birth Cohorts, Arctic Biobank, Infrastructure for Population Studies, Faculty of Medicine, University of Oulu, Oulu, Finland
| | - Outi Kanste
- Research Unit of Health Sciences and Technology, Faculty of Medicine, University of Oulu, Oulu, Finland
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17
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Iida M, Sakuraya A, Watanabe K, Imamura K, Sawada U, Akiyama H, Komase Y, Miyamoto Y, Kawakami N. The association between team job crafting and work engagement among nurses: a prospective cohort study. BMC Psychol 2024; 12:66. [PMID: 38336755 PMCID: PMC10854162 DOI: 10.1186/s40359-024-01538-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/31/2023] [Accepted: 01/11/2024] [Indexed: 02/12/2024] Open
Abstract
BACKGROUND Team-level job crafting has been put forward as a method to promote nurses' mental health. However, a longitudinal association is unclear. Therefore, the objective of this study was to investigate the association between team job crafting at baseline and work engagement, work performance, psychological distress, and intention to leave at three-month and six-month follow-ups among Japanese hospital nurses. Also, whether an increase in the team job crafting during 3 or 6 months was associated with an increase in the work engagement during 3 or 6 months of individual nurses was examined. METHODS A multilevel prospective cohort study was conducted. Data were collected from nurses of five hospitals in Japan at baseline (T1) and follow-ups at 3-months (T2) and 6-months (T3). A total of 2,478 nurses were included. The team job crafting scale for nurses and its three subscales were measured for the independent variables. Ward-means were used as ward-level variables. The dependent variables were work engagement, work performance, psychological distress, and intention to leave. Hierarchical Linear Modeling (HLM) was used to examine the multilevel association. The study protocol was registered at the UMIN Clinical Trials Registry (ID = UMIN000047810) (May 22, 2022). RESULTS A total of 460 nurses completed the T1 survey (response rate = 18.6%), and data from 391 nurses nested in 30 wards were included in the analyses. The intraclass correlation coefficients (ICCs) at T1 were 0.02 for work engagement and 0.07 for team job crafting. The HLM revealed that ward-level team job crafting at T1 was not significantly associated with work engagement, work performance, psychological distress, and intention to leave at T2 or T3. The ward-level change (T3-T1) of "crafting for the task considering the team's growth" (subscale for team job crafting) was significantly and positively associated with the change (T3-T1) in work engagement. CONCLUSIONS Ward-level team job crafting at baseline did not predict nurses' work engagement, work performance, psychological distress, or intention to leave at a three-month or six-month follow-up. The impact of ward-level team job crafting may attenuate over several months.
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Affiliation(s)
- Mako Iida
- Department of Mental Health, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan
- Department of Psychiatric Nursing, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan
| | - Asuka Sakuraya
- Department of Digital Mental Health, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan
| | - Kazuhiro Watanabe
- Department of Public Health, Kitasato University School of Medicine, 1-15-1 Kitazato, Minami-ku, Sagamihara, Kanagawa, 252-0374, Japan
| | - Kotaro Imamura
- Department of Digital Mental Health, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan
| | - Utako Sawada
- Department of Mental Health, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan
- Department of Psychiatric Nursing, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan
| | - Hiroto Akiyama
- Accenture Japan Ltd, Sumitomo Fudosan Azabu Juban Bldg., 1-4-1 Mita, Minato-ku, Tokyo, 108-0073, Japan
| | - Yu Komase
- Fujitsu Japan Limited, 1-5-2, Higashishinbashi, Minato-Ku, Tokyo, 105-7123, Japan
| | - Yuki Miyamoto
- Department of Psychiatric Nursing, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan
| | - Norito Kawakami
- Department of Digital Mental Health, Graduate School of Medicine, The University of Tokyo, 7-3-1, Hongo, Bunkyo-Ku, Tokyo, 113-0033, Japan.
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18
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Maniscalco L, Enea M, de Vries N, Mazzucco W, Boone A, Lavreysen O, Baranski K, Miceli S, Savatteri A, Fruscione S, Kowalska M, de Winter P, Szemik S, Godderis L, Matranga D. Intention to leave, depersonalisation and job satisfaction in physicians and nurses: a cross-sectional study in Europe. Sci Rep 2024; 14:2312. [PMID: 38282043 PMCID: PMC10822871 DOI: 10.1038/s41598-024-52887-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/25/2023] [Accepted: 01/24/2024] [Indexed: 01/30/2024] Open
Abstract
The European healthcare sector faces a significant shortage of healthcare workers. Assessing the prevalence of this issue and understanding its direct and indirect determinants are essential for formulating effective recruitment programs and enhancing job retention strategies for physicians and nurses. A multicentric cross-sectional study was conducted, involving 381 physicians and 1351 nurses recruited from eight European hospitals in Belgium, the Netherlands, Italy, and Poland. The study focused on assessing turnover intentions among healthcare workers based on the Job Demands-Resources model, using an online questionnaire. Structural equation models were employed to test the data collection questionnaires' construct validity and internal consistency. The turnover intention was assessed by agreement with the intention to leave either the hospital or the profession. Among physicians, 17% expressed an intention to leave the hospital, while 9% intended to leave the profession. For nurses, the figures were 8.9% and 13.6%, respectively. The internal consistency of the questionnaires exceeded 0.90 for both categories of health workers. Depersonalization and job dissatisfaction were identified as direct determinants of turnover intention, with work engagement being particularly relevant for nurses. We found a higher intention to leave the hospital among physicians, while nurses were more prone to leave their profession. To mitigate turnover intentions, it is recommended to focus on improving job satisfaction, work engagement and fostering a positive working climate, thereby addressing depersonalisation and promoting job retention.
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Affiliation(s)
- L Maniscalco
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, University of Palermo, Palermo, Italy
| | - M Enea
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, University of Palermo, Palermo, Italy
| | - N de Vries
- Department of Internal Medicine, Spaarne Gasthuis, Hoofddorp, The Netherlands
- Spaarne Gasthuis Academy, Hoofddorp, The Netherlands
| | - W Mazzucco
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, University of Palermo, Palermo, Italy
| | - A Boone
- Department of Public Health and Primary Care, Centre for Environment and Health, KU Leuven (University of Leuven), Leuven, Belgium
| | - O Lavreysen
- Department of Public Health and Primary Care, Centre for Environment and Health, KU Leuven (University of Leuven), Leuven, Belgium
| | - K Baranski
- Department of Epidemiology, Medical University of Silesia, Katowice, Poland
| | - S Miceli
- Department of Psychology, Educational Science and Human Movement, University of Palermo, Palermo, Italy
| | - A Savatteri
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, University of Palermo, Palermo, Italy
| | - S Fruscione
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, University of Palermo, Palermo, Italy
| | - M Kowalska
- Department of Epidemiology, Medical University of Silesia, Katowice, Poland
| | - P de Winter
- Spaarne Gasthuis Academy, Hoofddorp, The Netherlands
- Leuven Child and Health Institute, KU Leuven, Leuven, Belgium
- Department of Development and Regeneration, KU Leuven, Leuven, Belgium
- Department of Pediatrics, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands
| | - S Szemik
- Department of Epidemiology, Medical University of Silesia, Katowice, Poland
| | - L Godderis
- Department of Public Health and Primary Care, Centre for Environment and Health, KU Leuven (University of Leuven), Leuven, Belgium
| | - D Matranga
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, University of Palermo, Palermo, Italy.
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Galanis P, Moisoglou I, Papathanasiou IV, Malliarou M, Katsiroumpa A, Vraka I, Siskou O, Konstantakopoulou O, Kaitelidou D. Association between Organizational Support and Turnover Intention in Nurses: A Systematic Review and Meta-Analysis. Healthcare (Basel) 2024; 12:291. [PMID: 38338176 PMCID: PMC10855592 DOI: 10.3390/healthcare12030291] [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: 12/02/2023] [Revised: 01/10/2024] [Accepted: 01/18/2024] [Indexed: 02/12/2024] Open
Abstract
Although recent studies suggest a negative relationship between organizational support and turnover intention among nurses, there has been no systematic review on this issue. The aim of this systematic review and meta-analysis was to synthesize and evaluate the association between organizational support and turnover intention in nurses. The review protocol was registered with PROSPERO (CRD42023447109). A total of eight studies with 5754 nurses were included. All studies were cross-sectional and were conducted after 2010. Quality was moderate in five studies and good in three studies. We found a moderate negative correlation between organizational support and turnover intention since the pooled correlation coefficient was -0.32 (95% confidence interval: -0.42 to -0.21). All studies found a negative correlation between organizational support and turnover intention ranging from -0.10 to -0.51. A leave-one-out sensitivity analysis showed that our results were stable when each study was excluded. Egger's test and funnel plot suggested the absence of publication bias in the eight studies. Subgroup analysis showed that the negative correlation between organizational support and turnover intention was stronger in studies in China and Australia than those in Europe. Organizational support has a moderate negative correlation with turnover intention in nurses. However, data regarding the impact of organizational support on turnover intention are limited. Moreover, our study had several limitations, and thus, we cannot generalize our results. Therefore, further studies should be conducted to assess the independent effect of organizational support on turnover intention in a more valid way. In any case, nursing managers should draw attention to organizational support by developing effective clinical practice guidelines for nurses so as to reduce turnover intention.
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Affiliation(s)
- Petros Galanis
- Clinical Epidemiology Laboratory, Faculty of Nursing, National and Kapodistrian University of Athens, 11527 Athens, Greece; (P.G.); (A.K.)
| | - Ioannis Moisoglou
- Faculty of Nursing, University of Thessaly, 41500 Larisa, Greece; (I.M.); (M.M.)
| | | | - Maria Malliarou
- Faculty of Nursing, University of Thessaly, 41500 Larisa, Greece; (I.M.); (M.M.)
| | - Aglaia Katsiroumpa
- Clinical Epidemiology Laboratory, Faculty of Nursing, National and Kapodistrian University of Athens, 11527 Athens, Greece; (P.G.); (A.K.)
| | - Irene Vraka
- Department of Radiology, P. & A. Kyriakou Children’s Hospital, 11527 Athens, Greece;
| | - Olga Siskou
- Department of Tourism Studies, University of Piraeus, 18534 Piraeus, Greece;
| | - Olympia Konstantakopoulou
- Center for Health Services Management and Evaluation, Faculty of Nursing, National and Kapodistrian University of Athens, 11527 Athens, Greece; (O.K.); (D.K.)
| | - Daphne Kaitelidou
- Center for Health Services Management and Evaluation, Faculty of Nursing, National and Kapodistrian University of Athens, 11527 Athens, Greece; (O.K.); (D.K.)
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Midje HH, Nyborg VN, Nordsteien A, Øvergård KI, Brembo EA, Torp S. Antecedents and outcomes of work engagement among nursing staff in long-term care facilities-A systematic review. J Adv Nurs 2024; 80:42-59. [PMID: 37519065 DOI: 10.1111/jan.15804] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/01/2023] [Revised: 05/21/2023] [Accepted: 07/12/2023] [Indexed: 08/01/2023]
Abstract
AIM To determine antecedents and outcomes of work engagement (WE) among nursing staff in long-term care (LTC) using the Job Demand-Resources model. DESIGN A systematic review following the Preferred Reporting Items for Systematic Review and Meta-Analysis statement and Synthesis Without Meta-analysis in systematic reviews guideline. A study protocol was registered in PROSPERO (registration number CRD42022336736). DATA SOURCES The initial searches were performed in PsycInfo, Medline, Academic Search Premier, CINAHL and Scopus and yielded 3050 unique publications. Updated searches identified another 335 publications. Sixteen studies published from 2010 to 2022 were included. REVIEW METHODS The screening of titles and abstracts, and subsequently full-text publications, was performed blinded by two author teams using the inclusion/exclusion criteria. When needed, a mutual consensus was obtained through discussion within and across the teams. A descriptive and narrative synthesis without a meta-analysis of the included studies was performed. RESULTS The extent of research on WE in LTC facilities is limited and the factors examined are heterogeneous. Of forty-two unique antecedents and outcomes, only three factors were assessed in three or more studies. Antecedents-in particular job resources-are more commonly examined than outcomes. CONCLUSION Existing literature offers scant evidence on antecedents and outcomes of WE among nursing staff in LTC facilities. Social support, learning and development opportunities and person-centred processes are the most examined factors, yet with ambiguous results. IMPACT Antecedents and outcomes of engagement among nursing staff in LTC facilities have not previously been reviewed systematically. Engagement has been correlated with both more efficient and higher-quality service delivery. Our findings suggest opportunities to improve health and care services by enhancing engagement, whilst at the same time better caring for employees. This study lays the groundwork for more detailed research into the contributing factors and potential results of increasing caregivers' engagement. No patient or public contribution.
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Affiliation(s)
- Hilde Hovda Midje
- Research Group for Health Promotion in Settings, Department of Health, Social and Welfare Studies, University of South-Eastern Norway, Borre, Norway
| | - Vibeke Narverud Nyborg
- Department of Nursing and Health Sciences, University of South-Eastern Norway, Drammen, Norway
| | - Anita Nordsteien
- Centre for Health and Technology, Faculty of Health and Social Sciences, University of South-Eastern Norway, Drammen, Norway
| | - Kjell Ivar Øvergård
- Research Group for Health Promotion in Settings, Department of Health, Social and Welfare Studies, University of South-Eastern Norway, Borre, Norway
| | - Espen Andreas Brembo
- Centre for Health and Technology, Faculty of Health and Social Sciences, University of South-Eastern Norway, Drammen, Norway
| | - Steffen Torp
- Research Group for Health Promotion in Settings, Department of Health, Social and Welfare Studies, University of South-Eastern Norway, Borre, Norway
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21
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Chen Q, Zhang Q, Yu F, Hou B. Investigating Structural Relationships between Professional Identity, Learning Engagement, Academic Self-Efficacy, and University Support: Evidence from Tourism Students in China. Behav Sci (Basel) 2023; 14:26. [PMID: 38247678 PMCID: PMC10813133 DOI: 10.3390/bs14010026] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/25/2023] [Revised: 12/22/2023] [Accepted: 12/27/2023] [Indexed: 01/23/2024] Open
Abstract
In order to foster students' development and enhance the training quality within tourism programs at universities, this study aims to investigate the relationships among tourism students' professional identity, academic self-efficacy, learning engagement, and university support. Professional identity refers to learners' recognition and understanding of their study programs and is viewed as a dynamic, progressive process consisting of professional cognition, professional emotion, and professional appraisal. Data were collected from 333 tourism students studying at Chinese universities. They were analyzed through SPSS and SmartPLS. The results revealed that there is no significant correlation between students' professional cognition and learning engagement. However, students' professional emotions and professional appraisals positively influence learning engagement. Moreover, all three dimensions of professional identity exhibit positive effects on students' academic self-efficacy. Additionally, students' academic self-efficacy demonstrates a positive impact on learning engagement, and university support is associated with increased learning engagement and academic self-efficacy. This study contributes to a comprehensive understanding of the learning experience of tourism students and aims to facilitate the advancement of tourism education through cultivating students' professional identity towards tourism and developing students' career commitment in the tourism industry. Theoretical and practical implications are discussed.
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Affiliation(s)
| | | | | | - Bing Hou
- School of Tourism and Cuisine, Yangzhou University, Yangzhou 225127, China; (Q.C.); (Q.Z.); (F.Y.)
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22
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Kurtović B, Bilješko Štrus I. Job Satisfaction and Associated Factors among Scrub Nurses: Beyond the Surface. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:7159. [PMID: 38131711 PMCID: PMC10743129 DOI: 10.3390/ijerph20247159] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/20/2023] [Revised: 11/14/2023] [Accepted: 12/07/2023] [Indexed: 12/23/2023]
Abstract
BACKGROUND Job satisfaction is essential, especially among healthcare professionals like scrub nurses, who often face unique professional challenges. This study aimed to evaluate job satisfaction and its related factors among scrub nurses, shedding light on areas of improvement and highlighting the positive aspects of their roles. METHODS A detailed study was conducted among a cohort of 31 scrub nurses using a 28-question survey. The questionnaire gauged various aspects of job satisfaction, from work conditions to professional growth opportunities. RESULTS Notably, the participants showed the least satisfaction with hazard allowances (1.8 ± 1.1) and break durations (1.9 ± 1.3). However, high satisfaction was observed regarding resource availability (3.9 ± 1.0) and the quality of protective equipment (3.7 ± 1.0). The data also revealed that those with 6-10 years of experience were the most satisfied (3.5), while those with 16-20 years were less content (2.7). CONCLUSION The study indicates the need for improvements in hazard allowances and break periods. Experience significantly influenced satisfaction, with mid-career nurses showing the highest contentment. Such insights can guide future policy and practice adjustments in healthcare settings.
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Affiliation(s)
- Biljana Kurtović
- Department of Nursing, University of Applied Health Sciences, 10000 Zagreb, Croatia
- Department of Nursing, Faculty of Health Studies, University of Rijeka, 51000 Rijeka, Croatia
| | - Ilijana Bilješko Štrus
- Instrumentation and Central Sterilization Unit, General Hospital Šibenik, 22000 Šibenik, Croatia;
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Bing-Jonsson PC, Førsund LH, Hansen Stålesen J, Vabo Nesland B, Lindholm IC, Rugsland Espegren O. Lifelong learning in community healthcare: Testing competence after learning activities in a blended learning space. Scand J Caring Sci 2023; 37:1057-1066. [PMID: 37203208 DOI: 10.1111/scs.13180] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/23/2023] [Revised: 03/13/2023] [Accepted: 04/30/2023] [Indexed: 05/20/2023]
Abstract
AIMS AND OBJECTIVES This study reports from a municipality in Norway that implemented a competence enhancement programme for all its institutional nursing staff during the COVID-19 pandemic to fill identified competence gaps. BACKGROUND Many Norwegian municipalities are experiencing a demand for expanded community healthcare services due to an increase in elderly patients and patients with extensive and complex needs. At the same time, most municipalities are striving to recruit and keep competent health personnel. New ways of organising and increasing the competence of the workforce may help ensure that the healthcare delivered corresponds to patients' changing needs. DESIGN AND METHODS Nursing staff were encouraged to complete targeted competence enhancing activities with the aim of enhancing their competence in identified areas. The learning activities were blended and consisted of e-learning courses, lectures, supervision, vocational training and meetings with a superior. Competence was measured before and after the competence enhancing activities (n = 96). The STROBE checklist was applied. RESULTS The results provide insight into the competence development of registered nurses and assistant nurses in institutional community health services. They show that the implementation of a workplace-based blended learning programme improved competence significantly, especially for assistant nurses. CONCLUSIONS Offering workplace-based competence enhancing activities seems to be a sustainable way of facilitating lifelong learning among nursing staff. Facilitation of learning activities in a blended learning space may enhance accessibility and increase the potential for participation. A combination of reorganisation of roles and simultaneous competence enhancing activities can ensure that both managers and nursing staff prioritise filling competence gaps.
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Affiliation(s)
| | - Linn Hege Førsund
- Department of Nursing and Health Sciences, University of South-Eastern Norway, Horten, Norway
| | - Jarle Hansen Stålesen
- Centre for Development of Institutional and Home Care Services, Kristiansand, Norway
| | - Birgitte Vabo Nesland
- Centre for Development of Institutional and Home Care Services, Kristiansand, Norway
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Meng Z, Zhang L, Zan H, Wang J. Psychological resilience and work engagement of Chinese nurses: a chain mediating model of career identity and quality of work life. Front Psychol 2023; 14:1275511. [PMID: 38034289 PMCID: PMC10687206 DOI: 10.3389/fpsyg.2023.1275511] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/10/2023] [Accepted: 11/03/2023] [Indexed: 12/02/2023] Open
Abstract
Aim To investigate how nurses' psychological resilience affects their work engagement and the resulting pathways, namely, the intermediary effect of career identity and quality of work life. Background Psychological resilience is the ability to adapt to new circumstances and overcome difficulties. Work engagement is a positive, perfect emotional and cognitive state in the work process, which has a positive effect on nurses' physical and mental health and career development. The importance of psychological resilience in nursing is growing in popularity. However, few studies have explored the relationship between psychological resilience and nurses' work engagement. Design This is a cross-sectional study. Methods From March to April 2023, 356 nurses in the First Affiliated Hospital of Jinzhou Medical University in China received valid questionnaires. The study was surveyed using the Connor-Davidson, Resilience Scale, the Nursing Career Identity Scale, the Work-Related Quality of Life Scale, and the 15-item Utrecht Work Engagement Scale. Process version 3.5 plug-in SPSS 25 was used to test the mediating effect. Results (1) Psychological resilience was significantly and positively correlated with career identity, quality of work life, and work engagement (r = 0.702-0.803, p < 0.001). (2) Career identity and quality of work life partially mediated the relationship between psychological resilience and work engagement, with effect sizes of 0.2382 and 0.0958, respectively. (3) There was a chain mediation model between psychological resilience and work engagement that had a value of 0.1219. Conclusion Career identity and quality of work life played a chain-mediating role between psychological resilience and work engagement. Thus, in order to enhance the work engagement of clinical nurses, it is necessary for nursing managers to take measures to enhance not only psychological resilience but also their career identity and the quality of work life.
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Affiliation(s)
- Zhixing Meng
- Department of Nursing, Jinzhou Medical University, Jinzhou, China
| | - Lan Zhang
- Department of Nursing, The First Affiliated Hospital of Jinzhou Medical University, Jinzhou, China
| | - Haijing Zan
- Department of Nursing, Jinzhou Medical University, Jinzhou, China
| | - Jingru Wang
- Department of Nursing, Jinzhou Medical University, Jinzhou, China
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Yilmaz FK, Karakuş S. The relationship between healthcare workers' satisfaction level and patients' satisfaction: Results of a path analysis model. J Healthc Qual Res 2023; 38:338-345. [PMID: 37679259 DOI: 10.1016/j.jhqr.2023.08.003] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/05/2023] [Revised: 07/05/2023] [Accepted: 08/01/2023] [Indexed: 09/09/2023]
Abstract
INTRODUCTION Patient and healthcare workers' satisfaction is an important issue in the healthcare sector today. This study aims to evaluate the relationship between healthcare workers and patient satisfaction levels among Turkish individuals, with particular emphasis on the contribution of the former to the latter. MATERIALS AND METHODS The current study was conducted in a state hospital in İstanbul, Türkiye. Face-to-face surveys were conducted from January to April 2022 to administer two diverse questionnaires for inpatients and attending healthcare workers in the same clinic. Path analysis was used to examine the relationships. RESULTS The path analysis demonstrated that 25.2% of patient satisfaction was constituted by the satisfaction of healthcare workers. The final model had an excellent fit with the data x2 (112.89), x2/df (2.130); SRMR=0.0679, CFI=0.956, RMSEA=0.0798. According to the results of this analysis, healthcare worker satisfaction positively influences patient satisfaction and causes it to increase. CONCLUSION Healthcare satisfaction plays a central role in providing patient satisfaction, which in turn helps with the challenges that healthcare faces today.
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Affiliation(s)
- F K Yilmaz
- The Department of Health Management, The Faculty of Health Sciences, The University of Health Sciences, İstanbul, Türkiye.
| | - S Karakuş
- The Department of Health Management, The Faculty of Health Sciences, The University of Health Sciences, İstanbul, Türkiye
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Wazqar DY. Arabic version of the Palliative Care Self-Efficacy Scale: Translation, adaptation, and validation. Palliat Support Care 2023; 21:863-870. [PMID: 36285511 DOI: 10.1017/s1478951522001456] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
OBJECTIVES A lack of confidence among oncology nurses might be problematic when providing palliative care. No valid and reliable tool is currently available in Saudi Arabia to assess oncology nurses' confidence in providing palliative care. This study aims to explain the process of translation, adaptation, and validation of the Palliative Care Self-Efficacy Scale (PCSS) to support its use in the Saudi context. METHODS This was a methodological study of translation, cultural adaptation, and content validation of PCSS. The process of translation and adaptation was conducted according to the World Health Organization guidelines, including forward and backward translations, an expert panel review, and pretesting and cognitive interviewing, resulting in a final version. Two independent bilingual oncology nurses familiar with palliative care terminology translated the PCSS from English to Modern Standard Arabic. Next, the concise PCSS translation developed from the 2 translations was back-translated to English by 2 English-speaking translators and then compared to the original PCSS. The Arabic version PCSS was evaluated by Saudi professionals (N = 5) in oncology and palliative care nursing using a Likert scale for essentiality, relevance, clarity, and appropriateness. The content validity was examined using the calculation of the content validity ratio, item-level content validity index (I-CVI), and modified kappa statistics. The thinking aloud method was also used to interview Saudi oncology nurses (N = 8) who had palliative care experience. RESULTS The relevance, clarity, and appropriateness of the first Arabic version PCSS were validated. It had a level of content validity index of 1.00 for all items after improvements were made based on the recommendations of experts and oncology nurses. SIGNIFICANCE OF RESULTS The PCSS demonstrated face and content validity in the assessment of oncology nurses' confidence in providing palliative care. The PCSS is suitable for use in palliative cancer care units in Saudi Arabia to identify the educational needs of nurses to promote their confidence and improve the quality of care. Additional reliable and valid language versions of the PCSS allow for international and national comparisons, which may be useful for oncology nursing administrators or managers who are accountable for the quality of palliative care during the strategic health-care planning process in cancer services.
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Affiliation(s)
- Dhuha Youssef Wazqar
- Department of Medical Surgical Nursing, Faculty of Nursing, King Abdulaziz University, Jeddah, Saudi Arabia
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Scheepers RA, Vollmann M, Cramm JM, Nieboer AP. Empathic nurses with sufficient job resources are work-engaged professionals who deliver more individualized care. J Clin Nurs 2023; 32:7321-7329. [PMID: 37469207 DOI: 10.1111/jocn.16830] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/14/2023] [Revised: 06/02/2023] [Accepted: 07/10/2023] [Indexed: 07/21/2023]
Abstract
AIMS This study examined whether nurse work engagement mediated the associations of job resources (collegial support and autonomy) and a personal resource (empathy) with individualized care delivery, in both hospital and long-term care settings. We also explored potential setting-specific differences in how strongly the resources were associated with work engagement and individualized care delivery among nurses. DESIGN We conducted a cross-sectional study in three hospitals and two long-term care facilities. METHODS In total, 454 nurses completed a web-based survey including validated measures on resources (collegial support, autonomy, empathy), work engagement and individualized care delivery. Data were analysed using mediation and moderated mediation analyses. RESULTS In both settings, all resources were indirectly associated with individualized care delivery via work engagement. Empathy was also directly associated with individualized care delivery, and a stronger association was found in the long-term care setting than in the hospital setting. CONCLUSION The present study showed work engagement to mediate the associations of job resources and empathy with individualized care delivery in both hospital and long-term care settings. Individualized care delivery was furthermore directly facilitated by high levels of empathy, especially among nurses working in long-term care settings. IMPLICATIONS FOR THE PROFESSION AND/OR PATIENT CARE Patients may benefit from better individualized care delivery by empathic nurses who are more work-engaged in the face of sufficient job resources in their practice environment. IMPACT Nurses are better able to deliver individualized care when provided with sufficient job resources (collegial support and autonomy) that support their being work-engaged professionals. Furthermore, empathic nurses also reported being able to better support patient individuality. These findings can be translated to policies of hospitals and long-term care facilities, to optimize job resources and enhance empathy and thus facilitate the support of patient individuality by nurses. REPORTING METHOD This study adhered to the STROBE guidelines. PATIENT OR PUBLIC CONTRIBUTION Nurses were involved in the design and data collection of the study.
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Affiliation(s)
- R A Scheepers
- Department of Socio-Medical Sciences, Erasmus School of Health Policy & Management, Erasmus University of Rotterdam, Rotterdam, The Netherlands
| | - M Vollmann
- Department of Socio-Medical Sciences, Erasmus School of Health Policy & Management, Erasmus University of Rotterdam, Rotterdam, The Netherlands
| | - J M Cramm
- Department of Socio-Medical Sciences, Erasmus School of Health Policy & Management, Erasmus University of Rotterdam, Rotterdam, The Netherlands
| | - A P Nieboer
- Department of Socio-Medical Sciences, Erasmus School of Health Policy & Management, Erasmus University of Rotterdam, Rotterdam, The Netherlands
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Lu J, Wang B, Dou X, Yu Y, Zhang Y, Ji H, Chen X, Sun M, Duan Y, Pan Y, Chen Y, Yi Y, Zhou L. Moderating effects of perceived social support on self-efficacy and psychological well-being of Chinese nurses: a cross-sectional study. Front Public Health 2023; 11:1207723. [PMID: 37841725 PMCID: PMC10570434 DOI: 10.3389/fpubh.2023.1207723] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/18/2023] [Accepted: 09/14/2023] [Indexed: 10/17/2023] Open
Abstract
Introduction Nurses experience significant physical and psychological stress that negatively influences their psychological well-being. The objective of this study was to explore the association between self-efficacy and psychological well-being among Chinese nurses and to assess the moderating effects of perceived social support (PSS). Methods In 2020, a hospital-based cross-sectional study using a multistage random sampling approach was performed in five regions of Liaoning, China. Of the 1,200 surveyed nurses, 1,010 completed questionnaires that evaluated the demographic information, 14-item Hospital Anxiety and Depression Scale, General Self-Efficacy Scale, and Multidimensional Scale of Perceived Social Support. To examine the factors associated with mental health parameters, hierarchical multiple regression analysis was performed. The interactions were visualized using a simple slope analysis. Results The mean depression and anxiety scores for Chinese nurses were 8.74 ± 3.50 and 6.18 ± 3.26, respectively. The association between self-efficacy and depression differed between the low perceived social support (PSS) group (1 SD below the mean, β = -0.169, p < 0.01) and high PSS group (1 SD above the mean, β = -0.077, p < 0.01). Similarly, the association between self-efficacy and anxiety differed between the low PSS group (1 SD below the mean, β = -0.155, p < 0.01) and high PSS group (1 SD above the mean, β = -0.044, p < 0.01). Conclusion We found that Chinese nurses experienced high levels of anxiety and depression. Furthermore, PSS moderates the relationship between self-efficacy and psychological well-being. Therefore, interventions targeting self-efficacy and PSS should be implemented to improve the psychological well-being of nurses.
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Affiliation(s)
- Jiachen Lu
- School of Public Health, Dalian Medical University, Dalian, China
| | - Bin Wang
- Department of Nursing, The First Affiliated Hospital of Dalian Medical University, Dalian, China
| | - Xiaofeng Dou
- School of Public Health, Dalian Medical University, Dalian, China
| | - Yingying Yu
- School of Public Health, Dalian Medical University, Dalian, China
| | - Yanni Zhang
- Laboratory Animal Center, Affiliated Zhongshan Hospital Dalian University, Dalian, China
| | - Haoqiang Ji
- School of Public Health, Shandong University, Jinan, China
| | - Xu Chen
- School of Public Health, Dalian Medical University, Dalian, China
| | - Meng Sun
- School of Public Health, Dalian Medical University, Dalian, China
| | - Yuxin Duan
- School of Public Health, Dalian Medical University, Dalian, China
| | - Yuanping Pan
- School of Public Health, Dalian Medical University, Dalian, China
| | - Yunting Chen
- School of Public Health, Dalian Medical University, Dalian, China
| | - Yaohui Yi
- School of Public Health, Dalian Medical University, Dalian, China
| | - Ling Zhou
- School of Public Health, Dalian Medical University, Dalian, China
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Chang HE, Cho SH. Turnover intention and retention of newly licensed nurses in their first job: A longitudinal study. Int Nurs Rev 2023; 70:338-344. [PMID: 36037329 DOI: 10.1111/inr.12799] [Citation(s) in RCA: 7] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/12/2021] [Accepted: 07/22/2022] [Indexed: 11/29/2022]
Abstract
AIM To examine newly licensed nurses' retention in their first job and factors related to their turnover. BACKGROUND Newly licensed nurses have a high turnover rate within three years of entering their first job. INTRODUCTION The factors affecting newly licensed nurses' turnover should be identified and prevented. METHODS This longitudinal study tracked newly licensed nurses for three years. Data were collected online, and nurses could participate four times in the survey. The Kaplan-Meier method was used to estimate survival curves and to present nurses' retention. Cox proportional hazards regression model was used to analyze factors related to turnover. RESULTS The estimated survival probabilities in nurses' first job at one, two, and three years were 0.927, 0.778, and 0.686, respectively. Nurses who reported turnover intention within one year in the first survey had significantly lower survival probabilities than those who did not have turnover intention. Turnover was more likely among male nurses. Turnover intention was associated with a significant increased likelihood of nurses leaving their first job. DISCUSSION More than one third of newly licensed nurses left their first job within three years of employment. To reduce nurses' turnover, it is necessary to understand and manage turnover intention in advance. Specific steps should be taken to address male nurses' turnover. CONCLUSIONS Turnover intention was the most powerful predictor of turnover. Further research should investigate reasons for turnover intention at the beginning of employment, and strategies to prevent turnover should be developed before nurses enter the workforce. IMPLICATIONS FOR NURSING AND HEALTH POLICY Newly licensed nurses with turnover intention at the beginning of their career should receive particular attention, and wellness programs should be prepared to promote retention.
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Affiliation(s)
- Hyoung Eun Chang
- Assistant Professor, College of Nursing, Research Institute of Nursing Science, Jeonbuk National University, Jeonju, South Korea
| | - Sung-Hyun Cho
- Professor, College of Nursing, Research Institute of Nursing Science, Seoul National University, Seoul, South Korea
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Cabrera-Aguilar E, Zevallos-Francia M, Morales-García M, Ramírez-Coronel AA, Morales-García SB, Sairitupa-Sanchez LZ, Morales-García WC. Resilience and stress as predictors of work engagement: the mediating role of self-efficacy in nurses. Front Psychiatry 2023; 14:1202048. [PMID: 37649562 PMCID: PMC10464840 DOI: 10.3389/fpsyt.2023.1202048] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 04/07/2023] [Accepted: 07/31/2023] [Indexed: 09/01/2023] Open
Abstract
Background Nurses face high levels of stress and work demands, which can affect their work engagement and psychological well-being. Resilience and self-efficacy have been identified as important resources to improve nurses' adaptation and work engagement. Objective This study aimed to evaluate the mediating role of self-efficacy in the relationship between resilience and stress on work engagement in Peruvian nurses. Methods A cross-sectional design was used, and data were collected from a sample of 459 nurses. Self-report questionnaires were administered to measure self-efficacy, resilience, stress, and work engagement. SEM analyses were performed to examine the relationship between these variables, and a mediation analysis was conducted to evaluate the role of self-efficacy as a mediator in the relationship between resilience, stress, and work engagement. Results The results indicated a positive relationship between resilience, self-efficacy, and work engagement, as well as a negative relationship between stress and work engagement. Additionally, self-efficacy mediated the relationship between resilience and work engagement, as well as the relationship between stress and work engagement in nurses. Conclusion Personal resources such as self-efficacy are a key factor in the relationship between resilience (work resources), stress (work demands), and work engagement of Peruvian nurses. Strengthening self-efficacy and resilience can improve work engagement and personal satisfaction of nurses. Hospital administrators and nursing managers should consider the importance of resilience, stress, work engagement, and self-efficacy in registered nurses and develop effective strategies to improve them. This can have a positive impact on the quality of care provided to patients and on the job satisfaction of nurses.
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Affiliation(s)
- Elard Cabrera-Aguilar
- Unidad de Posgrado en Salud Pública, Escuela de Posgrado, Universidad Peruana Unión, Lima, Peru
| | | | - Mardel Morales-García
- Unidad de Posgrado en Salud, Escuela de Posgrado, Universidad Peruana Unión, Lima, Peru
| | - Andrés Alexis Ramírez-Coronel
- Nursing Career, Azogues Campus, Catholic University of Cuenca, Cañar, Ecuador
- Laboratory of Psychometry, Comparative Psychology and Ethology, Catholic University of Cuenca, Cuenca, Ecuador
- Health and Behavior Research Group (HBR), Catholic University of Cuenca, Cuenca, Ecuador
| | - Sandra B. Morales-García
- Departamento Académico de Enfermería, Obstetricia y Farmacia, Facultad de Farmacia y Bioquímica, Universidad Científica del Sur, Lima, Peru
| | - Liset Z. Sairitupa-Sanchez
- Escuela Profesional de Psicología, Facultad de Ciencias de la Salud, Universidad Peruana Unión, Lima, Peru
| | - Wilter C. Morales-García
- Escuela de Medicina Humana, Facultad de Ciencias de la Salud, Universidad Peruana Unión, Lima, Peru
- Escuela de Posgrado, Universidad Peruana Unión, Lima, Peru
- Facultad de Teología, Universidad Peruana Unión, Lima, Peru
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Galanis P, Moisoglou I, Katsiroumpa A, Vraka I, Siskou O, Konstantakopoulou O, Meimeti E, Kaitelidou D. Increased Job Burnout and Reduced Job Satisfaction for Nurses Compared to Other Healthcare Workers after the COVID-19 Pandemic. NURSING REPORTS 2023; 13:1090-1100. [PMID: 37606463 PMCID: PMC10443294 DOI: 10.3390/nursrep13030095] [Citation(s) in RCA: 19] [Impact Index Per Article: 19.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/22/2023] [Revised: 08/06/2023] [Accepted: 08/12/2023] [Indexed: 08/23/2023] Open
Abstract
Nurses experience high levels of job burnout and low levels of job satisfaction, while the COVID-19 pandemic has deteriorated working conditions. In this context, our aim was to compare levels of job burnout and job satisfaction among nurses and other healthcare workers (HCWs) after the COVID-19 pandemic. Moreover, we investigated the influence of demographics and job characteristics on burnout and satisfaction. We conducted a cross-sectional study with 1760 HCWs during June 2023. We used the single-item burnout measure and the "Job Satisfaction Survey". In our sample, 91.1% of nurses experienced high levels of burnout, while the respective percentage for the other HCWs was 79.9%. Nurses' satisfaction was lower than other HCWs. In particular, 61.0% of nurses experienced low levels of satisfaction, while the respective percentage for the other HCWs was 38.8%. Multivariable analysis identified that nurses, HCWs with an MSc/PhD diploma, shift workers, and those who considered their workplace as understaffed had higher burnout score and lower satisfaction score. Our results showed that the nursing profession was an independent factor of burnout and satisfaction. Several other demographic and job characteristics affected burnout and satisfaction. Policy makers, organizations, and managers should adopt appropriate interventions to improve work conditions.
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Affiliation(s)
- Petros Galanis
- Clinical Epidemiology Laboratory, Faculty of Nursing, National and Kapodistrian University of Athens, P.C. 11527 Athens, Greece;
| | - Ioannis Moisoglou
- Faculty of Nursing, University of Thessaly, P.C. 41500 Larissa, Greece;
| | - Aglaia Katsiroumpa
- Clinical Epidemiology Laboratory, Faculty of Nursing, National and Kapodistrian University of Athens, P.C. 11527 Athens, Greece;
| | - Irene Vraka
- Department of Radiology, P. & A. Kyriakou Children’s Hospital, P.C. 11527 Athens, Greece;
| | - Olga Siskou
- Department of Tourism Studies, University of Piraeus, P.C. 18534 Piraeus, Greece;
| | - Olympia Konstantakopoulou
- Center for Health Services Management and Evaluation, Faculty of Nursing, National and Kapodistrian University of Athens, P.C. 11527 Athens, Greece; (O.K.); (D.K.)
| | - Evangelia Meimeti
- 3rd Regional Health Authority of Macedonia, P.C. 54623 Thessaloniki, Greece;
| | - Daphne Kaitelidou
- Center for Health Services Management and Evaluation, Faculty of Nursing, National and Kapodistrian University of Athens, P.C. 11527 Athens, Greece; (O.K.); (D.K.)
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Koskinen S, Brugnolli A, Fuster-Linares P, Hourican S, Istomina N, Leino-Kilpi H, Löyttyniemi E, Nemcová J, Meyer G, De Oliveira CS, Palese A, Rua M, Salminen L, Sveinsdóttir H, Visiers-Jiménez L, Zeleníková R, Kajander-Unkuri S. A successful nursing education promotes newly graduated nurses' job satisfaction one year after graduation: a cross-sectional multi-country study. BMC Nurs 2023; 22:269. [PMID: 37580681 PMCID: PMC10424405 DOI: 10.1186/s12912-023-01438-y] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/20/2023] [Accepted: 08/08/2023] [Indexed: 08/16/2023] Open
Abstract
BACKGROUND Job satisfaction is a key factor for the successful transition of newly graduated nurses (NGNs) and for retaining NGNs in their workplaces. However, there is limited evidence of the relationship between satisfaction regarding the nursing education program and NGNs' job satisfaction in the first year after graduation. Therefore, this study aims to examine the association of the nursing education related factors and NGNs' job satisfaction. METHODS A cross-sectional study design with the utilization of data collected from the same respondents one year earlier as educational factors was applied. The data were collected from NGNs (n = 557) in 10 European countries using an electronic survey between February 2019 and September 2020, and analyzed in detail for four countries (n = 417). Job satisfaction was measured with three questions: satisfaction with current job, quality of care in the workplace, and nursing profession. Nursing education related factors were satisfaction with nursing education program, level of study achievements, nursing as the 1st study choice, intention to stay in nursing, and generic nursing competence. The data were analyzed statistically using logistic regression. RESULTS Most of the NGNs in the 10 countries were satisfied with their current job (88.3%), the quality of care (86.4%) and nursing profession (83.8%). Finnish, German, Lithuanian and Spanish NGNs' satisfaction with the nursing education program at graduation was statistically significantly associated with their job satisfaction, i.e., satisfaction with their current job, the quality of care, and the nursing profession. Moreover, NGNs who had fairly often or very often intention to stay in nursing at graduation were more satisfied with their current job, with the quality of care, and with the nursing profession compared with NGNs who had never or fairly seldom intention to stay in nursing at graduation. CONCLUSIONS Nursing education plays a significant role in NGNs' job satisfaction one year after graduation, indicating the importance to start career planning already during nursing education. Both nursing education providers and healthcare organizations could plan in close collaboration a transition program for NGNs to ease the transition phase and thus increase the NGNs' job satisfaction and ultimately the high-quality care of the patients.
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Affiliation(s)
- Sanna Koskinen
- Department of Nursing Science, University of Turku, 20014 Turku, Finland
| | - Anna Brugnolli
- Azienda Per I Servizi Sanitari Provinciali, University of Verona, 38123 Trento, Italy
| | - Pilar Fuster-Linares
- Department of Nursing, Universitat Internacional de Catalunya, 08017 Barcelona, Spain
| | - Susan Hourican
- School of Nursing, Psychotherapy and Community Health, Dublin City University, Dublin 9, Ireland
| | - Natalja Istomina
- Institute of Health Sciences, Vilnius University, 01513 Vilnius, Lithuania
| | - Helena Leino-Kilpi
- Department of Nursing Science, University of Turku, 20014 Turku, Finland
- Turku University Hospital, 20521 Turku, Finland
| | - Eliisa Löyttyniemi
- Turku University Hospital, 20521 Turku, Finland
- Department of Biostatistics, University of Turku, 20014 Turku, Finland
| | - Jana Nemcová
- Department of Nursing Science, Jessenius Faculty of Medicine in Martin, Comenius University in Bratislava, 03601 Martin, Slovakia
| | - Gabriele Meyer
- Institute of Health and Nursing Science, Martin Luther University Halle-Wittenberg, 06108 Halle (Saale), Germany
| | - Célia Simão De Oliveira
- Department of Fundamentals of Nursing, Lisbon School of Nursing—ESEL (Escola Superior de Enfermagem de Lisboa), 1600-096 Lisbon, Portugal
| | - Alvisa Palese
- Department of Medicine, Udine University, 33100 Udine, Italy
| | - Marília Rua
- School of Health Sciences, University of Aveiro, 3810-193 Aveiro, Portugal
| | - Leena Salminen
- Department of Nursing Science, University of Turku, 20014 Turku, Finland
- Turku University Hospital, 20521 Turku, Finland
| | | | - Laura Visiers-Jiménez
- Department of Health Sciences, School of Nursing and Physiotherapy, Universidad Pontificia de Comillas, San Juan de Dios, Fundación San Juan de Dios, Alberto Aguilera, 23, 28015 Madrid, Spain
| | - Renáta Zeleníková
- Department of Nursing and Midwifery, University of Ostrava, 70103 Ostrava, Czech Republic
| | - Satu Kajander-Unkuri
- Department of Nursing Science, University of Turku, 20014 Turku, Finland
- Diaconia University of Applied Sciences, 00580 Helsinki, Finland
| | - on behalf of the ProCompNurse Consortium and the COMPEUnurse Consortium
- Department of Nursing Science, University of Turku, 20014 Turku, Finland
- Azienda Per I Servizi Sanitari Provinciali, University of Verona, 38123 Trento, Italy
- Department of Nursing, Universitat Internacional de Catalunya, 08017 Barcelona, Spain
- School of Nursing, Psychotherapy and Community Health, Dublin City University, Dublin 9, Ireland
- Institute of Health Sciences, Vilnius University, 01513 Vilnius, Lithuania
- Turku University Hospital, 20521 Turku, Finland
- Department of Biostatistics, University of Turku, 20014 Turku, Finland
- Department of Nursing Science, Jessenius Faculty of Medicine in Martin, Comenius University in Bratislava, 03601 Martin, Slovakia
- Institute of Health and Nursing Science, Martin Luther University Halle-Wittenberg, 06108 Halle (Saale), Germany
- Department of Fundamentals of Nursing, Lisbon School of Nursing—ESEL (Escola Superior de Enfermagem de Lisboa), 1600-096 Lisbon, Portugal
- Department of Medicine, Udine University, 33100 Udine, Italy
- School of Health Sciences, University of Aveiro, 3810-193 Aveiro, Portugal
- Faculty of Nursing, University of Iceland, 07 Reykjavík, Iceland
- Department of Health Sciences, School of Nursing and Physiotherapy, Universidad Pontificia de Comillas, San Juan de Dios, Fundación San Juan de Dios, Alberto Aguilera, 23, 28015 Madrid, Spain
- Department of Nursing and Midwifery, University of Ostrava, 70103 Ostrava, Czech Republic
- Diaconia University of Applied Sciences, 00580 Helsinki, Finland
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Gerbeth S, Mulder RH. Team behaviors as antecedents for team members' work engagement in interdisciplinary health care teams. Front Psychol 2023; 14:1196154. [PMID: 37469903 PMCID: PMC10352783 DOI: 10.3389/fpsyg.2023.1196154] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/29/2023] [Accepted: 06/07/2023] [Indexed: 07/21/2023] Open
Abstract
Introduction Due to the increasing complexity and diversity of work tasks in teams, teams need team members who are dedicated and energetic, both characteristics attributed to team members' work engagement. Especially in the domain of health care, high demands at work impact professionals' work engagement. Despite teams being the main work unit in this domain, team research on antecedents of work engagement has been neglected. The present study examines the role of team behaviors such as reflection activities in the relationships between demands at work and team members' work engagement. In doing so, the study aims to extend findings on team behaviors by considering cognitive and work-task related team behaviors as well as team behaviors that focus on emotional aspects. Methods Data of 298 team members of 52 interdisciplinary teams of health and social care organizations which provide care and assistance were collected in this cross-sectional survey study. Relationships between team demands at work, team learning behaviors, dealing with emotions in the team and team members' work engagement were estimated in a mediation model using structural equation modeling (SEM). Results The results indicate that team members' work engagement is positively related to team learning behaviors and dealing with emotions in the team. Cognitive team demands at work such as the complexity of work tasks, were found to relate positively to team members' work engagement, while emotional team demands such as the amount of emotional labor at work had a negative relationship. Team learning behaviors and dealing with emotions in the team were found to mediate the relationship between team demands at work and team members' work engagement. Discussion Our results provide insights into the actual behavior of teams in the domain of health care, both on cognitive and emotional aspects, and the capability of team learning behaviors and dealing with emotions in the team to mediate the relationship between team demands at work and team members' work engagement. The findings encourage future researchers and practitioners to address cognitive, emotional and motivational components in team research to provide a better understanding of team conditions, team behavior and team outcomes.
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Nurmeksela A, Kulmala M, Kvist T. Patient satisfaction - results of cluster analysis of finnish patients. BMC Health Serv Res 2023; 23:629. [PMID: 37312180 DOI: 10.1186/s12913-023-09625-y] [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: 05/16/2022] [Accepted: 05/31/2023] [Indexed: 06/15/2023] Open
Abstract
BACKGROUND Healthcare providers must understand patients' expectations and perceptions of the care they receive to provide high-quality care. The purpose of this study is to identify and analyse different clusters of patient satisfaction with the quality of care at Finnish acute care hospitals. METHODS A cross-sectional design was applied. The data were collected in 2017 from three Finnish acute care hospitals with the Revised Humane Caring Scale (RHCS) as a paper questionnaire, including six background questions and six subscales. The k-means clustering method was used to define and analyse clusters in the data. The unit of analysis was a health system encompassing inpatients and outpatients. Clusters revealed the common characteristics shared by the different groups of patients. RESULTS A total of 1810 patients participated in the study. Patient satisfaction was categorised into four groups: dissatisfied (n = 58), moderately dissatisfied (n = 249), moderately satisfied (n = 608), and satisfied (n = 895). The scores for each subscale were significantly above average in the satisfied patient group. The dissatisfied and moderately dissatisfied patient groups reported scores for all six subscales that were clearly below the average value. The groups significantly differed in terms of hospital admission (p = .013) and living situation (p = .009). Patients representing the dissatisfied and moderately dissatisfied groups were acutely admitted more frequently than patients in other groups and were more likely to live alone than satisfied and moderately satisfied patients. CONCLUSION The results mostly demonstrated high levels of patient satisfaction; however, the perceptions of minority populations of dissatisfied patients should be assessed to identify shortcomings in the care provided. More attention should be paid to acutely admitted patients who are living alone and the pain and apprehension management of all patients.
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Affiliation(s)
- Anu Nurmeksela
- Faculty of Health Sciences, Department of Nursing Science, University Lecturer University of Eastern Finland, P.O. Box 1627, Kuopio, 70211, Finland.
| | - Markus Kulmala
- Faculty of Sport and Health Sciences, University of Jyväskylä, Research Centre for Health Promotion, P.O. Box 35, Jyväskylä, FI-40014, Finland
| | - Tarja Kvist
- Department of Nursing Science, University of Eastern Finland, Kuopio Campus, P.O. Box 1627, Kuopio, 70211, Finland
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Savu C, Armaș I, Burcea M, Dobre D. Behind the scenes of the healthcare COVID-19 pandemic crisis: potential affecting factors of healthcare work sustainability in Romania during 2020-2022. Front Psychiatry 2023; 14:1179803. [PMID: 37324811 PMCID: PMC10267456 DOI: 10.3389/fpsyt.2023.1179803] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/04/2023] [Accepted: 05/02/2023] [Indexed: 06/17/2023] Open
Abstract
Aim The COVID-19 pandemic represented a great disturbance for medical systems around the world, putting medical personnel on the front lines of the fight against the SARS-Cov2 virus. This fight was particularly impactful in countries with medical systems already facing various challenges, including Romania; where the pandemic unfolded in five waves that severely affected the psychological and physical well-being of medical professionals in terms of overload and continuous exposure to health threats. Against this background, our research aims to identify the mediating role of potential affecting factors of healthcare work sustainability during the change-related uncertainty conditions generated by the COVID 19 crisis. Dynamics and relations of nine carefully selected constructs were tracked along all five pandemic waves in Romania, which span from March 2020 to April 2022. The tested variables and constructs are perception of healthcare workers of their own state of health, their workplace safety, the work-family conflict, the satisfaction of basic needs, the work meaningfulness and work engagement, patient care, pandemic stress and burnout. Methods This cross-sectional study is based on an online snowball sampling of 738 health workers from 27 hospitals. Panel research is limited to a maximum of 61 respondents for two successive waves. The analytical part is built on means comparison of analysed variables between all five pandemic waves and an in-depth model to explain the relationships between the variables. Results The results indicate statistically significant correlations between the perception of health risks and all selected factors excluding patient care, which seems to be above the own health perception. The factors' dynamics was followed along all five pandemic waves. The developed model identified that one's health status satisfaction is a mediator of the family-work conflict and, together, of work engagement. In turn, work engagement plays a significant role in satisfying basic psychological needs and supporting work meaningfulness. Also, work meaningfulness influences the satisfaction of basic psychological needs. Discussion Health workers with higher levels of positive perceived health are better at managing pandemic stress, burnout effects and work-family imbalances. Adaptive behaviors and attitudes towards COVID-19 pandemic threats could be identified in later pandemic waves due to the progress in terms of medical protocols and procedures.
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Affiliation(s)
- Cristina Savu
- Faculty of Geography, University of Bucharest, Bucharest, Romania
| | - Iuliana Armaș
- Faculty of Geography, University of Bucharest, Bucharest, Romania
| | - Marin Burcea
- Faculty of Administration and Business, University of Bucharest, Bucharest, Romania
| | - Daniela Dobre
- Faculty of Geography, University of Bucharest, Bucharest, Romania
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Hasebrook J, Hecke J, Volkert T, Singer M, Hinkelmann J, Michalak L, Hahnenkamp K. Individual perspectives and mental maps of working conditions and intention to stay of physicians in academic medicine. Front Psychol 2023; 14:1106501. [PMID: 37251059 PMCID: PMC10213555 DOI: 10.3389/fpsyg.2023.1106501] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/23/2022] [Accepted: 04/10/2023] [Indexed: 05/31/2023] Open
Abstract
Introduction Job satisfaction has a strong impact on the intention to stay which is an important aspect to counter skills shortage in academic medicine. The purpose of the three studies reported here is to find out what specific factors are relevant for the intention to stay and turnover intention of physicians in academic medicine -and what measures might have a positive impact on employee retention. Methods In an interview study combining qualitative and quantitative methods, we investigated how the individual mental representation of working conditions influences job satisfaction and its impact on the intention to stay. In total, 178 physicians from German university hospitals, residents, and physicians, in 15 departments of anesthesiology were interviewed and surveyed. In a first study, chief physicians participated in interviews about job satisfaction in academic hospitals. Answers were segmented into statements, ordered by topics, and rated according to their valence. In a second study, assistant physicians during and after their training period talked about strengths, weaknesses, and potential improvements of working conditions. Answers were segmented, ordered, rated, and used to develop a "satisfaction scale." In a third study, physicians participated in a computer-led repertory grid procedure composing 'mental maps' of job satisfaction factors, filled in the job satisfaction scale and rated if they would recommend work and training in their clinic as well as their intention to stay. Results Comparing the interview results with recommendation rates and intention to stay show that high workload and poor career perspectives are linked to a negative attitude. A positive attitude towards work environment and high intention to stay is based on sufficient personnel and technical capacities, reliable duty scheduling and fair salaries. The third study using repertory grids showed that the perception of current teamwork and future developments concerning work environment were the main aspects to improve job satisfaction and the intention to stay. Discussion The results of the interview studies were used to develop an array of adaptive improvement measure. The results support prior findings that job dissatisfaction is mostly based on generally known "hygiene factors" and whereas job satisfaction is due to individual aspects.
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Affiliation(s)
| | - Juliane Hecke
- Department of Anesthesiology, University Hospital Muenster, Münster, Germany
| | - Thomas Volkert
- Department of Anesthesiology, University Hospital Muenster, Münster, Germany
| | - Maren Singer
- ZEB Business School, Steinbeis University, Berlin, Germany
| | - Juergen Hinkelmann
- Department of Anesthesiology, Lukas Hospital Dortmund, Dortmund, Germany
| | | | - Klaus Hahnenkamp
- Department of Anesthesiology, University Medicine Greifswald, Greifswald, Germany
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O'Connor M, Lunney A, Rainford L, Grehan J. Recruitment and retention of radiography clinical practice educators. Radiography (Lond) 2023; 29:629-634. [PMID: 37116290 DOI: 10.1016/j.radi.2023.04.004] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/19/2023] [Revised: 03/31/2023] [Accepted: 04/05/2023] [Indexed: 04/30/2023]
Abstract
INTRODUCTION Clinical Practice Educators (CPEs) play a vital role in radiography education, fostering the development of students' clinical competence and creating positive learning experiences. In recent years, there has been a high turnover and difficulties recruiting radiography CPEs in Ireland. This is the first study to explore issues surrounding recruitment and retention of radiography CPEs. METHOD A cross-sectional, mixed-method study was conducted to gain a better understanding of the issues surrounding recruitment and retention of radiography CPEs. Current and former CPEs affiliated with undergraduate radiography training in Ireland were recruited. CPEs completed an online questionnaire detailing demographics and career background. Online semi-structured focus groups were conducted with current CPEs and interviews with former CPEs. RESULTS Nineteen current CPEs completed the questionnaire and participated in focus groups (95% response rate). Ten CPEs who had resigned within the last five years were interviewed. The main motivators for CPEs were an interest in teaching, inspiration from role models, personal learning goals and the appeal of part-time employment. Job satisfaction was influenced by efficacy in the role, professional growth, autonomy, and relationships with stakeholders. The main disincentives were the CPE grade not being commensurate with work involved, lack of protected time and lack of support from colleagues. A variety of reasons for resignation were provided, many of which related to grading of the CPE post and lack of career progression opportunities in the role. CONCLUSION The findings outline the key motivators for radiography CPEs and disincentives relative to recruitment and retention of radiography CPEs in Ireland. IMPLICATIONS FOR PRACTICE By understanding the disincentives relative to CPE recruitment and retention, along with the motivators, employers can devise initiatives that reduce turnover and increase CPE retention.
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Affiliation(s)
- M O'Connor
- Radiography and Diagnostic Imaging, School of Medicine, University College Dublin, Dublin, Ireland.
| | - A Lunney
- Radiography and Diagnostic Imaging, School of Medicine, University College Dublin, Dublin, Ireland
| | - L Rainford
- Radiography and Diagnostic Imaging, School of Medicine, University College Dublin, Dublin, Ireland
| | - J Grehan
- Radiography and Diagnostic Imaging, School of Medicine, University College Dublin, Dublin, Ireland
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Zhang L, Bu P, Liu H. Work engagement, emotional disorders and conflict management styles in paediatric nurse: A mediating effect model. Nurs Open 2023; 10:2264-2272. [PMID: 36403131 PMCID: PMC10006646 DOI: 10.1002/nop2.1480] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/29/2022] [Revised: 10/08/2022] [Accepted: 10/31/2022] [Indexed: 11/21/2022] Open
Abstract
AIM The mediating role of emotional disorders between conflict management styles and work engagement was explored based on constructing structural equation models in paediatric nurses. DESIGN A cross-sectional study. METHODS According to a cross-sectional survey, 300 paediatric nurses were selected from three tertiary hospitals (Chang sha, China), the data were collected using demographic questionnaires, the Rahim Organizational Conflict Inventory-II, Depression, Anxiety and Stress Scales and the Utrecht Work Engagement Scale. The Structural Equation Model was employed to investigate the mediating role of emotional disorders between conflict management styles and work engagement. RESULTS Among conflict management styles, emotional disorders and work engagement, the associations were all significant (p < .05). In the mediation models, emotional disorders partially mediate the relationships between conflict management styles and work engagement (indirect effect 0.095, p < .01; direct effect -0.330, p < .01; total effect -0.330, p < .01) and between conflict management styles and work engagement (indirect effect 0.095, p < .01; direct effect 0.329, p < .01; total effect 0.424, p < .01).
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Affiliation(s)
- Lijuan Zhang
- Department of Pediatrics, The Third Xiangya Hospital, Central South University, Changsha, China
| | - Pingyuan Bu
- The Third Xiangya Hospital, Central South University, Changsha, China
| | - Haiyan Liu
- Department of Pediatrics, The Third Xiangya Hospital, Central South University, Changsha, China
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Lo WY, Lin YK, Lee HM, Liu TY. The lens of Yin-Yang philosophy: the influence of paradoxical leadership and emotional intelligence on nurses' organizational identification and turnover intention. Leadersh Health Serv (Bradf Engl) 2023; ahead-of-print. [PMID: 36853757 DOI: 10.1108/lhs-09-2022-0095] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/01/2023]
Abstract
PURPOSE This study aims to use "both-and" thinking of Yin-Yang philosophy to extend the field of leadership literatures and explore the influences of paradoxical leadership and emotional intelligence on organizational identification and turnover intentions of nurses. DESIGN/METHODOLOGY/APPROACH The authors adopted a cross-sectional survey completed by 285 nurses in Taiwan. SPSS 22, PROCESS and AMOS 21 were used for data analysis. FINDINGS The results reveal that paradoxical leadership has a significant positive relationship with nurses' organizational identification and a significant negatively relationship with their turnover intentions, and organizational identification partially mediated the relationship between paradoxical leadership and turnover intentions. The results further show that emotional intelligence strengthens the effect of paradoxical leadership on organizational identification, and paradoxical leadership had a stronger indirect effect on turnover intentions through organizational identification under strong emotional intelligence. ORIGINALITY/VALUE Paradoxical leadership can strengthen managers' abilities in dealing with interrelated and substantial issues and correspond to organizing and belonging paradoxes in holistic thinking processes. Health-care organizations must shape a coordinated institution and offer training initiatives to increase managers' ability and attitude to control organizational rules and procedures while allowing employees' flexibility and autonomy according to the requirements of the situation, which will maintain both organizational short-term benefits and long-term growth.
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Affiliation(s)
- Wei-Yuan Lo
- Department of Executive Master of Business Administration in International Finance, National Taipei University, New Taipei City, Taiwan
| | - Yu-Kai Lin
- Department of Health and Welfare, University of Taipei, Taipei, Taiwan
| | - Hsiang-Ming Lee
- Department of Business Administration, National Taipei University of Business, Taipei, Taiwan
| | - Tsui-Yau Liu
- Department of Nursing, Taipei City Hospital, Taipei, Taiwan
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Mayes CG, Cochran K. Factors Influencing Perioperative Nurse Turnover: A Classic Grounded Theory Study. AORN J 2023; 117:161-174. [PMID: 36825918 DOI: 10.1002/aorn.13880] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/28/2022] [Revised: 07/09/2022] [Accepted: 08/04/2022] [Indexed: 02/25/2023]
Abstract
Perioperative nurse turnover rates range from 12% to 18.8%, and approximately 75% of perioperative managers reported at least one vacancy in 2021. Perioperative leaders are challenged to mitigate nurse turnover effectively because factors contributing to a nurse's decision to leave their job are not well defined. The purpose of this qualitative study using classic grounded theory was to explore perioperative nurses' turnover decision-making processes. We used social media to recruit participants and then conducted 26 interviews to collect data. We completed comparative analysis of the data and developed the Perioperative Nurse Turnover Decision-Making Theory, which describes the influence of the dimensions of perioperative nurse well-being (ie, physical and emotional well-being, career development, work-life balance, compensation, workplace culture) on their decision to leave an OR position. Perioperative leaders should consider the nurses' decision-making process when developing and implementing interventions aimed at reducing turnover.
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The Effect of Work Engagement and Perceived Organizational Support on Turnover Intention among Nurses: A Meta-Analysis Based on the Price–Mueller Model. J Nurs Manag 2023. [DOI: 10.1155/2023/3356620] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/03/2023]
Abstract
Aim. To elaborate on the relationship between work engagement, perceived organizational support, and the turnover intention of nurses by analysing some potential moderators. Background. Nurses’ turnover intention is negatively impacted by their level of work engagement and perceptions of organizational support. However, it is challenging to reach a consistent conclusion. Methods. Data were acquired from six electronic databases. Each study was evaluated using the quality assessment tool for cross-sectional studies of the Agency for Healthcare Research and Quality (AHRQ). STATA 15.0 was used to analyse the data, and a random effects model was used. The groups that included two or more studies were added to the moderator analysis. Results. A total of 40 study articles involving 23,451 participants were included. The turnover intention of nurses was inversely associated with work engagement (coefficient: −0.42) and perceived organizational support (coefficient: −0.32). A substantial moderating role was played by cultural background, economic status, working years, and investigation time (
). Conclusion. Work engagement and organizational support significantly reduced turnover intention among nurses. Considering the acute shortage of nurses worldwide, nurses with lower wages, fewer working years, and lower levels of work engagement should be given more attention and support from their organizations. Implications for Nursing Management. The meta-analysis suggested that managers should give their employees a more organizational support and promote their work engagement to motivate nurses’ retention intention and maintain a stable workforce with little employee turnover.
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Nurse Leadership Development: A Qualitative Study of the Dutch Excellent Care Program. J Nurs Manag 2023. [DOI: 10.1155/2023/2368500] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/27/2023]
Abstract
Aims. To understand how nurses perceived the contributions of the Dutch Excellent Care Program, the development of nurses’ leadership, and their ability to positively influence their work environment. Background. Research shows that the nursing work environment influences job satisfaction, retention, and quality of care. Many countries have created programs such as the Excellent Care Program to improve nurses’ leadership and facilitate a positive work environment. Methods. A descriptive qualitative study based on 17 semistructured group interviews (participants N = 52) and directed content analysis using thematic coding. Results. Four program processes contribute to leadership development: (1) nurses taking responsibility for their knowledge and skills development; (2) strengthening organizational structures to improve nursing governance; (3) challenging the status quo with quality-enhancing projects; and (4) enhancing awareness of the supportive role of the nurse manager. Conclusions. The program supported nurses’ leadership development for a positive work environment. The interrelatedness of the four processes enhanced the nurses’ ability to solve day-to-day problems and challenge the status quo that influenced working practices. Implications for Nursing Management. The findings support making improvements to healthcare organizational strategies to encourage nurses to show leadership in their work environment.
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Silvia C, Barbara B, Paolo I, Maura L. Development and validation of two versions of the Nurse-Patient Mutuality in Chronic Illness scale. J Adv Nurs 2023. [PMID: 36794730 DOI: 10.1111/jan.15594] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/07/2022] [Revised: 12/09/2022] [Accepted: 01/31/2023] [Indexed: 02/17/2023]
Abstract
AIMS The aim of the study was to develop and psychometrically test the Nurse-Patient Mutuality in Chronic Illness (NPM-CI) scale in two versions, one for nurses and one for patients. METHOD A multiphase methodological study was conducted. In the first phase, a qualitative investigation was conducted through interviews and an analysis of the content; inductively, the items of two instruments were generated, one for nurses and one for patients. In the second phase, the content and face validity were assessed through the expert consensus method. In the third phase, exploratory factor analysis (EFA), Cronbach's alpha test, intraclass correlation and Pearson correlation coefficients were conducted to estimate construct, criterion validity and instrument reliability. For each phase, the sample included nurses and patients recruited from a large hospital in Northern Italy. Data collection was conducted between June and September 2021. RESULTS Nurse and patient versions of the NPM-CI scale were developed. Two rounds of consensus reduced the items from 39 to 20; content validity index ranged between 0.78 and 1, content validity ratio was 0.94. Face validity indicated clarity and comprehensibility of the items. EFA identified three latent factors for both the scales. Internal consistency was satisfactory, with Cronbach's alphas ranging between .80 and .90. Test-retest stability was suggested, with an intraclass correlation coefficient of .96 (nurse scale) and .97 (patient scale). Predictive validity was established, with a Pearson correlation coefficient of .43 (nurse scale) and 0.55 (patient scale) between the mutuality scales and satisfaction in providing and receiving care. CONCLUSION The results suggest that the NPM-CI scales are sufficiently valid and reliable for the clinical practice among chronic illness patients and the nurses caring for them. A more in-depth exploration of this construct in the context of nursing and patient outcomes is warranted. PATIENT OR PUBLIC CONTRIBUTION Patients were involved in all study phases. IMPACT Mutuality is fundamental in the relationship between nurse and patient, based on trust, equality, reciprocity, and mutual respect. The NPM-CI scale was developed and psychometric estimated through a multiphase study in both nurse and patient versions. The NPM-CI scale measures the factors of 'developing and going beyond', 'being the point of reference' and 'deciding and sharing care'. The NPM-CI scale allows us to measure mutuality in clinical practice and research. Expected outcomes and influencing factors for patients and nurses could be associated.
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Affiliation(s)
- Cilluffo Silvia
- Department of Biomedicine and Prevention, University of Rome Tor Vergata, Rome, Italy.,School of Nursing, Niguarda Hospital, University of Milan, Milan, Italy
| | - Bassola Barbara
- School of Nursing, Niguarda Hospital, University of Milan, Milan, Italy
| | - Iovino Paolo
- Department of Biomedicine and Prevention, University of Rome Tor Vergata, Rome, Italy.,Faculty of Health Science, School of Nursing, Midwifery and Paramedicine, Australian Catholic University, Victoria, Melbourne, Australia
| | - Lusignani Maura
- School of Nursing, Niguarda Hospital, University of Milan, Milan, Italy.,Department of Biomedical Science for Health, University of Milan, Milan, Italy
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Lee EY, Kim E. [Effects of Clinical Nurses' Job Crafting on Organizational Effectiveness Based on Job Demands-Resource Model]. J Korean Acad Nurs 2023; 53:129-143. [PMID: 36898690 DOI: 10.4040/jkan.22138] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/10/2022] [Revised: 02/07/2023] [Accepted: 02/10/2023] [Indexed: 03/09/2023]
Abstract
PURPOSE This study aimed to examine the mediating effects of clinical nurses' job crafting on organizational effectiveness based on the job demands-resources model proposed by Bakker and Demerouti (2017). METHODS The participants consisted of 393 nurses working in nursing units of a tertiary general hospital located in Cheongju region. The data, collected using questionnaire from August 9 to August 20, 2021, were analyzed using SPSS 23.0 and AMOS 27.0. RESULTS The goodness-of-fit (GoF) test results on the modified model (χ² = 2.7, GFI = .94, SRMR = .03, RMSEA = .06, NFI = .92, CFI = .94, TLI = .92, AGFI = .90), indicated that the GoF index satisfied the recommended level. Regarding the effects of each variable on organizational effectiveness, job crafting showed statistically significant direct (β = .48, p < .001), indirect (β = .23, p < .001), and total effects (β = .71, p < .001). Burnout showed statistically significant direct effect (β = -.17, p < .001). Work engagement showed statistically significant direct (β = .41, p < .001) and total effects (β = .41, p < .001). The factors explaining organizational effectiveness were job crafting, burnout, and work engagement, which had an explanatory power of 76.7%. CONCLUSION Nurses' job crafting is an important mediating factor for enhancing the organizational effectiveness of nursing organizations. Hospitals should develop job-crafting success cases and related education and training programs as a strategy for enhancing the job crafting of nurses and, consequently organizational effectiveness.
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Affiliation(s)
- Eun Young Lee
- Quality Improvement Team, Chungbuk National University Hospital, Cheongju, Korea
| | - Eungyung Kim
- Department of Nursing, Chungbuk National University, Cheongju, Korea.
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He H, Zhu N, Lyu B, Zhai S. Relationship between nurses’ psychological capital and satisfaction of elderly cancer patients during the COVID-19 pandemic. Front Psychol 2023; 14. [DOI: https:/doi.org/10.3389/fpsyg.2023.1121636] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/16/2023] Open
Abstract
IntroductionAs a special vulnerable group, the physical and mental health of elderly cancer patients has attracted much attention. However, few studies have focused on the impact of nurses’ mental state on the mental health of elderly cancer patients during the COVID-19 pandemic. In response to this literature gap, this study aims to explore the impact of nurses’ psychological capital on the satisfaction of elderly cancer patients. The job demands-resources model (JD-R) is used to further investigate how work engagement and job resources of nurses affect this relationship.MethodsThe questionnaire survey was used to collect data, participants included 230 elderly cancer patients and their nurses from a tertiary first-class cancer hospital in China. Partial least squares structural equation modeling (PLS-SEM) was conducted with SmartPLS 3.3.9.ResultsNurses’ psychological capital has a significant positive impact on the satisfaction of elderly cancer patients during the COVID-19 pandemic. Nurses’ work engagement is an important mechanism for their psychological capital to affect the satisfaction of elderly cancer patients. In addition, nurses’ job resources positively moderate the relationship between their psychological capital and work engagement. The positive relationship between psychological capital and work engagement of nurses is stronger when they have abundant job resources.DiscussionThese findings suggest that healthcare organizations should take the psychological capital of medical staff as an important means to improve their competitive advantage. It can improve the quality of medical services to obtain good performance by effectively developing and managing the psychological capital of medical staff. In addition, healthcare organizations should recognize the importance of providing adequate job resources for medical staff.
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He H, Zhu N, Lyu B, Zhai S. Relationship between nurses' psychological capital and satisfaction of elderly cancer patients during the COVID-19 pandemic. Front Psychol 2023; 14:1121636. [PMID: 36777226 PMCID: PMC9911544 DOI: 10.3389/fpsyg.2023.1121636] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/12/2022] [Accepted: 01/10/2023] [Indexed: 01/28/2023] Open
Abstract
Introduction As a special vulnerable group, the physical and mental health of elderly cancer patients has attracted much attention. However, few studies have focused on the impact of nurses' mental state on the mental health of elderly cancer patients during the COVID-19 pandemic. In response to this literature gap, this study aims to explore the impact of nurses' psychological capital on the satisfaction of elderly cancer patients. The job demands-resources model (JD-R) is used to further investigate how work engagement and job resources of nurses affect this relationship. Methods The questionnaire survey was used to collect data, participants included 230 elderly cancer patients and their nurses from a tertiary first-class cancer hospital in China. Partial least squares structural equation modeling (PLS-SEM) was conducted with SmartPLS 3.3.9. Results Nurses' psychological capital has a significant positive impact on the satisfaction of elderly cancer patients during the COVID-19 pandemic. Nurses' work engagement is an important mechanism for their psychological capital to affect the satisfaction of elderly cancer patients. In addition, nurses' job resources positively moderate the relationship between their psychological capital and work engagement. The positive relationship between psychological capital and work engagement of nurses is stronger when they have abundant job resources. Discussion These findings suggest that healthcare organizations should take the psychological capital of medical staff as an important means to improve their competitive advantage. It can improve the quality of medical services to obtain good performance by effectively developing and managing the psychological capital of medical staff. In addition, healthcare organizations should recognize the importance of providing adequate job resources for medical staff.
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Affiliation(s)
- Hui He
- School of Public Administration, Xiangtan University, Xiangtan, China
| | - Na Zhu
- School of Public Administration, Xiangtan University, Xiangtan, China
| | - Bei Lyu
- School of Economics and Management, Huaibei Normal University, Huaibei, China,Chinese Graduate School, Panyapiwat Institute of Management, Nonthaburi, Thailand,*Correspondence: Bei Lyu, ✉
| | - Shengbao Zhai
- School of Economics and Management, Huaibei Normal University, Huaibei, China,Shengbao Zhai, ✉
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Matsuo M, Matsumoto K, Higashijima M, Shirabe S, Tanaka G, Yoshida Y, Higashi T, Miyabara H, Komatsu Y, Iwanaga R. Diagnostic model for preschool workers' unwillingness to continue working: Developed using machine-learning techniques. Medicine (Baltimore) 2023; 102:e32630. [PMID: 36637924 PMCID: PMC9839289 DOI: 10.1097/md.0000000000032630] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 01/14/2023] Open
Abstract
The turnover of kindergarten teachers has drastically increased in the past 10 years. Reducing the turnover rates among preschool workers has become an important issue worldwide. Parents have avoided enrolling children in preschools due to insufficient care, which affects their ability to work. Therefore, this study developed a diagnostic model to understand preschool workers' unwillingness to continue working. A total of 1002 full-time preschool workers were divided into 2 groups. Predictors were drawn from general questionnaires, including those for mental health. We compared 3 algorithms: the least absolute shrinkage and selection operator, eXtreme Gradient Boosting, and logistic regression. Additionally, the SHapley Additive exPlanation was used to visualize the relationship between years of work experience and intention to continue working. The logistic regression model was adopted as the diagnostic model, and the predictors were "not living with children," "human relation problems with boss," "high risk of mental distress," and "work experience." The developed risk score and the optimal cutoff value were 14 points. By using the diagnostic model to determine workers' unwillingness to continue working, supervisors can intervene with workers who are experiencing difficulties at work and can help resolve their problems.
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Affiliation(s)
- Moemi Matsuo
- Faculty of Rehabilitation Sciences, Nishi Kyushu University, Kanzaki, Saga, Japan
| | - Koutarou Matsumoto
- Biostatistics Center, Kurume University, Kurume, Fukuoka, Japan
- * Correspondence: Koutarou Matsumoto, Biostatistics Center, Kurume University, 67 Asahimachi, Kurume, Fukuoka 830-0011, Japan (e-mail: )
| | - Misako Higashijima
- Faculty of Rehabilitation Sciences, Nishi Kyushu University, Kanzaki, Saga, Japan
| | - Susumu Shirabe
- National Research Center for the Control and Prevention of Infectious Diseases Nagasaki University, Nagasaki, Japan
| | - Goro Tanaka
- Unit of Medical Science, Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
- Center for Child Mental Health Care and Education, Nagasaki University, Nagasaki, Japan
| | - Yuri Yoshida
- Center for Child Mental Health Care and Education, Nagasaki University, Nagasaki, Japan
- Faculty of Education, Nagasaki University, Nagasaki, Japan
| | - Toshio Higashi
- Unit of Medical Science, Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
| | - Hiroya Miyabara
- Faculty of Rehabilitation Sciences, Nishi Kyushu University, Kanzaki, Saga, Japan
| | - Youhei Komatsu
- Faculty of Rehabilitation Sciences, Nishi Kyushu University, Kanzaki, Saga, Japan
| | - Ryoichiro Iwanaga
- Unit of Medical Science, Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
- Center for Child Mental Health Care and Education, Nagasaki University, Nagasaki, Japan
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48
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Smith S, Lapkin S, Halcomb E, Sim J. Job satisfaction among small rural hospital nurses: A cross-sectional study. J Nurs Scholarsh 2023; 55:378-387. [PMID: 36065145 PMCID: PMC10087136 DOI: 10.1111/jnu.12800] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/23/2020] [Revised: 06/05/2022] [Accepted: 06/17/2022] [Indexed: 01/11/2023]
Abstract
PURPOSE To explore the relationships between job satisfaction, community satisfaction, practice environment, burnout, and intention to leave of nurses working in Australian small rural hospitals. DESIGN A national cross-sectional survey of 383 nurses from Australian rural public hospitals of less than 99 beds during 2018. METHODS Job satisfaction was measured on a four-point Likert scale. Factors associated with community satisfaction, practice environment, burnout and intention to leave were analyzed using multiple linear regression to explore the predictors of job satisfaction. FINDINGS Overall job satisfaction was positive, with most nurses moderately (n = 146, 38.1%) or very satisfied (n = 107, 27.9%) with their current job. Emotional exhaustion, nurse manager ability, leadership and support of nurses were the most significant predictors of job satisfaction. CONCLUSION This study provides new insight into the factors impacting the job satisfaction of nurses working in rural hospitals. The knowledge gained is important to inform strategies to retain nurses in rural areas and, in turn, ensure rural communities have access to quality health care. CLINICAL RELEVANCE The impact of nurses' job satisfaction on burnout, patient safety, and intention to leave is well recognized; however, there is limited understanding of job satisfaction in a rural hospital context. This study provides an understanding of the factors that impact job satisfaction of nurses working in small rural hospitals and highlights the importance of improving the practice environment to reduce the high attrition rates of this workforce.
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Affiliation(s)
- Sarah Smith
- School of Nursing, University of Wollongong, Wollongong, NSW, Australia
| | - Samuel Lapkin
- School of Nursing, University of Wollongong, Wollongong, NSW, Australia
| | - Elizabeth Halcomb
- School of Nursing, University of Wollongong, Wollongong, NSW, Australia
| | - Jenny Sim
- School of Nursing, University of Wollongong, Wollongong, NSW, Australia.,School of Nursing & Midwifery, University of Newcastle, Newcastle, NSW, Australia
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Lu J, Yu Y, Wang B, Zhang Y, Ji H, Chen X, Sun M, Daun Y, Pan Y, Chen Y, Yi Y, Dou X, Zhou L. The mediating role of self-efficacy between workplace violence and PTSD among nurses in Liaoning Province, China: A cross-sectional study. Front Psychol 2023; 14:1090451. [PMID: 36910753 PMCID: PMC9995771 DOI: 10.3389/fpsyg.2023.1090451] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/05/2022] [Accepted: 02/06/2023] [Indexed: 02/25/2023] Open
Abstract
Purpose Nurses are at high risk for workplace violence, which can lead to psychological problems. The purpose of this study was to determine the relationship between workplace violence, self-efficacy, and PTSD, and to further explore whether self-efficacy mediates the relationship between workplace violence and PTSD among Chinese nurses. Materials and methods This cross-sectional study was conducted in Liaoning Province, China in 2020. A total of 1,017 valid questionnaires were returned. Each questionnaire included the Workplace Violence Scale, the General Self-Efficacy Scale, the Post-traumatic Stress Disorder Scale (PTSS-10), and demographics information. A hierarchical multiple regression approach was used to explore the mediating role of self-efficacy in the relationship between workplace violence and PTSD. The mediation model was then tested by the PROCESS macro in SPSS. Results A total of 1,017 nurses were included in this study, and the average score of PTSD among Chinese nurses was 26.85 ± 13.13 (mean ± SD). After further adjustment for control variables, workplace violence was positively associated with PTSD, explaining 13% of the variance. High self-efficacy was associated with low PTSD, explaining 18% of the variance. Self-efficacy partially mediated the role of workplace violence and PTSD. Conclusion The high scores of PTSD among Chinese nurses demand widespread attention. Workplace violence is an important predictor of PTSD in nurses. Self-efficacy is a significant factor in improving PTSD in nurses and mediates the relationship between workplace violence and PTSD. Measures and strategies to improve self-efficacy may mitigate the effects of workplace violence on PTSD in nurses.
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Affiliation(s)
- Jiachen Lu
- School of Public Health, Dalian Medical University, Dalian, China
| | - Yingying Yu
- School of Public Health, Dalian Medical University, Dalian, China
| | - Bin Wang
- Department of Nursing, The First Affiliated Hospital of Dalian Medical University, Dalian, China
| | - Yanni Zhang
- Laboratory Animal Center, Affiliated Zhongshan Hospital Dalian University, Dalian, China
| | - Haoqiang Ji
- School of Public Health, Shandong University, Jinan, China
| | - Xu Chen
- School of Public Health, Dalian Medical University, Dalian, China
| | - Meng Sun
- School of Public Health, Dalian Medical University, Dalian, China
| | - Yuxin Daun
- School of Public Health, Dalian Medical University, Dalian, China
| | - Yuanping Pan
- School of Public Health, Dalian Medical University, Dalian, China
| | - Yunting Chen
- School of Public Health, Dalian Medical University, Dalian, China
| | - Yaohui Yi
- School of Public Health, Dalian Medical University, Dalian, China
| | - Xiaofeng Dou
- School of Public Health, Dalian Medical University, Dalian, China
| | - Ling Zhou
- School of Public Health, Dalian Medical University, Dalian, China
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de Vries N, Boone A, Godderis L, Bouman J, Szemik S, Matranga D, de Winter P. The Race to Retain Healthcare Workers: A Systematic Review on Factors that Impact Retention of Nurses and Physicians in Hospitals. INQUIRY : A JOURNAL OF MEDICAL CARE ORGANIZATION, PROVISION AND FINANCING 2023; 60:469580231159318. [PMID: 36912131 PMCID: PMC10014988 DOI: 10.1177/00469580231159318] [Citation(s) in RCA: 24] [Impact Index Per Article: 24.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/14/2023]
Abstract
The shortage of healthcare workers is a growing problem across the globe. Nurses and physicians, in particular, are vulnerable as a result of the COVID-19 pandemic. Understanding why they might leave is imperative for improving retention. This systematic review explores both the prevalence of nurses and physicians who are intent on leaving their position at hospitals in European countries and the main determinants influencing job retention among nurses and physicians of their respective position in a hospital setting in both European and non-European countries. A comprehensive search was fulfilled within 3 electronic databases on June 3rd 2021. In total 345 articles met the inclusion criteria. The determinants were categorized into 6 themes: personal characteristics, job demands, employment services, working conditions, work relationships, and organizational culture. The main determinants for job retention were job satisfaction, career development and work-life balance. European and non-European countries showed similarities and differences in determinants influencing retention. Identifying these factors supports the development of multifactorial interventions, which can aid the formulation of medical strategies and help to maximize retention.
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Affiliation(s)
- Neeltje de Vries
- Department of Internal Medicine, Spaarne Gasthuis, Hoofddorp, The Netherlands.,Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands
| | - Anke Boone
- Centre for Environment and Health, KU Leuven, Leuven, Belgium
| | - Lode Godderis
- Centre for Environment and Health, KU Leuven, Leuven, Belgium.,IDEWE, External Service for Prevention and Protection at Work, Leuven, Belgium
| | - José Bouman
- Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands
| | - Szymon Szemik
- Department of Epidemiology, School of Medinie in Kotawice, Medical University of Silesia, Katowice, Poland
| | - Domenica Matranga
- University of Palermo, Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, Palermo, Italy
| | - Peter de Winter
- Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands.,Leuven Child and Health Institute, KU Leuven, Leuven, Belgium.,Department of Development and Regeneration, KU Leuven, Leuven, Belgium
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