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Seo J, Ko H. Effects of Self-Leadership on Nursing Professionalism among Nursing Students: The Mediating Effects of Positive Psychological Capital and Consciousness of Calling. Healthcare (Basel) 2024; 12:1200. [PMID: 38921314 PMCID: PMC11204185 DOI: 10.3390/healthcare12121200] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/10/2024] [Revised: 06/05/2024] [Accepted: 06/12/2024] [Indexed: 06/27/2024] Open
Abstract
To provide high-quality nursing care, nursing education requires the basic quality of self-leadership from professional nurses so that they can make self-directed and responsible judgments and decisions. Therefore, this study aimed to investigate relationships among self-leadership, positive psychological capital, consciousness of calling, and nursing professionalism in nursing students. A cross-sectional online survey of 202 students from two universities in South Korea was conducted between August and September 2022, using a convenience sampling method. A structured questionnaire was used to collect data. Data were analyzed using descriptive statistics, Pearson's correlation coefficient analysis, and bootstrapping using Hayes' PROCESS macro for mediation. A significant positive correlation was found between self-leadership, positive psychological capital, consciousness of calling, and nursing professionalism. Positive psychological capital and consciousness of calling showed an indirect mediating effect on the relationship between self-leadership and nursing professionalism. To improve nursing professionalism, programs should be developed to educate nursing students, strengthen their self-leadership skills, and increase the influence of positive psychological capital and consciousness of calling for nursing. This will ultimately contribute to improving the quality of patient care by fostering competent nursing experts.
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Affiliation(s)
- Jiyoung Seo
- Department of Nursing, Bucheon University, 56, Sosa-ro, Sosa-gu, Bucheon-si 14774, Republic of Korea;
| | - Hana Ko
- College of Nursing, Gachon University, 191, Hambakmoe-ro, Yeonsu-gu, Incheon 21936, Republic of Korea
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Young L, Ferrara F, Kelly L, Martin T, Thompson-Iritani S, LaFollette MR. Professional quality of life in animal research personnel is linked to retention & job satisfaction: A mixed-methods cross-sectional survey on compassion fatigue in the USA. PLoS One 2024; 19:e0298744. [PMID: 38626016 PMCID: PMC11020707 DOI: 10.1371/journal.pone.0298744] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/19/2023] [Accepted: 01/29/2024] [Indexed: 04/18/2024] Open
Abstract
BACKGROUND Working with research animals can be both rewarding and challenging. The rewarding part of the work is associated with understanding the necessity for animal research to improve the health of humans and animals and the knowledge that one can provide care and compassion for the animals. Challenges with animal research include witnessing stress/pain in animals necessitated by scientific requirements, end of study euthanasia, and societal stigmatization about animal research. These challenges could be compounded with more general workplace stresses, in turn, impacting job retention and satisfaction. However, these factors have yet to be formally evaluated. Therefore, the purpose of this survey was to comprehensively evaluate professional quality of life's correlation with key workplace metrics. METHODS Six institutions were recruited to participate in a longitudinal intervention trial on compassion fatigue resiliency. This manuscript reports key baseline metrics from this survey. A cross-sectional mixed methods survey was developed to evaluate professional quality of life, job satisfaction, retention, and factors influencing compassion fatigue resiliency. Quantitative data were analyzed via general linear models and qualitative data were analyzed by theme. RESULTS Baseline data was collected from 198 participants. Personnel who reported higher compassion satisfaction also reported higher retention and job satisfaction. Conversely, personnel who reported higher burnout also reported lower job satisfaction. In response to open-ended questions, participants said their compassion fatigue was impacted by institutional culture (70% of participants), animal research (58%), general mental health (41%), and specific compassion fatigue support (24%). CONCLUSIONS In conclusion, these results show that professional quality of life is related to important operational metrics of job satisfaction and retention. Furthermore, compassion fatigue is impacted by factors beyond working with research animals, including institutional culture and general mental health support. Overall, this project provides rationale and insight for institutional support of compassion fatigue resiliency.
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Affiliation(s)
- Lauren Young
- Department of Integrative Biology, University of Guelph, Guelph, Ontario, Canada
- The 3Rs Collaborative, Denver, Colorado, United States of America
| | | | - Lisa Kelly
- University of Georgia, Athens, Georgia, United States of America
| | - Tara Martin
- Refinement and Enrichment Advancements Laboratory, Unit for Laboratory Animal Medicine, University of Michigan, Ann Arbor, Michigan, United States of America
| | - Sally Thompson-Iritani
- Department of Environmental and Occupational Health Sciences, Office of Research, University of Washington, Seattle, WA, United States of America
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Kim EA, Lee JS, Bong YS, Jang EH, Lim YH, Kim JA, Song N. Nursing practice readiness improvement program tailored for newly graduated registered nurses: A quasi-experimental study. NURSE EDUCATION TODAY 2024; 133:106077. [PMID: 38154215 DOI: 10.1016/j.nedt.2023.106077] [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: 03/12/2023] [Revised: 12/12/2023] [Accepted: 12/15/2023] [Indexed: 12/30/2023]
Abstract
BACKGROUND Helping newly graduated registered nurses successfully adapt to clinical practice, evaluating work capabilities, identifying deficiencies, and continuously providing educational support to improve deficiencies are reported to be of paramount importance. OBJECTIVES To develop a tailored nursing practice preparation improvement program for newly graduated registered nurses and assess its impact on the successful adaptation of nurses. DESIGN A quasi-experimental study. SETTINGS The study was performed at a tertiary general hospital in South Korea. PARTICIPANT A total of 53 newly graduated registered nurses (experimental group = 28; comparison group = 25) participated. METHODS The newly graduated registered nurses were recruited using purposive sampling to one of two groups. The study was conducted between February and May 2022. The experimental group underwent a 4-week education program that integrated various methods, whereas the control group underwent preceptor training in their department. Data were collected through a questionnaire survey and analyzed using the chi-square test, independent t-test, and analysis of covariance with the SPSS 26.0 program. RESULTS The nursing practice readiness improvement program tailored for newly graduated registered nurses was effective in reducing the transition shock (F = 9.18, p = 0.004) of newly graduated registered nurses and improving nursing practice readiness (F = 19.90, p < 0.001), job satisfaction (F = 4.09, p = 0.049), and retention intention (F = 6.20, p = 0.016). CONCLUSIONS This study presented an evidence based approach on the use of a nursing practice readiness improvement program for the successful adaptation of newly graduated registered nurses and the establishment of a nurse education system.
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Affiliation(s)
- Eun A Kim
- Department of Nursing, Honam University, Gwangju city 62399, Republic of Korea
| | - Ji Sun Lee
- Department of Nursing, Daejeon University, Daejeon city 34520, Republic of Korea.
| | - Young Sook Bong
- Department of Nursing, Hwasun Chonnam National University Hospital, 322, Seoyang-ro, Hwasun-eup, Hwasun-gun, Jeollanam-do, Republic of Korea
| | - Eun Hee Jang
- Department of Nursing, Hwasun Chonnam National University Hospital, 322, Seoyang-ro, Hwasun-eup, Hwasun-gun, Jeollanam-do, Republic of Korea
| | - Yang Hwa Lim
- Department of Nursing, Hwasun Chonnam National University Hospital, 322, Seoyang-ro, Hwasun-eup, Hwasun-gun, Jeollanam-do, Republic of Korea
| | - Jung Ah Kim
- Department of Nursing, Hwasun Chonnam National University Hospital, 322, Seoyang-ro, Hwasun-eup, Hwasun-gun, Jeollanam-do, Republic of Korea
| | - Nan Song
- Department of Nursing, Hwasun Chonnam National University Hospital, 322, Seoyang-ro, Hwasun-eup, Hwasun-gun, Jeollanam-do, Republic of Korea
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Kurtović B, Bilješko Štrus I. Job Satisfaction and Associated Factors among Scrub Nurses: Beyond the Surface. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:7159. [PMID: 38131711 PMCID: PMC10743129 DOI: 10.3390/ijerph20247159] [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: 10/20/2023] [Revised: 11/14/2023] [Accepted: 12/07/2023] [Indexed: 12/23/2023]
Abstract
BACKGROUND Job satisfaction is essential, especially among healthcare professionals like scrub nurses, who often face unique professional challenges. This study aimed to evaluate job satisfaction and its related factors among scrub nurses, shedding light on areas of improvement and highlighting the positive aspects of their roles. METHODS A detailed study was conducted among a cohort of 31 scrub nurses using a 28-question survey. The questionnaire gauged various aspects of job satisfaction, from work conditions to professional growth opportunities. RESULTS Notably, the participants showed the least satisfaction with hazard allowances (1.8 ± 1.1) and break durations (1.9 ± 1.3). However, high satisfaction was observed regarding resource availability (3.9 ± 1.0) and the quality of protective equipment (3.7 ± 1.0). The data also revealed that those with 6-10 years of experience were the most satisfied (3.5), while those with 16-20 years were less content (2.7). CONCLUSION The study indicates the need for improvements in hazard allowances and break periods. Experience significantly influenced satisfaction, with mid-career nurses showing the highest contentment. Such insights can guide future policy and practice adjustments in healthcare settings.
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Affiliation(s)
- Biljana Kurtović
- Department of Nursing, University of Applied Health Sciences, 10000 Zagreb, Croatia
- Department of Nursing, Faculty of Health Studies, University of Rijeka, 51000 Rijeka, Croatia
| | - Ilijana Bilješko Štrus
- Instrumentation and Central Sterilization Unit, General Hospital Šibenik, 22000 Šibenik, Croatia;
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Lee YN, Kim E. [Effects of Nursing Work Environment on Intention to Stay of Hospital Nurses: A Two-Mediator Serial Mediation Effect of Career Motivation and Job-Esteem]. J Korean Acad Nurs 2023; 53:622-621. [PMID: 38204346 DOI: 10.4040/jkan.23038] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/09/2023] [Revised: 08/03/2023] [Accepted: 10/20/2023] [Indexed: 01/12/2024]
Abstract
PURPOSE This study aimed to identify the mediating effects of career motivation and job-esteem and the effect of the nursing work environment on intention to stay among hospital nurses. METHODS Data were collected from 289 nurses working at an advanced general hospital. The research model design was based on the PROCESS macro proposed by Hayes and analyzed using SPSS 24.0 program. RESULTS The results showed a positive correlation between intention to stay and nursing work environment (r = .19, p = .001), career motivation (r= .34, p < .001), and job-esteem (r = .37, p < .001). Nursing work environment (B = 0.34 [.09~.59]) and job-esteem (B = 0.27 [.04~.49]) had a direct effect on intention to stay. There was a two-mediator sereal mediation effect of career motivation and job-esteem. The nursing work environment showed a significant effect on the intention to stay among hospital nurses through career motivation and job-esteem. CONCLUSION In order to increase the retention rate of hospital nurses, it is suggested that government and medical institutions provide multifaceted support that can increase nurses' motivation for career development and recognition of the nursing profession through improvement of the nursing work environment.
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Affiliation(s)
- Yu Na Lee
- Quality Improvement Team, Chungbuk National University Hospital, Cheongju, Korea
| | - Eungyung Kim
- Department of Nursing, Chungbuk National University, Cheongju, Korea.
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Kim J, Yang Y. Mediating Influences of the Exchange Relationship with a Preceptor on the Relationship between Burnout and Job Retention Intention among New Nurses in Korea. Healthcare (Basel) 2023; 11:2575. [PMID: 37761772 PMCID: PMC10530589 DOI: 10.3390/healthcare11182575] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/23/2023] [Revised: 09/15/2023] [Accepted: 09/17/2023] [Indexed: 09/29/2023] Open
Abstract
The main factor in the turnover of new nurses in Korea is burnout, and a high turnover rate can lead to discontinuation in the nursing profession, due to failure to adapt to the organization. This study aimed to examine the mediating influences of an exchange relationship with the preceptor on the relationship between burnout and job retention intention among new nurses in Korea. Data were collected from 210 new nurses in three general hospitals from 2 May to 30 June 2023. The following statistical analysis were conducted: t-test, ANOVA, the Scheffé test, Pearson's correlation coefficient analysis, and Hayes Process Macro Model 4 (to test the mediating effect). Burnout was negatively associated with job retention intention (r = -0.54, p < 0.001) and the exchange relationship with the preceptor (r = -0.29, p = 0.001). The exchange relationship with the preceptor was positively associated with job retention intention (r = 0.38, p < 0.001). Furthermore, the mediation analysis indicated that the exchange relationship with the preceptor mediated the relationship between burnout and job retention intention. According to the results, the impact of burnout on the job retention intention was mediated by the exchange relationship with the preceptor. Therefore, to increase the job retention intention of new nurses, developing programs to enhance the exchange relationship with the preceptor are recommended.
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Affiliation(s)
- Jihyun Kim
- Department of Nursing, Kunsan College of Nursing, Kunsan-si 54068, Republic of Korea;
| | - Yaki Yang
- Department of Nursing, Wonkwang University, Iksan-si 54538, Republic of Korea
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Choi S, Lee J. Factors Influencing RNs' Intention to Stay in Nursing Homes: Multilevel Modeling Approach. J Gerontol Nurs 2023; 49:40-48. [PMID: 37379045 DOI: 10.3928/00989134-20230616-02] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/29/2023]
Abstract
The current study investigated factors that influence the intention to stay (ITS) of RNs working in South Korean nursing homes (NHs). Thirty-six questionnaire responses from organizational NHs and 101 from individual RNs were analyzed using multilevel regression analysis. At the individual level, RNs' ITS increased with years of work at their current NH, and that of RNs who received emergency calls to work at night was lower than that of RNs with fixed night shifts. At the organizational level, ITS was higher when the ratios of RNs to residents and RNs to nursing staff were higher. To improve ITS, NHs should consider adopting mandatory deployment of RNs, increasing their RN to resident ratios, and implementing a fixed night shift RN system, wherein night shift working hours count as twice the daytime hours, and night shift is voluntary. [Journal of Gerontological Nursing, 49(7), 40-48.].
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Lee SH, Joo MH. The Moderating Effects of Self-Care on the Relationships between Perceived Stress, Job Burnout and Retention Intention in Clinical Nurses. Healthcare (Basel) 2023; 11:1870. [PMID: 37444704 DOI: 10.3390/healthcare11131870] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/19/2023] [Revised: 06/22/2023] [Accepted: 06/26/2023] [Indexed: 07/15/2023] Open
Abstract
This study determines the importance of nurses' self-care by identifying its effects as a moderating variable on the relationships between perceived stress, job burnout, and retention intention in clinical nurses. Hence, 174 clinical nurses who worked at two university hospitals and one general hospital located in Seoul, South Korea, participated in this study. As the hospitals required the use of recruitment notices, convenience sampling methods were adopted to recruit volunteers. The data were collected using the perceived stress scale, the burnout assessment tool, the nurse retention index, and the self-care assessment worksheet. Descriptive statistics were used to analyze the general characteristics of participants, and t-test and analysis of variance were conducted for comparisons. Moderated multiple regression was conducted to verify the moderating effects of self-care on the relationships between perceived stress and retention intention and between job burnout and retention intention. The results revealed that the effect of perceived stress on retention intention and the moderating effect of self-care on the relationship between perceived stress and retention intention were not significant, whereas job burnout had a direct effect on retention intention, and self-care had a positive moderating effect on job burnout. Therefore, it is necessary to consider an instructional program on the importance of self-care and conduct campaign activities at the organizational level. Moreover, various support structures should be provided at the organizational level such that nurses can reduce their levels of job burnout.
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Affiliation(s)
- Seung-Hee Lee
- Post Anesthesia Care Unit 2 (PACU 2), Seoul National University Hospital, 101 Daehak-ro, Jongno-gu, Seoul 03080, Republic of Korea
| | - Min-Ho Joo
- Department of Educational Technology, Konkuk University, Seoul 05029, Republic of Korea
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Kim YB, Lee SH. The Nursing Work Environment, Supervisory Support, Nurse Characteristics, and Burnout as Predictors of Intent to Stay among Hospital Nurses in the Republic of Korea: A Path Analysis. Healthcare (Basel) 2023; 11:healthcare11111653. [PMID: 37297792 DOI: 10.3390/healthcare11111653] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/17/2023] [Revised: 06/01/2023] [Accepted: 06/01/2023] [Indexed: 06/12/2023] Open
Abstract
This study aimed to examine the comprehensive impact of five aspects of the nursing work environment as well as supervisory support, nurse characteristics, and burnout on intent to stay (ITS) among Korean hospital nurses. A cross-sectional questionnaire was distributed in seven general hospitals from May to July of 2019. Data were collected from a sample of 631 Korean nurses. The hypothesized model was evaluated using the STATA program for path models. Findings demonstrated that burnout played a mediating role on the relationships between the nursing work environment, supervisory support, nurse characteristics, and ITS. Burnout was the most influential predictor of ITS (β = -0.36, p < 0.001). Nurse participation in hospital affairs (β = 0.10, p = 0.044) and collegial nurse-physician relationships (β = 0.08, p = 0.038) had a direct effect on ITS. Supervisory support had a significant direct effect on ITS (β = 0.19, p < 0.001). Therefore, to increase nurses' ITS, it is necessary to improve their participation in hospital affairs and collegial relationships, as well as strengthen support from supervisors and reduce burnout.
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Affiliation(s)
- Young-Bum Kim
- Department of Sociology, Institute of Aging, Hallym University, Chuncheon 24252, Republic of Korea
| | - Seung-Hee Lee
- Department of Nursing, The University of Ulsan, Ulsan 44610, Republic of Korea
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Cho EY, Wee H. Factors Affecting Nurse Retention Intention: With a Focus on Shift Nurses in South Korea. Healthcare (Basel) 2023; 11:healthcare11081167. [PMID: 37108001 PMCID: PMC10138074 DOI: 10.3390/healthcare11081167] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/03/2023] [Revised: 04/09/2023] [Accepted: 04/17/2023] [Indexed: 04/29/2023] Open
Abstract
This study aims to investigate the factors affecting shift nurses' retention to solve the nurse shortage problem. The independent variables were general characteristics, stress response, work-life balance, and grit. The subjects for the study were 214 nurses working in three shifts at three general hospitals in Korea. Data were collected from 1 to 31 August 2022. We used structured tools such as the Nurses' Retention Index, Stress Response Inventory, Work-Life Balance Scale, and Clinical Nurse's Grit Scale. Data analysis was conducted using descriptive statistics, independent sample t-test, one-way variance analysis, Pearson correlation analysis, and hierarchical multiple regression analysis. Age, job satisfaction, and grit were factors that had a significant impact on retention intention. Grit had the greatest impact on retention intention. Additionally, retention intention increased in those aged from 30 to 40 years as compared with those under the age of 30. It is necessary to develop and implement a program that can improve grit to enhance the retention intention of shift nurses. Additionally, it is necessary to actively seek measures to reduce dissatisfaction with nursing jobs, increase satisfaction, and manage human resources considering the characteristics of age groups.
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Affiliation(s)
- Eun-Young Cho
- Department of Nursing, Wonkwang University Hospital, Iksan 54538, Republic of Korea
| | - Hwee Wee
- Department of Nursing, Kunsan National University, Gunsan 54150, Republic of Korea
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Min D, Cho E, Kim GS, Lee KH, Yoon JY, Kim HJ, Choi MH. Factors associated with retention intention of Registered Nurses in Korean nursing homes. Int Nurs Rev 2022; 69:459-469. [PMID: 35413132 PMCID: PMC9790496 DOI: 10.1111/inr.12754] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/29/2021] [Accepted: 03/08/2022] [Indexed: 12/30/2022]
Abstract
AIM To identify the factors associated with retention intention among Registered Nurses in South Korean nursing homes. BACKGROUND Although nurses are not mandatory personnel, Korean nursing homes employ Registered Nurses. INTRODUCTION Determining the factors related to Registered Nurses' retention intention is important for their job stability and ensure provision of quality care. METHODS This mixed-methods study employed a sequential explanatory design. A self-reported questionnaire survey was conducted between May 1 and July 3, 2019, with 155 Registered Nurses providing direct care from 37 nursing homes. In-depth qualitative interviews were conducted with 10 participants from August 1 to September 30, 2019. Data were analyzed using multilevel analysis for quantitative study and thematic analysis for qualitative study. RESULTS The participants' average age was 48.48 years. Personal factors related to retention intention were Registered Nurses' role, educational level, and job satisfaction. Institutional factors were ownership, number of beds, and working environment. The qualitative study revealed five themes: "Satisfaction with meaningful relationships," "Potential for professional growth," "Nursing service accompanied by emotional labor," "Poor working environments in nursing homes," and "Unprotected nursing expertise." DISCUSSION A nursing home's work environment is related to the Registered Nurses' retention intention. Most Registered Nurses in Korea received low wages, lacked access to career management programs, and experienced emotional labor. CONCLUSION This study highlighted the personal and institutional factors related to retention intention among Registered Nurses in South Korean nursing homes. IMPLICATIONS FOR NURSING AND NURSING POLICY A law that designates Registered Nurses as an essential nursing home workforce is required. Further, nursing homes should increase the number of Registered Nurses to improve working conditions and thereby job satisfaction. It is also necessary to foster a working environment that facilitates professional development opportunities and job clarity.
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Affiliation(s)
- Deulle Min
- Department of NursingCollege of MedicineWonkwang UniversityIksanRepublic of Korea
| | - Eunhee Cho
- Mo‐Im Kim Nursing Research InstituteYonsei University College of NursingSeoulRepublic of Korea
| | - Gwang Suk Kim
- Mo‐Im Kim Nursing Research InstituteYonsei University College of NursingSeoulRepublic of Korea
| | - Kyung Hee Lee
- Mo‐Im Kim Nursing Research InstituteYonsei University College of NursingSeoulRepublic of Korea
| | - Ju Young Yoon
- College of Nursing and Research Institute of Nursing ScienceSeoul National UniversitySeoulRepublic of Korea
| | - Hyun Joo Kim
- Yonhee Seniors Nursing HomeSeoulRepublic of Korea
| | - Moon Hee Choi
- Korea Social Science Data Archive at Asia Center Seoul National UniversitySeoulRepublic of Korea
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Gadolin C, Larsman P, Skyvell Nilsson M, Pousette A, Törner M. How do healthcare unit managers promote nurses' perceived organizational support, and which working conditions enable them to do so? A mixed methods approach. Scand J Psychol 2022; 63:648-657. [PMID: 35775142 PMCID: PMC10084328 DOI: 10.1111/sjop.12851] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/21/2021] [Accepted: 05/31/2022] [Indexed: 11/29/2022]
Abstract
Healthcare unit managers are pivotal to promote nurses' Perceived Organizational Support and hence to ensure nurses' health and well-being, as well as high-quality care. Despite this fact, there is a dearth of studies addressing how healthcare unit managers act and organize their work to promote nurses' Perceived Organizational Support and which working conditions enable them to do so. Through a mixed methods approach, comprising qualitative interviews and quantitative surveys among healthcare unit managers and nurses, this paper underscores that healthcare unit managers' availability to their nursing staff was essential for their ability to promote nurses' Perceived Organizational Support, and that responsive support from the care unit managers' superior management, administration, and managerial colleagues constituted enabling working conditions. Superior manager support strongly promoted the care unit manager's own Perceived Organizational Support, which, in turn, was positively correlated with nurses' organizational climate of Perceived Organizational Support.
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Affiliation(s)
| | - Pernilla Larsman
- Department of Psychology, University of Gothenburg, Gothenburg, Sweden
| | | | - Anders Pousette
- Department of Psychology, University of Gothenburg, Gothenburg, Sweden.,School of Public Health and Community Medicine, Institute of Medicine, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden
| | - Marianne Törner
- School of Public Health and Community Medicine, Institute of Medicine, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden
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Kinghorn G, Halcomb E, Thomas S, Froggatt T. Forensic mental health: Perceptions of transition and workforce experiences of nurses. Collegian 2022. [DOI: 10.1016/j.colegn.2022.04.008] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Jung YE, Sung MH. Do parenting stress, work-family conflict, and resilience affect retention intention in Korean nurses returning to work after parental leave?: a cross-sectional study. KOREAN JOURNAL OF WOMEN HEALTH NURSING 2022; 28:18-26. [PMID: 36312046 PMCID: PMC9334207 DOI: 10.4069/kjwhn.2022.01.07] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/25/2021] [Revised: 01/07/2022] [Accepted: 01/07/2022] [Indexed: 11/22/2022] Open
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Lee JY, Lee MH. Structural Model of Retention Intention of Nurses in Small- and Medium-Sized Hospitals: Based on Herzberg’s Motivation-Hygiene Theory. Healthcare (Basel) 2022; 10:healthcare10030502. [PMID: 35326980 PMCID: PMC8949181 DOI: 10.3390/healthcare10030502] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/14/2022] [Revised: 03/02/2022] [Accepted: 03/07/2022] [Indexed: 12/04/2022] Open
Abstract
The purpose of this study is to identify factors affecting the retention intention of nurses in small- and medium-sized hospitals and to perform a structural equation model study. Survey data of 348 nurses from 6 small and medium hospitals were analyzed. The collected data were analyzed using the SPSS 25.0 and the AMOS 25.0 programs. As a result of the study, it was confirmed that the endogenous variables influencing job satisfaction were calling, resilience, workplace bullying and nursing work environment, while resilience was the strongest variable as a factor influencing the nursing work environment. It was confirmed that the endogenous variables influencing intention to stay were calling, resilience, workplace bullying and job satisfaction, while job satisfaction was the strongest variable influencing intention to stay. To increase the retention intention of nurses in small and medium hospitals, it is necessary to provide measures to increase the value and meaning of work, and to increase resilience to overcome adversity and adapt to the circumstances. In addition, it is necessary to secure and maintain the resources of nurses in small- and medium-sized hospitals with a strategy to reduce workplace bullying and enhance job satisfaction by improving the organizational culture.
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Affiliation(s)
- Joo Yeon Lee
- Department of Nursing, Chungbuk Health & Science University, Cheongju 28150, Korea;
| | - Mi Hyang Lee
- Department of Nursing, Konyang University, Daejeon 35365, Korea
- Correspondence: ; Tel.: +82-42-600-8568
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Intention to Stay in Specialist Trauma Nurses: Relationship With Role Conflict, Stress, and Organizational Support. J Trauma Nurs 2022; 29:21-28. [PMID: 35007247 DOI: 10.1097/jtn.0000000000000628] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
BACKGROUND Specialist trauma nurses contribute to shortening hospital stay, lowering intensive care unit readmission rates, and improving treatment outcomes through early detection and management of health problems in trauma patients. However, Korean specialist trauma nurses have a higher turnover rate than other nurses due to negative factors like unclear job descriptions and inconsistent job activities. OBJECTIVE This study aimed to examine the levels of and relationships among role conflict, occupational stress, perceived organizational support, and intent to stay in Korean specialist trauma nurses. METHODS We enrolled 53 specialist trauma nurses from eight regional trauma centers in Korea. Data on role conflict, occupational stress, perceived organizational support, and intent to stay were collected using a structured questionnaire. Mann-Whitney U test, Kruskal-Wallis test, and Bonferroni post hoc tests were conducted to examine differences in intent to stay. Spearman's correlation coefficients were used to examine correlations between the key variables. RESULTS High intent to stay was associated with periodic job training, job satisfaction, and perceived high workload. Role conflict was positively correlated with occupational stress, whereas both were negatively correlated with perceived organizational support. Intent to stay was negatively correlated with occupational stress and positively correlated with perceived organizational support. CONCLUSIONS Effective improvement measures that lower occupational stress and increase perceived organizational support will help maintain the positions of specialist trauma nurses. These results highlight the need to specify the scope of practice and implement practical measures like career development programs that enhance professional nursing competencies to retain specialist trauma nurses.
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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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Lindahl Norberg A, Strand J. "We have to be the link between everyone": A discursive psychology approach to defining registered nurses' professional identity. Nurs Open 2021; 9:222-232. [PMID: 34534415 PMCID: PMC8685841 DOI: 10.1002/nop2.1056] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/22/2021] [Accepted: 09/02/2021] [Indexed: 11/23/2022] Open
Abstract
Background The occupational health and safety of registered nurses is unsatisfactory, often including high work demands in combination with insufficient acknowledgement. Implicit expectations influence their working conditions, many of which are set by the nurses themselves. Therefore, we aimed to explore how professional identity was discursively constructed by Swedish registered nurses in research interviews about night shift work. Design and Methods Ten semi‐structured interviews with registered nurses were analysed using a discursive psychology approach. The Standards for reporting qualitative research guided the reporting. Results The professional identity of registered nurses included a theoretical professional aspect as well as a unique experience‐based competence. With their overview and breadth of competence, registered nurses constitute the hub of healthcare activities, also mastering tasks in the fields of other health professions. This opacity of professional boundaries is associated with boundless expectations of the registered nurse. Additionally, the professional identity stipulates always putting the patient's best interests first, and one's own needs second.
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Affiliation(s)
- Annika Lindahl Norberg
- Centre for Occupational and Environmental Medicine, Region Stockholm, Stockholm, Sweden.,Institute of Environmental Medicine, Karolinska Institutet, Stockholm, Sweden
| | - Jennifer Strand
- Department of Psychology, University of Gothenburg, Gothenburg, Sweden
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Park SY, Kim H, Ma C. Factors associated with difficulty in adapting and intent to leave among new graduate nurses in South Korea. Health Care Manage Rev 2021; 47:168-178. [PMID: 34319282 DOI: 10.1097/hmr.0000000000000317] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
BACKGROUND New graduate nurses experience difficulty in adapting to a new environment, which affects intent to leave. However, data on the factors contributing to difficulty in adapting and intent to leave among new graduate nurses are insufficient. PURPOSE The aim of the study was to explore and compare factors associated with difficulty in adapting and the intent to leave among new graduate nurses in South Korea. METHODOLOGY This cross-sectional study used secondary data analysis. Primary data were obtained from the 2015-2016 Korean National Graduates Occupational Mobility Survey. Descriptive statistics, independent t tests, and chi-square statistics with weighted samples besides multivariate logistic regression analyses were conducted (N = 467). RESULTS Roughly 46% of nurses reported difficulty adapting, and 16% expressed their intent to leave. The factors linked to difficulty in adapting were working at large hospitals with rotating shifts, low person-job fit, and low satisfaction with personal competency; intent to leave was associated with high monthly salary and low satisfaction with the workplace (all ps < .05). Difficulty in adapting did not equate to their intent to leave. CONCLUSIONS There were high rates of difficulty in adapting and intent to leave among new graduate nurses. Although different factors were associated with difficulty adapting and intent to leave, workplace condition is a common factor. PRACTICE IMPLICATIONS Different strategies are needed to improve adaptation and intention of leaving among new graduate nurses. For better adaptation, developing training programs enhancing professional competency with a sufficient training period is required. In addition, providing staff and resources to reduce the intent to leave is crucial.
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Affiliation(s)
- Sun-Young Park
- Sun-young Park, MSN, RN, is Doctoral Student, College of Nursing, Yonsei University, and Associate Research Fellow, Division of New Health Technology Assessment, National Evidence-Based Healthcare Collaborating Agency, Seoul, South Korea. Heejung Kim, PhD, RN, is Associate Professor, College of Nursing, Yonsei University, and Principal Researcher, Mo-Im Kim Nursing Research Institute, Yonsei University, Seoul, South Korea. E-mail: . Chenjuan Ma, PhD, MSN, RN, is Assistant Professor, Rory Meyers College of Nursing, New York University, New York
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Leadership Styles and Nurses' Job Satisfaction. Results of a Systematic Review. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18041552. [PMID: 33562016 PMCID: PMC7915070 DOI: 10.3390/ijerph18041552] [Citation(s) in RCA: 62] [Impact Index Per Article: 20.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 01/14/2021] [Revised: 02/01/2021] [Accepted: 02/02/2021] [Indexed: 11/26/2022]
Abstract
Healthcare organisations are social systems in which human resources are the most important factor. Leadership plays a key role, affecting outcomes for professionals, patients and work environment. The aim of this research was to identify and analyse the knowledge present to date concerning the correlation between leadership styles and nurses’ job satisfaction. A systematic review was carried out on PubMed, CINAHL and Embase using the following inclusion criteria: impact of different leadership styles on nurses’ job satisfaction; secondary care; nursing setting; full-text available; English or Italian language. From 11,813 initial titles, 12 studies were selected. Of these, 88% showed a significant correlation between leadership style and nurses’ job satisfaction. Transformational style had the highest number of positive correlations followed by authentic, resonant and servant styles. Passive-avoidant and laissez-faire styles, instead, showed a negative correlation with job satisfaction in all cases. Only the transactional style showed both positive and negative correlation. In this challenging environment, leaders need to promote technical and professional competencies, but also act to improve staff satisfaction and morale. It is necessary to identify and fill the gaps in leadership knowledge as a future objective to positively affect health professionals’ job satisfaction and therefore healthcare quality indicators.
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Arbe Montoya AI, Hazel SJ, Matthew SM, McArthur ML. Why do veterinarians leave clinical practice? A qualitative study using thematic analysis. Vet Rec 2021; 188:e2. [DOI: 10.1002/vetr.2] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
Affiliation(s)
- Alejandra I. Arbe Montoya
- School of Animal and Veterinary Science The University of Adelaide Roseworthy South Australia Australia
| | - Susan J. Hazel
- School of Animal and Veterinary Science The University of Adelaide Roseworthy South Australia Australia
| | - Susan M. Matthew
- College of Veterinary Medicine Washington State University Pullman Washington USA
| | - Michelle L. McArthur
- School of Animal and Veterinary Science The University of Adelaide Roseworthy South Australia Australia
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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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Lee SN, Kim JA. [Prediction Model for Nursing Work Outcome of Nurses: Focused on Positive Psychological Capital]. J Korean Acad Nurs 2020; 50:1-13. [PMID: 32131069 DOI: 10.4040/jkan.2020.50.1.1] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/29/2019] [Revised: 10/14/2019] [Accepted: 01/19/2020] [Indexed: 11/09/2022]
Abstract
PURPOSE The purpose of this study was to construct and test a structural equation model on nursing work outcomes based on Youssef and Luthans' positive psychological capital and integrated conceptual framework of work performance. METHODS This study used a structured questionnaire administered to 340 nurses. Data were analyzed using structural equation modeling. RESULTS Positive psychological capital showed indirect and direct effects on job satisfaction, retention intention, organizational citizenship behavior, and nursing performance. While, the nursing work environment had direct and indirect effects on job satisfaction and nursing performance, it only had indirect effects on intention to work and organizational citizenship behavior. Additionally, a mediating effect on retention intention and organizational citizenship behavior was found between job satisfaction and nursing performance variables. CONCLUSION The nursing organization needs to build a supportive work environment and reinforce positive psychological capital to improve nursing performance. Additionally, it needs to actively manage the necessary parameters involved in the stages of job satisfaction, retention intention, nursing performance, and organizational citizenship behavior of nurses. The findings propose the continuous management of nursing personnel based on nurses' attitude outcome, behavioral intention, behavioral outcome, and stage of role performance.
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Affiliation(s)
- Soon Neum Lee
- Department of Nursing, Andong Science College, Andong, Korea
| | - Jung A Kim
- School of Nursing, Hanyang University, Seoul, Korea.
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Lee JY, Shin JH. Why Do They Stay? Intention to Stay among Registered Nurses in Nursing Homes. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17228485. [PMID: 33207741 PMCID: PMC7697843 DOI: 10.3390/ijerph17228485] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/28/2020] [Revised: 11/09/2020] [Accepted: 11/14/2020] [Indexed: 11/29/2022]
Abstract
Purpose: The purpose of this study was to examine the factors associated with nursing home (NH) registered nurses’ (RNs’) intention to stay in their workplace. Methods: A cross-sectional questionnaire survey was used in this study. Organizational NH data were acquired from the administrators of 56 NHs. Individual RN data were acquired from 189 RNs in 56 NHs across Korea. The questionnaire assessed RNs’ intention to stay in their workplace as well as potential associated factors, including individual and organizational factors. Multilevel regression analysis was used to determine which factors explain RNs’ intention to stay in their workplace. Findings: NH RNs’ intention to stay was positively associated with RNs’ years of experience in NHs, career promotion opportunities, and perceptions of NH resident safety culture. At the organizational level, no factors were found to significantly relate to the intention to stay of NH RNs. Conclusions: Although this study found that organizational factors have no statistically significant relationship with RNs’ intention to stay, organizational support must precede changes in individual factors that have significant relationships. Clinical Relevance: Organizational (NH) and individual (RN) efforts must be made to enhance RNs’ intention to stay because individual factors can change after implementing efforts such as providing educational programs, promotional opportunities, and forming a positive resident safety culture at an organizational level.
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Bell M, Sheridan A. How organisational commitment influences nurses' intention to stay in nursing throughout their career. INTERNATIONAL JOURNAL OF NURSING STUDIES ADVANCES 2020; 2:100007. [PMID: 33073251 PMCID: PMC7548084 DOI: 10.1016/j.ijnsa.2020.100007] [Citation(s) in RCA: 13] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/06/2020] [Revised: 07/18/2020] [Accepted: 08/20/2020] [Indexed: 12/16/2022] Open
Abstract
BACKGROUND The current COVID 19 pandemic brings into sharp focus the global necessity of having sufficient numbers of nurses and the dire impacts of nursing shortages throughout health systems in many countries. In 2020 retaining skilled experienced nurses continues to be a major global challenge. The dominant and consistent concentration of workforce research to date has focused on attitudinal factors including job satisfaction and burnout and there is limited research on how organisational commitment in combination with job satisfaction and burnout may explain what keeps nurses in nursing. OBJECTIVES To measure how organisational commitment in combination with job satisfaction and burnout relate to the intention of Registered General Nurses' staying in nursing (ITSN). DESIGN & METHODS A quantitative descriptive design using a cross-sectional survey was utilised. A national postal survey of a representative sample of registered general nurses employed within the Republic of Ireland (ROI) health services was undertaken in 2010. A number of established valid and reliable instruments were used to measure attitudinal factors and their relationship with intention to stay (ITSN). Data were analysed using IBM SPSS version 24.0 and descriptive, correlational and multiple regression analysis were undertaken. RESULTS A total of 756 registered nurses participated in this study. The strongest predictor of intention to stay in nursing was organisational commitment (β=0.32, p=.000) while burnout and job satisfaction had a significant relationship with ITSN. CONCLUSION Results reveal the complex and multidimensional nature of ITSN with the majority of nurses having a strong intention to stay in nursing. Organisational commitment and low burnout represented predictors which are influential in nurses remaining in nursing throughout their career lifespan. These results remain relevant in 2020 particularly in light of the ongoing pandemic when retention and recruitment of skilled and experienced nurses to the workforce will be critical to the management of health care, considering the increased nurse vacancy rates in many countries and the evident lack of resolution of the issues raised from this study.
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Affiliation(s)
- Mary Bell
- School of Nursing, Midwifery & Health Systems, University College Dublin, Belfield, Dublin 4, Ireland
| | - Ann Sheridan
- Our Lady's Hospice & Care Services, Harold's Cross, Dublin 6W
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Xie Y, Gu D, Liang C, Zhao S, Ma Y. How transformational leadership and clan culture influence nursing staff's willingness to stay. J Nurs Manag 2020; 28:1515-1524. [PMID: 32656804 DOI: 10.1111/jonm.13092] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/28/2020] [Revised: 07/04/2020] [Accepted: 07/07/2020] [Indexed: 11/29/2022]
Abstract
AIM To explore the impact mechanism of transformational leadership and clan culture on the willingness to stay of nursing staff in the aged care industry. BACKGROUND Previous researchers had paid much attention to the leadership and culture, yet it was unclear how the transformational leadership and clan culture influence the willingness to stay of nursing staff, especially those in the aged care industry. METHODS A questionnaire was conducted in an aged care agency in Anhui Province, with a total of 217 valid questionnaires collected for empirical analysis. RESULTS (a) Transformational leadership indirectly affects willingness to stay by affecting organisational commitment and job satisfaction. (b) Clan culture also affects the willingness to stay by affecting their organisational commitment and job satisfaction. (c) Professional identity also has a significant positive impact on the willingness to stay. CONCLUSIONS The findings of the study emphasize the importance of transformational leadership and clan culture in enhancing the willingness to stay of nursing staff in the aged care industry, and clarify the specific impact mechanism. IMPLICATIONS FOR NURSING MANAGEMENT Nurse leaders in the aged care agencies should improve transformational leadership, and strive to build clan culture to help retain nursing staff better.
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Affiliation(s)
- Yuguang Xie
- The School of Management, Hefei University of Technology, Hefei, China
| | - Dongxiao Gu
- The School of Management, Hefei University of Technology, Hefei, China.,Key Laboratory of Process Optimization and Intelligent Decision-making of Ministry of Education, Hefei, China
| | - Changyong Liang
- The School of Management, Hefei University of Technology, Hefei, China.,Key Laboratory of Process Optimization and Intelligent Decision-making of Ministry of Education, Hefei, China
| | - Shuping Zhao
- The School of Management, Hefei University of Technology, Hefei, China
| | - Yiming Ma
- The School of Management, Hefei University of Technology, Hefei, China
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McCoy TP, Hoffart N, Lewallen LP, Thorpe S. The Validity and Reliability of Professional Self-Concept in Nursing in Accelerated Bachelor's and Master's Nursing Students. J Nurs Meas 2020; 28:382-403. [PMID: 32430356 DOI: 10.1891/jnm-d-18-00107] [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: 11/25/2022]
Abstract
BACKGROUND AND PURPOSE Accelerated bachelor's and master's nursing students supported through the New Careers in Nursing program were surveyed (n = 3,506) using subscales from Arthur's Professional Self-Concept in Nursing Instrument (PSCNI). Reliability and validity of the instrument was assessed. METHODS Factor analysis using a random split-half design were conducted and differences investigated based on characteristics. RESULTS Four factors were revealed: leadership (α = .85), skill (α = .89), career positivity (α = .72), and career negativity (α = .72), with acceptable confirmatory fit. Gender and race/ethnicity differences were found in self-perceived leadership and skill and in career positivity by race/ethnicity. Accelerated bachelor's and master's students were different on skill and career positivity. CONCLUSIONS Self-perceived leadership, skill, career positivity, and career negativity are distinct PSCNI concepts.
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Affiliation(s)
- Thomas P McCoy
- Clinical Professor, School of Nursing, University of North Carolina at Greensboro, Greensboro, NC
| | - Nancy Hoffart
- Forsyth Medical Center Distinguished Professor, School of Nursing, University of North Carolina at Greensboro, Greensboro, NC
| | - Lynne P Lewallen
- Professor and Associate Dean, Academic Affairs, School of Nursing, University of North Carolina at Greensboro, Greensboro, NC
| | - Shemeka Thorpe
- Department of Educational, School, and Counseling Psychology, University of Kentucky, Lexington, KY
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Vainieri M, Seghieri C, Barchielli C. Influences over Italian nurses' job satisfaction and willingness to recommend their workplace. Health Serv Manage Res 2020; 34:62-69. [PMID: 32731767 DOI: 10.1177/0951484820943596] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
BACKGROUND Nurses' perception towards job satisfaction and willingness to recommend their workplace are relevant to a number of areas including the quality of nursing care delivery. Hence, an increasing number of scholars seek to understand the factors that influence these two concepts. Yet, inclusiveness and openness to innovation are under-investigated. PURPOSE The paper focuses on the relative importance that factors like propensity towards innovation, working conditions and inclusion have on nurses' job satisfaction and their willingness to recommend their workplace. METHODS A large sample of nurses was extracted from the organizational climate survey carried out in all healthcare authorities of nine Italian Regions through the years 2016-2018. Descriptive and multilevel regressions were carried out to investigate the factors that influence nurses' job satisfaction and their willingness to recommend the hospital in which they work in, analysing both overall and in specific age classes. RESULTS When recommending a workplace, nurses tend to recommend units showing higher propensity to innovate (OR 2.83), while the most important factor related to job satisfaction is the encouragement after a failure (OR 2.23). Inclusiveness is a key factor for both job satisfaction and willingness to recommend, whilst innovation prone organizations appear to be the most attractive for nurses. The levers mix is slightly different among the age classes. Findings identify the levers to be used in order to attract nurse workforce and increase nurses' job satisfaction. These levers are partially different for young and senior nurses.
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Affiliation(s)
- Milena Vainieri
- Management and Health Laboratory, Institute of Management and Department EMbeDS, Sant'Anna School of Advanced Studies of Pisa
| | - Chiara Seghieri
- Management and Health Laboratory, Institute of Management and Department EMbeDS, Sant'Anna School of Advanced Studies of Pisa
| | - Chiara Barchielli
- Management and Health Laboratory, Institute of Management and Department EMbeDS, Sant'Anna School of Advanced Studies of Pisa
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The Influence of Self-Concept on Clinical Decision-Making in Nurses and Nursing Students: A Cross-Sectional Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17093059. [PMID: 32354029 PMCID: PMC7246852 DOI: 10.3390/ijerph17093059] [Citation(s) in RCA: 14] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 03/31/2020] [Revised: 04/23/2020] [Accepted: 04/26/2020] [Indexed: 11/24/2022]
Abstract
The aim of this study is to examine the influence of nurses’ self-concept (NSC) on clinical decision-making (CDM) among nursing students and hospital nurses. A further aim is to examine whether there is a difference in CDM and NSC between hospital nurses with various levels of experience and nursing students. A cross-sectional study was conducted during 2018 in the Faculty of Dental Medicine and Health and the University Hospital Center, in Osijek, Croatia, EU. The respondents consisted of 568 hospital nurses, and 129 BSc nursing students. Data were collected with the clinical decision-making in nursing scale (CDMNS) and the nurses’ self-concept questionnaire (NSCQ). There was no correlation between CDM and NSC in either students or hospital nurses. Hospital nurses generally had significantly higher scores in CDM than nursing students. On the other hand, students had a significantly higher total NSC level. The results of this study suggest that experience has a positive impact on nurses’ CDM skills. The high NSC estimated by students enables them to easily take up their clinical roles and approach the patient in a holistic manner, which is an attitude that gradually develops during studies and with clinical experience.
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Halcomb E, Bird S. Job Satisfaction and Career Intention of Australian General Practice Nurses: A Cross‐Sectional Survey. J Nurs Scholarsh 2020; 52:270-280. [DOI: 10.1111/jnu.12548] [Citation(s) in RCA: 14] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 02/12/2020] [Indexed: 11/28/2022]
Affiliation(s)
- Elizabeth Halcomb
- Xi Omicron-at-large, Professor of Primary Health Care Nursing, School of Nursing, Faculty of Science, Medicine & Health University of Wollongong Wollongong NSW Australia
| | - Sonia Bird
- Research Fellow (Applied Statistics), Australian Health Services Research Institute University of Wollongong Innovation Campus Wollongong NSW Australia
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Lee JH, Hwang JI. [The Effects of Hospitals' Family Friendly Management on Married Female Nurses' Retention Intention: Focused on the Mediating Effects of Work-Family Interface]. J Korean Acad Nurs 2020; 49:386-397. [PMID: 31477669 DOI: 10.4040/jkan.2019.49.4.386] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/28/2018] [Revised: 05/10/2019] [Accepted: 05/13/2019] [Indexed: 11/09/2022]
Abstract
PURPOSE This study examined the effect of hospitals' family-friendly management on married female nurses' retention intention. The focus was the mediating effects of the work-family interface (work-family conflict, work-family enrichment and work-family balance). METHODS This study was a cross-sectional study. The participants were 307 nurses working at five public and five private hospitals with more than 200 beds in Seoul. Data were collected using structured questionnaires from September 10 to September 17, 2018 and analyzed with SPSS 24.0. Data were analyzed using an independent t-test, a one-way ANOVA, Pearson's correlation coefficients, and multiple regression following the Baron and Kenny method and Sobel test for mediation. RESULTS There were significant correlations among family-friendly management, the work-family interface, and retention intention. Work-family conflict showed a partial mediating effect on the relationship between family-friendly management and retention intention. Work-family enrichment showed a partial mediating effect on the relationship between family-friendly management and retention intention. Work-family balance showed a partial mediating effect on the relationship between family-friendly management and retention intention. CONCLUSION These findings indicate that both hospitals' family-friendly management and nurses' work-family interface are important factors associated with nurses' retention intention. Therefore, hospitals should actively implement family-friendly management for nurses and establish strategies to enhance nurses' work-family interface for effective human resource management.
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Affiliation(s)
- Jin Hwa Lee
- College of Nursing Science, Kyung Hee University, Seoul, Korea
| | - Jee In Hwang
- College of Nursing Science, Kyung Hee University, Seoul, Korea.
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Voskou P, Bougea A, Economou M, Douzenis A, Ginieri-Coccossis M. Relación entre calidad de vida, síntomas psicopatológicos y formas de afrontamiento en las enfermeras griegas. ENFERMERIA CLINICA 2020; 30:23-30. [DOI: 10.1016/j.enfcli.2018.10.006] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/20/2018] [Revised: 05/26/2018] [Accepted: 10/17/2018] [Indexed: 11/28/2022]
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Efendi F, Kurniati A, Bushy A, Gunawan J. Concept analysis of nurse retention. Nurs Health Sci 2019; 21:422-427. [PMID: 31270927 DOI: 10.1111/nhs.12629] [Citation(s) in RCA: 17] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/25/2018] [Revised: 05/20/2019] [Accepted: 05/22/2019] [Indexed: 11/30/2022]
Abstract
Nurse retention is widely acknowledged as a crucial international workforce issue, yet the concept remains ambiguous. This study focuses on a concept analysis in an effort to clarify the attributes of nurse retention, including its antecedents and consequences. The Walker and Avant approach was applied to analyze the concept of nurse retention. Four key attributes of nurse retention were identified in the analysis, specifically motivation, intention, and individual decision; strategy and intervention; geographic context; and attachment to work. Antecedents of nurse retention included the healthcare system at the macro level, the health care facility, health personnel, and living conditions. Retention has consequences for individual nurses, the healthcare organization, and the overall health system. Our concept analysis provides clarification to better understand nurse retention along with its implications for the healthcare workforce. The analysis further emphasizes the importance of retention as a comprehensive priority issue for human resources when recruiting and maintaining the nursing workforce internationally.
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Affiliation(s)
- Ferry Efendi
- Department of Community Health Nursing and Mental Health Nursing, Faculty of Nursing, Airlangga University, Surabaya, Indonesia
| | - Anna Kurniati
- Center for Planning and Management of Human Resources for Health, Ministry of Health, Jakarta, Indonesia
| | - Angeline Bushy
- College of Nursing, University of Central Florida, Orlando, Florida, USA
| | - Joko Gunawan
- Department of Nursing Management, Academy of Nursing of Belitung, Indonesia
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Adaptation of the Turkish version of Nurses' Self Concept Questionnaire. Int J Nurs Sci 2019; 6:43-49. [PMID: 31406868 PMCID: PMC6608797 DOI: 10.1016/j.ijnss.2018.12.004] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/09/2018] [Revised: 09/25/2018] [Accepted: 12/17/2018] [Indexed: 11/23/2022] Open
Abstract
Objectives Nurse's self-concept is significant for professionalism. We aimed to determine the reliability and validity of the Turkish version of a Nurses' Self Concept Questionnaire. Methods A methodological study was conducted with the participation of a group of nursing students and nurses. For the statistical analysis, structural equation models, convergent validity analyses, discriminate validity analyses, internal consistency analysis, and test-retest reliability analyses were used. Results Correlation-coefficient for the test–retest reliability of the Turkish version of Nurses' Self-Concept Questionnaire was 0.87. The internal consistency of this questionnaire was calculated with Cronbach's α coefficient and it was found high across the six subscales from 0.83 to 0.91. The goodness of fit indices was determined as acceptable. Conclusions According to results, this Nurses' Self-Concept Questionnaire is a valid and reliable instrument for assessing nurses' and nursing students’ self-concept in Turkey. The scales that used to assess the professional self-concept must be specific to the profession. The development of professional self-concept is important for nursing students. Nursing professional self-concept is important for the development nursing profession and change. The scale of professional self-concept can be measured both students and nurses in different cultures.
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Hussein R, Salamonson Y, Hu W, Everett B. Clinical supervision and ward orientation predict new graduate nurses' intention to work in critical care: Findings from a prospective observational study. Aust Crit Care 2018; 32:397-402. [PMID: 30471939 DOI: 10.1016/j.aucc.2018.09.003] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/09/2018] [Revised: 09/21/2018] [Accepted: 09/24/2018] [Indexed: 11/18/2022] Open
Abstract
INTRODUCTION Clinical supervision and transitional support programs are important in supporting the successful transition and retention of new graduate nurses and their intention to work in specialty settings. However, little is known about which elements of support programs influence this intention. This study aimed to examine new graduate nurses' perceptions of clinical supervision and the practice environment, and how these influenced their intention to stay in critical and non-critical care areas following their transitional support program. METHODS Between May 2012 and August 2013, new graduate nurses (n = 87) were surveyed towards the end of their 12-month transitional support program. In addition to demographic and ward details, participants completed the Manchester Clinical Supervision Scale (MCSS) and the Practice Environment Scale Australia (PES-AUS). The 'Intention to Stay in a Clinical Specialty' survey was used to measure new graduate nurses' intention to remain working in their current ward or unit. RESULTS Predictors of new graduate nurses' intention to stay in their current ward/unit were not having to practise beyond personal clinical capability (AOR: 4.215, 95% CI: 1.099-16.167) and working in a critical care specialty (AOR: 6.530, 95% CI: 1.911-22.314). Further analysis of those nurses who indicated an intention to remain in critical care revealed that high satisfaction with clinical supervision (AOR: 3.861, 95% CI: 1.320-11.293) and high satisfaction with unit orientation (AOR: 3.629, 95% CI: 1.236-10.659) were significant predictors. CONCLUSION While this study identified that new graduates who worked within their scope of practice were more likely to report their intention to remain in their current ward, new graduates assigned to critical care were six times more likely to indicate their intention to remain than new graduates in other wards/units. Ensuring new graduate nurses assigned to critical care areas receive good unit orientation and clinical supervision increases their intention to remain in this setting.
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Affiliation(s)
- Rafic Hussein
- Western Sydney University, School of Nursing and Midwifery, Locked Bag 1797, Penrith NSW 2751, Australia; Intensive Care Unit, Liverpool Hospital, South Western Sydney Local Health District, Locked Bag 7017, Liverpool BC, NSW 1871, Australia; Western Sydney University, School of Nursing and Midwifery, Centre for Applied Nursing Research (CANR), Ingham Institute for Applied Medical Research, Locked Bag 1797, Penrith NSW 2751, Australia.
| | - Yenna Salamonson
- Western Sydney University, School of Nursing and Midwifery, Centre for Applied Nursing Research (CANR), Ingham Institute for Applied Medical Research, Locked Bag 1797, Penrith NSW 2751, Australia.
| | - Wendy Hu
- Western Sydney University, School of Medicine, Locked Bag 1797, Penrith NSW 2751, Australia.
| | - Bronwyn Everett
- Western Sydney University, School of Nursing and Midwifery, Centre for Applied Nursing Research (CANR), Ingham Institute for Applied Medical Research, Locked Bag 1797, Penrith NSW 2751, Australia.
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Yew SY, Yong CC, Tey NP, Cheong KC, Ng ST. Work satisfaction among nurses in a private hospital. INTERNATIONAL JOURNAL OF HEALTHCARE MANAGEMENT 2018. [DOI: 10.1080/20479700.2018.1489459] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
Affiliation(s)
- Siew-Yong Yew
- Faculty of Economics and Administration, University of Malaya, Kuala Lumpur, Malaysia
| | - Chen-Chen Yong
- Faculty of Economics and Administration, University of Malaya, Kuala Lumpur, Malaysia
| | - Nai-Peng Tey
- Faculty of Economics and Administration, University of Malaya, Kuala Lumpur, Malaysia
| | - Kee-Cheok Cheong
- Faculty of Economics and Administration, University of Malaya, Kuala Lumpur, Malaysia
| | - Sor-Tho Ng
- Faculty of Economics and Administration, University of Malaya, Kuala Lumpur, Malaysia
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Cummings GG, Tate K, Lee S, Wong CA, Paananen T, Micaroni SPM, Chatterjee GE. Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. Int J Nurs Stud 2018; 85:19-60. [PMID: 29807190 DOI: 10.1016/j.ijnurstu.2018.04.016] [Citation(s) in RCA: 190] [Impact Index Per Article: 31.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/19/2018] [Revised: 04/25/2018] [Accepted: 04/25/2018] [Indexed: 11/24/2022]
Abstract
BACKGROUND Leadership is critical in building quality work environments, implementing new models of care, and bringing health and wellbeing to a strained nursing workforce. However, the nature of leadership style, how leadership should be enacted, and its associated outcomes requires further research and understanding. We aimed to examine the relationships between various styles of leadership and outcomes for the nursing workforce and their work environments. METHODS The search strategy of this systematic review included 10 electronic databases. Published, quantitative studies that examined the correlations between leadership behaviours and nursing outcomes were included. Quality assessments, data extractions and analysis were completed on all included studies by independent reviewers. RESULTS A total of 50,941 titles and abstracts were screened resulting in 129 included studies. Using content analysis, 121 outcomes were grouped into six categories: 1) staff satisfaction with job factors, 2) staff relationships with work, 3) staff health & wellbeing, 4) relations among staff, 5) organizational environment factors and 6) productivity & effectiveness. Our analysis illuminated patterns between relational and task focused leadership styles and their outcomes for nurses and nursing work environments. For example, 52 studies reported that relational leadership styles were associated with higher nurse job satisfaction, whereas 16 studies found that task-focused leadership styles were associated with lower nurse job satisfaction. Similar trends were found for each category of outcomes. CONCLUSIONS The findings of this systematic review provide strong support for the employment of relational leadership styles to promote positive nursing workforce outcomes and related organizational outcomes. Leadership focused solely on task completion is insufficient to achieve optimum outcomes for the nursing workforce. Relational leadership practices need to be encouraged and supported by individuals and organizations to enhance nursing job satisfaction, retention, work environment factors and individual productivity within healthcare settings.
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Affiliation(s)
- Greta G Cummings
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada.
| | - Kaitlyn Tate
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada
| | - Sarah Lee
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada
| | - Carol A Wong
- Arthur Labatt Family School of Nursing, University of Western Ontario, Room 3306, FIMS & Nursing Building, London, Ontario, N6A 5B9, Canada
| | - Tanya Paananen
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada
| | - Simone P M Micaroni
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada
| | - Gargi E Chatterjee
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada
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Holmberg C, Caro J, Sobis I. Job satisfaction among Swedish mental health nursing personnel: Revisiting the two-factor theory. Int J Ment Health Nurs 2018; 27:581-592. [PMID: 28394078 DOI: 10.1111/inm.12339] [Citation(s) in RCA: 25] [Impact Index Per Article: 4.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Accepted: 02/27/2017] [Indexed: 11/29/2022]
Abstract
Swedish mental health-care services are experiencing a critical shortage of nursing personnel. Researchers suggest that this shortage is due to low levels of job satisfaction. Job satisfaction is frequently studied with the assistance of Herzberg's two-factor theory, and this theory has foremost been explored with studies using quantitative methods. The purpose of the present study was to provide a better understanding of Herzberg's theory in relation to job satisfaction among Swedish mental health nursing personnel within inpatient psychiatric care while using qualitative methodology. This explorative study was based on semistructured interviews with 25 nursing personnel. Qualitative content analysis of interview transcripts identified three main categories: (i) respondents' perception of their work duties, which was perceived as important, meaningful, and demanding; (ii) respondents' relations with colleagues and supervisors, which provided valuable support in everyday work; and (iii) the way the respondents experienced their professional role as mental health nurses, which was described as unclear and vague. Job satisfaction primarily stemmed from working for patients and with other professionals, but their perceived limited progression of responsibilities discouraged a career in the profession. Herzberg's theory proved useful in exploring job satisfaction in this setting, but the findings partly contradict the basic tenets of the theory. Career advancements and incentives, such as salary and compensation, were perceived as lacking, which negatively influenced job satisfaction. Ward managers should establish clinical ladder programmes to recognize and motivate the continuing professional development of nurses. This needs to be coupled with monetary incentives, and linked with increased clinical authority.
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Affiliation(s)
| | - Jino Caro
- Army-Baylor University, San Antonio, Texas, USA
| | - Iwona Sobis
- School of Public Administration, University of Gothenburg, Gothenburg, Sweden
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Affiliation(s)
| | - Yong-Sook Eo
- Department of Nursing, Dongguk University, Gyeongju, Korea
| | - Mi-Aie Lee
- Department of Nursing, Dongguk University, Gyeongju, Korea
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Halter M, Boiko O, Pelone F, Beighton C, Harris R, Gale J, Gourlay S, Drennan V. The determinants and consequences of adult nursing staff turnover: a systematic review of systematic reviews. BMC Health Serv Res 2017; 17:824. [PMID: 29246221 PMCID: PMC5732502 DOI: 10.1186/s12913-017-2707-0] [Citation(s) in RCA: 140] [Impact Index Per Article: 20.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/23/2015] [Accepted: 11/07/2017] [Indexed: 01/08/2023] Open
Abstract
BACKGROUND Nurses leaving their jobs and the profession are an issue of international concern, with supply-demand gaps for nurses reported to be widening. There is a large body of existing literature, much of which is already in review form. In order to advance the usefulness of the literature for nurse and human resource managers, we undertook an overview (review of systematic reviews). The aim of the overview was to identify high quality evidence of the determinants and consequences of turnover in adult nursing. METHODS Reviews were identified which were published between 1990 and January 2015 in English using electronic databases (the Cochrane Database of Systematic Reviews, MEDLINE, EMBASE, Applied Social Sciences Index and Abstracts, CINAHL plus and SCOPUS) and forward searching. All stages of the review were conducted in parallel by two reviewers. Reviews were quality appraised using the Assessment of Multiple Systematic Reviews and their findings narratively synthesised. RESULTS Nine reviews were included. We found that the current evidence is incomplete and has a number of important limitations. However, a body of moderate quality review evidence does exist giving a picture of multiple determinants of turnover in adult nursing, with - at the individual level - nurse stress and dissatisfaction being important factors and -at the organisational level - managerial style and supervisory support factors holding most weight. The consequences of turnover are only described in economic terms, but are considered significant. CONCLUSIONS In making a quality assessment of the review as well as considering the quality of the included primary studies and specificity in the outcomes they measure, the overview found that the evidence is not as definitive as previously presented from individual reviews. Further research is required, of rigorous research design, whether quantitative or qualitative, particularly against the outcome of actual turnover as opposed to intention to leave. TRIAL REGISTRATION PROSPERO Registration 17 March 2015: CRD42015017613 .
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Affiliation(s)
- Mary Halter
- Faculty of Health, Social Care and Education, Kingston University and St George’s, University of London, Cranmer Terrace, London, SW17 0RE UK
| | - Olga Boiko
- Faculty of Health, Social Care and Education, Kingston University and St George’s, University of London, Cranmer Terrace, London, SW17 0RE UK
- Florence Nightingale Faculty of Nursing and Midwifery, King’s College London, James Clerk Maxwell Building, 57 Waterloo Road, London, SE1 8WA UK
| | - Ferruccio Pelone
- Faculty of Health, Social Care and Education, Kingston University and St George’s, University of London, Cranmer Terrace, London, SW17 0RE UK
- National Guideline Alliance, Royal College of Obstetricians and Gynaecologists, 27 Sussex Place, Regent’s Park, London, NW1 4RG UK
| | - Carole Beighton
- Faculty of Health, Social Care and Education, Kingston University and St George’s, University of London, Cranmer Terrace, London, SW17 0RE UK
| | - Ruth Harris
- Florence Nightingale Faculty of Nursing and Midwifery, King’s College London, James Clerk Maxwell Building, 57 Waterloo Road, London, SE1 8WA UK
| | - Julia Gale
- Faculty of Health, Social Care and Education, Kingston University and St George’s, University of London, Kingston Hill, Surrey, KT2 7LB UK
| | - Stephen Gourlay
- Department of Management, Faculty of Business & Law, Kingston University, Kingston Hill, Surrey, KT2 7LB UK
| | - Vari Drennan
- Faculty of Health, Social Care and Education, Kingston University and St George’s, University of London, Cranmer Terrace, London, SW17 0RE UK
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Poudel C, Ramjan L, Everett B, Salamonson Y. Exploring migration intention of nursing students in Nepal: A mixed-methods study. Nurse Educ Pract 2017; 29:95-102. [PMID: 29227907 DOI: 10.1016/j.nepr.2017.11.012] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/04/2016] [Revised: 11/08/2017] [Accepted: 11/18/2017] [Indexed: 11/28/2022]
Abstract
The objective of this study was to assess the migration intention of students enrolled in pre-registration nursing programs in Nepal, and to explore factors influencing this intention. Using an embedded mixed methods design, 799 nursing students were surveyed, followed by 12 semi-structured face-to-face interviews. The result showed that the majority (92.5%) expressed some intention to migrate, with three quarters of these listed furthering their study abroad as the primary reason. In the multiple regression analysis, those with lower professional identity, and those who reported nursing was not their first choice were likely to express migration intention. Interview data identified low salaries, unemployment, poor working conditions, insufficient postgraduate education, and a lack of professional autonomy in Nepal as reasons for their intention to migrate. Increasing opportunities for nurses to undertake postgraduate education in Nepal, promoting a positive image of nursing, and facilitating a supportive learning environment during undergraduate nursing education could help address the potential loss of nurses from Nepal.
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Affiliation(s)
- Chandra Poudel
- Western Sydney University, School of Nursing and Midwifery, Locked Bag 1797, Penrith, NSW 2751, Australia.
| | - Lucie Ramjan
- Western Sydney University, School of Nursing and Midwifery, Centre for Applied Nursing Research (CANR), Ingham Institute of Applied Medical Research, Locked Bag 1797, Penrith, NSW 2751, Australia.
| | - Bronwyn Everett
- Western Sydney University, School of Nursing and Midwifery, Centre for Applied Nursing Research (CANR), Ingham Institute of Applied Medical Research, Locked Bag 1797, Penrith, NSW 2751, Australia.
| | - Yenna Salamonson
- Western Sydney University, School of Nursing and Midwifery, Centre for Applied Nursing Research (CANR), Ingham Institute of Applied Medical Research, Locked Bag 1797, Penrith, NSW 2751, Australia.
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Owens Pickle EE, Borgerson D, Espirito-Santo A, Wigginton S, Devine S, Stork S. The Clinical Research Associate Retention Study: A Report From the Children's Oncology Group. J Pediatr Oncol Nurs 2017; 34:414-421. [PMID: 28836478 DOI: 10.1177/1043454217723861] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022] Open
Abstract
Pediatric medicine often struggles to receive adequate research funding for its small, yet vulnerable population of patients. Remarkable discovery in pediatric oncology is credited in large part to the collaborative structure of its research community. The Children's Oncology Group conducts studies supported by the National Cancer Institute. The clinical research associate (CRA) discipline comprises professionals who support administrative duties, regulatory duties, subject management, and data collection at individual research sites. The purpose of this study was to identify factors associated with CRA retention, as the group continues to have high turnover and position vacancy. A cross-sectional survey design was used to characterize the most frequently cited reasons CRAs gave when considering leaving or staying within their position. Results suggest that low salary, unmanageable workload, lack of career advancement and professional development, and lack of research commitment from the medical team were associated with intent to leave CRA positions. The most frequently cited reasons for staying at their job were the meaningfulness and interest in the work, a supportive principal investigator, and enjoyment working with colleagues. CRAs reported serious but eminently solvable issues that can be addressed using practical and low-cost solutions to improve job satisfaction and retention.
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Affiliation(s)
| | | | | | | | - Susan Devine
- 5 Hospital for Sick Children, Toronto, Ontario, Canada
| | - Sue Stork
- 6 Blank Children's Hospital, Des Moines, IA, USA
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Retention of early career registered nurses: the influence of self-concept, practice environment and resilience in the first five years post-graduation. J Res Nurs 2017. [DOI: 10.1177/1744987117709515] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
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Nowrouzi B, Rukholm E, Lariviere M, Carter L, Koren I, Mian O, Giddens E. An examination of retention factors among registered nurses in Northeastern Ontario, Canada: Nurses intent to stay in their current position. Work 2017; 54:51-8. [PMID: 26967032 DOI: 10.3233/wor-162267] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND The purpose of the study was to examine factors related to the retention of registered nurses in northeastern Ontario, Canada. OBJECTIVE/METHOD A cross-sectional survey of registered nurses working in northeastern Ontario, Canada was conducted. Logistic regression analyses were used to consider intent to stay in current employment in relation to the following: 1) demographic factors, and 2) occupation and career satisfaction factors. RESULTS A total of 459 (29.8% response rate) questionnaires were completed. The adjusted odds logistic regression analysis of RNs who intended to remain in their current position for the next five years, demonstrated that respondents in the 46 to 56 age group (OR: 2.65; 95% CI: 1.50 to 4.69), the importance of staff development in the organization (OR: 3.04; 95% CI: 1.13 to 8.13) northeastern Ontario lifestyle (OR: 2.61; 95% CI: 1.55 to 4.40), working in nursing for 14 to 22.5 years (OR: 2.55; 95% CI: 1.10 to 5.93), and working between 0 to 1 hour of overtime per week (OR: 1.20; 95% CI: 1.20 to 4.64) were significant factors in staying in their current position for the next five years. CONCLUSIONS This study shows that a further understanding of the work environment could assist with developing retention for rural nurses. Furthermore, employers may use such information to ameliorate the working conditions of nurses, while researchers may use such evidence to develop interventions that are applicable to improving the working conditions of nurses.
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Affiliation(s)
- Behdin Nowrouzi
- Centre for Research in Occupational Safety and Health, Laurentian University, Sudbury, ON, Canada
| | - Ellen Rukholm
- Centre for Rural and Northern Health Research, Sudbury, ON, Canada
| | - Michel Lariviere
- School of Human Kinetics, Laurentian University, Sudbury, ON, Canada
| | - Lorraine Carter
- School of Nursing, Nipissing University, North Bay, ON, Canada
| | - Irene Koren
- Centre for Rural and Northern Health Research, Sudbury, ON, Canada
| | - Oxana Mian
- Centre for Rural and Northern Health Research, Sudbury, ON, Canada
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Abstract
Promoting job satisfaction in a workplace can make a positive contribution towards the recruitment and retention of staff. The aim of this study, using a hermeneutical phenomenological approach, was to investigate what occupational therapy managers did to have a positive and a negative influence on the job satisfaction of their staff. It was clear that managers played a key role in influencing job satisfaction through their actions and behaviours. In particular, managers who demonstrated care and support towards their staff, while at the same time demonstrating that they were strong advocates and able to make decisions for the good of the department rather than for the benefit of the individual, influenced job satisfaction positively. Job dissatisfaction was strongest when managers were seen to treat staff differently, which was construed as a demonstration of bias stemming from favouritism. The results from this study suggest that staff access to benefits, such as flexible working conditions and educational funding, should be transparent and guided by clear policies.
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Mills J, Chamberlain-Salaun J, Harrison H, Yates K, O'Shea A. Retaining early career registered nurses: a case study. BMC Nurs 2016; 15:57. [PMID: 27766042 PMCID: PMC5057224 DOI: 10.1186/s12912-016-0177-z] [Citation(s) in RCA: 18] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/07/2015] [Accepted: 09/21/2016] [Indexed: 11/16/2022] Open
Abstract
Background A core objective of the Australian health system is to provide high quality, safe health care that meets the needs of all Australians. To achieve this, an adequate and effective workforce must support the delivery of care. With rapidly changing health care systems and consumer demographics, demand for care is increasing and retention of sufficient numbers of skilled staff is now a critical priority to meet current and future health care demands. Nurses are the largest cohort of professionals within the health workforce. Reducing the rates at which nurses leave the profession and supporting nurses to practice in their profession longer will have beneficial implications for the sustainability of a nursing workforce and, ultimately, to patient outcomes. The aim of the study was to describe and explain early career registered nurses’ (ECRNs) experiences and support requirements during the first five years of practice for the purposes of identifying strategies that would support greater retention of ECRNs. Methods A single case study design focused on early career registered nurses (ECRNs) working in a hospital and health service in northern Australia. The research team adopted Djukic et al’s definition of ECRNs as “RNs who have practiced for less than 5 years”. Data was collected via three individual interviews and two focus groups. Thirty-five ECRNs participated in the study. Results Qualitative analysis of data generated during interviews and focus groups, identified the key themes of receiving career advice and choice or no choice. Analysis of study data in the context of the broader literature resulted in the researchers identifying six areas of focus for ECRN retention: 1) well-planned, supported and structured transition periods; 2) consideration of rotation through different areas with a six month minimum for skills development; 3) empowering decision making; 4) placement opportunities and choice in decisions of where to work; 5) career advice and support that considers ECRNs’ personalities and skills; and 6) encouragement to reflect on career choices. Conclusions Reducing turnover and improving retention relies on understanding the factors that influence nurses’ decisions to leave or remain within an organisation and the profession. Ensuring nurses in the current workforce remain engaged and productive, rather than leave the profession, is reliant on addressing factors that cause attrition and implementing strategies that strengthen retention rates and workforce sustainability.
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Affiliation(s)
- Jane Mills
- Centre for Nursing and Midwifery Research, College of Healthcare Services, James Cook University, PO Box 6811, Cairns, Queensland 4870 Australia
| | | | - Helena Harrison
- Centre for Nursing and Midwifery Research, College of Healthcare Services, James Cook University, PO Box 6811, Cairns, Queensland 4870 Australia
| | - Karen Yates
- Centre for Nursing and Midwifery Research, College of Healthcare Services, James Cook University, PO Box 6811, Cairns, Queensland 4870 Australia
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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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Abstract
The purpose of this study was to look beyond the patient as the source of difficulty and to examine the context of care encounters for factors that contributed to the construction of difficulty in the nurse-patient encounter. The study explains the origins of difficulty in the nurse-patient encounter. This explanation broadens the thinking limits previously imposed by locating difficulty within the individual. Key elements of this explanation are: knowing the patient minimizes the likelihood of difficulty in the encounter; and families, availability of supplies and equipment, who is working, and care space changes are contextual factors that contribute to the construction of difficulty in the nurse-patient encounter. Awareness of these findings has implications for the strategies nurses employ in difficult encounters.
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Affiliation(s)
- Marilyn Macdonald
- School of Nursing, Dalhousie University, Halifax, Nova Scotia, Canada.
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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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