The relationship between nurses’ job satisfaction and continuing professional development

The experience and attitudes of long-term care workers with teaching and learning modalities for the delivery of continuing professional development activities: a mixed-methods study

AIM

to develop a better understanding of the attitudes and experiences of healthcare workers and managers with face-to-face, online asynchronous (pre-recorded), and online synchronous (live) modalities for Continuing Professional Development (CPD) working in the Long-Term Care (LTC) sector.

BACKGROUND

The recent global pandemic significantly interrupted the delivery and organisation of education and training for healthcare professionals internationally. As a result of the restrictions, healthcare professionals' access to CPD was limited, consequentially education and training activities were mostly delivered online. Research into the experiences of healthcare workers with the various teaching and learning modalities in the LTC setting is limited.

DESIGN

An explanatory mixed methods study using an exploratory sequential design.

METHODS

A two-phase study conducted from January 2022 to September 2022, in the Republic of Ireland. In phase one, researchers conducted four focus groups and in phase two 168 participants completed a survey to explore the results of phase one.

RESULTS

From the focus groups interviews five themes emerged regarding participants' experiences, attitudes and preferences with the three modalities of CPD education and training in the field of LTC: 1) Flexibility, 2) Networking, 3) Resources and Support, 4) Engaging and meaningful learning, and 5) Balancing online and face-to-face learning through Blended Learning. Results from the survey found the preferred modality was face to face (n = 54, 32.1%), followed very closely by blended learning (n = 51, 30.4%). Most of the respondents reported that synchronous online CPD education was convenient, flexible, offers the opportunity to interact with peers, and that its quality depends on educators' skills. The majority of respondents (n = 155, 92.3%) declared that they would require support in the workplace to implement their new knowledge and skills.

CONCLUSIONS

This study revealed the significance participants place on 'engagement' when taking part in education and training. Engagement was described as a key factor to improve the delivery of CPD in the LTC setting. In addition, regardless of the mode of delivery, participants reported that they need to be supported in the workplace to implement their new knowledge and skills. This requires the support and endorsement of employers and managers, who could ensure more protected time for learning, technical support and championing facilitators and mentors in the workplace to enhance the translation of new knowledge into clinical practice.

TWEETABLE ABSTRACT

In LTC settings, face-to-face CPD is the preferred mode of delivery. Although synchronous online CPD is very convenient, educators must be able to engage learners. LTC workers need support by managers to implement their new knowledge and skills in their workplace.

Self-reported continuing professional development needs of medical laboratory professionals in Ghana

BACKGROUND

Because of the essential nature of the work of medical laboratory professionals, continuing development in knowledge and skills is indispensable. The study aimed at identifying and prioritizing the development and training needs of medical laboratory professionals in Ghana. This is expected to help in developing focused continuing professional development (CPD) that meets the needs of practitioners as well as the changing medical trends.

METHODS

An online cross-sectional survey in February 2022 using a structured questionnaire was conducted. Respondents were asked questions that collected demographic and work-related data about them, their participation, preference, and challenges in being part of CPDs. Finally, a list of topics based on (i) quality management systems, (ii) technical competence, (iii) laboratory management, leadership, and coaching, (iv) pathophysiology, and (iv) data interpretation and research were asked with the option to rate them on a 3-point scale (most, moderate, and least) in order of importance.

RESULTS

A total of 316 medical laboratory professionals participated in the study. Overall, the most frequently selected topics for training based on domains for CPD training and ranking as most important were (i) quality management systems, (mean = 80.59 ± 9.024; 95% CI = 73.04-88.13); (ii) pathophysiology, data interpretation, and research (mean = 78.0 ± 6.973; 95% CI = 73.97-82.03); (iii) technical competence (mean = 73.97 ± 10.65; 95% CI = 66.35-81.59); and (iv) laboratory management, leadership, and coaching (mean = 72.82 ± 9.719; 95% CI = 67.44-78.2). The factors affecting the choice of training needs included the medical laboratory professionals' current place of work, years in service, the reason for attending CPD activities, the period for attending the last CPD, being in a supervisory role, and the number of staff being supervised. Face-to-face presentations, training workshops, and hands-on workshops were the most preferred modes of CPD delivery with financial implications and workload/time constraints being the main challenges impeding CPD participation.

CONCLUSION

The identified needs will help in developing CPD programs that address what medical laboratory professionals prioritize as training needs. Stakeholders should incorporate these training needs into future programs and address the challenges highlighted in this study to have more relevant training for medical laboratory professionals.

Factors Related to Nurse Satisfaction with Supervisor Leadership

The satisfaction of nurses with the leadership of their supervisors exerts a positive association with their job satisfaction. This study identified factors associated with nurse satisfaction with supervisor leadership and developed a model of causal relationships based on social exchange theory. A satisfaction scale was developed to measure how nurses felt about the leadership of their supervisor, which also assessed the validity and reliability using a cross-sectional descriptive survey questionnaire administered to nurses working in a teaching hospital in northern Taiwan. A total of 607 valid questionnaires were returned. Structural equation modeling was used to test the theoretical model of this study. Only questions that were scored above 3 were included in the scale. A total of 30 questions were placed under seven constructs of this scale upon the assessment of content validity. The results indicate that satisfaction with shift schedules, educational training, and internal communication exerted direct, significant, and positive associations with satisfaction with the supervisor leadership. Furthermore, satisfaction with policies and guidelines exerted direct, significant, and positive associations with satisfaction with internal communication and exerted indirect associations with satisfaction with supervisor leadership through internal communication. In particular, satisfaction with shift schedules and internal communication were most significantly associated with satisfaction with supervisor leadership. The results of this study offer a reference for hospital management and emphasize focusing on the arrangement of nurse shifts in all departments. The establishment of diverse communication channels can enhance the degree of nurse satisfaction with supervisor leadership.

Work engagement status of registered nurses in pediatric units in Saudi Arabia: A cross-sectional study

BACKGROUND

This study aimed to evaluate the work engagement status of registered pediatric nurses and its relationship with personal- and work-related variables in selected hospitals. Personal- and work-related factors generally influence work engagement. However, data on work engagement in pediatric clinical practice are limited.

METHODS

This study employed a cross-sectional design, including 230 registered nurses working in pediatric units in Madinah, Saudi Arabia. A non-probability approach (convenience sampling) was adopted in recruiting the sample. Eight personal- and work-related variables were examined using the Utrecht Work Engagement Scale shortened 9-item version.

RESULTS

The overall mean scale score was 4.54 (standard deviation = 0.95). The dedication subscale showed the highest mean score (4.84), followed by the absorption (4.48) and vigor subscales (4.29). A higher work engagement score was associated with an older age (H = 17.892; p < 0.001), a non-Saudi nationality (Z = 5.724; p < 0.001), a higher educational level (Z = 3.178; p = 0.001), and a long duration of experience (>10 years) (H = 18.435; p < 0.001). No significant differences were observed between the total scale score according to marital status (p = 0.077), current working unit (p = 0.063), and current working hours (p = 0.067).

CONCLUSIONS

Among registered pediatric nurses, work engagement is relatively high but is average in terms of the vigor component. To our knowledge, this research is the first to explore how work environment affects work engagement among pediatric nurses in Madinah, Saudi Arabia.

Development and evaluation of competency-based curriculum for continuing professional development among military nurses: a mixed methods study

BACKGROUND

Continuing professional development (CPD) is essential for career progression and maintaining military nursing competency. A well-designed CPD programme can improve the effectiveness of transforming knowledge and skills in healthcare organisations. This study aimed to develop a competency-based CPD curriculum for military nurses in China and evaluate its effectiveness from a developmental pilot study.

METHODS

In phase one, a two-round Delphi was conducted to design a competency-based curriculum of CPD based on a clinical ladder model among military nurses. In phase two, the curriculum of one CPD programme was redesigned, and a pilot quasi-experiment was conducted to evaluate the effectiveness of this programme.

RESULTS

A competency-based curriculum was developed for primary, intermediate, and senior titles, respectively. The trainees' overall satisfaction with the redesigned CPD programme was 100%. The four themes in the qualitative data were: 1) learning motivation and learning barriers; 2) professional growth; 3) role model promoted career planning; 4) learning environment mattered.

CONCLUSION

This study developed a competency-based curriculum for continuing professional development among military nurses that can be used in designing CPD programmes. Competency-based curriculum can be utilised in the CPD activities to facilitate the improvement of nursing competency.

Explaining the dimensions of specific competence in training specialist nurses in multiple sclerosis: a qualitative study

Background

The complexity of multiple sclerosis (MS) due to psychological, emotional, physical, family, and social dimensions complicates the care of these patients. MS patients need hospitalizations and long-term care to treat and control the progression of the disease. Therefore, the competence of caring for MS patients is one of the important issues in clinical nursing.

Objective

To explain the dimensions of competence in caring for MS patients.

Methods

This study is a qualitative descriptive study using conventional content analysis method. Field notes and semi-structured face-to-face interviews were conducted on 12 specialist nurses of MS and 3 MS patients from the neurology ward. Participants were selected through purposeful sampling. Data analysis was performed using the approach of Zhang and Wildemuth by continuous comparison simultaneously with data collections.

Results

Data analysis led to the extraction of 2 categories with 5 subcategories. The first category is “unlearned care competence,” with the subcategories as psychological–emotional resilience, psychological skills, and excellent communication skills. The second category is “specialized technical competence,” with the subcategories as up-to-date pathological knowledge and expertise in clinical procedures.

Conclusions

Identifying the competencies of nurses of MS patients is important for educating nurses to provide qualified care and improve MS patient satisfaction. Nursing managers can empower nurses in non-technical areas such as in-service psychology courses and improve professionalism in caring for MS patients by promoting communication and specific clinical skills.

Professional development short scale: Measurement invariance, stability, and validity in Brazil and Angola

Professional development is the vital process in the workplace that comprises the growth and maturation of knowledge, skills, and attitudes arising from formal and informal learning at work throughout one’s life. The goal of this research was to present validity evidence and accuracy of the Professional Development Short Scale (PDSS) for different occupational categories. The research was conducted using four cross-sectional questionnaire surveys with convenience samples of different occupational categories (N = 2,547) in 41 cities throughout Brazil and Angola. The first study aimed to explore the factorial structure and internal consistency of the PDSS. The second study aimed to evaluate the cross-cultural validity and measurement invariance of the scale. The third study was to assess concurrent validity and predictive validity. The fourth study was to assess the test–retest reliability. The results indicated a one-factor structure, with six items for both countries’ datasets. This research pointed out the validity of the PDSS as regards its convergence-discriminant pattern with the General Self-Efficacy and Job Self-Efficacy Scales, and also, the relationship of the PDSS with relevant constructs (Bases of Power/leadership styles, In-role performance, Job Satisfaction, and Career Promotion). In this study, we provide psychometric validity of the Professional Development Short Scale to offer it as a resource to measure the construct and allow researchers to apply it in research models easily integrated to other constructs. We covered several different incremental approaches to ensure the scale validity. Besides showing temporal stability to ensure it can be applied from time to time, as one dynamic construct should, we also indicated that social desirability did not influence the measurement of the PDSS. Furthermore, the results indicate that the effects of the method do not generate undue confusion on the scale. Thus, the psychometric properties of the PDSS allow for recommending the use of the scale in extensive studies. This scale therefore contributes to contemporary professional development literature through the comparison of the perceptions of professional development in different professional categories and by providing organizational researchers with a tool to evaluate the effects and predictors of such construct.

Nurses' perceptions of continuing professional development: a qualitative study

BACKGROUND

Continuing professional development is regarded as one of the important approaches to maintaining skills and motivation for work. However, there is a lack of qualitative studies to explore Chinese nurses' continuing professional development. The study aims to explore Chinese nurses' perceptions of continuing professional development and challenges they face.

METHODS

The study was conducted in a tertiary hospital located in the central region of China from July to August 2020. Purposive sampling was used to recruit 14 nurses and face to face semi-structured interviews were conducted from July to August 2020. Then the recorded data were analysed and collated according to the thematic analysis. This study followed the consolidated criteria for reporting qualitative research (COREQ).

RESULTS

Four themes were extracted: improving specialty ability; different development phases; the importance of personal effort; the obstacle of work-family conflict.

CONCLUSIONS

This study contributed to our understandings of nurses' continuing professional development. Nurses held a positive attitude towards continuing professional development and they faced challenges in the meantime. Special attention and targeted supports should be provided to promote the continuing professional development of nursing staff.

Health professional's job satisfaction and its determinants in Ethiopia: a systematic review and meta-analysis

Background

Health professional’s job satisfaction is directly related to patient satisfaction and quality of care. Without satisfied health professionals the health system is not functional, and the national and global health related plans are not achieved. However, little is known on the level of health professional’s job satisfaction in sub Saharan African countries including Ethiopia. In addition, in Ethiopia there is no summarized evidence helped us an input to design strategies. Therefore, we aimed to assess the pooled prevalence of health professional’s job satisfaction and its determinants in Ethiopia.

Methods

Articles were searched from PubMed, PsycINFO, Hinari, Science Direct, web of science and African journal of online (AJOL) databases, Google and Google scholar. A standardized Microsoft excel spread sheet and STATA software version 16 were used for data extraction and analysis respectively. We followed the Preferred Reporting Items for Systematic reviews and Meta-Analysis to write this report. A random effect meta-analysis model was used to determine the pooled prevalence of job satisfaction. I² was done to check heterogeneity. Egger’s test and funnel plot were conducted to detect publication bias. Subgroup analysis was also conducted. Association was expressed through pooled odd ratio with a 95% CI.

Result

In this review and meta-analysis, a total of 29 studies were included. The pooled prevalence of health professional’s job satisfaction was 46.17% [95% CI (43.08, 49.26)]. The heterogeneity and publication bias test results were I² = 87.3%, P <  0.001 and Eggers’, P = 0.16. Female sex; OR: 2.20 [95% CI (1.63, 2.97)], working environment; OR: 9.50 [95% CI (6.25, 14.44)], opportunity for professional growth and development; OR: 5.53 [95% CI (1.56, 19.56)], staff relationship; OR: 3.89 [95% CI (1.65, 9.17)] and supportive supervision; OR: 5.32 [95% CI (1.77, 15.92)] were associated with health professional’s job satisfaction.

Conclusion

More than half of professionals were dissatisfied with their jobs. Therefore, the ministry of health and stakeholders better to design strategies to increase the level of satisfaction. Furthermore, it is better to strengthen staff relationship and making the working environment more attractive and equipped.

Supplementary Information

The online version contains supplementary material available at 10.1186/s13690-021-00664-7.

Nurses' continuing professional development: A systematic literature review

Nurses' continuing professional development (CPD) improves the quality of nursing care, patients' safety, nurses' satisfaction and healthcare costs. However, evidence has shown that nurses do not always participate in their CPD and that CPD does not always address nurses' real needs. To examine this issue, a systematic review of the literature on nurses' experiences regarding their CPD in the clinical context was carried out. The studies selected for this review (n = 9) were analyzed thematically, through which three themes were identified: The relevance of CPD to nurses; the intrinsic and extrinsic motivations of nurses to participate in CPD; and the specific needs of nurses to participate in CPD. The findings of this review highlight that nurses' experiences regarding their CPD is a key issue that has not been deeply studied. For nurses, their CPD continues throughout their professional career, and keeping their knowledge and skills up to date is important. The goals, motivations and needs that nurses may have to lead and participate in their CPD may vary according to their age and position. Organizations should consider nurses' specific professional situation as well as their actual needs to boost their CPD through different approaches and enhance nurses' retention at hospitals.

What Keeps Neonatal Nurses Up at Night and What Gets Them Up in the Morning?

BACKGROUND

Occupational stress in neonatal nursing is a significant professional concern. Prolonged exposure to morally distressing patient care experiences and other healthcare issues may lead to worry among nurses. When worry becomes excessive, nurses and advanced practice registered nurses may lose joy that gives meaning to their work. Enhancing meaning in work may have a positive impact on nurse satisfaction, engagement, productivity, and burnout.

PURPOSE

To explore neonatal nurses' top professional satisfiers and top professional worries and concerns.

METHODS

A descriptive study was conducted in a convenience sample of neonatal nurses to identify the top professional satisfiers that get them up in the morning and the top professional worries and concerns that keep them awake at night.

RESULTS

Complete data were available for 29 neonatal nurses. The top professional satisfiers were caring for infants and families, making a difference, witnessing resilience, intellectual challenge of specialty, positive working relationships with colleagues, and educating parents and families. The top professional worries and concerns were staffing, missed care, workload, making a mistake, and failure to rescue.

IMPLICATIONS FOR PRACTICE

Healthcare and professional organizations must develop strategies to address occupational stress in today's complex healthcare environment. Identifying professional worries and concerns may help nurses navigate challenging and distressing situations. Furthermore, understanding nurses' professional satisfiers may promote personal and professional resiliency and help organizations create healthier workplace environments.

IMPLICATIONS FOR RESEARCH

Future studies are needed to test effective interventions that may promote professional satisfaction and help neonatal nurses cope with occupational stressors.

Unique expatriate factors associated with job dissatisfaction among nurses

AIM

To assess whether expatriate-specific factors were associated with nurses' overall job dissatisfaction after controlling for known factors.

BACKGROUND

Current evidence about job dissatisfaction among nurses in Saudi Arabia is not specific to expatriate nurses. Specific aspects such as job insecurity, fear of litigation, and language barriers have not been assessed in the context of job dissatisfaction.

INTRODUCTION

The majority of nurses in the Arab Gulf countries are expatriate. The motive for employment here is purely financial because there is no path to permanent residency.

METHODS

This was a cross-sectional electronic survey of 977 expatriate nurses in Al-Qassim, Saudi Arabia. The survey included questions on demography, job dissatisfaction (overall and related to salary, workload, and teamwork), job characteristics, job duration as an expatriate, communication issues with patients and doctors, fear of litigation, and job insecurity. We used a hierarchical logistic regression to evaluate whether unique factors were associated with overall job dissatisfaction either as a group, or individually.

RESULTS

The mean age of the nurses was 32 years, and 19% reported overall job dissatisfaction. The unique expatriate factors as a group contributed significantly to the model. Job insecurity, patient communication problems, and shorter job duration were significantly associated with higher overall job dissatisfaction.

CONCLUSIONS

Job insecurity, job duration, and patient communication were significant correlates of overall job dissatisfaction among expatriate nurses.

IMPLICATIONS FOR NURSING POLICY

A longer job contract and organizational initiatives to help new expatriate nurses acculturate will likely decrease feelings of job insecurity and increase job satisfaction.

The mediating role of thriving: Mindfulness and contextual performance among Turkish nurses

AIMS

To examine the role of thriving in the relationship between mindfulness and contextual performance.

BACKGROUND

Thriving has been known as one of the most important components in the professional development of nurses. Previous studies have also shown that mindfulness and contextual performance have an effective role in workplace. Yet, we still know relatively little about the underlying mechanisms that explain the relationship among mindfulness, thriving and contextual performance in a nursing context.

METHODS

Data were collected from nurses from various hospitals in Turkey (N = 398). We used the structural equation model to test the mediation model.

RESULTS

Empirical results indicate that thriving mediates the link between employee mindfulness and contextual performance.

CONCLUSIONS

This study contributes to the existing literature on thriving by explaining the mediating mechanisms through which mindfulness affects contextual performance and provides implications for practitioners by showing that employees with higher levels of mindfulness engage in more extra-role behaviours when their thriving is high.

IMPLICATIONS FOR NURSING MANAGEMENT

Managers should pay attention to finding ways to improve mindfulness and thriving in organisations in order to increase nurses' contextual performance.

The influence of hospital location and 'level of care' on continuing professional development

Healthcare workers core skills are reinforced and knowledge of latest developments ensured by undertaking systematic continuing professional development. The current study explored the impact of health facility location and level of care provided on the continuing professional development offered to maternity services healthcare workers in Victoria, Australia. An online survey of middle to senior management staff of 71 public and private health services as well as 7 professional bodies was conducted, yielding 114 participants. Analysis was by location (metropolitan or regional/rural) and level of care provided. The findings revealed Australian Health Practitioner Regulation Agency registration is the predominant requirement to provide continuing professional development to staff. Dedicated education departments or educators are significantly underrepresented in Level 1&2 facilities, while Level 5&6 facilities are more likely to provide breastfeeding continuing professional development. Metropolitan locations provided more wide-ranging programmes compared with rural/regional locations. Key enablers are the capacity to share resources, have access to external courses and simulation equipment/centres, and the provision of relevant and timely continuing professional development programmes, indicating that 'Educational hubs' with credentialed staff working from better resourced regional facilities could deliver a complete array of CPD programmes to lower level facilities.

The relationship between caring preceptor, self-efficacy, job satisfaction, and new nurse performance

OBJECTIVE

It is not uncommon for new nurses to experience dissatisfaction and underperformance in their professional practice as a nurse in their first year on the job. In this transitional phase, new nurses need a preceptor to guide them. The provision of preceptor guidance with caring value and support for new nurse self-efficacy is a critical element that new nurses require. This study aimed to analyze the relationship between caring preceptor, self-efficacy, job satisfaction, and the performance of new nurses.

METHOD

The research method used a cross-sectional design based on a sample set of 123 new nurses selected using the total population sampling method. Data were analyzed using correlation testing and multiple linear regression.

RESULTS

The results showed that there was a strong correlation between a caring preceptor and job satisfaction (r=0.522, p=0.0001) and new nurse performance (r=0.572, p=0.0001). There was a moderate correlation between self-efficacy with job satisfaction (r=0.371, p=0.0001) and new nurse performance (r=0.240, p=0.008).

CONCLUSION

For new nurses, the presence of a caring preceptor and self-efficacy are predictors of job satisfaction and performance. The preceptor had to care, which contributed to increasing the self-efficacy of new nurses.