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Jarosz K, Młynarska A. The Impact of Sociodemographic Factors on Job Satisfaction and Professional Burnout among Nurses in Urology Departments. NURSING REPORTS 2024; 14:883-900. [PMID: 38651480 PMCID: PMC11036254 DOI: 10.3390/nursrep14020068] [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: 03/11/2024] [Revised: 04/04/2024] [Accepted: 04/08/2024] [Indexed: 04/25/2024] Open
Abstract
(1) Background: Job satisfaction and professional burnout directly impact human life, depending on various professional, non-professional, and private determinants. Nurses, in particular, are highly susceptible to experiencing professional burnout, which, when combined with job satisfaction, significantly affects the quality of their services. This study aimed to assess the level of job satisfaction and job burnout among nurses working in urology departments, as well as the impact of sociodemographic factors. (2) Methods: The study involved 130 nurses working in urology departments in Poland. Researchers conducted an anonymous questionnaire comprising a sociodemographic section and two standardized questionnaires: the Link Burnout Questionnaire (LBQ) and the Scale of Job Satisfaction (SSP). (3) Results: The study group demonstrated an average level of job satisfaction (17.23 points) and an average level of professional burnout, indicating potential symptoms of professional burnout such as psychophysical exhaustion (22.29 points), lack of commitment to patient relationships (20.02 points), feelings of professional ineffectiveness (17.37 points), and disappointment (19.66 points). (4) Conclusions: The levels of job satisfaction and professional burnout among nurses in urology departments are comparable to those in other departments and countries. Medical facilities should take into account factors influencing job satisfaction and the risk of professional burnout when addressing employment conditions.
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Affiliation(s)
- Katarzyna Jarosz
- Department of Gerontology and Geriatric Nursing, School of Health Sciences, Medical University of Silesia, 40-55 Katowice, Poland
| | - Agnieszka Młynarska
- Department of Gerontology and Geriatric Nursing, School of Health Sciences, Medical University of Silesia, 40-55 Katowice, Poland
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Kida R, Takemura Y. Relationship between shift assignments, organizational justice, and turnover intention: A cross-sectional survey of Japanese shift-work nurses in hospitals. Jpn J Nurs Sci 2024; 21:e12570. [PMID: 37867134 DOI: 10.1111/jjns.12570] [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: 06/08/2023] [Revised: 08/17/2023] [Accepted: 09/24/2023] [Indexed: 10/24/2023]
Abstract
AIM Shift management and planning processes for shift-working nurses are important for their continued work. This study aimed to determine the association between shift assignments, organizational justice, and their interaction with turnover intention among shift-work nurses. METHODS This cross-sectional study used an online questionnaire administered to Japanese nurses between January and February 2020. Enquiries pertaining to their daily start and end times for each shift type, the shift assignments, organizational justice, and their turnover intention were made. To examine the association with turnover intention, logistic regression analysis was performed with shift assignments, organizational justice, and their interaction terms as independent variables. RESULTS A total of 386 nurses participated in the final analysis. Of these, 161 nurses (41.7%) had turnover intention. Unequal work assignments and procedural justice were significantly associated with turnover intention. However, the interaction between these factors was not significant. CONCLUSION The results suggest that procedural justice in the workplace and turnover intention are related, but in shift planning, even procedural justice cannot buffer unequal work from leading to turnover intention. This study provides valuable insights for nursing managers who manage the schedules of shift-working nurses.
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Affiliation(s)
- Ryohei Kida
- Department of Nursing Administration and Advanced Clinical Nursing, Division of Health Sciences and Nursing, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan
| | - Yukie Takemura
- Nursing Department, The University of Tokyo Hospital, Tokyo, Japan
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Gehri B, Bachnick S, Schwendimann R, Simon M. Work-schedule management in psychiatric hospitals and its associations with nurses' emotional exhaustion and intention to leave: A cross-sectional multicenter study. Int J Nurs Stud 2023; 146:104583. [PMID: 37619391 DOI: 10.1016/j.ijnurstu.2023.104583] [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: 03/08/2023] [Revised: 06/16/2023] [Accepted: 07/30/2023] [Indexed: 08/26/2023]
Abstract
BACKGROUND Managing nurses' work schedules in hospitals is challenging because employer needs, like shift changes at short notice and overtime, may conflict with nurses' desires for a predictable and stable schedule. Nurses should have a certain degree of control over their work schedules, and their supervisors should support their needs in scheduling. How perceived control over work schedules, perceived support from supervisors in scheduling, shift changes at short notice, and overtime affect nurses' emotional exhaustion and intentions to leave has not been studied. OBJECTIVES The aims are (1) to describe perceived control, perceived supervisor support, shift changes at short notice, and overtime among nurses in psychiatric hospitals; (2) to assess the variation of these four factors between units at psychiatric hospitals; and (3) to investigate the association between these factors with nurses' emotional exhaustion and intentions to leave. DESIGN Cross-sectional survey study. SETTING(S) Swiss psychiatric hospitals with 24-hour services. PARTICIPANTS Registered nurses (N = 994) from 114 adult-inpatient units. METHODS To describe perceived control, perceived supervisor support, shift changes at short notice, and overtime among nurses, we calculated frequencies, percentages, means, and standard deviations of their responses to the survey. To assess the variation between units, we computed intraclass correlations for the four factors. We constructed random-effects models accounting for the clustering of nurses in units for emotional exhaustion and intentions to leave separately. RESULTS Perception of work-schedule control was 3.32 (SD 1.39, range 0-5); perception of supervisor work-schedule support was 3.28 (SD 1.14, range 0-4). On average, 9 % of the nurses had to take over a shift at short notice at least three times per month, and 40 % worked at least 15 minute overtime on their most recent shift. Intraclass correlation for all four factors was higher than 0.05. Emotional exhaustion was significantly associated with supervisor support and overtime, and leaving intentions were significantly associated with perceived control, supervisor support and overtime. CONCLUSION Perceived control, perceived supervisor support, shift changes at short notice, and overtime are promising factors for interventions to prevent nurses' emotional exhaustion and allay their intentions to leave. Unit managers should provide nurses with increased predictability and influence on their work schedules. This could reduce early career endings and early retirement and counteract nurse shortages.
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Affiliation(s)
- Beatrice Gehri
- Institute of Nursing Science, Department of Public Health, University of Basel, Basel, Switzerland; University Psychiatric Clinics, Basel, Switzerland
| | - Stefanie Bachnick
- HS-Gesundheit Bochum, University of Applied Sciences, Bochum, Germany
| | - René Schwendimann
- Institute of Nursing Science, Department of Public Health, University of Basel, Basel, Switzerland; University Hospital Basel, Basel, Switzerland
| | - Michael Simon
- Institute of Nursing Science, Department of Public Health, University of Basel, Basel, Switzerland.
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Hauser C, Stahl J, Simon M, Valenta S, Favez L, Zúñiga F. Identifying work-related factors associated with work-family conflict of care workers in nursing homes: A cross-sectional study. J Adv Nurs 2023; 79:3935-3945. [PMID: 37209293 DOI: 10.1111/jan.15704] [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: 10/12/2022] [Revised: 03/18/2023] [Accepted: 04/27/2023] [Indexed: 05/22/2023]
Abstract
AIMS To investigate which work-related factors are associated with work-family conflict of care workers in nursing homes, this study aimed to: (a) describe the prevalence of work-family conflict of care workers in nursing homes and (b) assess the association of work-related factors with work-family conflict. DESIGN Cross-sectional multicentre sub-study based on data from the Swiss Nursing Homes Human Resources Project 2018. METHODS Data were collected between September 2018 and October 2019. Work-family conflict of care workers was assessed with the Work-Family Conflict Scale (range 1-5). Prevalence was described in percentages. We used multilevel linear regression to assess the association of time-based factors (working overtime or during one's free time, employment percentage, presenteeism, shift working) and strain-based factors (staffing adequacy, leadership support) with work-family conflict. RESULTS Our study sample consisted of 4324 care workers working in a total of 114 nursing homes. Overall, 31.2% of respondents stated to have experienced work-family conflict (>3.0 on the Work-Family Conflict Scale). The overall mean score of the study sample for work-family conflict was 2.5. Care workers experiencing presenteeism 10 or more days per year showed the highest scores for work-family conflict (mean: 3.1). All included predictor variables were significant (p < .05). CONCLUSION Work-family conflict is multifactorial. Possible intervention points to tackle work-family conflict could be strengthening care workers' influence in planning work schedules, enabling flexible planning to ensure adequate staffing, lowering presenteeism and implementing a supportive leadership style. IMPACT Care workers' jobs become less desirable when workplace demands interfere with family life. This study highlights the multifaceted nature of work-family conflict and suggests intervention options to prevent care workers from experiencing work-family conflict. Action is needed at nursing home and policy level.
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Affiliation(s)
- Claudia Hauser
- Department Public Health, Faculty of Medicine, Institute of Nursing Science, University of Basel, Basel, Switzerland
- Department of Breast, Abdomen, Pelvis, University Hospital Basel, Basel, Switzerland
| | - Jonathan Stahl
- Department Public Health, Faculty of Medicine, Institute of Nursing Science, University of Basel, Basel, Switzerland
- Department of Nursing Development, Cantonal Hospital Aarau, Aarau, Switzerland
| | - Michael Simon
- Department Public Health, Faculty of Medicine, Institute of Nursing Science, University of Basel, Basel, Switzerland
| | - Sabine Valenta
- Department Public Health, Faculty of Medicine, Institute of Nursing Science, University of Basel, Basel, Switzerland
- Department of Hematology, University Hospital Basel, Basel, Switzerland
| | - Lauriane Favez
- Department Public Health, Faculty of Medicine, Institute of Nursing Science, University of Basel, Basel, Switzerland
- School of Engineering and Management Vaud, HES-SO University of Applied Sciences and Arts, Yverdon-les-Bains, Switzerland
| | - Franziska Zúñiga
- Department Public Health, Faculty of Medicine, Institute of Nursing Science, University of Basel, Basel, Switzerland
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Cunningham R, Westover J, Harvey J. Drivers of job satisfaction among healthcare professionals: a quantitative review. INTERNATIONAL JOURNAL OF HEALTHCARE MANAGEMENT 2022. [DOI: 10.1080/20479700.2022.2126671] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/14/2022]
Affiliation(s)
| | | | - Jaron Harvey
- Organizational Leadership, Utah Valley University, Orem, UT, USA
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Yang YJ, Tung HH, Kau K, Shiu SY, Huang SS, Tsai LY, Tsay SL. Determining factors affecting job strain for nurse practitioners in acute care practice. J Nurs Scholarsh 2021; 54:623-630. [PMID: 34939725 DOI: 10.1111/jnu.12761] [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: 05/13/2021] [Revised: 12/06/2021] [Accepted: 12/10/2021] [Indexed: 11/30/2022]
Abstract
PURPOSE To investigate nurse practitioners' (NPs) experience of job strain in acute care settings, and to examine the factors that may affect job strain in that context. DESIGN Descriptive design using a national survey was employed. METHODS A total of 1396 NPs completed online surveys that recorded demographic characteristics and included a Job Content Questionnaire (JCQ), a Condition for Work Effectiveness Questionnaire (CWEQ), and the Dempster Practice Behavior Scale (DPBS). Multiple logistic regressions were conducted to explore the factors associated with job strain types. FINDINGS NPs were classified into job strain categories of passive (24.4%), active (31.4%), low (19.2%), or high (24.9%). The passive job strain type was associated with overtime hours, organizational empowerment, and autonomy. The active job type was associated with higher organizational empowerment and autonomy. The high-strain and low-strain job types were both associated with overtime hours and autonomy. CONCLUSION Nearly 25% of acute care NPs are in a high job strain type. Organizational empowerment and autonomy were two major factors associated with the passive and active job strain types. Overtime hours and autonomy were both associated with the high-strain and low-strain job types. CLINICAL RELEVANCE Supportive hospital/nursing leadership should acknowledge the impact of NP practice as they can contribute to the operational efficacy of their organization. Hospital administrators should provide a supportive practice environment by empowering NPs, enhancing autonomy, and addressing working conditions for NPs to decrease the odds of having a passive or high-strain job type in practice.
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Affiliation(s)
- Yi-Jane Yang
- Ditmanson Medical Foundation Chia-Yi Christian Hospital, Chia-Yi, Taiwan
| | - Heng-Hsin Tung
- School of Nursing, National Yang Ming Chiao Tung University, Taipei, Taiwan
| | - Kevin Kau
- Academic Writing Education Center, National Taiwan University, Taipei, Taiwan
| | - Shu-Ying Shiu
- Department of Nursing, ChungHwa Christian Hospital, Changhua, Taiwan
| | - Sheng-Shiung Huang
- College of Nursing and Health Sciences, Da-Yeh University, Changhua, Taiwan
| | - Li-Yun Tsai
- College of Nursing and Health Sciences, Da-Yeh University, Changhua, Taiwan
| | - Shiow-Luan Tsay
- College of Nursing and Health Sciences, Da-Yeh University, Changhua, Taiwan
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Dousin O, Wei CX, Balakrishnan BKPD, Lee MCC. Exploring the mediating role of flexible working hours in the relationship of supervisor support, job and life satisfaction: A study of female nurses in China. Nurs Open 2021; 8:2962-2972. [PMID: 34390214 PMCID: PMC8510763 DOI: 10.1002/nop2.1008] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/04/2021] [Revised: 06/19/2021] [Accepted: 07/10/2021] [Indexed: 11/08/2022] Open
Abstract
Aims To examine the mediating role of flexible working hours on the relationship between supervisor support, job and life satisfaction among female nurses in China. Design A cross‐sectional, quantitative study was conducted with online survey questionnaires. Methods Convenience sampling was implemented with 171 female nurses from two tertiary public hospitals in 2019. Results The mediation analysis demonstrates that flexible working hours significantly and positively mediate the relationship between supervisor support to job (β = 0.775, p < .001) and life satisfaction (β = 0.745, p < .001). In addition, supervisor support and flexible working hours significantly and positively influence job (r = 0.520, p < .01; r = 0.520, p < .01) and life satisfaction (r = 0.487, p < .01; r = 0.487, p < .01). The study suggested that flexible working hours iarean indicator of what supervisor support (r = 0.656, p < .01) is to improve nurses’ job and life satisfaction. The study revealed that flexible working hours and supervisor support are crucial to female nurses who face high demands at both work and home.
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Affiliation(s)
- Oscar Dousin
- Faculty of Business, Economics and Accountancy, Universiti Malaysia Sabah, Kota Kinabalu, Malaysia
| | - Chen Xi Wei
- Teacher Development Centre, Guangxi Vocational College of Safety Engineering, Guangxi Zhuang Autonomous Region, China
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Aliza K, Shaheen S, Malik MJ, Zulfiqar S, Batool SA, Ahmad-ur-Rehman M, Javed A. Linking ostracism with employee negligence behavior: a moderated mediation model. SERVICE INDUSTRIES JOURNAL 2021. [DOI: 10.1080/02642069.2021.1933456] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/18/2022]
Affiliation(s)
- Komal Aliza
- Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan
| | - Sadia Shaheen
- Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan
| | - Muhammad Jawad Malik
- School of Management, Department of Business Administration, University of Science and Technology of China, Hefei, People’s Republic of China
| | - Sehar Zulfiqar
- Department of Management Sciences, National University of Modern Languages, Islamabad, Pakistan
| | - Syeda Azra Batool
- School of Economics, Bahauddin Zakariya University Multan, Multan, Pakistan
| | | | - Ayesha Javed
- Faculty of Management and Administration Science, Government College Women University, Faisalabad, Pakistan
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Tanaka J, Koga M, Nagashima N, Kuroda H. The actual-ideal gap in work-life balance and quality of life among acute care ward nurses. J Nurs Manag 2021; 29:998-1006. [PMID: 33340174 DOI: 10.1111/jonm.13237] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/24/2020] [Revised: 12/11/2020] [Accepted: 12/14/2020] [Indexed: 11/29/2022]
Abstract
AIMS To describe the current situation of the work-life balance gap among acute care ward nurses and assess its association with quality of life (QOL). BACKGROUND Nurses who spend more time at work than on their personal lives are reported to have lower QOL. To capture the actual-ideal work-life balance gap among nurses with different backgrounds, time spent on work, family and private life must be examined. METHODS This cross-sectional study included 228 nurses from 3 Japanese acute care hospitals. RESULTS Work gap scores and family gap scores for nurses living alone were significantly higher and lower, respectively, than those for nurses living with family. Moreover, the QOL score decreased with increase in the work-life balance gap for nurses. CONCLUSIONS Nurses living alone had greater work burden than nurses living with family. Conversely, living with family may protect nurses' family lives. The work-life balance gap was associated with QOL. IMPLICATIONS FOR NURSING MANAGEMENT Addressing the gap between the actual-ideal proportions in work-life balance is important for improving nurses' QOL and work-life balance. Flexible working options and policy changes may also improve their work-life balance and QOL.
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Affiliation(s)
- Junichi Tanaka
- Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
| | - Minami Koga
- Nagasaki University Hospital, Nagasaki, Japan
| | | | - Hiromi Kuroda
- Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
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The Mediating Role of Career Calling in the Relationship Between Family-Supportive Supervisor Behaviors and Turnover Intention Among Public Hospital Nurses in China. Asian Nurs Res (Korean Soc Nurs Sci) 2020; 14:306-311. [DOI: 10.1016/j.anr.2020.08.011] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/09/2019] [Revised: 08/26/2020] [Accepted: 08/31/2020] [Indexed: 12/28/2022] Open
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Cho H, Han K, Ryu E, Choi E. Work Schedule Characteristics, Missed Nursing Care, and Organizational Commitment Among Hospital Nurses in Korea. J Nurs Scholarsh 2020; 53:106-114. [PMID: 33249723 DOI: 10.1111/jnu.12612] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 10/27/2020] [Indexed: 12/24/2022]
Abstract
PURPOSE This study describes Korean nurses' work schedule characteristics and identifies their components to investigate associations of work schedule components with missed nursing care and organizational commitment. DESIGN This cross-sectional secondary analysis used survey data of 1,057 nurses in 111 units at six hospitals in South Korea. Data were collected between April 2017 and March 2018. METHODS A self-administered survey, including seven work schedule characteristic items, the Korean version of the MISSCARE Survey, and the Korean version of the Organizational Commitment Questionnaire, was employed. To construct independent components of work schedule characteristics, a principal component analysis was performed. The associations of work schedule components with missed nursing care and organizational commitment were analyzed using multiple linear regression models with generalized estimating equation methods. FINDINGS The average number of daily work hours was 9.7. Nearly half of the study population worked while sick once or more per month. The two components of nurses' work schedule characteristics were "long work hours" and "lack of rest," and these components showed variations between units. Unhealthy work schedule components were linked to frequently missed nursing care and decreased organizational commitment. CONCLUSIONS This study showed that proper work hours and adequate rest are important to reduce missed nursing care tasks and enhance organizational commitment, both of which are critical for better patient care and organizational outcomes. CLINICAL RELEVANCE Healthcare organizations should provide adequate nursing staff and assign reasonable workloads. Furthermore, hospitals should periodically monitor the work schedule characteristics of nurses and actively intervene in cases of scheduling issues to resolve them.
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Affiliation(s)
- Hyeonmi Cho
- Beta Eta-at-Large, PhD Student, University of Wisconsin-Madison, School of Nursing, WI, USA
| | - Kihye Han
- Lambda Alpha-at-Large, Associate Professor, Chung-Ang University College of Nursing, Seoul, Republic of Korea
| | - Eunjung Ryu
- Professor, Chung-Ang University College of Nursing, Seoul, Republic of Korea
| | - Eunsook Choi
- Unit Manager, National Cancer Center Department of Nursing, Gyeonggi-do, Republic of Korea
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Möckli N, Denhaerynck K, De Geest S, Leppla L, Beckmann S, Hediger H, Zúñiga F. The home care work environment's relationships with work engagement and burnout: A cross-sectional multi-centre study in Switzerland. HEALTH & SOCIAL CARE IN THE COMMUNITY 2020; 28:1989-2003. [PMID: 32364334 DOI: 10.1111/hsc.13010] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/12/2019] [Revised: 03/15/2020] [Accepted: 04/03/2020] [Indexed: 06/11/2023]
Abstract
This study aimed to investigate the levels of burnout and work engagement among home care workers in Switzerland and to test their association with job demands and job resources. We conducted a multi-centre, cross-sectional survey in the German-speaking part of Switzerland with a convenience sample of seven home care agencies. Data were collected between September 2017 and January 2018. We assessed burnout with the Maslach Burnout Inventory (MBI) and work engagement with the Utrecht Work Engagement Scale (UWES) as well as job demands (overtime, work-family conflicts, experienced aggression and work stressors) and job resources (predictability, staffing, teamwork, leadership, collaboration, social support, sense of community, feedback). To investigate the levels of burnout and work engagement, we applied descriptive statistics. Based on Bakker and colleagues' Job Demands-Resources model, we used a path analysis to test the associations of job demands and job resources with burnout and work engagement. We analysed data from 448 home care workers (response rate 61.8%, mean age 44 years (SD 13.2), 96% female). The frequency of burnout in our sample was low, while that of work engagement was high. Job demands correlated positively with emotional exhaustion (β = .54, p < .001) and negatively with work engagement (β = -.25, p < .001). Job resources correlated negatively with emotional exhaustion (β = -.28, p < .001) and positively with work engagement (β = .41, p < .001). Work-family conflicts and work stressors correlated strongest with emotional exhaustion, whereas social support and feedback were found to correlate strongest with work engagement. Improvements to the home care work environment might enhance work engagement and reduce burnout. Corrective interventions could focus on reducing specific aspects of job demands, such as work-family conflicts and work stressors, as well as on increasing aspects of job resources, especially social support and feedback.
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Affiliation(s)
- Nathalie Möckli
- Department of Public Health, Institute of Nursing Science, University of Basel, Basel, Switzerland
| | - Kris Denhaerynck
- Department of Public Health, Institute of Nursing Science, University of Basel, Basel, Switzerland
- Department of Public Health and Primary Care, Academic Center for Nursing and Midwifery, KU Leuven, Leuven, Belgium
| | - Sabina De Geest
- Department of Public Health, Institute of Nursing Science, University of Basel, Basel, Switzerland
- Department of Public Health and Primary Care, Academic Center for Nursing and Midwifery, KU Leuven, Leuven, Belgium
| | - Lynn Leppla
- Department of Public Health, Institute of Nursing Science, University of Basel, Basel, Switzerland
- Departments of Haematology and Oncology, University Hospital Freiburg, Freiburg im Breisgau, Germany
| | - Sonja Beckmann
- Department of Public Health, Institute of Nursing Science, University of Basel, Basel, Switzerland
- Center of Clinical Nursing Science, University Hospital Zurich, Zürich, Switzerland
| | - Hannele Hediger
- Department of Health, Zurich University of Applied Sciences (ZHAW), Winterthur, Switzerland
| | - Franziska Zúñiga
- Department of Public Health, Institute of Nursing Science, University of Basel, Basel, Switzerland
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Elbejjani M, Abed Al Ahad M, Simon M, Ausserhofer D, Dumit N, Abu-Saad Huijer H, Dhaini SR. Work environment-related factors and nurses' health outcomes: a cross-sectional study in Lebanese hospitals. BMC Nurs 2020; 19:95. [PMID: 33061841 PMCID: PMC7545948 DOI: 10.1186/s12912-020-00485-z] [Citation(s) in RCA: 13] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/21/2020] [Accepted: 09/24/2020] [Indexed: 01/14/2023] Open
Abstract
Background Worldwide, studies show a relationship between nurses’ health and some work environment factors; however, data on nurses’ health and self-perceived workload and nursing task allocation are lacking, particularly for Lebanese nurses. We assessed the relationship of several work environment factors: overall workload and specific temporal, physical, mental, effort, frustration, and performance demands (NASA Task Load Index), staffing resources and adequacy and leadership (Practice Environment Scale of Nursing Work Index), teamwork climate (Safety Attitudes Questionnaire), and nursing task allocation (Basel Extent of Rationing of Nursing Care)) with self-reported musculoskeletal, cardiovascular, skin, and mental health diseases (Work Ability Index) and emotional exhaustion (Maslach Burnout Inventory) among Lebanese nurses. Methods A cross-sectional self-report survey was distributed to all 289 registered nurses (RNs) in the medical, surgical, and pediatric units in two Lebanese university-affiliated hospitals; 170 RNs had complete data. Adjusted multivariable logistic regression models were used to estimate the association between work environment factors and health outcomes. Results The most prevalent outcomes were musculoskeletal disease (69%), emotional exhaustion (59%), and mental health problems (56%); 70% of RNs had ≥2 and 35.29% had ≥4 co-occurring health problems. Musculoskeletal disease was associated with higher overall (OR = 1.36 (95%CI = 1.03, 1.80)), temporal (OR = 1.30 (95%CI = 1.09, 1.55)), and physical demands (OR = 1.20 (95%CI = 1.03, 1.49)), higher task allocation to RNs (OR = 1.11 (95%CI = 1.01, 1.23)) and lower teamwork climate (OR = 0.60 (95%CI = 0.36, 0.98). Higher odds of mental/emotional problems were associated with higher overall, temporal, frustration, and effort demands, and lower teamwork climate, performance satisfaction, and resources adequacy (increased odds ranging from 18 to 88%). Work environment indicators were associated with higher co-occurrence of health problems. Conclusions Results show elevated health burden and co-morbidity among Lebanese RNs and highlight the value of comprehensive approaches that can simultaneously improve several work environment factors (namely self-perceived workload, teamwork,, resources, and nursing task allocation) to reduce this burden.
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Affiliation(s)
- Martine Elbejjani
- Clinical Research Institute, and Department of Internal Medicine, Faculty of Medicine, American University of Beirut, Beirut, Lebanon
| | - Mary Abed Al Ahad
- Hariri School of Nursing, American University of Beirut, Beirut, Lebanon
| | - Michael Simon
- Institute of Nursing Science, University of Basel, Basel, Switzerland.,Inselspital, Bern, Switzerland
| | - Dietmar Ausserhofer
- Institute of Nursing Science, University of Basel, Basel, Switzerland.,College of Health-Care Professions Claudiana, Bozen, Italy
| | - Nuhad Dumit
- Hariri School of Nursing, American University of Beirut, Beirut, Lebanon
| | | | - Suzanne R Dhaini
- Hariri School of Nursing, American University of Beirut, Beirut, Lebanon
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14
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Peter KA, Hahn S, Schols JMGA, Halfens RJG. Work-related stress among health professionals in Swiss acute care and rehabilitation hospitals-A cross-sectional study. J Clin Nurs 2020; 29:3064-3081. [PMID: 32447796 DOI: 10.1111/jocn.15340] [Citation(s) in RCA: 17] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/09/2019] [Revised: 04/29/2020] [Accepted: 05/09/2020] [Indexed: 11/28/2022]
Abstract
AIMS AND OBJECTIVES This study aimed to identify significant work stressors associated with stress symptoms, job satisfaction, intention to leave and health-related outcomes among health professionals. BACKGROUND The workforce shortage of health professionals is a current concern, and a reduction of work-related stress is thus essential for retaining health professionals. Studies on the extent of work-related stress in different health professions are limited. METHODS The research was conducted with a cross-sectional study encompassing 26 randomly selected acute care and rehabilitation hospitals. The sample consisted of 3,398 health professionals. The study was undertaken in accordance with the STROBE checklist for observational studies. RESULTS Work-private life conflicts were significantly associated with health professionals' stress symptoms, job satisfaction, intention to leave the organisation and profession, their general health status, burnout symptoms and quality of sleep. Also, opportunities for development and the behaviour of the direct line manager (e.g. quality of leadership, unfair behaviour, rewards given) along with various profession-specific stressors were the important predictors revealed. CONCLUSIONS This study shows the high relevance of preventing and reducing work-private life conflicts, enhancing leadership qualities as well as opportunities for development among health professionals working in acute care and rehabilitation hospitals. Also, differences between health professions should be taken into consideration in developing strategies for reducing stress at work. RELEVANCE TO CLINICAL PRACTICE The results of this study are particularly relevant for health professional leaders and reveal the urgent need in hospital practice for effective strategies to improve health professionals' work-private life balance, opportunities for development and quality of leadership.
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Affiliation(s)
- Karin Anne Peter
- Division of Applied Research & Development in Nursing, Bern University of Applied Sciences, Bern, Switzerland
| | - Sabine Hahn
- Division of Applied Research & Development in Nursing, Bern University of Applied Sciences, Bern, Switzerland
| | - Jos M G A Schols
- Department of Health Services Research (Focusing on Value-based Care and Ageing), Maastricht University, Maastricht, The Netherlands.,Department of Family Medicine, CAPHRI - Care and Public Health Research Institute, Maastricht University, Maastricht, The Netherlands
| | - Ruud J G Halfens
- Department of Health Services Research, CAPHRI - Care and Public Health Research Institute, Maastricht University, Maastricht, The Netherlands
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15
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Dall'Ora C, Ball J, Reinius M, Griffiths P. Burnout in nursing: a theoretical review. HUMAN RESOURCES FOR HEALTH 2020; 18:41. [PMID: 32503559 PMCID: PMC7273381 DOI: 10.1186/s12960-020-00469-9] [Citation(s) in RCA: 273] [Impact Index Per Article: 68.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/04/2019] [Accepted: 03/24/2020] [Indexed: 05/13/2023]
Abstract
BACKGROUND Workforce studies often identify burnout as a nursing 'outcome'. Yet, burnout itself-what constitutes it, what factors contribute to its development, and what the wider consequences are for individuals, organisations, or their patients-is rarely made explicit. We aimed to provide a comprehensive summary of research that examines theorised relationships between burnout and other variables, in order to determine what is known (and not known) about the causes and consequences of burnout in nursing, and how this relates to theories of burnout. METHODS We searched MEDLINE, CINAHL, and PsycINFO. We included quantitative primary empirical studies (published in English) which examined associations between burnout and work-related factors in the nursing workforce. RESULTS Ninety-one papers were identified. The majority (n = 87) were cross-sectional studies; 39 studies used all three subscales of the Maslach Burnout Inventory (MBI) Scale to measure burnout. As hypothesised by Maslach, we identified high workload, value incongruence, low control over the job, low decision latitude, poor social climate/social support, and low rewards as predictors of burnout. Maslach suggested that turnover, sickness absence, and general health were effects of burnout; however, we identified relationships only with general health and sickness absence. Other factors that were classified as predictors of burnout in the nursing literature were low/inadequate nurse staffing levels, ≥ 12-h shifts, low schedule flexibility, time pressure, high job and psychological demands, low task variety, role conflict, low autonomy, negative nurse-physician relationship, poor supervisor/leader support, poor leadership, negative team relationship, and job insecurity. Among the outcomes of burnout, we found reduced job performance, poor quality of care, poor patient safety, adverse events, patient negative experience, medication errors, infections, patient falls, and intention to leave. CONCLUSIONS The patterns identified by these studies consistently show that adverse job characteristics-high workload, low staffing levels, long shifts, and low control-are associated with burnout in nursing. The potential consequences for staff and patients are severe. The literature on burnout in nursing partly supports Maslach's theory, but some areas are insufficiently tested, in particular, the association between burnout and turnover, and relationships were found for some MBI dimensions only.
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Affiliation(s)
- Chiara Dall'Ora
- School of Health Sciences, and Applied Research Collaboration Wessex, Highfield Campus, University of Southampton, Southampton, SO17 1BJ, UK.
| | - Jane Ball
- Department of Learning, Informatics, Management and Ethics, Karolinska Institutet, Tomtebodavägen 18a, 17177, Solna, Sweden
| | - Maria Reinius
- Department of Learning, Informatics, Management and Ethics, Karolinska Institutet, Tomtebodavägen 18a, 17177, Solna, Sweden
| | - Peter Griffiths
- School of Health Sciences, and Applied Research Collaboration Wessex, Highfield Campus, University of Southampton, Southampton, SO17 1BJ, UK
- Department of Learning, Informatics, Management and Ethics, Karolinska Institutet, Tomtebodavägen 18a, 17177, Solna, Sweden
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16
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Musy SN, Endrich O, Leichtle AB, Griffiths P, Nakas CT, Simon M. Longitudinal Study of the Variation in Patient Turnover and Patient-to-Nurse Ratio: Descriptive Analysis of a Swiss University Hospital. J Med Internet Res 2020; 22:e15554. [PMID: 32238331 PMCID: PMC7163415 DOI: 10.2196/15554] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/22/2019] [Revised: 10/28/2019] [Accepted: 02/03/2020] [Indexed: 12/18/2022] Open
Abstract
Background Variations in patient demand increase the challenge of balancing high-quality nursing skill mixes against budgetary constraints. Developing staffing guidelines that allow high-quality care at minimal cost requires first exploring the dynamic changes in nursing workload over the course of a day. Objective Accordingly, this longitudinal study analyzed nursing care supply and demand in 30-minute increments over a period of 3 years. We assessed 5 care factors: patient count (care demand), nurse count (care supply), the patient-to-nurse ratio for each nurse group, extreme supply-demand mismatches, and patient turnover (ie, number of admissions, discharges, and transfers). Methods Our retrospective analysis of data from the Inselspital University Hospital Bern, Switzerland included all inpatients and nurses working in their units from January 1, 2015 to December 31, 2017. Two data sources were used. The nurse staffing system (tacs) provided information about nurses and all the care they provided to patients, their working time, and admission, discharge, and transfer dates and times. The medical discharge data included patient demographics, further admission and discharge details, and diagnoses. Based on several identifiers, these two data sources were linked. Results Our final dataset included more than 58 million data points for 128,484 patients and 4633 nurses across 70 units. Compared with patient turnover, fluctuations in the number of nurses were less pronounced. The differences mainly coincided with shifts (night, morning, evening). While the percentage of shifts with extreme staffing fluctuations ranged from fewer than 3% (mornings) to 30% (evenings and nights), the percentage within “normal” ranges ranged from fewer than 50% to more than 80%. Patient turnover occurred throughout the measurement period but was lowest at night. Conclusions Based on measurements of patient-to-nurse ratio and patient turnover at 30-minute intervals, our findings indicate that the patient count, which varies considerably throughout the day, is the key driver of changes in the patient-to-nurse ratio. This demand-side variability challenges the supply-side mandate to provide safe and reliable care. Detecting and describing patterns in variability such as these are key to appropriate staffing planning. This descriptive analysis was a first step towards identifying time-related variables to be considered for a predictive nurse staffing model.
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Affiliation(s)
- Sarah N Musy
- Institute of Nursing Science, University of Basel, Basel, Switzerland.,Nursing and Midwifery Research Unit, Inselspital, Bern University Hospital, University of Bern, Bern, Switzerland
| | - Olga Endrich
- Medical Directorate, Inselspital, Bern University Hospital, University of Bern, Bern, Switzerland.,Insel Data Science Center, Inselspital, Bern University Hospital, University of Bern, Bern, Switzerland
| | - Alexander B Leichtle
- Insel Data Science Center, Inselspital, Bern University Hospital, University of Bern, Bern, Switzerland.,University Institute of Clinical Chemistry, Inselspital, Bern University Hospital, University of Bern, Bern, Switzerland
| | - Peter Griffiths
- Health Sciences, University of Southampton, Southampton, United Kingdom.,National Institute for Health Research Applied Research Collaboration (Wessex), Southampton, United Kingdom.,LIME Karolinska Institutet, Stockholm, Sweden
| | - Christos T Nakas
- University Institute of Clinical Chemistry, Inselspital, Bern University Hospital, University of Bern, Bern, Switzerland.,Laboratory of Biometry, University of Thessaly, Volos, Greece
| | - Michael Simon
- Institute of Nursing Science, University of Basel, Basel, Switzerland.,Nursing and Midwifery Research Unit, Inselspital, Bern University Hospital, University of Bern, Bern, Switzerland
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17
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Yang M, Chen H, Li S. The influence of working time characteristics on employee perceptions of physical and mental health: The moderating role of value orientations. CURRENT PSYCHOLOGY 2019. [DOI: 10.1007/s12144-019-00483-8] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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18
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Analysis of the Risk and Protective Roles of Work-Related and Individual Variables in Burnout Syndrome in Nurses. SUSTAINABILITY 2019. [DOI: 10.3390/su11205745] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/26/2022]
Abstract
Aims: Burnout syndrome is a phenomenon that is becoming ever more widespread, especially in workers such as nurses who have heavy workloads and time pressures. The progression of burnout syndrome has been shown to be related to both individual and work-related variables. The objective of this study is to examine the risk and protective roles played by work-related and personal variables, both sociodemographic and psychological, in the development of burnout in nurses. Method: The sample was composed of 1236 nurses aged between 21 and 57 years, with a mean age of 31.50 years (SD = 6.18). Women accounted for 84.5% (n = 1044), and the remaining 15.5% (n = 192) were men. Exploratory tests were performed to understand the relationships between burnout and other variables, and a binary logistic regression was conducted to understand the roles of these variables in the incidence of this syndrome. Lastly, a regression tree was constructed. Results: The results show that the sociodemographic variables examined are not related to the level of burnout in nurses. However, certain work-related variables, such as spending more time with colleagues and patients and reporting good-quality relationships, exhibit a negative relationship with the occurrence of burnout. Of the psychological variables, the stress factors conflict-social acceptance and irritability-tension-fatigue, as well as informative communication, are shown to be risk factors for the appearance of burnout in nurses. In contrast, the communication skills factor, empathy, and energy-joy exert a protective function. Conclusion: Identifying the variables that influence the occurrence of burnout syndrome and understanding the manner in which they exert their influence are key elements in the development of effective prevention and intervention of burnout in nursing.
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Sharma N, Herrnschmidt J, Claes V, Bachnick S, De Geest S, Simon M. Organizational readiness for implementing change in acute care hospitals: An analysis of a cross-sectional, multicentre study. J Adv Nurs 2018; 74:2798-2808. [PMID: 30019540 DOI: 10.1111/jan.13801] [Citation(s) in RCA: 27] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 06/06/2018] [Indexed: 11/27/2022]
Abstract
AIM To assess nurse-reported organizational readiness for implementing change in acute care hospitals. BACKGROUND An organization's success at implementing new policies and programmes depends largely on its stakeholders' readiness for change. Organizational readiness is a multilevel, multifaceted construct associated with staffing, leadership and quality of care. DESIGN This is a secondary analysis of the cross-sectional multicentre "Matching Registered Nurse Services with Changing Care Demands" study. METHODS In 23 acute care hospitals across Switzerland, 1,833 nurses working in 124 units completed a survey between September 2015 and January 2016. Organizational readiness was measured with two subscales: "change commitment" and "change efficacy". Work environment factors were assessed using the Practice Environment Scale of the Nursing Work Index. RESULTS Nurses were positive about implementing change in their hospitals. Intraclass correlation was higher at the unit level than at the hospital level for both change commitment and change efficacy. Nursing foundation for quality of care and supportive leadership were positively associated with readiness, change commitment and change efficacy. However, staffing and resource adequacy was positively associated only with change efficacy. No association was found with standardized staffing. CONCLUSION While organizational readiness scores vary among hospitals and units, they are positively associated with supportive leadership and a foundation for quality of care. Further research should consider organizational readiness as an important factor of change and ultimately of the quality of care.
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Affiliation(s)
- Narayan Sharma
- Institute of Nursing Science (INS), Department Public Health (DPH), Faculty of Medicine, University of Basel, Basel, Switzerland
| | | | - Veerle Claes
- Institute of Nursing Science (INS), Department Public Health (DPH), Faculty of Medicine, University of Basel, Basel, Switzerland
| | - Stefanie Bachnick
- Institute of Nursing Science (INS), Department Public Health (DPH), Faculty of Medicine, University of Basel, Basel, Switzerland
| | - Sabina De Geest
- Institute of Nursing Science (INS), Department Public Health (DPH), Faculty of Medicine, University of Basel, Basel, Switzerland.,Department of Primary Care and Public Health, Academic Center for Nursing and Midwifery, Leuven, Belgium
| | - Michael Simon
- Institute of Nursing Science (INS), Department Public Health (DPH), Faculty of Medicine, University of Basel, Basel, Switzerland.,Nursing Research Unit, Inselspital Bern University Hospital, Bern, Switzerland
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