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Sülz S, Fügener A, Becker-Peth M, Roth B. The potential of patient-based nurse staffing - a queuing theory application in the neonatal intensive care setting. Health Care Manag Sci 2024:10.1007/s10729-024-09665-8. [PMID: 38286888 DOI: 10.1007/s10729-024-09665-8] [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: 03/04/2021] [Accepted: 01/11/2024] [Indexed: 01/31/2024]
Abstract
Faced by a severe shortage of nurses and increasing demand for care, hospitals need to optimally determine their staffing levels. Ideally, nurses should be staffed to those shifts where they generate the highest positive value for the quality of healthcare. This paper develops an approach that identifies the incremental benefit of staffing an additional nurse depending on the patient mix. Based on the reasoning that timely fulfillment of care demand is essential for the healthcare process and its quality in the critical care setting, we propose to measure the incremental benefit of staffing an additional nurse through reductions in time until care arrives (TUCA). We determine TUCA by relying on queuing theory and parametrize the model with real data collected through an observational study. The study indicates that using the TUCA concept and applying queuing theory at the care event level has the potential to improve quality of care for a given nurse capacity by efficiently trading situations of high versus low workload.
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Affiliation(s)
- Sandra Sülz
- Erasmus School of Health Policy & Management, Burg. Oudlaan 50, 3062 PA, Rotterdam, The Netherlands.
| | - Andreas Fügener
- Department of Supply Chain Management & Management Science, University of Cologne, Albertus-Magnus Platz, 50923, Cologne, Germany
| | - Michael Becker-Peth
- Rotterdam School of Management, Burg. Oudlaan 50, 3062 PA, Rotterdam, The Netherlands
| | - Bernhard Roth
- Department of Neonatology and Paediatric Intensive Care, Children's Hospital, University Hospital Cologne, Kerpener Str. 62, 50937, Cologne, Germany
- Department of Business Administration and Health Care Management, University of Cologne, Albertus-Magnus Platz, 50923, Cologne, Germany
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Keller EG, Hittle BM, Boch S, Davis K, Gillespie GL. Modeling wellbeing for U.S. correctional nurses: A cross sectional survey. Int J Nurs Stud 2023; 147:104589. [PMID: 37741259 DOI: 10.1016/j.ijnurstu.2023.104589] [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: 04/10/2023] [Revised: 08/11/2023] [Accepted: 08/14/2023] [Indexed: 09/25/2023]
Abstract
BACKGROUND Nurses work in stressful environments, and this stress has negative consequences on health. Correctional nurses experience unique job stress in their roles. However, there has been limited research exploring how the correctional environment impacts nurse health and wellbeing. OBJECTIVE This study aimed to evaluate the relationship between the variables of organizational characteristics (i.e., job demands, job control, manager support, peer support, workplace relationships), job stress, and wellbeing levels in a sample of U.S. correctional nurses, while exploring socio-demographic covariates. METHODS Using a convenience sampling method, 270 U.S. correctional nurses completed a cross-sectional online survey. Informed by the Job Demands-Resources Theory, a conceptual model was created and tested in this sample. Analysis involved multiple linear regression and structural equation modeling. RESULTS The model significantly fit the data (CI: 0.71-0.83, CFI = 0.51, SRMR: 0.37, and RMSEA = 0.08) revealing the direct relationship between job stress, job demands, job control, and workplace relationships and wellbeing. This study also provided evidence that job stress mediates the relationship of job control and job demands with wellbeing. CONCLUSION Results underscore the opportunity for correctional organizations to consider targeting job demands, job control, workplace relationships, and job stress in future interventions to improve the correctional nursing work environment and support correctional nurse wellbeing. TWEETABLE ABSTRACT A recent study found evidence for a relationship between organizational characteristics & job stress and U.S. correctional nurse wellbeing.
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Affiliation(s)
- Elizabeth G Keller
- University of Cincinnati, College of Nursing, Cincinnati, OH 45221, USA.
| | - Beverly M Hittle
- University of Cincinnati, College of Nursing, Cincinnati, OH 45221, USA
| | - Samantha Boch
- University of Cincinnati, College of Nursing, Cincinnati, OH 45221, USA; James M. Anderson Center for Health Systems Excellence, Cincinnati, OH 45229, USA
| | - Kermit Davis
- University of Cincinnati, College of Medicine, Cincinnati, OH 45267, USA
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Nelson J, Vrbnjak D, Thomas PL, Gözüm S, de Barros ALBL, Itzhaki M. The Healthcare Environment Survey: A multicountry psychometric evaluation of nurses' job satisfaction. Int Nurs Rev 2023; 70:127-139. [PMID: 35639566 DOI: 10.1111/inr.12770] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/03/2021] [Accepted: 04/16/2022] [Indexed: 11/27/2022]
Abstract
AIM To evaluate the properties of a reduced-item Healthcare Environment Survey measuring nurses' job satisfaction across eight countries. BACKGROUND There is currently no rigorously tested international measure of nurses' job satisfaction that can be used internationally to improve the nurse work environment. METHODS Nursing staff from 11 hospitals in eight countries participated in this study. The original 57-item, 11-facet Healthcare Environment Survey was evaluated for reliability, validity, and measurement invariance: Cronbach's alpha was used to test for reliability; construct, discriminate, and convergent testing were used to test validity; and invariance testing including configural, metric, and scalar tests were used to study measurement invariance between the countries. RESULTS 2,046 nursing staff completed the survey. Reliability was established for all six subscales and the combined composite score. Both validity and measurement invariance were supported in every test conducted. An excellent model fit was found for the final 19-item, 6-facet Healthcare Environment Survey that explained 82% of the variance of nurses' job satisfaction. CONCLUSIONS Findings suggest the instrument is an efficient measure of nurses' job satisfaction across multiple countries. Longitudinal testing for invariance will be needed to ensure the model remains a good fit. Testing more countries will also verify model fit. IMPLICATIONS FOR NURSING The instrument can be used to measure nurse job satisfaction globally. IMPLICATIONS FOR NURSING POLICY The instrument can be used to assess interventions to improve the social (patient, unit manager, and coworker) and technical (professional rewards, autonomy, and professional growth) aspects of nurse job satisfaction.
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Affiliation(s)
- John Nelson
- Healthcare Environment, St. Paul, Minnesota, USA
| | - Dominika Vrbnjak
- Faculty of Health Sciences, University of Maribor, Maribor, Slovenia
| | - Patricia L Thomas
- Associate Dean Faculty Affairs and Associate Professor, College of Nursing, Wayne State University, Detroit, Michigan, USA
| | - Sebahat Gözüm
- Head of Department, School of Nursing & Professor at Department of Public Health Nursing, Akdeniz University, Antalya, Turkey
| | | | - Michal Itzhaki
- Head of Department of Nursing, School of Health Professions, Sackler Faculty of Medicine, Tel Aviv University, Tel Aviv, Israel
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Barshied CB, Russell C. Satisfaction, Stress, and Turnover: Comparing U.S. Intensivist Physicians Before and During the Severe Acute Respiratory Syndrome Coronavirus 2 Pandemic. Crit Care Explor 2023; 5:e0883. [PMID: 36910456 PMCID: PMC9997802 DOI: 10.1097/cce.0000000000000883] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/14/2023] Open
Abstract
To evaluate changes in work satisfaction, work-life balance (WLB) satisfaction, stress, and turnover intention among U.S. critical care physicians during the severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) pandemic of 2021-2022 compared with prepandemic levels in 2016. DESIGN A cross-sectional electronic survey. SETTING Critical care practices in the United States. SUBJECTS U.S. physician members of the Society for Critical Care Medicine. MEASUREMENTS AND MAIN RESULTS A total of 1,148 intensivists completed online surveys administered in two waves: in 2016 (693 respondents) and in the late 2021 to early 2022 (455 respondents). They reported demographic and practice characteristics, self-perceived levels of satisfaction, stress, health, and intention to leave their current job. U.S.-based critical care physicians in 2022 report significantly lower levels of job satisfaction compared with 2016. Frequency of work stress and turnover intention also increased, whereas WLB satisfaction has remained the same. Nearly two-thirds of intensivists wish they could work fewer hours, and this discontentment is correlated with decreased satisfaction, increased stress, and increased turnover, particularly in pandemic respondents. More than 25% of physicians rated their mental health as poor or fair, and 20% rated their physical health as poor or fair; these self-ratings correlated with decreased satisfaction and increased stress and turnover intention. CONCLUSIONS The SARS-CoV-2 pandemic has further burdened an already-strained critical care workforce. During the pandemic, job satisfaction fell, work stress became more frequent, and turnover intention increased for critical care physicians. They also have consistently low rates of WLB satisfaction. Work hours matter the most for physician satisfaction, stress, and turnover intention, and the desire to work fewer hours is negatively related to all outcomes. Many critical care physicians reported poor mental and physical health during the pandemic, which is strongly and negatively related to all outcomes. These results emphasize the importance of prioritizing the working preferences and the self-care of intensivist physicians.
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Affiliation(s)
| | - Cortessa Russell
- Department of Anesthesiology, Columbia University Vagelos College of Physicians and Surgeons, New York, NY
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Hosona M, Uesugi Y. The Effect of Stress, Fatigue, and Sleep Quality on Shift-Work Nurses in Japan. Health (London) 2023. [DOI: 10.4236/health.2023.153017] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/12/2023]
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Al-Surimi K, Almuhayshir A, Ghailan KY, Shaheen NA. Impact of Patient Safety Culture on Job Satisfaction and Intention to Leave Among Healthcare Workers: Evidence from Middle East Context. Risk Manag Healthc Policy 2022; 15:2435-2451. [PMID: 36620517 PMCID: PMC9811957 DOI: 10.2147/rmhp.s390021] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/15/2022] [Accepted: 12/13/2022] [Indexed: 01/01/2023] Open
Abstract
Background The association between patient safety culture and staff outcomes remains unclear to date. This study aimed to identify the relationship between patient safety culture/job satisfaction and intention to leave among healthcare workers. Methods A cross-sectional study was conducted using an online survey. Multinomial logistic regression analysis was used to investigate the association between the safety culture dimensions and the outcomes in terms of job satisfaction and intention to leave. Results Majority were females (77.2%); age between (20-30) years were (66.1%). 1-5 years work experience was reported by (98.2%); nurses accounted for (75.7%). (62.1%) reported very good patient safety grade. (78.3%) of respondents had no intention to leave; (84.3%) reported they like their job, (70.5%) stated that working in this hospital is like being part of a large family. However, (38%) said the hospital is not a good place to work, and morale in their clinical area is low. The overall composite scores were highest for "teamwork within hospital units (81.4)", and "organizational learning (79.4)", while lowest for "communication openness (37)",staffing (26.5)", and "non-punitive response to error (22.1)". Females were two times more likely to leave their jobs compared to males (AOR: 2.36, 95% CI: 1.24-3.46); intention to leave was 3.35 (95% CI = 2.19-5.09). As for job satisfaction, ages between 31-40 years tend to like their job two times more than other age groups (AOR: 1.90, 95% CI = 1.02-3.55). The safety culture domains "staffing" and "hospital management support for patient safety" were linked to a higher odds ratio for job satisfaction. Conclusion Aside from gender and age, the dimensions of safety culture, including staffing, hospital management support, hospital handover, and transition, may have a signification impact on job satisfaction and intention to leave among healthcare workers.
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Affiliation(s)
- Khaled Al-Surimi
- College of Public Health and Health Informatics, King Saud Bin Abdul-Aziz University for Health Sciences, Riyadh, Saudi Arabia,School of Health and Environmental Studies, Hamdan Bin Mohammed Smart University, Dubai, United Arab Emirates,Community Medicine and Public Health, Faculty of Medicine and Health Sciences, Thamar University, Dhamar, Yemen,King Abdullah International Medical Research Center, Riyadh, Saudi Arabia
| | - Amirah Almuhayshir
- College of Public Health and Health Informatics, King Saud Bin Abdul-Aziz University for Health Sciences, Riyadh, Saudi Arabia
| | - Khalid Y Ghailan
- Faculty of Public Health and Tropical Medicine, Jazan University, Jazan, Saudi Arabia
| | - Naila A Shaheen
- Department of Biostatistics and Bioinformatics, King Abdullah International Medical Research Center, Riyadh, Saudi Arabia,King Saud Bin Abdul-Aziz University for Health Sciences, Riyadh, Saudi Arabia,Ministry of National Guard-Health Affairs, Riyadh, Saudi Arabia,Correspondence: Naila A Shaheen, Department of Biostatistics and Bioinformatics, King Abdullah International Medical Research Center, King Saud bin Abdulaziz University for Health Sciences, Ministry of National Guard-Health Affairs, P.O. Box 22490, Mail Code 1515, Riyadh, 11426, Saudi Arabia, Tel +966-11-4294472, Fax +966-11-4294466, Email
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Saedpanah K, Ghasemi M, Akbari H, Adibzadeh A, Akbari H. Effects of workload and job stress on the shift work disorders among nurses: PLS SEM modeling. Eur J Transl Myol 2022; 33. [PMID: 36412125 DOI: 10.4081/ejtm.2022.10909] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/05/2022] [Accepted: 10/31/2022] [Indexed: 11/23/2022] Open
Abstract
Nurses, as the largest forces in the health system, are always challenged with various work responsibilities such as long working hours, lack of manpower and death of patients. This study aimed at providing a model of the relationship between workload and physical and mental health, sleep disorders, and individual and family problems by the mediation role of job stress. The present study is a cross-sectional study that was conducted on 300 nurses in a specialty and sub-specialty hospital in Tehran. For this reason, various questionnaires including demographic, survey of shift workers (SOS) and job stress questionnaires were used to collect the desired data. The proposed model was presented using structural equation modeling method based on Smart-PLS and SPSS-20 software. The results show that workload has an effect on job stress (β=0.747), mental health (β=-0.291), Physical health (β=-0.253), sleep quality (β=-0.234) and personal and family problems (β=-0.206). Also the results of this study show that job stress has an effect on mental health (β=-0.295), Physical health (β=-0.349), sleep quality (β=-0.295) and Personal and family problems (β=-0.441). In conclusion, results showed that the data fitted well with the model and that workload is associated with physical and mental problems, sleep disorders and individual and family problems both directly and indirectly through job stress mediation.
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Wang Y, Ye Y, Jin Y, Chuang YC, Chien CW, Tung TH. The Hybrid Multiple-Criteria Decision-Making Model for Home Healthcare Nurses’ Job Satisfaction Evaluation and Improvement. Int J Public Health 2022; 67:1604940. [PMID: 36250154 PMCID: PMC9554012 DOI: 10.3389/ijph.2022.1604940] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/22/2022] [Accepted: 09/14/2022] [Indexed: 11/13/2022] Open
Abstract
Objectives: To investigate and evaluate the key factors related to job satisfaction performance of home healthcare nurses (HHNs). Methods: A total of 31 HHNs from three community hospitals in Zhejiang province were invited to participate in the study. They completed a questionnaire survey based on the home healthcare nurse job satisfaction scale (HHNJS) from February to March 2022. Consistent fuzzy preference relation (CFPR) methods and important-performance analysis (IPA) were used to obtain the attribute weights and performance for HHNs job satisfaction. Results: The results showed that the attributes of C13, C14, C15, C23, C24, C42, C51, and C52 were key factors influencing HHNs job satisfaction. Conclusion: The hybrid multiple-criteria decision-making (MCDM) model can help home-healthcare-agency administrators better understand the key factors related to HHNs job satisfaction and establish reasonable improvement strategies.
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Affiliation(s)
- YanJiao Wang
- Xiamen Cardiovascular Hospital, Xiamen University, Xiamen, China
- Institute for Hospital Management, Tsing Hua University, Shenzhen Campus, Shenzhen, China
| | - YaQin Ye
- Sanmen People’s Hospital of Zhejiang, Sanmen, China
| | - Yanjun Jin
- Department of Nursing, Taizhou Hospital of Zhejiang Province affiliated to Wenzhou Medical University, Taizhou, China
| | - Yen-Ching Chuang
- Institute of Public Health and Emergency Management, Taizhou University, Taizhou, China
- Business College, Taizhou University, Taizhou, China
| | - Ching-Wen Chien
- Institute for Hospital Management, Tsing Hua University, Shenzhen Campus, Shenzhen, China
- *Correspondence: Ching-Wen Chien, ; Tao-Hsin Tung,
| | - Tao-Hsin Tung
- Evidence-Based Medicine Center, Taizhou Hospital of Zhejiang Province Affiliated to Wenzhou Medical University, Linhai, China
- *Correspondence: Ching-Wen Chien, ; Tao-Hsin Tung,
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Williamson L, Burog W, Taylor RM. A scoping review of strategies used to recruit and retain nurses in the healthcare workforce. J Nurs Manag 2022; 30:2845-2853. [PMID: 36056545 DOI: 10.1111/jonm.13786] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/29/2022] [Revised: 06/24/2022] [Accepted: 08/29/2022] [Indexed: 11/27/2022]
Abstract
AIMS This article reports the results of a scoping review to identify initiatives for improving recruitment and retention of nurses in healthcare and ascertain their effectiveness. BACKGROUND The global shortage of nurses has results in greater competition for vacant posts and an increased need to retain existing post holders. While there are a large number of publications discussing ways to improve recruitment and retention, the effectiveness of these need to be established. EVALUATION Thirteen papers met the inclusion criteria. There was no literature identified focusing on recruitment and only one paper reported a formal evaluation of a retention initiative. KEY ISSUES Five themes summarised the initiatives for retaining nurses: leadership and support; ongoing professional development; recognition; work environment; and flexible scheduling. CONCLUSION While strategies have been proposed to retain nurses, there is a dearth of evidence supporting the effectiveness of these. IMPLICATIONS FOR NURSING MANAGEMENT Although there is a lack of evaluations of retention strategies, the review identified a number of initiatives that warrant consideration. With the launch of the National Health Service People Plan in England in 2021, which is recommending initiatives identified in this review without robust evidence, an integrated programme of research evaluating this is recommended.
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Affiliation(s)
- Lauren Williamson
- University College London Hospitals NHS Foundation Trust, London, United Kingdom
| | - Walter Burog
- University College London Hospitals NHS Foundation Trust, London, United Kingdom
| | - Rachel M Taylor
- University College London Hospitals NHS Foundation Trust, London, United Kingdom
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Sun X, Zhang M, Lu Z, Zhang Z, Zheng JC, Cheng L, Zeng L, Qian Y, Huang L. Turnover intention and related factors among resident physicians in China under the standardised residency training programme: a cross-sectional survey. BMJ Open 2022; 12:e061922. [PMID: 35410941 PMCID: PMC9003615 DOI: 10.1136/bmjopen-2022-061922] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/27/2022] Open
Abstract
OBJECTIVES This study aimed at examining the extent of turnover intention among the Chinese resident physicians who entered the newly established national standardised residency training programme (SRTP), and exploring factors associated with their turnover intention. DESIGN Cross-sectional survey. SETTING Ten institutions from five geographical areas in China. METHODS 1414 residents were surveyed using paper-based questionnaires and scales regarding their demographics, work situation, attitudes towards SRTP, job satisfaction, psychological resilience, burnout and turnover intention in 2017. The turnover intention was described and compared between categorical groups. Linear regressions were used to select the factors associated with turnover intention. The structural equation model was used to capture the potential mediating effects. RESULTS The mean turnover intention score was 12.45 (SD=4.47). Nearly half (47.87%) of the residents had a high and very high level of turnover intention. Psychological resilience (β=0.066), burnout (β=0.141) and job satisfaction (β=0.022) were positively associated with turnover intention, while specialty (β=-0.135), year of training (β=-0.687), career in medicine (β=-2.191), necessity of training (β=-0.695) and satisfaction with income (β=-1.215) had negative associations with turnover intention. Working hours and nightshift interval indirectly were associated with turnover intention through the mediating effects of burnout. Career in medicine, necessity of training, satisfaction with income, and psychological resilience showed direct effects and indirect effects on turnover intention through burnout and job satisfaction as mediators. CONCLUSIONS The turnover intention among Chinese residents was prevalent and unignorable. Burnout was the major contributing factor, while year of training and positive attitudes towards training were protective factors. Burnout and job satisfaction also served as mediators. Interventions targeting these factors should be incorporated in the training programmes to keep a prosperous physician workforce.
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Affiliation(s)
- Xiaoting Sun
- Postdoctoral station, Shanghai Tenth People's Hospital Affiliated to Tongji University, Shanghai, China
- Department of Psychiatry, Tongji Hospital, Tongji University School of Medicine, Shanghai, China
- Tongji University School of Medicine, Shanghai, China
| | | | - Zhanghong Lu
- Teaching office, Renmin Hospital of Wuhan University, Wuhan, Hubei, China
| | - Zhaoyu Zhang
- Tongji University School of Medicine, Shanghai, China
| | | | - Liming Cheng
- Department of Orthopedics, Tongji Hospital, Tongji University School of Medicine, Shanghai, China
| | - Lianhua Zeng
- Tongji University School of Medicine, Shanghai, China
| | - Yingli Qian
- Tongji University School of Medicine, Shanghai, China
| | - Lei Huang
- Department of Psychiatry, Tongji Hospital, Tongji University School of Medicine, Shanghai, China
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Mokarami H, Dortaj E, Cousins R, Rahimi Pordanjani T. Developing the Persian version of the Anticipated Turnover Scale (P-ATS) and measuring its psychometric properties among Iranian industrial workers. JOURNAL OF WORKPLACE BEHAVIORAL HEALTH 2021. [DOI: 10.1080/15555240.2021.2011737] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Hamidreza Mokarami
- Department of Ergonomics, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran
| | - Elahe Dortaj
- Department of Ergonomics, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran
| | - Rosanna Cousins
- Department of Psychology, Liverpool Hope University, Liverpool, UK
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Yan S, Shen X, Wang R, Luo Z, Han X, Gan Y, Lv C. The prevalence of turnover intention and influencing factors among emergency physicians: a national observation. HUMAN RESOURCES FOR HEALTH 2021; 19:149. [PMID: 34863197 PMCID: PMC8642760 DOI: 10.1186/s12960-021-00688-8] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/27/2021] [Accepted: 11/04/2021] [Indexed: 05/16/2023]
Abstract
BACKGROUND Adverse consequences of physician turnover include financial losses, reduced patient satisfaction, and organizational instability. However, no study has reported the prevalence among emergency physicians. This study explore the rate and influencing factors of this community, which could provide a reference for preventing the loss of emergency physicians. METHODS A nationally representative cross-sectional survey of 15,243 emergency physicians was conducted in 31 provinces across China between July and September 2019. Multivariable logistic regression analysis was performed to identify predictors of turnover intention. RESULTS There were 49.75% of emergency physicians having turnover intention. Logistic regression analysis model showed that emergency physicians who were male (OR = 0.87) and older [> 37 and ≤ 43 (OR = 0.78) or > 43 (OR = 0.64)], worked in eastern China (OR = 0.88) and higher level of hospital [two-grade level (OR = 0.71) or three-grade level (OR = 0.56)], and had high (OR = 0.75) or middle (OR = 0.81) level income were not more likely to have less turnover intention, while those who had higher education level [bachelor degree (OR = 1.55) or master degree or higher (OR = 1.63)], long work tenure [> 3 and ≤ 6 (OR = 1.29) or > 6 and ≤ 11 (OR = 1.41) or > 11 (OR = 1.25)], poorer health status [fair (OR = 1.55) or poor (OR = 2.12)] and sleep quality [fair (OR = 1.16) or poor (OR = 1.43)], history of coronary heart disease (OR = 1.29), depression (OR = 2.77) and experienced the shift work (OR = 1.37) and workplace violence (OR = 1.78) were more likely to intend to leave. CONCLUSION Nearly half of emergency physicians in China have turnover intention. Targeted intervening measures should be taken to reduce the turnover intention, so as to avoid the shortage of physicians and thus hinder the supply of emergency medical services.
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Affiliation(s)
- Shijiao Yan
- School of Public Health, Hainan Medical University, Haikou, Hainan, China
- Key Laboratory of Emergency and Trauma of Ministry of Education, Hainan Medical University, Haikou, Hainan, China
| | - Xin Shen
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, No. 13 Hangkong Road, Wuhan, 430030, Hubei, China
| | - Rixing Wang
- Department of Emergency, Hainan Clinical Research Center for Acute and Critical Diseases, The Second Affiliated Hospital of Hainan Medical University, Haikou, Hainan, China
| | - Zhiqian Luo
- Key Laboratory of Emergency and Trauma of Ministry of Education, Hainan Medical University, Haikou, Hainan, China
- Emergency and Trauma College, Hainan Medical University, Haikou, Hainan, China
- Research Unit of Island Emergency Medicine, Chinese Academy of Medical Sciences (No. 2019RU013), Hainan Medical University, Haikou, Hainan, China
| | - Xiaotong Han
- Department of Emergency Medicine, Hunan Provincial Institute of Emergency Medicine, Hunan Provincial Key Laboratory of Emergency and Critical Care Metabolomics, Hunan Provincial People's Hospital/The First Affiliated Hospital, Hunan Normal University, Changsha, Hunan, China.
| | - Yong Gan
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, No. 13 Hangkong Road, Wuhan, 430030, Hubei, China.
| | - Chuanzhu Lv
- Research Unit of Island Emergency Medicine, Chinese Academy of Medical Sciences (No. 2019RU013), Hainan Medical University, Haikou, Hainan, China.
- Department of Emergency Medicine Center, Sichuan Provincial People's Hospital, University of Electronic Science and Technology of China, Chengdu, China.
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Jankelová N, Joniaková Z, Skorková Z. Perceived Organizational Support and Work Engagement of First-Line Managers in Healthcare - The Mediation Role of Feedback Seeking Behavior. J Multidiscip Healthc 2021; 14:3109-3123. [PMID: 34785904 PMCID: PMC8590451 DOI: 10.2147/jmdh.s326563] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/08/2021] [Accepted: 09/28/2021] [Indexed: 11/23/2022] Open
Abstract
BACKGROUND First-line managers play a significant role in the management system of a health-care organization because they provide support and bridge for both senior management and their subordinates. Their work engagement becomes the foundation of facility functioning, encompassing both meeting organizational goals and the patient-centered care approach, but also meeting the expectations and needs of subordinate staff. The purpose of our study is to examine the relationship between perceived organizational support and work engagement of first-line health-care managers and the deeper mechanisms in the form of feedback seeking behavior that may positively influence this relationship. METHODS Data collection was carried out in the form of a questionnaire survey in the period February 2021. Respondents were first-level medical managers from different types of clinical areas and from all Slovak hospitals (221). The PLS-SEM method was used to analyze paths between variables and to analyze direct and indirect effects using SmartPLS 3.3 software. RESULTS The findings indicate a positive association of perceived organizational support and work engagement. Hypotheses about the mediation of the two components of feedback seeking behavior (monitoring and inquiring) have support in both their separate and joint mediation. At the same time, in joint mediation, a larger part of the indirect effect is transmitted by the feedback seeking behavior inquiring and thus represents a possible direction of interest for the top management of hospitals to strengthen the work engagement of their first-level managers not only for the purpose of their higher performance, but also of their job satisfaction. CONCLUSION Perceived organizational support enhances the work engagement of first-line managers. However, the total effect is significantly higher when feedback seeking behavior is involved not only in monitoring, but especially in inquiring.
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Affiliation(s)
- Nadežda Jankelová
- Department of Management, Faculty of Business Management, University of Economics in Bratislava, Bratislava, Slovakia
| | - Zuzana Joniaková
- Department of Management, Faculty of Business Management, University of Economics in Bratislava, Bratislava, Slovakia
| | - Zuzana Skorková
- Department of Management, Faculty of Business Management, University of Economics in Bratislava, Bratislava, Slovakia
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Shin SY, Kim JH. Factors Influencing Retention Intention of Nurses at Long-Term Care Hospitals in Korea. J Gerontol Nurs 2021; 47:44-53. [PMID: 34590974 DOI: 10.3928/00989134-20210908-07] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
The current study aimed to assess relationships among role conflict, nursing professionalism, nursing work environment, and retention intention of nurses at long-term care (LTC) hospitals. Participants comprised 183 nurses at nine LTC hospitals located in Busan, Korea. Data were collected using a structured self-report questionnaire and analyzed using descriptive statistics, t test, one-way analysis of variance, Pearson's correlation coefficient, and multiple linear regression. Retention intention had a signifi-cant positive correlation with nursing professionalism (r = 0.39, p < 0.001) and nursing work environment (r = 0.51, p < 0.001). Nursing work environment had a significant negative correlation with role conflict (r = -0.30, p < 0.001) and a significant positive correlation with nursing professionalism (r = 0.48, p < 0.001). In the final multiple regression analysis, factors influencing retention intention of participants included number of beds (β = -0.15 p < 0.026), nursing professionalism (β = 0.19, p = 0.007), and nursing work environment (β = 0.36, p < 0.001). The explanatory power of number of beds, nursing professionalism, and nursing work environment on retention intention was 34% (F = 16.66, p < 0.001). Improving nursing professionalism and nursing work environment of nurses at LTC hospitals will ultimately enhance their retention intention and positively impact the quality of gerontological nursing care. [Journal of Gerontological Nursing, 47(10), 44-53.].
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Cole A, Ali H, Ahmed A, Hamasha M, Jordan S. Identifying Patterns of Turnover Intention Among Alabama Frontline Nurses in Hospital Settings During the COVID-19 Pandemic. J Multidiscip Healthc 2021; 14:1783-1794. [PMID: 34267525 PMCID: PMC8277416 DOI: 10.2147/jmdh.s308397] [Citation(s) in RCA: 30] [Impact Index Per Article: 10.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/13/2021] [Accepted: 05/24/2021] [Indexed: 12/13/2022] Open
Abstract
Introduction Current research about frontline nurse stress and turnover intention lacks context related to rural communities’ plight in providing organizational resources during the current COVID-19 pandemic. These implications have been particularly underexamined in the United States, whose regional differences may influence how frontline nurses perceive the access and utility of organizational resources. This study investigates if anxiety and stress while working during the current COVID-19 pandemic contribute to frontline nurses’ desire to leave their current position in Alabama hospital settings. Material and Methods A cross-sectional survey was developed and distributed as a Qualtrics survey to frontline nurses using social media and professional contacts. A total of 111 frontline nurse respondents within May 19–June 12, 2020 were included in this study. Results A significant correlation was found between gender (p= 0.002), marital status (p= 0.000) and seniority (p= 0.049) on turnover intention. A nurse’s perceived anxiety and stress related to their patients’ acuity (r= 0.257, p= 0.004), their personal health as a risk factor (r= 0.507, p= 0.000), their patient assignments (r= 0.239, p= 0.01), their personal protective equipment (r= 0.412, p= 0.000), and their psychological support (r= 0.316, p= 0.001) correspond to higher turnover intention among nurses working with patients infected with COVID-19. Conclusion Perceived resource loss in task autonomy, PPE, and psychosocial support increased turnover intention among frontline nurses in Alabama. Research is needed to understand how intrinsic motivations and social support influence individual nurse staff’s perceptions of resource loss and job demands. Further, more research is necessary to examine the implications of rurality and place in discussing turnover intention and organizational resources across multiple health systems.
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Affiliation(s)
- Astin Cole
- Public Administration, Auburn University, Auburn, AL, USA
| | - Haneen Ali
- Health Services Administration Program, Auburn University, Auburn, AL, USA
| | - Abdulaziz Ahmed
- Health Services Administration Program, University of Alabama at Birmingham, Birmingham, AL, USA
| | - Mohammad Hamasha
- Department of Industrial and Systems Engineering, Hashemite University, Zarqa, Jordan
| | - Soren Jordan
- Department of Political Science, Auburn University, Auburn, AL, USA
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Eijkelenboom A, Ortiz MA, Bluyssen PM. Preferences for Indoor Environmental and Social Comfort of Outpatient Staff during the COVID-19 Pandemic, an Explanatory Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:7353. [PMID: 34299803 PMCID: PMC8303927 DOI: 10.3390/ijerph18147353] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/04/2021] [Revised: 07/06/2021] [Accepted: 07/06/2021] [Indexed: 11/16/2022]
Abstract
While the pressure on hospital workers keeps growing, they are generally more dissatisfied with their comfort than other occupants in hospitals or offices. To better understand the comfort of outpatient workers in hospitals, clusters for preferences and perceptions of the indoor environmental quality (IEQ) and social comfort were identified in a previous study before the outbreak of the coronavirus disease 2019 (COVID-19) pandemic. This qualitative study explains the outpatient workers' main preferences for comfort during the COVID-19 pandemic. Semi-structured interviews and photo-elicitation were used. Contextual changes due to the COVID-19 pandemic were included. The questions in the interviews were based on the characteristics of the profiles, corresponding with the clusters. The data were analyzed with content analysis according to the steps defined by Gioia. Seventeen outpatient workers who had been part of the previous study participated. For some outpatient workers differentiation of preferences was illogical due to interrelations and equal importance of the comfort aspects. The main changes in perceptions of comfort due to the pandemic were worries about the indoor air quality and impoverished interaction. Because the occupants' preferences for comfort can change over time, it was suggested that further development of occupant profiles needs to accommodate changes.
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Affiliation(s)
- AnneMarie Eijkelenboom
- Faculty of Architecture and the Built Environment, Delft University of Technology, 2628BL Delft, The Netherlands; (M.A.O.); (P.M.B.)
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Communication Skills and Transformational Leadership Style of First-Line Nurse Managers in Relation to Job Satisfaction of Nurses and Moderators of This Relationship. Healthcare (Basel) 2021; 9:healthcare9030346. [PMID: 33803822 PMCID: PMC8003159 DOI: 10.3390/healthcare9030346] [Citation(s) in RCA: 12] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/14/2021] [Revised: 02/24/2021] [Accepted: 03/15/2021] [Indexed: 11/17/2022] Open
Abstract
The job satisfaction of nurses is reflected in almost all organizational outputs of medical facilities. First-line nurse managers (FLNMs), who are directly related to subordinate nurses, have a great influence on this satisfaction. The aim of our paper is to examine the connection between communication skills and the transformation style of FLNMs management with the job satisfaction of nurses and to verify the influence of three moderators on the strength of this relationship. The chosen moderators-the practice of managing FLNMs, the degree of control (span of control) and psychosocial work-follow from theoretical studies. The moderating effect of the variable management practice is also significant from the point of view of Slovak legislation. The sample consisted of 132 FLNMs from five university hospitals in Slovakia. Data collection took place in the form of a questionnaire. All data were processed using the SPSS 24 software package. A series of regression analyzes were used to identify the proposed hypotheses. ANOVA analysis was used to analyze multiple dependencies. We worked at a 5% level of significance. The findings point to the strong direct effects of communication skills and the transformational leadership style of FLNMs on nurses' job satisfaction. Moderation effects are mild, but significant in the case of management and span of control practices. The lower values of both variables reinforce the positive relationships among the two predictors and the job satisfaction of nurses. The third moderator, psychosocial work factors, also have a significant moderating effect, which is negative, and the higher value of this moderator mitigates both positive direct effects.
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Eldin AS, Sabry D, Abdelgwad M, Ramadan MA. Some health effects of work-related stress among nurses working in critical care units. Toxicol Ind Health 2021; 37:142-151. [PMID: 33511906 DOI: 10.1177/0748233720977413] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Occupational stress is a major health problem among nurses. Critical care nurses appear to experience more stress at work compared to others. Stress is associated with multiple system disorders, hormonal, and immunological disturbances, and genetic effects. The aim of our study was the detection of health effects of work-related stress and to investigate the link between stress and immune response, alterations of hormones, and expression of micro-RNA (miRNA) among critical care nurses. An exposed 80 critical care nurses matched to 80 controls were involved in our study. Full history, psychological assessment using the General Health Questionnaire (GHQ12) and a complete clinical examination were done for both groups. Serum interleukin (IL)-6, IL-10, luteinizing hormone (LH), follicle-stimulating hormone, thyroid-stimulating hormone (TSH), free triiodothyronine, and free thyroxine (FT4) were measured by enzyme-linked immunosorbent assay, micro-RNA26, and 142 extractions. The exposed group had a mean age of 41 ± 10 years old and mean work duration of 22 ± 9.7 years, matched to 80 controls. The exposed group (32.5%) was associated with severe psychological distress (GHQ scores > 20) compared to only 5% among controls. In addition, the exposed group had a significantly higher level of miRNA 26, miRNA 142, TSH, LH, and IL-6 when compared to the control group. However, there a significantly lower level of FT4 among the exposed group compared to the control group, there were no statistically significant differences between the studied participants regarging FT3,FSH and IL-10 levels. Stress is prevalent among critical care nurses and is reflected on their psychological health with an increase in inflammatory cytokines and disturbances in endocrine functions.
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Affiliation(s)
- A Seif Eldin
- Department of Occupational and Environmental Medicine, Faculty of Medicine, 63527Cairo University, Cairo, Egypt.,Faculty of Health and Rehabilitation Sciences, Princess Nora Bint Abul Rahman University, Riyadh, Saudi Arabia
| | - Dina Sabry
- Department of Medical Biochemistry and Molecular Biology, Faculty of Medicine, 63527Cairo University, Cairo, Egypt
| | - Marwa Abdelgwad
- Department of Medical Biochemistry and Molecular Biology, Faculty of Medicine, 63527Cairo University, Cairo, Egypt
| | - Mona Abdallah Ramadan
- Department of Occupational and Environmental Medicine, Faculty of Medicine, 63527Cairo University, Cairo, Egypt
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Deng W, Feng Z, Yao X, Yang T, Jiang J, Wang B, Lin L, Zhong W, Xia O. Occupational identity, job satisfaction and their effects on turnover intention among Chinese Paediatricians: a cross-sectional study. BMC Health Serv Res 2021; 21:6. [PMID: 33397391 PMCID: PMC7780641 DOI: 10.1186/s12913-020-05991-z] [Citation(s) in RCA: 14] [Impact Index Per Article: 4.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/05/2020] [Accepted: 12/02/2020] [Indexed: 11/23/2022] Open
Abstract
Background This study contributes to research on the paediatrician shortage by examining occupational identity, job satisfaction and their effects on turnover intention among paediatricians in China. Methods A multi-stage stratified random sampling method was employed to conduct a questionnaire survey. Of the 4906 survey recipients, valid data were collected from 4198 of the respondents (85.6%). The participants were from seven geographic regions of China (south, central, north, east, northwest, southwest, and northeast). Paediatricians who volunteered and provided written informed consent participated. All variables including basic socio-demographics and work-related characteristics, occupational identity, job satisfaction and turnover intention were based on available literature, and measured on a 5- point Likert scale. Statistical methods such as exploratory factor analysis (EFA), descriptive analysis, common method bias, one-way ANOVA test, Pearson correlation analysis and mediation analysis were used. Results Significant differences were observed among the respondents in terms of turnover intention based on age, education level, marital status, region, the type and grade of practice setting, professional title, years in practise, workload, rest days, and monthly income. Occupational identity and job satisfaction were both negatively related to turnover intention, and occupational identity was positively correlated with job satisfaction (r1 = − 0.601, p < 0.01; r2 = − 0.605, p < 0.01). The results also showed that job satisfaction played a mediating role in the association between occupational identity and turnover intention among Chinese paediatricians. Conclusions Work conditions, workload and salary are crucial factors of turnover intention among paediatricians in China. Therefore, we suggest that healthcare managers should increase investment in paediatrics, implement salary reforms and dedicate more attention to female and young paediatricians, thus reducing turnover intention among Chinese paediatricians.
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Affiliation(s)
- Wanjun Deng
- School of Health Management, Southern Medical University, Guangzhou, 510515, China
| | - Zhichun Feng
- BaYi Children's Hospital, The Seventh Medical Center of PLA General Hospital, Beijing, 100000, China
| | - Xinying Yao
- School of Health Management, Southern Medical University, Guangzhou, 510515, China
| | - Tingting Yang
- Zhujiang Hospital, Southern Medical University, Guangzhou, 510280, China
| | - Jun Jiang
- School of Health Management, Southern Medical University, Guangzhou, 510515, China
| | - Bin Wang
- Zhujiang Hospital, Southern Medical University, Guangzhou, 510280, China
| | - Lan Lin
- Zhujiang Hospital, Southern Medical University, Guangzhou, 510280, China
| | - Wenhao Zhong
- School of Health Management, Southern Medical University, Guangzhou, 510515, China
| | - Oudong Xia
- Zhujiang Hospital, Southern Medical University, Guangzhou, 510280, China.
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de Sul SIR, Lucas PRMB. Translation and validation of the anticipated turnover scale for the Portuguese cultural context. Nurs Open 2020; 7:1475-1481. [PMID: 32802367 PMCID: PMC7424433 DOI: 10.1002/nop2.521] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/05/2020] [Revised: 03/25/2020] [Accepted: 04/27/2020] [Indexed: 11/09/2022] Open
Abstract
Aim This study aimed to culturally and linguistically adapt the Anticipated Turnover Scale (ATS) for the Portuguese population. Design A cross-sectional study. Methods The ATS instrument was validated in a non-probabilistic sample of 259 nurses working at three hospitals in Portugal. The validity was assessed through factor analysis and structural equation modelling. Reliability was assessed using Cronbach's alpha, composite reliability and test-retest. Results The final scale is a one-factor scale consisting of 10 items and called "turnover intention." There are significant correlations among the scale items. Reliability and validity are acceptable. The ATS-Portuguese version, exhibited good psychometric properties for the Portuguese population.
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Affiliation(s)
- Susana Isabel Rodrigues de Sul
- Nursing Research and Development Unit (UI&DE)Lisbon Nursing SchoolLisbonPortugal
- Central Lisbon University Hospital CentreLisbonPortugal
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Veda A, Roy R. Occupational Stress Among Nurses: A Factorial Study with Special Reference to Indore City. JOURNAL OF HEALTH MANAGEMENT 2020. [DOI: 10.1177/0972063420908392] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Nurses are a stressed group and this may affect their health and work performance. Occurrence of occupational stress among nurses is becoming common and this takes a toll on their health both in terms of physical and mental health. There is minimal research on reducing occupational stress. This study aimed to determine factors of occupation stress within nurses. The present study has been undertaken on 68 employees of hospitals to understand the factors affecting occupational stress. This article reports the major factors that are constituents for occupational stress among nurses of Indore region.
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Affiliation(s)
- Aditi Veda
- Research Scholar, Shri Vaishnav School of Management, Shri Vaishnav Vidyapeeth Vishwavidyalaya, Indore, Madhya Pradesh, India
| | - Rishu Roy
- Research Scholar, Shri Vaishnav School of Management, Shri Vaishnav Vidyapeeth Vishwavidyalaya, Indore, Madhya Pradesh, India
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Xu S, Tao L, Huang H, Little J, Huang L. Pediatric Nurses' Turnover Intention and Its Association with Calling in China's Tertiary Hospitals. J Pediatr Nurs 2020; 52:e51-e56. [PMID: 32007328 DOI: 10.1016/j.pedn.2020.01.005] [Citation(s) in RCA: 16] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/12/2019] [Revised: 12/01/2019] [Accepted: 01/10/2020] [Indexed: 11/26/2022]
Abstract
PURPOSE To examine the turnover intention of Chinese pediatric nurses, its influential socio-demographic factors, and the association with calling and job satisfaction. DESIGN AND METHODS We randomly surveyed 10% of the nurses from 50% of the children's tertiary hospitals nationwide in China. Data were collected on nurses' turnover intention and associated factors such as age, income, skill level, working years, job satisfaction, and calling in 2017. RESULTS In total, 547 nurses were surveyed, and the response rate was 98.6%. More than a third of pediatric nurses had the intention to quit their current jobs. Influential factors associated with turnover intention included position, skill level, calling, and job satisfaction. Low job satisfaction of administration, workload, relationships with colleagues, work itself, and remuneration and benefits were negatively associated with turnover intention, with the odds ratio of high turnover intention in the lowest level of satisfaction ranging from 2.0-7.8 when compared with the medium level. However, calling was the strongest factor influencing turnover intention, and a weak calling may increase the risk of high turnover intention more than ten times, after adjusting for job satisfaction. Job satisfaction may partially mediate the relationship between calling and turnover intention. CONCLUSION The turnover intention of nurses was high in Chinese pediatric tertiary hospital. Calling may be the strongest influential factor of turnover intention. PRACTICE IMPLICATIONS To alleviate pediatric nurses' turnover rate, it may be helpful to develop interventions to increase job satisfaction and calling.
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Affiliation(s)
- Shanshan Xu
- Department of Pediatric Infectious Diseases, Xinhua Hospital, Affiliated to Shanghai Jiao Tong University School of Medicine, Shanghai, China
| | - Lei Tao
- Department of Pediatric Internal Medicine, Xinhua Hospital, Affiliated to Shanghai Jiao Tong University School of Medicine, Shanghai, China
| | - Heyu Huang
- Department of Pediatric Infectious Diseases, Xinhua Hospital, Affiliated to Shanghai Jiao Tong University School of Medicine, Shanghai, China
| | - Julian Little
- School of Epidemiology and Public Health, University of Ottawa, Ontario, Canada
| | - Lisu Huang
- Department of Pediatric Infectious Diseases, Xinhua Hospital, Affiliated to Shanghai Jiao Tong University School of Medicine, Shanghai, China.
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Olvera Alvarez HA, Provencio-Vasquez E, Slavich GM, Laurent JGC, Browning M, McKee-Lopez G, Robbins L, Spengler JD. Stress and Health in Nursing Students: The Nurse Engagement and Wellness Study. Nurs Res 2019; 68:453-463. [PMID: 31693551 PMCID: PMC7004871 DOI: 10.1097/nnr.0000000000000383] [Citation(s) in RCA: 36] [Impact Index Per Article: 7.2] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/17/2022]
Abstract
BACKGROUND Evidence suggests that behavioral, social, and environmental factors may modify the effects of life stress on health and performance of new nurses as they transition to hospitals. OBJECTIVES The aim of this study was to describe the methods of a project designed to investigate the role of social, behavioral, and environmental factors in modifying the adverse effects of stress on new nurses and to discuss demographic, health, and life stress characteristics of the cohort at baseline. METHODS A prospective cohort design was used to conduct a comprehensive assessment of health endpoints, life stress, behaviors, personal traits, social factors, indicators of engagement and performance, and environmental exposures in nursing students. Adjusted odds ratios and analyses of covariance were used to examine associations between these factors at baseline. RESULTS Health indicators in the cohort were comparable or better than in the broader United States population, and lifetime stress exposure was lower than among students from other majors. Exposure to more lifetime stressors was associated with greater risk for various health conditions, including hypertension, diabetes, and depression. Conversely, better social, environmental, behavioral, and personal profiles were associated with protective effects for the same health conditions. DISCUSSION These data comprehensively summarize the lives of predominately Hispanic nursing students and highlight risk and resilience factors associated with their health and well-being. The findings are timely, as the nursing field diversifies in preparation to care for a diverse and aging population. Comprehensively assessing stress-health relationships among student nurses ought to inform the policies, practices, and curricula of nursing schools to better prepare nurses to thrive in the often-strenuous healthcare environment.
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Affiliation(s)
- Hector A Olvera Alvarez
- Hector A. Olvera Alvarez PhD, is Associate Professor, School of Nursing, University of Texas at El Paso. Elias Provencio-Vasquez PhD, RN, FAAN, FAANP, is Dean, College of Nursing, University of Colorado, Aurora. At the time this research was completed, he was Dean, School of Nursing, University of Texas at El Paso. George M. Slavich, PhD, is Associate Professor, Cousins Center for Psychoneuroimmunology and Department of Psychiatry and Biobehavioral Sciences, University of California, Los Angeles. Jose Guillermo Cedeño Laurent, PhD, is Research Associate, T. H. Chan School of Public Health, Harvard University, Boston, Massachusetts. Matthew Browning, PhD, is Assistant Professor, Department of Recreation, Sport and Tourism, University of Illinois, Urbana-Champaign. Gloria McKee-Lopez, PhD, RN, is Associate Professor, School of Nursing, University of Texas at El Paso. Leslie Robbins, PhD, APRN, FAANP, ANEF, is Associate Professor, School of Nursing, University of Texas at El Paso. John D. Spengler, PhD, is Professor, T. H. Chan School of Public Health, Harvard University, Boston, Massachusetts
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Liu J, Zhu B, Wu J, Mao Y. Job satisfaction, work stress, and turnover intentions among rural health workers: a cross-sectional study in 11 western provinces of China. BMC FAMILY PRACTICE 2019; 20:9. [PMID: 30642261 PMCID: PMC6330754 DOI: 10.1186/s12875-019-0904-0] [Citation(s) in RCA: 56] [Impact Index Per Article: 11.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/19/2017] [Accepted: 01/07/2019] [Indexed: 12/30/2022]
Abstract
BACKGROUND Health workforce turnover remains a global concern, particularly in rural and remote areas. Western rural areas are the least developed in China, where it faces the serious challenge on the rural health worker (RHW) management. This study aimed to investigate job satisfaction, work stress, and turnover intentions of RHWs, and to explore prominent factors associated with turnover intentions of RHWs in rural western China. METHODS From June to September 2013, based on a three-stage random sampling method, a cross-sectional survey was conducted among RHWs in 11 western provinces in China. A brief, structured questionnaire filled in by RHWs was used for data collection. A total of 5046 RHWs participated in the study. The response rate was approximately 93.1%. Exploratory factor analyses, Pearson's chi-squared tests, one-way ANOVA, binary logistic regression analyses, and mediating effect tests were performed for data analyses. RESULTS Approximately 29.1% of the 5046 RHWs indicated turnover intentions. Most of the RHWs disclosed low educational levels, income levels, and professional technical titles. The RHWs expressed slight job satisfaction (mean 3.20) and moderate work stress (mean 3.22). Age, income, medical institution, and job satisfaction (i.e., organizational management, reward, and occupation satisfaction) were significant predictors of the RHWs' turnover intentions. The RHWs, who were younger (less than 41 years), receiving an income of $326.8-$490.1 per month, working in township hospitals, and having low job satisfaction, were more likely to have turnover intentions. Work stress had an indirect and positive effect on RHWs' turnover intentions. Job satisfaction weakened the positive effect of work stress on turnover intentions of RHWs by playing a total mediating role. Reward satisfaction was the strongest mediator. CONCLUSIONS The turnover intentions of RHWs in western China are significantly associated with job satisfaction, work stress, age, income, and medical institution. Appropriate strategies should be implemented to improve RHWs' job satisfaction and reduce their work stress. Meanwhile, providing more attractive wages and non-monetary support, improving working conditions, etc. could be effective to reduction in RHWs' turnover intentions.
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Affiliation(s)
- Jinlin Liu
- School of Public Policy and Administration, Xi'an Jiaotong University, Xi'an, China
| | - Bin Zhu
- School of Public Policy and Administration, Xi'an Jiaotong University, Xi'an, China
| | - Jingxian Wu
- School of Public Policy and Administration, Xi'an Jiaotong University, Xi'an, China
| | - Ying Mao
- School of Public Policy and Administration, Xi'an Jiaotong University, Xi'an, China.
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Chua GP, Lee KH, Peralta GD, Lim JHC. Medication Safety: A Need to Relook at Double-Checking Medicines? Asia Pac J Oncol Nurs 2019; 6:246-252. [PMID: 31259220 PMCID: PMC6518982 DOI: 10.4103/apjon.apjon_2_19] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022] Open
Abstract
Objective: To present a structured evaluation process that provides evidence that the single-checking (SC) system is not only a viable option in reducing medication errors, but also has the added advantage of increasing staff satisfaction. Methods: The structured evaluation involved one work improvement process and conducting a survey establishing registered nurses’ (RNs’) attitude toward SC of medicines. The survey questionnaire included 12 questions with a 5-point Likert scale. Results: In spite of the increased number of patients, the number of medication errors actually reduced (P < 0.001; two-sample test of proportions) with the implementation of SC of medication for competent and experienced staff. A survey was conducted to establish RNs’ attitudes toward SC of medicines 3 years post SC implementation. RNs viewed the single-nurse checking protocol positively. In particular, the nurses considered single-nurse checking as an encouragement to update their drug knowledge and as a time-saving measure, enhancing the quality of patient care. Nonetheless, they also expressed concerns on single-nurse checking. Conclusions: The findings provide evidence that SC system is a viable way to reducing medication errors and also confer the added advantage of staff satisfaction. Assuring quality and safety involves the need to challenge the status quo based on revealed evidence.
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Affiliation(s)
- Gek Phin Chua
- Cancer Education and Information Service Research and Data, National Cancer Centre Singapore, Singapore
| | - Kim Hua Lee
- Cancer Education and Information Service Research and Data, National Cancer Centre Singapore, Singapore
| | - Gemma Diente Peralta
- Cancer Education and Information Service Research and Data, National Cancer Centre Singapore, Singapore
| | - John Heng Chi Lim
- Cancer Education and Information Service Research and Data, National Cancer Centre Singapore, Singapore
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Halder N. Investing in human capital: exploring causes, consequences and solutions to nurses' dissatisfaction. J Res Nurs 2018; 23:659-675. [PMID: 34394487 DOI: 10.1177/1744987118807251] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
Background Human capital (employees) is the most important asset for healthcare. However, nurses experience some of the highest rates of burnout and dissatisfaction. In 2017, the Nursing and Midwifery Council reported that, for the first time since 2008, more nurses and midwives are leaving the profession in the UK than joining it. Aims The aim of this paper is to explore the literature regarding the importance of human capital within healthcare sectors in the UK, with a particular focus on nurses and job satisfaction. Methods A literature review was conducted with the focus on the aim, as stated above. Findings and conclusions have been summarised. Potential causes, consequences and solutions to job dissatisfaction are explored. Results Factors related to job satisfaction include pay, respect, security, workload, recognition, responsibility, environment, autonomy, personal growth, administrative bureaucracy and caseload. Investing and promoting 'organisational compassion' could be a key part of the solution. Conclusions More research using the same validated tools for measuring job satisfaction will help with consistency and comparability across hospitals. It is hoped this could provide information aiding recruitment and retention, which is a problem within both the NHS and independent sectors.
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Affiliation(s)
- Neel Halder
- Consultant Psychiatrist, John Denmark Unit, Greater Manchester Mental Health NHS Foundation Trust; Senior Honorary Lecturer, University of Manchester, UK
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Green IC, Ainsworth AJ, Riddle J, Finnie DM, Chou B. Choosing a women's health career. BMC MEDICAL EDUCATION 2018; 18:251. [PMID: 30400940 PMCID: PMC6220517 DOI: 10.1186/s12909-018-1362-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/07/2018] [Accepted: 10/26/2018] [Indexed: 05/13/2023]
Abstract
BACKGROUND In 2005, in response to a decline in residency applications in obstetrics and gynecology (OB GYN), the American College of Obstetrics and Gynecology Presidential Task Force outlined strategies for attracting medical students to OB GYN. Application rates have increased since then, but little is known about which interventions are effective. We aimed to identify modifiable and nonmodifiable variables that may contribute to students choosing OB GYN for their careers; this information could be used to inform curriculum design, faculty development, and innovative exposures to women's health. METHODS This qualitative study received institutional review board approval. Eligible participants were students who applied or recently matched into OB GYN residency programs from the class of 2014-2016 at our institution. Students were interviewed with open-ended questions and a Likert-type survey. Thematic analysis was performed. RESULTS Ten qualitative interviews were completed and analyzed. Intrinsic themes such as the potential for a meaningful job in women's health, advocacy for women, or empowerment of women were identified as factors contributing to participant career choice. Extrinsic themes such as positive impressions during the clinical clerkship and welcoming teams were also identified. Most students indicated that the clerkship was the most influential experience. CONCLUSIONS Participants identified important events, including some that even preceded medical school that guided them toward OB GYN. The data guide us to consider the importance of emphasizing the unique combination of characteristics in OB GYN and improving the learning environment in the clerkship as a way to encourage student recruitment.
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Affiliation(s)
- Isabel C. Green
- Department of Obstetrics and Gynecology, Mayo Clinic, 200 First St SW, Rochester, MN 55905 USA
| | - Alessandra J. Ainsworth
- Department of Obstetrics and Gynecology, Mayo Clinic, 200 First St SW, Rochester, MN 55905 USA
| | - Julia Riddle
- Department of Psychiatry, Johns Hopkins Hospital, Baltimore, MD USA
| | - Dawn M. Finnie
- Robert D. and Patricia E. Kern Center for Science of Health Care Delivery, Mayo Clinic, Rochester, MN USA
| | - Betty Chou
- Department of Gynecology and Obstetrics, Johns Hopkins Hospital, Baltimore, MD USA
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Al-Hamdan Z, Banerjee T, Manojlovich M. Communication With Physicians as a Mediator in the Relationship Between the Nursing Work Environment and Select Nurse Outcomes in Jordan. J Nurs Scholarsh 2018; 50:714-721. [PMID: 30043513 DOI: 10.1111/jnu.12417] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Abstract
PURPOSE To test whether communication mediated relationships among nurses' work environments and nurse outcomes of job satisfaction and intent to stay. DESIGN This study used a cross-sectional, quantitative survey design to query 650 nurses who worked in three hospitals in Jordan. METHODS We used Arabic versions of valid, reliable instruments measuring the nursing work environment, nurse perceptions of communication with physicians, intent to stay, and job satisfaction. Mediation analysis was used to test hypotheses. FINDINGS A total of 582 questionnaires were returned (89.5% response rate). Nurse perceptions of communication with physicians mediated the relationship between the nursing work environment and job satisfaction in medical, surgical, and critical care units. Nurse perceptions of communication with physicians mediated the relationship between the nursing work environment and intent to stay in all but maternity and "other" units. CONCLUSIONS Depending on the nurse outcome, communication was a significant mediator for various unit types. These results may be related to the type of work that is done in each unit and the influence of patient care. Communication is one of many mechanisms that can specify how a positive nursing work environment can contribute to nurses' job satisfaction and intent to stay. CLINICAL RELEVANCE A potential solution to the nursing shortage in Jordan emerges by identifying communication with physicians as a mediator in the relationship between the work environment and selected nurse outcomes.
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Affiliation(s)
- Zaid Al-Hamdan
- Jordan University of Science and Technology, Faculty of Nursing, Irbid, Jordan
| | - Tanima Banerjee
- University of Michigan, Institute of Healthcare Policy and Innovation Ann Arbor, MI, USA
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Kaiser S, Patras J, Martinussen M. Linking interprofessional work to outcomes for employees: A meta-analysis. Res Nurs Health 2018; 41:265-280. [DOI: 10.1002/nur.21858] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/18/2017] [Revised: 12/12/2017] [Accepted: 12/20/2017] [Indexed: 11/06/2022]
Affiliation(s)
- Sabine Kaiser
- Faculty of Health Sciences, Regional Center for Child and Youth Mental Health-North (RKBU-North); UiT The Arctic University of Norway; Tromsø Norway
| | - Joshua Patras
- Faculty of Health Sciences, Regional Center for Child and Youth Mental Health-North (RKBU-North); UiT The Arctic University of Norway; Tromsø Norway
| | - Monica Martinussen
- Faculty of Health Sciences, Regional Center for Child and Youth Mental Health-North (RKBU-North); UiT The Arctic University of Norway; Tromsø Norway
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Pasyar N, Rambod M, Gholamzadeh S, Sharif F. Correlation between Nurse /Manager Professional Collaborative Behaviors and Nurses’ Job Satisfaction. IRAN JOURNAL OF NURSING 2018. [DOI: 10.29252/ijn.31.112.32] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/31/2022]
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Christopher SA, Fethney J, Chiarella M, Waters D. Factors influencing turnover in GenX nurses: Results of an Australian survey. Collegian 2018. [DOI: 10.1016/j.colegn.2017.06.003] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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XERRI MATTHEWJ, REID STUARTRM. HUMAN RESOURCES AND INNOVATIVE BEHAVIOUR: IMPROVING NURSING PERFORMANCE. INTERNATIONAL JOURNAL OF INNOVATION MANAGEMENT 2018. [DOI: 10.1142/s1363919618500196] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Abstract
This study examines, using the social exchange theory, the mediating effect of employees’ perception of wellbeing on the relationship between two human resource (HR) management factors (satisfaction with teamwork and satisfaction with training opportunities) and innovative behaviour of nurses working in Australian public and private hospitals. Current nurse shortages and limited budgets have increased the need for hospitals to improve their efficiency and cost-effectiveness. It is proposed that fostering innovative behaviour is one way that hospitals can improve the efficiency and effectiveness of nurses. A cross-sectional self-report survey was completed by 220 nurses working within Australian hospitals. The results show that an employee’s perception of their wellbeing completely mediated the relationship between satisfaction with training opportunities and their innovative behaviour and partially mediated the relationship between satisfaction with teamwork and innovative behaviour. The findings shed new light on how HR management factors can foster innovative behaviour. The results raise new implications for managers seeking to stimulate innovative behaviour, highlighting the importance of cultivating an organisational environment conducive to positive perceptions of wellbeing.
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Affiliation(s)
- MATTHEW J. XERRI
- Griffith Business School, Griffith University, Gold Coast, Australia
| | - STUART R. M. REID
- Department of Service Management and Service Studies, Lund University, Helsinborg Campus, Sweden
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Factors affecting performance of public hospital nurses in Addis Ababa region, Ethiopia. J Egypt Public Health Assoc 2017; 91:26-30. [PMID: 27110857 DOI: 10.1097/01.epx.0000480931.63648.9b] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
BACKGROUND Nurses have a major role to play in providing timely, quality health services in hospitals. It is important to identify factors influencing the performance of nurses to improve the quality of healthcare delivered in healthcare organizations. The objective of this study was to identify factors influencing job performance of nurses in public hospitals in Addis Ababa, Ethiopia. MATERIALS AND METHODS A cross-sectional survey was conducted from June 2010 to December 2010 in five public hospitals in Addis Ababa. Among 658 nurses meeting the inclusion criteria, the estimated sample size of 290 nurses was selected using a simple random sampling technique. Data were collected using self-administered questionnaire. RESULTS A total of 230 (80%) questionnaires were returned of the 290 questionnaires distributed to respondents. The results of the study indicated that nurses have rated the following as below average: job performance (mean=2.71, SD=0.48), job satisfaction (mean=2.55, SD=0.39), and organizational commitment (mean=2.45, SD=0.36). Organizational commitment (β=0.69, P<0.01), career development (β=0.39, P<0.01), payment (β=0.41, P<0.01), relationship with colleagues (β=0.32, P<0.01), work condition (β=0.21, P<0.05), and years of experience (β=0.27, P<0.05) have significant effect on nurses' job performance. CONCLUSION AND RECOMMENDATIONS This study highlighted that organizational commitment, job satisfaction, and work experience were significant predictors of nurses' job performance. Healthcare organization should give more attention to factors that contribute to job satisfaction and organizational commitments to improve nurses' job performance.
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Fisher DG, Pearce FW, Statz DJ, Wood MM. Employment retention of health care providers in frontier areas of Alaska. Int J Circumpolar Health 2016; 62:423-35. [PMID: 14964768 DOI: 10.3402/ijch.v62i4.17586] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/14/2022] Open
Abstract
OBJECTIVES The objectives of this study were to: describe the length of employment of health care providers in rural Alaska; assess whether there are differences in length of employment among community health aides, medical doctors, and nurses; and determine whether provider length of employment is significantly increased following implementation of telemedicine. STUDY DESIGN We conducted a prospective cohort study of length of employment among health professionals in rural Alaska, and identified the cohort based on current employment status of community health aides, medical doctors, and nurses. METHODS Employment data were collected from four Alaska Native regional health corporations. Kaplan-Meier product-limit survival analysis was used to assess employment length. The Mantel-Haenszel log-rank test was used to test the difference between retention (survival) curves among doctors, nurses, and community health aides for all four regional health corporations combined. Data included provider hire date, termination date, and position title. Fifty seven percent of the data points were right-hand censored. RESULTS The community health aides (median (Mdn) = 1186 days) were retained significantly longer than either the doctors (Mdn = 596 days), or the nurses (Mdn = 408 days), who were not significantly different from each other (log-rank chi2 (2, N = 996) = 68.30, p = 0.0001). CONCLUSIONS Our findings document that community health aides in the region retain their jobs significantly longer than doctors and nurses. Findings highlight the problem of providing an adequate health work force in rural areas.
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Affiliation(s)
- Dennis G Fisher
- Center for Behavioral Research & Services, California State University, Long Beach 90813, USA.
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Nantsupawat A, Kunaviktikul W, Nantsupawat R, Wichaikhum OA, Thienthong H, Poghosyan L. Effects of nurse work environment on job dissatisfaction, burnout, intention to leave. Int Nurs Rev 2016; 64:91-98. [PMID: 27882573 DOI: 10.1111/inr.12342] [Citation(s) in RCA: 185] [Impact Index Per Article: 23.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Abstract
BACKGROUND The nursing shortage is a critical issue in many countries. High turnover rates among nurses is contributing to the shortage, and job dissatisfaction, intention to leave, and burnout have been identified as some of the predictors of nurse turnover. A well-established body of evidence demonstrates that the work environment for nurses influences nurse job dissatisfaction, intention to leave, and burnout, but there never has been a study undertaken in Thailand to investigate this relationship. OBJECTIVES To investigate how work environment affects job dissatisfaction, burnout, and intention to leave among nurses in Thailand. METHODS The study used a cross-sectional survey to collect data from 1351 nurses working in 43 inpatient units in five university hospitals across Thailand. The participants completed the Practice Environment Scale of the Nursing Work Index, the Maslach Burnout Inventory, and measures of job dissatisfaction and intention to leave. Logistical regression models assessed the association between work environment and nurse-reported job dissatisfaction, burnout, and intent to leave. RESULTS Nurses working in university hospitals with better work environments had significantly less job dissatisfaction, intention to leave, and burnout. CONCLUSION The nurse work environment is a significant feature contributing to nurse retention in Thai university hospitals. IMPLICATIONS FOR NURSING AND HEALTH POLICY Improving the work environment for nurses may lead to lower levels of job dissatisfaction, intention to leave, and burnout. Focusing on these nurse outcomes can be used as a strategy to retain nurses in the healthcare system. Addressing the challenges of poor work environments requires coordinated action from policymakers and health managers.
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Affiliation(s)
- A Nantsupawat
- Faculty of Nursing, Chiang Mai University, ChiangMai, Thailand
| | - W Kunaviktikul
- Faculty of Nursing, Chiang Mai University, ChiangMai, Thailand
| | - R Nantsupawat
- Faculty of Nursing, Chiang Mai University, ChiangMai, Thailand
| | - O-A Wichaikhum
- Faculty of Nursing, Chiang Mai University, ChiangMai, Thailand
| | - H Thienthong
- Nursing Service Division, Maharaj Nakorn Chiang Mai Hospital, ChiangMai, Thailand
| | - L Poghosyan
- School of Nursing, Columbia University, New York, NY, USA
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Evidence-Based Practice and Job-Related Nurse Outcomes at Magnet®-Aspiring, Magnet-Conforming, and Non-Magnet University Hospitals in Finland. ACTA ACUST UNITED AC 2016; 46:513-20. [DOI: 10.1097/nna.0000000000000395] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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Tourani S, Khosravizadeh O, Omrani A, Sokhanvar M, Kakemam E, Najafi B. THE RELATIONSHIP BETWEEN ORGANIZATIONAL JUSTICE AND TURNOVER INTENTION OF HOSPITAL NURSES IN IRAN. Mater Sociomed 2016; 28:205-9. [PMID: 27482163 PMCID: PMC4949048 DOI: 10.5455/msm.2016.28.205-209] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/21/2016] [Accepted: 05/25/2016] [Indexed: 11/23/2022] Open
Abstract
Background: Despite advances in science and technology, human resources are of the major capital for organizations. Workforce retention is required to improve organizational efficiencies. Objective: Therefore, in this study, the relationship between organizational justice (as one of the most influential factors) and turnover intention was investigated. Methods: This descriptive-analytic study was done in the Comprehensive Jame Women’s Hospital of Tehran in 2015. The statistical sample consisted of 135 nursing staff members. The data were collected using a questionnaire of Beugre’s organizational justice and analyzed by the use of Spearman’s and Anova statistical tests. Results: Averages of organizational justice was obtained to be 68.85 ± 7.67 . Among different sorts of organizational justice, the highest average score of 75.24 ± 16.68 was achieved relevant to interactional justice. A significant relationship was observed between organizational justice (r = -0.36), interactional justice (r = -0.38), and procedural justice (r = -0.36) and turnover intention, but no relation was found between turnover intention and systemic and distributive justice. Furthermore, there was no relationship between demographic variables, organizational justice, and turnover intention. Conclusion: Considering the prominent role of organizational justice in the personnel’s intention to stay or leave and due to the high costs of recruiting and training new staff, managers should pay especial attention to justice and provide their employees’ satisfaction and stability in their organizations by creating a positive mindset in them.
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Affiliation(s)
- Sogand Tourani
- Department of Health Services Management, School of Health Management and Information Sciences, Iran University of Medical Sciences, Tehran, Iran
| | - Omid Khosravizadeh
- Health Management and Economics Research Center, Iran University of Medical Sciences, Tehran, Iran
| | - Amir Omrani
- Student Research Committee, Department of Health Management, School of Health Management and Information Sciences, International Campus, Iran University of Medical Sciences, Tehran, Iran
| | - Mobin Sokhanvar
- Student Research Committee, Tabriz University of Medical Science, Tabriz, Iran
| | - Edris Kakemam
- Department of Health Management & Economics, School of Public Health, Tehran University of Medical Sciences, Tehran, Iran
| | - Behnam Najafi
- Department of Health Management, School of Health Management and Information Sciences, International Campus, Iran University of Medical Sciences, Tehran, Iran
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Chien WT, Yick SY. An Investigation of Nurses' Job Satisfaction in a Private Hospital and Its Correlates. Open Nurs J 2016; 10:99-112. [PMID: 27347260 PMCID: PMC4895062 DOI: 10.2174/1874434601610010099] [Citation(s) in RCA: 23] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/11/2015] [Revised: 02/16/2016] [Accepted: 02/20/2016] [Indexed: 11/22/2022] Open
Abstract
Background: Nurses’ job satisfaction and job stress are important issues regarding their turnovers. While there are some recent descriptive studies on job satisfaction in public hospitals, very limited research was found on this topic in private hospital setting. It is worth to examine the job satisfaction of nurses and its correlates in such a specific hospital context in Hong Kong, by which the findings can be compared with those in public hospitals, and across countries. Aims: To investigate nurses’ job satisfaction, job stress and intention to quit of nurses in a private hospital, and the correlates of the nurses’ job satisfaction. Design: A cross-sectional, descriptive survey study was conducted. Methods: By using stratified random sampling in terms of nature of wards/units and working ranks, 139 full-time nurses who were working in the 400-bed private hospital for at least 6 months and provided direct nursing care were recruited in this study. Data were collected by employing a set of self-administered structured questionnaires, consisting of the Index of Work Satisfaction (job satisfaction), Anxiety-Stress Questionnaire (job stress), Michigan Organizational Assessment Questionnaire (intention to quit), and socio-demographic data. Results: With a response rate of 74.3%, the results of the 139 respondents showed that the nurses in the private hospital had an overall moderate level of satisfaction with their work and rated the professional status as the highest satisfied domain. The nurses also reported moderate levels of job stress and intention to quit. The nurses’ job satisfaction was negatively correlated with their job stress and intention to quit; whereas, the nurses’ job stress was positively correlated with their intention to quit. The nurses with older in age and more post-registration experience and/or working experience in the private hospital indicated a higher level of job satisfaction, particularly with ‘Pay’ and ‘Autonomy’. Conclusion: The findings suggest that the nurses in the private hospital are moderately stressful and satisfied with their work environment and relationships. A few socio-demographic characteristics of these nurses such as their age and years of clinical experiences were associated with their levels of job satisfaction and/or stress. The findings provided information for private hospitals and healthcare organizations about the need and areas for improvement of nurse’s job satisfaction, thus strengthening their recruitment and retention.
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Affiliation(s)
- Wai-Tong Chien
- School of Nursing Faculty of Health and Social Sciences, The Hong Kong Polytechnic University Hung Hom, Kowloon Hong Kong SAR
| | - Sin-Yin Yick
- School of Nursing Faculty of Health and Social Sciences, The Hong Kong Polytechnic University Hung Hom, Kowloon Hong Kong SAR
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Turnover intention among intensive care unit nurses in Alexandria, Egypt. J Egypt Public Health Assoc 2016; 90:46-51. [PMID: 26154830 DOI: 10.1097/01.epx.0000464696.41556.eb] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
BACKGROUND Given the difficulty in recruiting new nurses, it is imperative to retain those already in the profession. This cross-sectional study explored the relationship of demographic and work-related factors, burnout, conflict management and relationship between nurses and physicians on turnover intentions among ICU nurses in eight major hospitals in Alexandria, Egypt. SUBJECTS AND METHODS Data on burnout, conflict management, nurse-physician communication, and turnover intention were collected by surveying 100 nurses in eight hospitals in Alexandria governorate. All nurses at the ICU of selected hospitals were approached (n=100) and a 47-item Likert scale questionnaire was administered to explore the factors affecting the turnover intention of ICU nurses in Alexandria. RESULTS ICU nurses exhibited a mean score for turnover intention of 3.23 (mean score percentage 65.0%). There was a moderately positive statistically significant correlation between turnover intention and emotional exhaustion (r=0.29, P<0.05), nurse-physician communication (r=0.25, P<0.05), and age (r=0.21, P<0.05). The predicting factors for turnover intention were emotional exhaustion and age. CONCLUSION AND RECOMMENDATION Nurses turnover intention at the ICU of the selected hospitals is high and is significantly associated with nurses' emotional exhaustion, poor nurse-physician communication, and nurses age.
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Guchait P, Paşamehmetoğlu A, Madera J. Error management culture: impact on cohesion, stress, and turnover intentions. SERVICE INDUSTRIES JOURNAL 2016. [DOI: 10.1080/02642069.2016.1158253] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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Maillet S, Courcy F, Leblanc J. Évaluation et intervention en matière de climat psychologique de travail chez le personnel infirmier : une revue de la littérature. Rech Soins Infirm 2016. [DOI: 10.3917/rsi.125.0084] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/14/2022]
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Abstract
BACKGROUND Published theoretical models of nurses' intent to stay (ITS) report inconsistent outcomes, and not all hypothesized models have been adequately tested. Research has focused on cognitive rather than emotional determinants of nurses' ITS. PURPOSE The aim of this study was to empirically verify a complex theoretical model of nurses' ITS that includes both affective and cognitive determinants and to explore the influence of relational leadership on staff nurses' ITS. METHODOLOGY The study was a correlational, mixed-method, nonexperimental design. A subsample of the Quality Work Environment Study survey data 2009 (n = 415 nurses) was used to test our theoretical model of clinical nurses' ITS as a structural equation model. RESULTS The model explained 63% of variance in ITS. Organizational commitment, empowerment, and desire to stay were the model concepts with the strongest effects on nurses' ITS. Leadership practices indirectly influenced ITS. PRACTICE IMPLICATIONS How nurses evaluate and respond to their work environment is both an emotional and rational process. Health care organizations need to be cognizant of the influence that nurses' feelings and views of their work setting have on their intention decisions and integrate that knowledge into the development of retention strategies. Leadership practices play an important role in staff nurses' perceptions of the workplace. Identifying the mechanisms by which leadership influences staff nurses' intentions to stay presents additional focus areas for developing retention strategies.
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Gouzou M, Karanikola M, Lemonidou C, Papathanassoglou E, Giannakopoulou M. Measuring professional satisfaction and nursing workload among nursing staff at a Greek Coronary Care Unit. Rev Esc Enferm USP 2015; 49 Spec No:15-21. [PMID: 26761687 DOI: 10.1590/s0080-6234201500000003] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/10/2015] [Accepted: 07/14/2015] [Indexed: 11/22/2022] Open
Abstract
Objective To explore potential associations between nursing workload and professional satisfaction among nursing personnel (NP) in Greek Coronary Care Units (CCUs). Method A cross-sectional study was performed involving 66 members of the NP employed in 6 randomly selected Greek CCUs. Job satisfaction was assessed by the IWS and nursing workload by NAS, CNIS and TISS-28. Results The response rate was 77.6%. The reliability of the IWS was α=0.78 and the mean score 10.7 (±2.1, scale range: 0.5-39.7). The most highly valued component of satisfaction was "Pay", followed by "Task requirements", "Interaction", "Professional status", "Organizational policies" and "Autonomy". NAS, CNIS and TISS-28 were negatively correlated (p≤0.04) with the following work components: "Autonomy", "Professional status", "Interaction" and "Task requirements". Night shift work independently predicted the score of IWS. Conclusion The findings show low levels of job satisfaction, which are related with nursing workload and influenced by rotating shifts.
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Affiliation(s)
| | - Maria Karanikola
- School of Nursing, Cyprus University of Technology, Limassol, Cyprus
| | - Chryssoula Lemonidou
- Faculty of Nursing, National and Kapodistrian University of Athens, Athens, Greece
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Kim JI, Son HM, Park IH, Shin HJ, Park JH, Cho MO, Kim S, Yu MO. Phenomenological Study on Burnout Experience of Clinical Nurses Who have Turnover Intention. KOREAN JOURNAL OF WOMEN HEALTH NURSING 2015; 21:297-307. [PMID: 37684833 DOI: 10.4069/kjwhn.2015.21.4.297] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/15/2015] [Revised: 12/07/2015] [Accepted: 12/10/2015] [Indexed: 09/10/2023] Open
Abstract
PURPOSE This study was aimed to understand the meaning and essentials of the experience of burnout for hospital nurses with turnover intention. METHODS The design was a qualitative research of phenomenological study. Participants: Seven hospital nurses who had worked over three years and had experiences of turnover intention in a hospital with over 400 beds were included. RESULTS Nine meaningful themes related to burnout experiences and four theme clusters of 1) battery warning sounds almost out; 2) the player who hit the drum and double-headed drum; 3) the target flying arrow without a break; and 4) the pendulum swaying to turn over. Registered nurses (RNs) felt burnout with an overload of work and by the thought that it was illegal action for registered nurses to receive insufficient rewards for their work. RNs also experienced there were no problem solving strategies to verbal violence by patient and medical team. CONCLUSION The findings show that burnout experiences for those who had turnover intention was developed from the insight that insufficient training to do work independently with over-load for nurses was not ethical. It suggests that it is necessary to rethink training systems for nursing and hospitals to relieve turnover intention.
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Affiliation(s)
- Jeung Im Kim
- School of Nursing, Soonchunhyang University, Cheonan, Korea
| | - Haeng Mi Son
- School of Nursing, Soonchunhyang University, Cheonan, Korea
| | - In Hee Park
- School of Nursing, Soonchunhyang University, Cheonan, Korea
| | - Hee Jin Shin
- School of Nursing, Soonchunhyang University, Cheonan, Korea
| | - Ji Hyun Park
- School of Nursing, Soonchunhyang University, Cheonan, Korea
| | - Mi Ock Cho
- School of Nursing, Soonchunhyang University, Cheonan, Korea
| | - Seongui Kim
- School of Nursing, Soonchunhyang University, Cheonan, Korea
| | - Mi Ock Yu
- School of Nursing, Soonchunhyang University, Cheonan, Korea
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Alameddine M, Bauer JM, Richter M, Sousa-Poza A. Trends in job satisfaction among German nurses from 1990 to 2012. J Health Serv Res Policy 2015; 21:101-8. [PMID: 26608192 DOI: 10.1177/1355819615614045] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
OBJECTIVE Improving the job satisfaction of nurses is essential to enhance their productivity and retention and to improve patient care. Our aim was to analyse trends in German nurses' job satisfaction to enhance understanding of the nursing labour market and inform future policies. METHODS We used 1990-2012 German Socioeconomic Panel data for trends in nurses' job satisfaction. Comparisons were drawn with doctors, other health care workers, and employees in other sectors of employment. Analysis explored associations between job satisfaction trends and other aspects of employment, such as whether full time or part time and pay. To account for fluctuations across the period of analysis, linear trends were generated using ordinary least squares. RESULTS Over 23 years, job satisfaction of German nurses underwent a steady and gradual decline, dropping by an average 7.5%, whereas that of doctors and other health care workers increased by 14.4% and 1%, respectively. The decline for part-time nurses (13%) was more pronounced than that for full-time nurses (3%). At the same time, nurses' pay rose by only 3.8% compared to a 23.8% increase for doctors. CONCLUSIONS The steady decline in nurses' job satisfaction over the last two decades may be attributable to the multiple reforms and associated policy changes that generally disadvantaged nurses. Contributing factors to job satisfaction decline include lower pay and the demanding and strenuous work environment. Irrespective of the reason, health services researchers, leaders, and policy makers should investigate the reasons for this decline given the forecast growth in work load and complexity of care. Supportive policies for nurses would help enhance the quality and sustainability of German health care.
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Affiliation(s)
- Mohamad Alameddine
- Faculty of Health Sciences, Department of Health Management and Policy, American University of Beirut, Lebanon
| | - Jan Michael Bauer
- Institute for Health Care & Public Management (530), University of Hohenheim, Germany
| | - Martin Richter
- Institute for Health Care & Public Management (530), University of Hohenheim, Germany
| | - Alfonso Sousa-Poza
- Institute for Health Care & Public Management (530), University of Hohenheim, Germany
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Miedaner F, Allendorf A, Kuntz L, Woopen C, Roth B. The role of nursing team continuity in the treatment of very-low-birth-weight infants: findings from a pilot study. J Nurs Manag 2015; 24:458-64. [DOI: 10.1111/jonm.12341] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 09/22/2015] [Indexed: 11/29/2022]
Affiliation(s)
- Felix Miedaner
- Department of Business Administration and Healthcare Management; University of Cologne; Cologne Germany
| | - Antje Allendorf
- Division of Neonatology; Department of Pediatrics; University Hospital Frankfurt am Main; Frankfurt am Main Germany
| | - Ludwig Kuntz
- Department of Business Administration and Healthcare Management; University of Cologne; Cologne Germany
| | - Christiane Woopen
- Research Unit Ethics; Institute for the History of Medicine and Medical Ethics; University of Cologne; Cologne Germany
| | - Bernhard Roth
- Department of Neonatology and Pediatric Intensive Care; Children's Hospital; University Hospital Cologne; Cologne Germany
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Chao M, Shih CT, Hsu SF. Nurse occupational burnout and patient-rated quality of care: The boundary conditions of emotional intelligence and demographic profiles. Jpn J Nurs Sci 2015; 13:156-65. [DOI: 10.1111/jjns.12100] [Citation(s) in RCA: 18] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/15/2015] [Accepted: 07/15/2015] [Indexed: 11/28/2022]
Affiliation(s)
- Minston Chao
- Department of Health Care Management; Chang Gung University; Taoyuan Taiwan
| | - Chih-Ting Shih
- Department of Business Administration; National Pingtung University; Pingtung Taiwan
| | - Shu-Fen Hsu
- Nursing Department; Taipei Veterans General Hospital; Taoyuan Taiwan
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Liu Y, Aungsuroch Y, Yunibhand J. Job satisfaction in nursing: a concept analysis study. Int Nurs Rev 2015; 63:84-91. [PMID: 26492403 DOI: 10.1111/inr.12215] [Citation(s) in RCA: 74] [Impact Index Per Article: 8.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Abstract
AIM This study aims to undertake a concept analysis of job satisfaction in the nursing profession. BACKGROUND Around current global shortage of nurses, it is important to stabilize the nursing workforce. Nurses' job satisfaction has been found to be related to intention to leave. INTRODUCTION In the nursing profession, there is a lack of evidence to support the attributes of nurses' job satisfaction. METHODS Walker and Avant's approach of concept analysis was used. RESULTS The main attributes of job satisfaction from this study are (1) fulfillment of desired needs within the work settings, (2) happiness or gratifying emotional responses towards working conditions, and (3) job value or equity. These attributes are influenced by antecedent conditions like demographic, emotional, work characteristics and environmental variables. Additionally, the consequences of nurses' job satisfaction have a significant impact on both nurses and patients. DISCUSSION This study integrated both the content and process of motivational theories to generate the attributes of job satisfaction in nursing that overcome the limitation of the previous studies, which looked only at the definitions of nurses' job satisfaction based on content motivational theories. CONCLUSION AND IMPLICATIONS FOR NURSING AND HEALTH POLICY The findings of this study can facilitate both nursing researchers to develop a cultural adaption instrument and policy makers to improve clinical nursing practice. This analysis provides nurse managers with a new perspective to deal with nurses' job satisfaction by taking into account all the attributes that influence it in the nursing field.
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Affiliation(s)
- Y Liu
- Faculty of Nursing, Chulalongkorn University, Bangkok, Thailand.,School of Nursing, Dalian Medical University, Dalian, China
| | - Y Aungsuroch
- Faculty of Nursing, Chulalongkorn University, Bangkok, Thailand
| | - J Yunibhand
- Faculty of Nursing, Chulalongkorn University, Bangkok, Thailand
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Developing nurse and physician questionnaires to assess primary work areas in intensive care units. Crit Care Nurs Q 2015; 37:317-35. [PMID: 24896561 DOI: 10.1097/cnq.0000000000000033] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
The objective of the study was to develop instruments for describing and assessing some aspects of design of the primary work areas of nurses and physicians in intensive care units (ICUs). Separate questionnaires for ICU physicians and nurses were developed. Items related to individual- and unit-level design features of the primary work areas of nurses and physicians were organized using constructs found in the literature. Items related to staff satisfaction and staff use of time in relation to primary work area design were also included. All items and constructs were reviewed by experts for content validity and were modified as needed before use. The final questionnaires were administered to a convenience sample of 4 ICUs in 2 large urban hospitals. A total of 55 nurses and 29 physicians completed the survey. The Cronbach α was used to measure internal consistency, and factor analysis was used to provide construct-related validity. Convergent and discriminant validity were assessed through examining bivariate correlations between relevant scales/items. Analysis of variance was used to identify whether the between-group member responses were significant among the 4 units. The Cronbach α values for all except 3 preliminary scales indicated acceptable reliability. Factor analysis indicated that some preliminary scales could be partitioned into subscales for finer descriptions of the primary work areas. Correlational analysis provided strong evidence of convergent and discriminant validity of all the scales and subscales. The significance level of F-statistics showed that the units were significantly different from each other, providing evidence of more between-unit variance than within-unit variance. Therefore, the questionnaires developed in the study offer a promising departure point for rigorous description and evaluation of the primary work areas in relation to staff satisfaction and use of time in ICUs at a time when the importance of such studies is growing.
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Baum A, Kagan I. Job satisfaction and intent to leave among psychiatric nurses: closed versus open wards. Arch Psychiatr Nurs 2015; 29:213-6. [PMID: 26165975 DOI: 10.1016/j.apnu.2015.03.004] [Citation(s) in RCA: 25] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 12/19/2014] [Revised: 03/16/2015] [Accepted: 03/21/2015] [Indexed: 10/23/2022]
Abstract
PURPOSE The aim of this study was to investigate: (a) the association between socio-demographic variables, job satisfaction and intent to leave among hospital psychiatric nurses, and (b) the differences in the above between psychiatric nurses working on closed and open wards. PROCEDURES After receiving ethical approval, a convenience sample of 52 (70% of total nursing staff) was drawn from psychiatric nurses in a large Israeli psychiatric hospital (95% response rate). The sample completed anonymously a self-administered structured questionnaire. MAIN FINDINGS A negative correlation was found between job satisfaction and intent to leave and between age, all categories of seniority, and intent to leave. Closed-ward nurses reported a higher intent to leave psychiatric nursing. Nurses under 35 reported a significantly higher intent to leave psychiatric nursing than nurses over 35. Job satisfaction was significantly higher among full-time nurses than part-time. PRINCIPAL CONCLUSIONS Psychiatric hospitals need to pay attention to all factors associated with workers' readiness to leave. Given the widespread shortage of nurses, it is especially important that they address the relatively low job satisfaction of both younger and part-time nurses, and the particular stresses that closed-ward nurses work under.
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Affiliation(s)
- Alexander Baum
- Geha Mental Health Center, Clalit Health Services, Helsinki 1, Petah Tikwa, Israel.
| | - Ilya Kagan
- Rabin Medical Center, Clalit Health Services, Petah Tikwa, Israel; Nursing Department, Steyer School of Health Professions, Sackler School of Medicine, Tel Aviv University, Tel Aviv, Israel.
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