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Kwiecień-Jaguś K, Wujtewicz M. Multifactorial analysis of fatigue scale among nurses in Poland. Open Med (Wars) 2016; 11:593-604. [PMID: 28352852 PMCID: PMC5329884 DOI: 10.1515/med-2016-0097] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/17/2014] [Accepted: 12/12/2016] [Indexed: 11/15/2022] Open
Abstract
Significant progress in the field of nursing has contributed to the widening of range of functions and professional duties of nurses. More frequent lack of nursing personnel has an impact on negative reception of work, it decreases sense of professional satisfaction and increases the level of burden and fatigue. Methods. The study applied the non-experimental method – a descriptive comparative study without a control group. The data was collected on the basis of Polish-language version of a Japanese questionnaire. In order to evaluate the level of physical fatigue the pedometer was used. Results.158 respondents of a group of 160 were included in the statistical analysis. The study group was internally diversified. The research project assessed the usefulness of the multifactorial analysis in evaluating the main components of nursing fatigue. Multifactorial analysis has shown that mental fatigue concentrated with changes in activeness, motivation and physical fatigue are strongly correlated with age, professional experience and education. Conclusion. Nursing is a profession of a special character and mission. Regardless of the place of work, nursing staff should be given the possibility of pursuing their profession under conditions ensuring the sense of security and protecting them from harmful effects on health.
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Affiliation(s)
| | - Maria Wujtewicz
- Medical University of Gdańsk, Department of Anesthesiology and Intensive Therapy, Poland
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Yoon J, Kim M, Shin J. Confidence in delegation and leadership of registered nurses in long-term-care hospitals. J Nurs Manag 2016; 24:676-85. [DOI: 10.1111/jonm.12372] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 01/28/2016] [Indexed: 11/28/2022]
Affiliation(s)
- Jungmin Yoon
- Division of Nursing; College of Nursing; Ewha Womans University; Seoul Korea
| | - Miyoung Kim
- Division of Nursing; College of Nursing; Ewha Womans University; Seoul Korea
| | - Juhhyun Shin
- Division of Nursing; College of Nursing; Ewha Womans University; Seoul Korea
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Cleary M, Sayers J, Lopez V, Hungerford C. Boredom in the Workplace: Reasons, Impact, and Solutions. Issues Ment Health Nurs 2016; 37:83-9. [PMID: 26864838 DOI: 10.3109/01612840.2015.1084554] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
Abstract
Boredom in the workplace is not uncommon, and has been discussed widely in the academic literature in relation to the associated costs to individuals and organizations. Boredom can give rise to errors, adverse patient events, and decreased productivity-costly and unnecessary outcomes for consumers, employees, and organizations alike. As a function of boredom, individuals may feel over-worked or under-employed, and become distracted, stressed, or disillusioned. Staff who are bored also are less likely to engage with or focus on their work. In this article, we consider the nature of boredom and also the reasons why employees, including mental health nurses, become bored in the workplace. We also discuss the role that can be taken by employees and employers to recognise and address the problem of boredom and we consider how best to develop sustainable workplaces that are characterised by engaged employees who provide the best possible service in healthcare settings.
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Affiliation(s)
- Michelle Cleary
- a University of Tasmania , Faculty of Health , Sydney , Australia
| | - Jan Sayers
- b Independent Research Adviser , Sydney , Australia
| | - Violeta Lopez
- c National University of Singapore, Alice Lee Centre for Nursing Studies , Yong Loo Lin School of Medicine , Singapore City , Singapore
| | - Catherine Hungerford
- d Charles Sturt University , School of Nursing, Midwifery, and Indigenous Health , Wagga Wagga , Australia
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Pool IA, Poell RF, Berings MG, ten Cate O. Strategies for continuing professional development among younger, middle-aged, and older nurses: A biographical approach. Int J Nurs Stud 2015; 52:939-50. [DOI: 10.1016/j.ijnurstu.2015.02.004] [Citation(s) in RCA: 37] [Impact Index Per Article: 4.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/14/2014] [Revised: 02/04/2015] [Accepted: 02/06/2015] [Indexed: 11/30/2022]
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Hsu CP, Chiang CY, Chang CW, Huang HC, Chen CC. Enhancing the commitment of nurses to the organisation by means of trust and monetary reward. J Nurs Manag 2013; 23:567-76. [PMID: 24372656 DOI: 10.1111/jonm.12180] [Citation(s) in RCA: 15] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 08/04/2013] [Indexed: 11/30/2022]
Abstract
AIM This study examines how trust and monetary reward influence nurses' job satisfaction and strengthen organisational commitment. BACKGROUND Hospitals with high nurse retention rates typically have fewer medical errors and better quality care for patients. Therefore, health care administrators should provide a trustworthy workplace and a satisfactory reward system to retain experienced and skilled nurses. METHOD This study adopts the partial least squares method for parameter estimates and hypotheses based on 797 valid questionnaires from registered nurses in a Taiwan medical centre. RESULT All hypotheses were supported. The results show that the perceived trust of and rewards for registered nurses significantly influence their job satisfaction and organisational commitment. Although the impact of rewards is slightly stronger than that of trust among nurses on job satisfaction, the influence of trust among nurses is significantly higher than that of reward on organisational commitment. CONCLUSION The results show that administrators should enhance trust among nurses, establish a fair and attractive reward system, and increase nurse job satisfaction to elevate their commitment to the organisation. IMPLICATIONS FOR NURSING MANAGEMENT To build a high level of organisational commitment, developing trust among nurses and increasing job satisfaction are more critical than compensating with monetary incentives alone.
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Affiliation(s)
- Chiu-Ping Hsu
- Department of Business Administration, Chung Hua University, HsinChu, Taiwan
| | - Chi-Yun Chiang
- Department of Business Administration, Ming Chuan University, Taipei, Taiwan
| | - Chia-Wen Chang
- Department of International Business, National Taipei College of Business, Taipei, Taiwan
| | - Heng-Chiang Huang
- Department of International Business, National Taiwan University, Taipei, Taiwan
| | - Chia-Chen Chen
- National Defense Medical Center, Tri-Service General Hospital, Taipei, Taiwan
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Zhang Y, Punnett L, Gore R. Relationships Among Employees’ Working Conditions, Mental Health, and Intention to Leave in Nursing Homes. J Appl Gerontol 2012; 33:6-23. [DOI: 10.1177/0733464812443085] [Citation(s) in RCA: 56] [Impact Index Per Article: 4.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022] Open
Abstract
Employee turnover is a large and expensive problem in the long-term care environment. Stated intention to leave is a reliable indicator of likely turnover, but actual predictors, especially for nursing assistants, have been incompletely investigated. This quantitative study identifies the relationships among employees’ working conditions, mental health, and intention to leave. Self-administered questionnaires were collected with 1,589 employees in 18 for-profit nursing homes. A working condition index for the number of beneficial job features was constructed. Poisson regression modeling found that employees who reported four positive features were 77% less likely to state strong intention to leave (PR = 0.23, p < .001). The strength of relationship between working conditions and intention to leave was slightly mediated by employee mental health. Effective workplace intervention programs must address work organization features to reduce employee intention to leave. Healthy workplaces should build better interpersonal relationships, show respect for employee work, and involve employees in decision-making processes.
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Affiliation(s)
- Yuan Zhang
- University of Massachusetts Lowell, Lowell, MA, USA
| | | | - Rebecca Gore
- University of Massachusetts Lowell, Lowell, MA, USA
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LEE HOW, SPIERS JUDITHA, YURTSEVEN OZDEN, CUMMINGS GRETAG, SHARLOW JANICE, BHATTI ASLAM, GERMANN PAULA. Impact of leadership development on emotional health in healthcare managers. J Nurs Manag 2010; 18:1027-39. [DOI: 10.1111/j.1365-2834.2010.01178.x] [Citation(s) in RCA: 25] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
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Barker LM, Pasupathy KS. Identification of Relationships between Work System Parameters and Fatigue in Registered Nurses: A Data Mining Approach. ACTA ACUST UNITED AC 2010. [DOI: 10.1177/154193121005400420] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Fatigue is a factor that affects nurse performance in the workplace. Previous research has investigated the relationships between work system parameters and fatigue; however, no study has considered multiple work system parameters simultaneously, and how they affect multiple dimensions of fatigue. This study used Chi-Squared Automatic Interaction Detection (CHAID) to mine work system parameters and their multiple interactions on perceptions of mental, physical, and total fatigue dimensions in registered nurses. Results showed that multiple work system parameters were associated with changes in fatigue levels across mental, physical, and total fatigue dimensions. These findings expand our understanding of the relationships between work system parameters and fatigue and provide valuable information to improve the design of nursing work systems, in order to retain qualified nursing personnel and ultimately improve both patient- and provider safety.
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Affiliation(s)
- Linsey M. Barker
- Department of Industrial & Manufacturing Systems Engineering, University of Missouri, Columbia, MO
- MU Informatics Institute, University of Missouri, Columbia, MO
| | - Kalyan S. Pasupathy
- Department of Health Management and Informatics, University of Missouri, Columbia, MO
- MU Informatics Institute, University of Missouri, Columbia, MO
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“I want it all and I want it now!” An examination of the etiology, expression, and escalation of excessive employee entitlement. HUMAN RESOURCE MANAGEMENT REVIEW 2010. [DOI: 10.1016/j.hrmr.2009.11.001] [Citation(s) in RCA: 84] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Decker FH, Harris-Kojetin LD, Bercovitz A. Intrinsic Job Satisfaction, Overall Satisfaction, and Intention to Leave the Job Among Nursing Assistants in Nursing Homes. THE GERONTOLOGIST 2009; 49:596-610. [DOI: 10.1093/geront/gnp051] [Citation(s) in RCA: 88] [Impact Index Per Article: 5.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/14/2022] Open
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Abstract
A 230-bed facility determined that 64% of its registered nurse (RN) voluntary turnover rate occurred with newly hired RNs. Inadequate orientation processes and practices were determined to be the root cause. The pilot project's 36% reduction in newly hired RN departures results in an annual savings of over $1 million. Details of the plan, the pilot project, the cost-benefit analysis, and the spread to the system are described. Evaluation of year-end data provides nurse leaders with critical information as RN retention is a priority.
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Mrayyan MT, Al-Faouri I. Predictors of career commitment and job performance of Jordanian nurses. J Nurs Manag 2008; 16:246-56. [PMID: 18324983 DOI: 10.1111/j.1365-2834.2007.00797.x] [Citation(s) in RCA: 34] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Abstract
BACKGROUND AND AIMS Few studies focused on nurses' career commitment and nurses' job performance. This research aimed at studying variables of nurses' career commitment and job performance, and assessing the relationship between the two concepts as well as their predictors. METHODS A survey was used to collect data from a convenient sample of 640 Registered Nurses employed in 24 hospitals. RESULTS Nurses 'agreed' to be committed to their careers and they were performing their jobs 'well'. As a part of career commitment, nurses were willing to be involved, in their own time, in projects that would benefit patient care. The highest and lowest means of nurses' job performance were reported for the following aspects: leadership, critical care, teaching/collaboration, planning/evaluation, interpersonal relations/communications and professional development. Correlating of total scores of nurses' career commitment and job performance revealed the presence of a significant and positive relationship between the two concepts. Stepwise regression models revealed that the explained variance in nurses' career commitment was 23.9% and that in nurses' job performance was 29.9%. IMPLICATIONS FOR NURSING MANAGEMENT Nurse managers should promote nursing as a career and they should develop and implement various strategies to increase nurses' career commitment and nurses' job performance. These strategies should focus on nurse retention, staff development and quality of care. CONCLUSIONS Nurses' career commitment and job performance are inter-related complex concepts that require further studies to understand, promote and maintain these positive factors in work environments.
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Affiliation(s)
- Majd T Mrayyan
- Faculty of Nursing, The Hashemite University, Zarqa, Jordan.
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14
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Mrayyan MT, Al-Faouri I. Nurses' career commitment and job performance: differences between intensive care units and wards. J Res Nurs 2008. [DOI: 10.1177/1744987107079882] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
Few studies explore the concepts of nurses' career commitment and job performance. This study aimed to address this by using a survey method. A convenient sample of 640 registered nurses was obtained, with a response rate of 58.1%. All nurses in the sample `agreed' to keep committed to their careers and they felt that they were performing `well' their jobs. There were some significant differences between responses from intensive care units and wards in terms of demographics, career commitment and job performance. The correlation of total scores of nurses' career commitment and job performance indicated a significant and positive relationship. For increased career commitment and improved job performance, nurses need to be offered various professional development opportunities.
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Abstract
BACKGROUND Career commitment and job performance are complex phenomena that have received little attention in nursing research. DESIGN AND SAMPLE A survey was used to assess nurses' career commitment and job performance, and the relationship between the two concepts. Predictors of nurses' career commitment and job performance were also studied. A convenience sample of 640 Jordanian registered nurses was recruited from 24 teaching, governmental, and private hospitals. RESULTS Nurses "agreed" on the majority of statements about career commitment, and they reported performing "well" their jobs. Using total scores, nurses were equal in their career commitment but they were different in their job performance; the highest mean was scored for nurses in private hospitals. Using the individual items of subscales, nurses were willing to be involved, on their own time, in projects that would benefit patient care. The correlation of the total scores of nurses' career commitment and job performance revealed the presence of a significant and positive relationship (r = .457). Nurses' job performance, gender, and marital status were the best predictors of nurses' career commitment: they explained 21.8% of variance of nurses' career commitment. Nurses' career commitment, time commitment, marital status, and years of experience in nursing were the best predictors of nurses' job performance: they explained 25.6% of variance of nurses' job performance. CONCLUSIONS The lowest reported means of nurses' job performance require managerial interventions.
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Affiliation(s)
- Majd T Mrayyan
- Faculty of Nursing, Hashemite University, Zarqa, Jordan.
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CHANG PAOLONG, CHOU YINGCHYI, CHENG FEICHUN. Career needs, career development programmes, organizational commitment and turnover intention of nurses in Taiwan. J Nurs Manag 2007; 15:801-10. [DOI: 10.1111/j.1365-2934.2007.00772.x] [Citation(s) in RCA: 26] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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Winwood PC, Winefield AH, Lushington K. Work-related fatigue and recovery: the contribution of age, domestic responsibilities and shiftwork. J Adv Nurs 2007; 56:438-49. [PMID: 17042823 DOI: 10.1111/j.1365-2648.2006.04011.x] [Citation(s) in RCA: 146] [Impact Index Per Article: 8.6] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Abstract
AIM This paper reports a study of the relationship between age, domestic responsibilities (being partnered and having dependents), recovery from shiftwork-related fatigue and the evolution of maladaptive health outcomes among full-time working female nurses. BACKGROUND Several studies have suggested that full-time working women with family responsibilities are at greater risk of developing work-related fatigue problems than single women without these responsibilities. METHOD A questionnaire was distributed in 2004 to 2400 nurses at two hospitals in Australia, and 1280 responses were obtained (response rate 54%). The data from a purposive sample of 846 full-time working nurses are reported here. FINDINGS Domestic responsibilities were not related to differences in fatigue and recovery. Our results suggested that for full-time shiftworking nurses, being part of a family structure, may actually be protective against the development of maladaptive fatigue. The most important factor determining maladaptive fatigue outcome was shift pattern worked, particularly rotation including night duty. The effect of age was equivocal. The youngest age group reported the highest fatigue and poorest recovery compared to the oldest group, who reported the best characteristics. However, this latter group may represent a particularly well-adapted 'survivor cohort'. The relationship between age and fatigue was partly confounded by older, experienced, nurses with greater job responsibilities, working fewer multiple shifts including night duty. In general, increasing age was not associated with poorer recovery or higher maladaptive fatigue. CONCLUSIONS Unpredictable internal shift rotations, including night duty, which are traditional and typical in nursing, are inimical to maintaining nurses' health. More creative approaches to rostering for nurses working multiple shifts are a necessary step towards reducing wastage from the profession due to chronic work-related fatigue. Younger nurses in particular, may need more support than is currently recognized if they are to be retained within the profession.
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Affiliation(s)
- Peter C Winwood
- Department of Applied Psychological Research, University of South Australia, Adelaide, Australia.
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Leurer MD, Donnelly G, Domm E. Nurse retention strategies: advice from experienced registered nurses. J Health Organ Manag 2007; 21:307-19. [PMID: 17713190 DOI: 10.1108/14777260710751762] [Citation(s) in RCA: 32] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PURPOSE The purpose of the paper is to explore the insights of experienced nurses regarding initiatives they believe would effectively retain nurses like themselves in the nursing profession. DESIGN/METHODOLOGY/APPROACH As part of a qualitative investigation into the perceptions of nurses regarding issues affecting their profession, experienced nurses were asked to describe what retention strategies they would recommend to policy-makers. A total of 16 semi-structured interviews were conducted with long-term nurses in a health region in western Canada. FINDINGS The paper found that seven retention strategies were commonly mentioned by the participants. The qualitative mode of inquiry allowed the nurses to convey the context, attitudes and feelings behind their recommendations. RESEARCH LIMITATIONS/IMPLICATIONS The work environments and accompanying retention policies experienced by nurses vary widely according to the specific employment context As is typical with qualitative research, the findings of this study cannot be considered as generalizable to all nurses in all health care settings. PRACTICAL IMPLICATIONS The results of this paper provide a deeper understanding of the attitudes, emotions and contextual issues behind the nurse retention strategies seen as most appropriate by the target audience of long-term nurses. ORIGINALITY/VALUE While there is much literature advocating the implementation of nurse retention strategies, very little evidence has been presented from a qualitative lens. It is necessary to directly listen to the voices of those impacted by policies in order to better appreciate how such policies are perceived from a bottom-up perspective.
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Chang PL, Chou YC, Cheng FC. Designing Career Development Programs Through Understanding of Nurses' Career Needs. ACTA ACUST UNITED AC 2006; 22:246-53. [PMID: 17019281 DOI: 10.1097/00124645-200609000-00008] [Citation(s) in RCA: 9] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
A nurse's career can be divided into the exploration, establishment, maintenance, and disengagement stages. Because nurses have varied career needs at different career stages, this article uses literature review and in-depth interviews with nurses to understand the features of career stages. The authors detail nurses' career needs in different stages and infer appropriate career development programs in the hospital system.
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Affiliation(s)
- Pao-Long Chang
- Department of Business Administration, FengChia University, Taichung, Taiwan.
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20
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The relationship between job satisfaction and demographic variables for healthcare professionals. ACTA ACUST UNITED AC 2006. [DOI: 10.1108/01409170610683842] [Citation(s) in RCA: 34] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Abstract
BACKGROUND Stress perception is highly subjective, and so the complexity of nursing practice may result in variation between nurses in their identification of sources of stress, especially when the workplace and roles of nurses are changing, as is currently occurring in the United Kingdom health service. This could have implications for measures being introduced to address problems of stress in nursing. AIMS To identify nurses' perceptions of workplace stress, consider the potential effectiveness of initiatives to reduce distress, and identify directions for future research. METHOD A literature search from January 1985 to April 2003 was conducted using the key words nursing, stress, distress, stress management, job satisfaction, staff turnover and coping to identify research on sources of stress in adult and child care nursing. Recent (post-1997) United Kingdom Department of Health documents and literature about the views of practitioners was also consulted. FINDINGS Workload, leadership/management style, professional conflict and emotional cost of caring have been the main sources of distress for nurses for many years, but there is disagreement as to the magnitude of their impact. Lack of reward and shiftworking may also now be displacing some of the other issues in order of ranking. Organizational interventions are targeted at most but not all of these sources, and their effectiveness is likely to be limited, at least in the short to medium term. Individuals must be supported better, but this is hindered by lack of understanding of how sources of stress vary between different practice areas, lack of predictive power of assessment tools, and a lack of understanding of how personal and workplace factors interact. CONCLUSIONS Stress intervention measures should focus on stress prevention for individuals as well as tackling organizational issues. Achieving this will require further comparative studies, and new tools to evaluate the intensity of individual distress.
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Affiliation(s)
- Andrew McVicar
- School of Health Care Practice, Anglia Polytechnic University, Chelmsford, Essex CM1 1SQ, UK.
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Abstract
OBJECTIVES To identify the extent values are associated with age group and job stage; job satisfaction, productivity, and organizational commitment; as well as education, generation, ethnicity, gender, and role. BACKGROUND Values direct the priorities we live by and are related to employee loyalty and commitment. Lack of congruency between a nurse's personal values and those of the organization decrease satisfaction and effectiveness and may lead to burnout and turnover. Little research has been done on whether values differ by age, generations, or job stages. METHODS Nurses in all roles (N = 412) in three hospitals in Los Angeles County were randomly surveyed, using valid and reliable instruments to measure the variables of interest. RESULTS Nurses in the top third for job satisfaction, organizational commitment, and productivity showed higher scores for many values including their associates, creativity, esthetics, and management, while those in the bottom third scored higher in economic returns only. Nurses in different generations differed little; younger generations placed higher values on economic returns and variety. CONCLUSIONS AND IMPLICATION Management strategies to meet nurses' values and increase their satisfaction and retention are presented.
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Affiliation(s)
- Donna K McNeese-Smith
- Nursing Administration Program, Santa Ana College, University of California, Los Angeles, 90095-6917, USA.
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Abstract
BACKGROUND A self-paced learning module was developed and tested to determine whether knowledge relative to stress and hardiness could be increased among nurse managers. METHOD The module was administered to 31 nurse managers in rural hospitals in east Texas. FINDINGS Using pretest and posttest module questionnaires and the Hardiness Scale, changes in mean scores were significant at the .001 level for both instruments. These findings indicate the self-paced learning module had a significant effect on participants' understanding of stress and coping, with a subsequent increase in hardiness levels. CONCLUSION Use of an educational module can be effective in increasing knowledge of stress and hardiness, and increasing hardiness levels. Through increased hardiness among managers and staff, organizations can expect higher levels of commitment, more involvement of staff in workplace issues, and greater receptivity to changes in the work environment.
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Affiliation(s)
- Sharon K Judkins
- Nursing Administration Program, University of Texas at Arlington, School of Nursing, 76019, USA
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Abstract
With the high prevalence of nursing shortages and low staff retention rates in many Australian intensive care units (ICUs), we aimed to determine what factors were important to nurses working in an ICU. Of all the nursing specialties in New South Wales, intensive care was reported to have had the fifth highest vacancy rate from June 2000-January 2001. A questionnaire was distributed to 36 nurses in a major metropolitan ICU. The response rate was 32 (89 per cent). The ICU has had high staff retention rates and low vacancy rates for a number of years. We were interested to document what factors made this unit a popular one to work in. Factors that were of greatest importance to most nurses were those that dealt with nursing unit management and medical staff. Other factors that rated highly included the ability to self-roster, some aspects of working relationships and having an active role in patient care issues. The survey informed us that nurses at this study site were mostly satisfied with these aspects. Previous studies have demonstrated a strong correlation between job satisfaction and turnover rates amongst nurses. The results of this study highlight the importance of good nursing management and various aspects of the nursing role in attaining job satisfaction in the workplace. These key factors play an important role in achieving high staff retention and low vacancy rates.
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Affiliation(s)
- Jenny A Darvas
- Intensive Care Unit, Hornsby Ku-ring-gai Hospital, Sydney, NSW
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Berggren I, Bégat I, Severinsson E. Australian clinical nurse supervisors' ethical decision-making style. Nurs Health Sci 2002; 4:15-23. [PMID: 12087989 DOI: 10.1046/j.1442-2018.2002.00096.x] [Citation(s) in RCA: 27] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
This paper explores clinical nurse supervisors' ethical styles with regard to supervision in healthcare. Eighty-six registered nurses, all with experience of supervising clinical nurses and students in nursing, completed a specifically designed questionnaire. A qualitative interpretative content analysis identified three core themes: (i) 'Is it safe?'; (ii) 'Is it right?'; and (iii) 'Is it kind?', describing the clinical nurse supervisors' ethical styles. The first core theme 'Is it safe?' covered the supervisors' rules, codes and values that guide their supervisory actions, as well as two sub-themes: (i) empowerment and (ii) integrity. The second core theme 'Is it right?' described the supervisors' responsibility and advocacy as well as the ethical dilemmas experienced in the supervisory process. The third core theme 'Is it kind?' included the supervisors' relationships with patients, professionals and supervisees. The results demonstrate the value of offering a support system, such as clinical supervision, which helps nurses to explore their professional identity for the benefit of the patients.
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Affiliation(s)
- Ingela Berggren
- Department of Nursing Science, University Trollhättan-Uddevalla, Vänersborg, Sweden.
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Shader K, Broome ME, Broome CD, West ME, Nash M. Factors influencing satisfaction and anticipated turnover for nurses in an academic medical center. J Nurs Adm 2001; 31:210-6. [PMID: 11324334 DOI: 10.1097/00005110-200104000-00010] [Citation(s) in RCA: 247] [Impact Index Per Article: 10.7] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVES The purpose of this study was to examine the relationships between work satisfaction, stress, age, cohesion, work schedule, and anticipated turnover in an academic medical center. BACKGROUND DATA Nurse turnover is a costly problem that will continue as healthcare faces the impending nursing shortage, a new generation of nurses enter the workforce, and incentives provided to nurses to work for institutions increase. A variety of factors influence the retention of nurses in adult care settings, including work satisfaction, group cohesion, job stress, and work schedule. In general, previous research has documented positive relationships between work satisfaction, group cohesion, strong leadership, and retention rates and a negative relationship between stress, work schedule, and retention. In addition, age and experience in nursing are related to job satisfaction. METHODS This study used a cross-sectional survey design in which nurses from 12 units in a 908-bed university hospital in the Southeast completed questionnaires on one occasion. The following factors were measured using self-report questionnaires: nurse perception of job stress, work satisfaction, group cohesion, and anticipated turnover. RESULTS The more job stress, the lower group cohesion, the lower work satisfaction, and the higher the anticipated turnover. The higher the work satisfaction, the higher group cohesion and the lower anticipated turnover. The more stable the work schedule, the less work-related stress, the lower anticipated turnover, the higher group cohesion, and the higher work satisfaction. Job Stress, work satisfaction, group cohesion, and weekend overtime were all predictors of anticipated turnover. There are differences in the factors predicting anticipated turnover for different age groups. CONCLUSIONS As healthcare institutions face a nursing shortage and a new generation of nurses enter the workforce, consideration of the factors that influence turnover is essential to creating a working environment that retains the nurse.
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Affiliation(s)
- K Shader
- School of Nursing, University of Alabama at Birmingham, Birmingham, Alabama, USA.
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Abstract
OBJECTIVE To describe the relationships between the quality of patient care and the education and experience of the nurses providing that care. BACKGROUND There is a call for more nurses with baccalaureate degrees and more experienced nurses to work in hospitals. Previous research studies have examined the characteristics, abilities, and work assignments of nurses with and without baccalaureate degrees but have not examined the quality of the patient care delivered. It is generally believed that more experienced nurses provide higher-quality care, but again few studies have actually examined this issue. METHODS A secondary analysis of data, collected in two previous studies of the relationship between nurse staffing (hours of care, staff mix) and the quality of patient care, was used to determine the relationship between nurses' education and experience and the quality of care provided. The data were collected at the patient care unit level (42 units in study 1 and 39 units in study 2). Quality of care was indicated by lower unit rates of medication errors and patient falls. RESULTS Controlling for patient acuity, hours of nursing care, and staff mix, units with more experienced nurses had lower medication errors and lower patient fall rates. These adverse occurrence rates on units with more baccalaureate-prepared nurses were not significantly better.
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Affiliation(s)
- M A Blegen
- School of Nursing, University of Colorado Health Science Center, Denver, Colorado, USA.
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