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Williams KM, Campbell CM, House S, Hodson P, Swiger PA, Orina J, Javed M, Pierce T, Patrician PA. Healthy work environment: A systematic review informing a nursing professional practice model in the US Military Health System. J Adv Nurs 2024; 80:3565-3576. [PMID: 38469941 DOI: 10.1111/jan.16141] [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: 06/27/2023] [Revised: 01/30/2024] [Accepted: 02/22/2024] [Indexed: 03/13/2024]
Abstract
AIM The aim of the study was to develop recommendations for creating a healthy work environment based on current literature for nurses working within the US Military Health System (MHS). However, our findings would likely benefit other nursing populations and environments as well. DESIGN Systematic literature review. DATA SOURCES We conducted a systematic literature search for articles published between January 2010 until January 2024 from five databases: PubMed, Joanna Briggs, Embase, CINAHL and Scopus. METHODS Articles were screened, selected and extracted using Covidence software. Article findings were synthesized to create recommendations for the development, implementation and measurement of healthy work environments. RESULTS Ultimately, a total of 110 articles met the criteria for inclusion in this review. The articles informed 13 recommendations for creating a healthy work environment. The recommendations included ensuring teamwork, mentorship, job satisfaction, supportive leadership, nurse recognition and adequate staffing and resources. Additionally, we identified strategies for implementing and measuring these recommendations. CONCLUSIONS This thorough systematic review created actionable recommendations for the creation of a healthy work environment. Based on available evidence, implementation of these recommendations could improve nursing work environments. IMPACT This study identifies methods for implementing and measuring aspects of a healthy work environment. Nurse leaders or others can implement the recommendations provided here to develop healthy work environments in their hospitals, clinics or other facilities where nurses practice. REPORTING METHOD PRISMA 2020 guidelines. PATIENT OR PUBLIC CONTRIBUTION No patient or public contribution.
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Affiliation(s)
| | | | - Sherita House
- Indiana University School of Nursing, Terre Haute, Indiana, USA
| | - Patricia Hodson
- Joint Base San Antonio, Regional Health Command-Central, Fort Sam Houston, Texas, USA
| | - Pauline A Swiger
- School of Nursing, University of Alabama at Birmingham, Birmingham, Alabama, USA
- Madigan Army Medical Center, Tacoma, Washington, USA
| | - Judy Orina
- Geneva Foundation, Madigan Army Medical Center, Tacoma, Washington, USA
| | - Mariyam Javed
- School of Nursing, University of Alabama at Birmingham, Birmingham, Alabama, USA
| | - Taylor Pierce
- Geneva Foundation, Madigan Army Medical Center, Tacoma, Washington, USA
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Denton J, Evans D, Qunyan X, Vernon R. Supporting older nurses and midwives in the Australian healthcare workplace-A qualitative descriptive study. J Adv Nurs 2024; 80:2065-2079. [PMID: 38012825 DOI: 10.1111/jan.15965] [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: 03/13/2023] [Revised: 10/25/2023] [Accepted: 10/28/2023] [Indexed: 11/29/2023]
Abstract
AIM To explore support strategies for older nurses and midwives in Australian healthcare workplaces. DESIGN A qualitative descriptive study. METHOD Participants were 50 older nurses and midwives and 20 healthcare managers recruited from a broad range of Australian healthcare settings. Data were collected using semi-structured interviews from November 2018 to April 2021. The interviews were recorded, transcribed and thematically analysed. RESULTS The limited number of identified sedentary roles and inequitable distribution of workload responsibilities were identified as constraints that impact the provision of workplace support for older nurses and midwives in healthcare settings. Three major themes were identified: Workplace support, Personal support and Doing more. A small number of participants reported support was available at work, but most said there was not. Of the reported strategies some were offered exclusively to a cohort that met an age criterion, while others were open to all staff regardless of age. Personal support strategies were employed outside of the workplace while others used strategies during working hours. Doing more related to suggestions about how organizations could do more to support older nurses and midwives at work. CONCLUSION Support mechanisms like adjustments in workload, employment fraction, practice location, upskilling and wellness programs in workplaces are limited. To facilitate retention and support older nurses and midwives in the workforce, health workplaces should consider implementing support mechanisms that can be tailored to the individual needs of the nurse or midwife over the life course of their career. IMPACT The findings of this study highlight the lack of support for many older nurses and midwives in Australian healthcare workplaces, emphasizing the need for further research into innovative practices on how to better support healthcare staff as they age. REPORTING METHOD This study adhered to the COREQ reporting method. PATIENT OR PUBLIC CONTRIBUTION No patient or public contribution.
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Affiliation(s)
- Julie Denton
- Clinical and Health Sciences, The University of South Australia, Adelaide, South Australia, Australia
| | - David Evans
- Clinical and Health Sciences, The University of South Australia, Adelaide, South Australia, Australia
| | - Xu Qunyan
- Clinical and Health Sciences, The University of South Australia, Adelaide, South Australia, Australia
| | - Rachael Vernon
- Clinical and Health Sciences, The University of South Australia, Adelaide, South Australia, Australia
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Bourgault AM. Mentoring: A Strategy to Foster a Sense of Belonging. Crit Care Nurse 2024; 44:8-9. [PMID: 38555961 DOI: 10.4037/ccn2024701] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 04/02/2024]
Affiliation(s)
- Annette M Bourgault
- Annette Bourgault is Editor of Critical Care Nurse. She is an associate professor at the University of Central Florida in Orlando and a nurse scientist with Orlando Health. Dr Bourgault can be reached at
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Rowen L, McQuillan K, Day J, Embert C. Improving Retention Through a Purposeful Multidisciplinary Mentorship Program. J Nurs Adm 2024; 54:220-226. [PMID: 38501847 DOI: 10.1097/nna.0000000000001413] [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: 03/20/2024]
Abstract
In response to high nurse turnover, a 12-hospital health system team created a sustainable, formalized, and interprofessional mentoring model to improve nurse retention. In the 1st year of the program, 506 mentor-mentee matches were made, and nearly 5000 hours of mentoring time were logged. Data revealed that turnover was significantly reduced in both the mentor and mentee groups compared with employees who were not in the program.
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Affiliation(s)
- Lisa Rowen
- Author Affiliations: System Chief Nurse Executive (Dr Rowen), University of Maryland Medical System; Lead Clinical Nurse Specialist (McQuillan) at the R Adams Cowley Shock Trauma Center and Senior Director of Clinical Excellence and Professional Development (Dr Day), University of Maryland Medical Center; and Nursing Program Director (Embert), University of Maryland Medical System, Baltimore
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Lackey S, Antrum VA. Effectively and Efficiently Reengineering the Nursing Work Environment by Applying a Conceptual Framework for Nurse Retention. Nurs Adm Q 2024; 48:116-126. [PMID: 38564722 DOI: 10.1097/naq.0000000000000632] [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: 04/04/2024]
Abstract
The nursing shortage that is upon us is the result of a confluence of factors, some simple and some complex. Legacy solutions are not working. Recovery from the current situation involves examining and reshaping the nursing work environment. Creative and innovative solutions are being developed and tested. The call for addressing the work environment is surfacing in the literature, yet methods for doing so in an orderly, progressive manner have been elusive. To solve complex problems, structure helps lead to clear thinking. This work presents a conceptual framework for nurse retention derived from concept analysis of initiatives with empirical outcomes for intent to stay, intent to leave, turnover, and retention. It layers in 2 simple theorists and presents an intuitive, understandable model to guide strategic planning and decision making. The Framework has been used for several applications, one of which is a unit-based action planning method that is systematic, cyclic, and uses data relevant to specific unit culture. Improvements occurred in retention and engagement metrics, work effectiveness scores, and cost. Nurse managers extol the process's simplicity and ease of use, and the role the Framework plays in shaping the way they think about nurse retention.
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Affiliation(s)
- Sarah Lackey
- Author Affiliations: SW Nursing Excellence & Retention, Cone Health, Greensboro, North Carolina (Dr Lackey); and SW Chief Nursing Officer and Senior Vice President, Cone Health, Greensboro, North Carolina (Dr Antrum)
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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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Schaechter JD, Goldstein R, Zafonte RD, Silver JK. Workplace Belonging of Women Healthcare Professionals Relates to Likelihood of Leaving. J Healthc Leadersh 2023; 15:273-284. [PMID: 37908972 PMCID: PMC10615104 DOI: 10.2147/jhl.s431157] [Citation(s) in RCA: 10] [Impact Index Per Article: 10.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/15/2023] [Accepted: 09/29/2023] [Indexed: 11/02/2023] Open
Abstract
Purpose There is a high rate of attrition of professionals from healthcare institutions, which threatens the economic viability of these institutions and the quality of care they provide to patients. Women professionals face particular challenges that may lower their sense of belonging in the healthcare workplace. We sought to test the hypothesis that workplace belonging of women healthcare professionals relates to the likelihood that they expect to leave their institution. Methods Participants of a continuing education course on women's leadership skills in health care completed a survey about their experiences of belonging in workplace and their likelihood of leaving that institution within the next 2 years. An association between workplace belonging (measured by the cumulative number of belonging factors experienced, scale 0-10) and likelihood of leaving (measured on a 5-point Likert scale) was evaluated using ordinal logistic regression. The relative importance of workplace belonging factors in predicting the likelihood of leaving was assessed using dominance analysis. Results Ninety-nine percent of survey participants were women, and 63% were clinicians. Sixty-one percent of participants reported at least a slight likelihood of leaving their healthcare institution within the next 2 years. Greater workplace belonging was found to be associated with a significant reduction in the reported likelihood of leaving their institution after accounting for the number of years having worked in their current institution, underrepresented minority status, and the interaction between the latter two covariates. The workplace belonging factor found to be most important in predicting the likelihood of leaving was the belief that there was an opportunity to thrive professionally in the institution. Belonging factors involving feeling able to freely share thoughts and opinions were also found to be of relatively high importance in predicting the likelihood of leaving. Conclusion Greater workplace belonging was found to relate significantly to a reduced likelihood of leaving their institution within the next 2 years. Our findings suggest that leaders of healthcare organizations might reduce attrition of women by fostering workplace belonging with particular attention to empowering professional thriving and creating a culture that values open communication.
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Affiliation(s)
- Judith D Schaechter
- Department of Physical Medicine and Rehabilitation, Harvard Medical School, Boston, MA, USA
- Department of Physical Medicine and Rehabilitation, Spaulding Rehabilitation Hospital, Charlestown, MA, USA
| | - Richard Goldstein
- Department of Physical Medicine and Rehabilitation, Harvard Medical School, Boston, MA, USA
| | - Ross D Zafonte
- Department of Physical Medicine and Rehabilitation, Harvard Medical School, Boston, MA, USA
- Department of Physical Medicine and Rehabilitation, Spaulding Rehabilitation Hospital, Charlestown, MA, USA
- Department of Physical Medicine and Rehabilitation, Massachusetts General Hospital, Boston, MA, USA
- Department of Physical Medicine and Rehabilitation, Brigham and Women’s Hospital, Boston, MA, USA
| | - Julie K Silver
- Department of Physical Medicine and Rehabilitation, Harvard Medical School, Boston, MA, USA
- Department of Physical Medicine and Rehabilitation, Spaulding Rehabilitation Hospital, Charlestown, MA, USA
- Department of Physical Medicine and Rehabilitation, Massachusetts General Hospital, Boston, MA, USA
- Department of Physical Medicine and Rehabilitation, Brigham and Women’s Hospital, Boston, MA, USA
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Liu Y, Duan Y, Guo M. Turnover intention and its associated factors among nurses: a multi-center cross-sectional study. Front Public Health 2023; 11:1141441. [PMID: 37397760 PMCID: PMC10311009 DOI: 10.3389/fpubh.2023.1141441] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/10/2023] [Accepted: 05/22/2023] [Indexed: 07/04/2023] Open
Abstract
Aim The purpose of our study was to assess the turnover intention of nurses in China and examine the associated factors. Background Since the world population ages, the demand for nurses has kept growing, and the shortage of nurses and high turnover rates are concerned with the quality of care. Thus, understanding nurses' turnover intention and the relevant factors could provide nurse managers with strategies to address the modifiable factors to decrease the turnover rate of nurses. Methods A multi-center cross-sectional study was conducted on a total of 1,854 nurses working in 15 hospitals in China. Data were collected using a self-designed demographic questionnaire, the Turnover Intention Scale, the Job Satisfaction Scale, the Pay Level Satisfaction Scale, the Interpersonal Conflict at Work Scale, and a single question on the sense of belonging to the hospital. Results Most nurses (n = 1286, 69.4%) had a high level of turnover intention. Multilevel logistic regression analysis demonstrated that nurses being single (OR = 1.366, p < 0.05), with a junior college or below (OR = 0.381, p < 0.01), being a clinical nurse (OR = 1.913, p < 0.01), having higher pay level (OR = 0.596, p < 0.001), having higher job satisfaction (OR = 0.406, p < 0.001), having conflicts with colleagues (OR = 1.400, p < 0.05), and having a higher sense of belonging to the hospital (OR = 0.532, p < 0.001) proved to affect nurses' turnover intention. Conclusion This study extended the knowledge about the factors associated with nurses' intention to leave, which led to the turnover of nurses, and is one of the main contributors to the current shortage of nurses. Implications for nursing management This study provided new approaches to decreasing the turnover rate of nurses. Effective management strategies may mitigate nurses' turnover intention.
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Affiliation(s)
- Yang Liu
- Nursing Department, The Third Xiangya Hospital, Central South University, Changsha, Hunan, China
| | - Yinglong Duan
- Nursing Department, The Third Xiangya Hospital, Central South University, Changsha, Hunan, China
- Department of Emergency, The Third Xiangya Hospital, Central South University, Changsha, Hunan, China
| | - Meiying Guo
- Department of Emergency, The Third Xiangya Hospital, Central South University, Changsha, Hunan, China
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Factors That Influence the Retention of Graduate Nurses at a Safety Net Teaching Hospital. J Nurses Prof Dev 2023; 39:70-79. [PMID: 34482330 DOI: 10.1097/nnd.0000000000000804] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
New nurse retention in hospitals is a national problem with significant patient safety and financial implications. This project was designed to determine retention and program completion rates of nurses who participated in a residency program. Factors influencing retention of nurses were explored using the Casey-Fink Nurse Retention Survey. Results revealed nurses' value supportive work environments, recognition, and seek mentorship for professional development. Designing nurse retention strategies is critical for organizations to prevent unnecessary turnover.
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Denton J, Evans D, Xu Q. Managers' perception of older nurses and midwives and their contribution to the workplace-A qualitative descriptive study. J Adv Nurs 2023; 79:727-736. [PMID: 36373837 DOI: 10.1111/jan.15494] [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: 06/01/2022] [Revised: 10/21/2022] [Accepted: 10/31/2022] [Indexed: 11/16/2022]
Abstract
AIMS AND OBJECTIVES The aim of this study was to explore healthcare managers' perceptions about older nurses' and midwives' and their contribution to the workplace. DESIGN A qualitative descriptive methodology. METHOD Twenty healthcare managers working in Australia participated in semi-structured interviews. Data were collected between April 2019 and April 2021. Interviews were recorded, transcribed and then analysed using thematic analysis. RESULTS All healthcare managers said older nurses and midwives contributed to the workplace through their experience and knowledge. Managers viewed them as a different type of worker and while there were some positive aspects to this, it was mostly negative. Although managers identified a broad age range for the older nurses or midwives, there was a common perception that if they were no longer able to perform their duties, they should leave the workforce. CONCLUSION Healthcare managers' perceptions towards older nurses and midwives are mostly negative, and their understanding of older workers' contribution is contradictory and poor. These negative views co-exist with the lack of agreement on who is the older worker, which explain the reluctance of healthcare organizations to invest in their older workforce. Future research is needed to better understand the unique contribution of older nurses and midwives in healthcare and how they can be supported at work. IMPACT The global ageing population will result in a rise in complex age-related health issues and will require an experienced and knowledgeable workforce. Given the greater experience of older nurses and midwives they are an important part of the health workforce. Yet managers' perception of the contribution by older nurses and midwives were often negative. The findings of this study highlight the need for organizational change so that the contribution of older nurses and midwives is recognized and supported by managers.
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Affiliation(s)
- Julie Denton
- Clinical and Health Science, University of South Australia, Adelaide, South Australia, Australia
| | - David Evans
- Clinical and Health Science, University of South Australia, Adelaide, South Australia, Australia
| | - Qunyan Xu
- Clinical and Health Science, University of South Australia, Adelaide, South Australia, Australia
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Pressley C, Garside J. Safeguarding the retention of nurses: A systematic review on determinants of nurse's intentions to stay. Nurs Open 2023; 10:2842-2858. [PMID: 36646646 PMCID: PMC10077373 DOI: 10.1002/nop2.1588] [Citation(s) in RCA: 12] [Impact Index Per Article: 12.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/02/2022] [Revised: 12/02/2022] [Accepted: 12/16/2022] [Indexed: 01/18/2023] Open
Abstract
AIM To explore factors that influence registered nurses' intention to stay working in the healthcare sector. DESIGN A systematic review and narrative synthesis. METHODS CINAHL, Medline and Cochrane library databases were searched from Jan 2010 to Jan 2022 inclusive and research selected using a structured criterion, quality appraisal and data extraction and synthesis were guided by Campbell's Synthesis Without Meta-analysis. RESULTS Thirty-four studies identified that nurses stay if they have job satisfaction and/or if they are committed to their organizations. The factors permeating these constructs weigh differently through generations and while not an infallible explanation, demonstrate stark differences in workplace needs by age, which influence the intention to stay, job satisfaction, organizational commitment and ultimately nurse turnover. PUBLIC CONTRIBUTION Environmental, relational and individual factors have bearing on improving nurse satisfaction and commitment. Understanding why nurses stay through a generational behavioural and career stage lens can bolster safeguarding nurse retention.
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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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Rocchio BJ, Seys JD, Williams DL, Vancil BJ, McNett MM. The Postpandemic Nursing Workforce: Increasing Fill Rates and Reducing Workload Through a Generational Design of Workforce Layers. Nurs Adm Q 2023; 47:4-12. [PMID: 36469369 DOI: 10.1097/naq.0000000000000555] [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: 06/17/2023]
Abstract
Inequities between nursing workforce supply and demand continue to challenge nurse executives in creating the vision for a postpandemic nursing workforce. Health system's workforce redesign strategies must prioritize the changing needs of the multigenerational workforce to maximize the available supply of nurses willing to remain in the workforce. A test of a newly designed flexible workforce framework, aimed to meet the needs of the multigenerational workforce, resulted in increased fill rates and decreased costs of labor.
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Affiliation(s)
- Betty Jo Rocchio
- System Nursing, Mercy, Chesterfield, Missouri (Drs Rocchio and Seys and Ms Williams); Mercy Hospital South, St Louis, Missouri (Dr Vancil); and College of Nursing, Ohio State University, Columbus (Dr McNett)
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Evrenol Öçal S, Terzioğlu F. Determining the relationship between magnet properties of hospitals and the professional values of the nurses: A cross-sectional study. J Nurs Manag 2022; 30:1027-1041. [PMID: 35293059 DOI: 10.1111/jonm.13589] [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: 08/18/2021] [Revised: 02/19/2022] [Accepted: 03/10/2022] [Indexed: 10/18/2022]
Abstract
AIM To identify the relationship between the characteristics of hospitals in recruiting and retaining nurses (magnet properties) and nurses' professional values. BACKGROUND In Turkey, there is a limited number of hospitals with the characteristics to enable nurses to stay in their institutions. The magnet properties of these hospitals and the professional values of the nurses working in these hospitals are not known. METHODS This descriptive cross-sectional research included 612 nurses working in 6 hospitals accredited by the Joint Commission International. Data were collected using the Nursing Professional Values Scale-Revised (NPVS-R) and the Essentials of Magnetism Scale (EOM II). RESULTS The mean NPVS-R score was high 102.0 (26-130). However, the mean EOM II score was found to be low at 2.2 (1.0-3.4). As the magnet properties of the hospitals increased, the professional values of the nurses decreased. CONCLUSION There was a negative correlation between the magnet properties of hospitals and the professional values of the nurses. IMPLICATIONS FOR NURSING MANAGEMENT The findings of this study highlight the necessity of creating a working environment with high magnet characteristics, which also includes the professional values of nurses. Nurse Managers should investigate the reasons behind the low magnet properties of hospitals, raise awareness, and plan interventions to increase magnet properties of hospitals. Creating a supportive working environment, promotion of the salaries and work environment and decreasing workload are some of the important intervention areas in attracting and keeping nurses in the institution.
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Affiliation(s)
- Simge Evrenol Öçal
- Department of Obstetrics and Gynecology Nursing, Faculty of Health Science, Izmir Katip Çelebi University, TURKEY
| | - Füsun Terzioğlu
- Vice-Rector, Kocaeli Health and Technology University, Faculty of Health Science, Nursing Department, Başiskele/Kocaeli, TURKEY
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Tsai PH, Wang YW, Yeh HJ. An evaluation model for the development of more humane correctional institutions: Evidence from Penghu Prison. EVALUATION AND PROGRAM PLANNING 2021; 89:102013. [PMID: 34547598 DOI: 10.1016/j.evalprogplan.2021.102013] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 03/19/2021] [Revised: 08/12/2021] [Accepted: 08/27/2021] [Indexed: 06/13/2023]
Abstract
Over time, correctional institutions have actively implemented innovations in prison administration. Most correctional institutions constitute conservative and closed societies. Generally, people do not have sufficient knowledge or understanding of penal correction. Therefore, it is difficult but necessary to break the stereotyped impression people hold about correctional institutions, actively integrate them into society, and encourage people to assume a more humane attitude towards correctional institutions. We conducted an inductive analysis of Penghu Prison administered by the Agency of Corrections, Ministry of Justice, Taiwan. After creating evaluation indices for the development of more humane correctional institutions, we conducted a survey to classify the evaluation indices into criteria under the four major evaluation dimensions. Using DEMATEL, we determined the causal relationship among different evaluation indicators and generated an influential network relation map about the evaluation criteria. Using DANP, we subsequently calculated weightings for the influence of each criterion. Finally, using the modified VIKOR, we conducted a gap analysis. The results of this study can be used to build a more positive and human reputation for correctional institutions and enable their sustainable creation.
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Affiliation(s)
- Pei-Hsuan Tsai
- Department of Marketing and Logistics Management, National Penghu University of Science and Technology, No. 300, Liuhe Road, Magong City, Penghu County, 880011, Taiwan.
| | - Ying-Wei Wang
- Department of Marketing and Logistics Management, National Penghu University of Science and Technology, No. 300, Liuhe Road, Magong City, Penghu County, 880011, Taiwan.
| | - Hsin-Jang Yeh
- Penghu Prison, Agency of Corrections, Ministry of Justice, No. 1-1, Dingwan Village, Husi Township, Penghu County, 88592, Taiwan.
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16
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Doherty DP, Wood LJ, Durkin GJ. Strengthening Healthy Work Environment Outcomes Via Interprofessional Direct Care Champion Roles. J Nurs Adm 2021; 51:561-567. [PMID: 34705762 DOI: 10.1097/nna.0000000000001064] [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: 11/26/2022]
Abstract
OBJECTIVE To provide an organization-wide, systematic approach to creating and sustaining healthy work environments (HWEs) through frontline interprofessional staff education and coaching engagement. BACKGROUND HWE has been an overarching concept in the organization's nursing professional practice model since 2014; however, few practice settings routinely translated survey findings to improve the work environment's health via local interprofessional direct care team members. METHODS The program used a participatory approach where HWE champions committed to participate in centralized professional development activities and local quality improvement initiatives to bolster the health of area work environments. RESULTS Fifty-one champions representing 44 practice settings participated in the professional development program. Mean HWE scores for all standards increased from year 1 to 2, with 15 practice settings seeing categorical improvement. Meaningful recognition and true collaboration were the standards most often targeted for improvement. CONCLUSION The HWE champion role appears to be a promising strategy for engaging frontline interprofessional staff in the assessment and implementation of initiatives to improve the health of work environments.
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Affiliation(s)
- Dennis P Doherty
- Author Affiliations: Senior Professional Development Specialist (Dr Doherty) and Director (Mr Durkin), Clinical Education and Informatics, and EVP Patient Care Operations & System CNO Sporing Carpenter Chair for Nursing (Dr Wood), Patient Care Operations, Boston Children's Hospital, Massachusetts
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17
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Boamah SA, Hamadi HY, Bailey CE, Apatu E, Spaulding AC. The influence of community health on hospitals attainment of Magnet designation: Implications for policy and practice. J Adv Nurs 2021; 78:979-990. [PMID: 34553781 DOI: 10.1111/jan.15015] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/22/2021] [Revised: 07/28/2021] [Accepted: 08/05/2021] [Indexed: 11/28/2022]
Abstract
AIMS To determine if there is an association between better County Health Rankings and the increased odds of a hospital gaining Magnet designation in subsequent years (2014-2019) compared with counties with lower rankings. BACKGROUND The Magnet hospital model is recognized to have a great effect on nurses, patients and organizational outcomes. Although Magnet hospital designation is a well-established structural marker for nursing excellence, the effect of County Health Rankings and subsequent hospital achievement of Magnet status is unknown. DESIGN A descriptive, cross-sectional quantitative approach was adopted for this study. METHODS Data were derived from 2010 to 2019 U.S. County Health Rankings, American Hospital Association, and American Nursing Credentialing Center databases. Logistic regression models were utilized to determine associations between county rankings for health behaviours, clinical care, social and economic factors, physical environment and counties with a new Magnet hospital after 2014. RESULTS Counties with the worst rankings for clinical care and socio-economic status had reduced odds of obtaining a Magnet hospital designation compared with best-ranking counties. While middle-ranking counties for the physical environment ranking had increased odds of having Magnet designation compared with best-ranking counties. Additionally, having an increased percent of government non-federal hospital or a higher percentage of critical access hospitals in the county reduced the odds of having a Magnet-designated facility after 2014. CONCLUSION The findings underscore the important associations between Magnet-designated facilities' location and the health of its surrounding counties. This study is the first to examine the relationship between County Health Rankings and a hospital's likelihood of obtaining Magnet status and points to the need for future research to explore outcomes of care previously identified as improved in Magnet-designated hospitals. IMPLICATIONS Recognizing the benefits of Magnet facilities, it is important for health care leaders and policy makers to seek opportunities to promote centres of excellence in higher need communities through policy and financial intervention.
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Affiliation(s)
- Sheila A Boamah
- School of Nursing, Faculty of Health Sciences, McMaster University, Hamilton, Ontario, Canada
| | - Hanadi Y Hamadi
- Department of Health Administration, Brooks College of Health (Building 39), University of North Florida, Jacksonville, Florida, USA
| | - Chloe E Bailey
- Department of Health Administration, Brooks College of Health (Building 39), University of North Florida, Jacksonville, Florida, USA
| | - Emma Apatu
- Department of Health Research Methods, Evidence, and Impact, Faculty of Health Sciences, McMaster University, Hamilton, Ontario, Canada
| | - Aaron C Spaulding
- Division of Health Care Delivery Research, Mayo Clinic Robert D. and Patricia E. Kern, Center for the Science of Health Care Delivery, Mayo Clinic, Jacksonville, Florida, USA
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18
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Corcoran CM. The lived experience of workplace reciprocity of emergency nurses in the mid-Atlantic region of the U.S.: A descriptive phenomenological study. Int Emerg Nurs 2021; 58:101044. [PMID: 34329827 DOI: 10.1016/j.ienj.2021.101044] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/15/2019] [Revised: 05/11/2021] [Accepted: 06/10/2021] [Indexed: 11/17/2022]
Abstract
INTRODUCTION Emergency nurses work under sometimes uncertain conditions to provide care to patients with all kinds of illnesses and afflictions from all segments of the population. Despite implications that they must work together to provide efficient and effective patient care, few studies explore reciprocal workplace relationships of emergency nurses. AIM This research sought to illuminate the lived experience of workplace reciprocity of emergency nurses. METHODS Using a phenomenological approach with snowball sampling technique, unstructured, open-ended interviews were conducted with emergency nurses in the mid-Atlantic region of the United States. The original study was conducted in 2013 (n = 9) and a replication study in 2018 (n = 7). Data were collected and analyzed using Giorgi's Phenomenological Method. Results from each study were evaluated for thematic congruence. RESULTS Six themes of workplace reciprocity of emergency nurses were identified for both studies: emergency department (ED) culture, balancing, technology, caring, bridging, and connection. An additional theme, bonding, was identified with the replication study. CONCLUSIONS Exploring workplace reciprocity of emergency nurses provided insight the influences on workplace relationships. Establishing and nurturing workplace reciprocity may create a culture of safety, connection, enhance work engagement, and influence nurse recruitment and retention.
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Affiliation(s)
- Christine M Corcoran
- Pace University, College of Health Professions and the Lienhard School of Nursing, 861 Bedford Road, Pleasantville, NY 10507, United States.
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19
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Lucas G, Mayen S, Fond G, Gentile S, Colson S. Commentary on "Why nurses stay: Analysis of the registered nurse workforce and the relationship to work environments" by Reinhardt et al. Appl Nurs Res 2020; 57:151385. [PMID: 33221081 DOI: 10.1016/j.apnr.2020.151385] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/19/2020] [Accepted: 11/08/2020] [Indexed: 11/18/2022]
Affiliation(s)
- G Lucas
- Aix-Marseille Univ, School of Nursing, Faculté des Sciences Médicales et Paramédicales, EA 3279: CEReSS, 13005 Marseille, France; AP-HM, 13005 Marseille, France.
| | - S Mayen
- Aix-Marseille Univ, School of Nursing, Faculté des Sciences Médicales et Paramédicales, EA 3279: CEReSS, 13005 Marseille, France; AP-HM, 13005 Marseille, France
| | - G Fond
- Aix-Marseille Univ, School of Nursing, Faculté des Sciences Médicales et Paramédicales, EA 3279: CEReSS, 13005 Marseille, France; AP-HM, 13005 Marseille, France
| | - S Gentile
- Aix-Marseille Univ, School of Nursing, Faculté des Sciences Médicales et Paramédicales, EA 3279: CEReSS, 13005 Marseille, France; AP-HM, 13005 Marseille, France
| | - S Colson
- Aix-Marseille Univ, School of Nursing, Faculté des Sciences Médicales et Paramédicales, EA 3279: CEReSS, 13005 Marseille, France; AP-HM, 13005 Marseille, France
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