Assessing the quality of nursing work life

Assessment of the quality of nursing work life and its related factors among critical care nurses

Background

Quality of work life (QWL) refers to the degree to which employees contribute to the organization's goals while also experiencing personal and professional satisfaction. This study conducted to evaluate the quality of nursing work life (QNWL) level and its associated factors among nurses working in critical care units.

Methods

A convenience sample technique among critical care nurses in Jordan by using a cross-sectional, descriptive design. A self-reported questionnaire was used. A Pittsburgh Sleep Quality Index (PSQI), and the Andersson and Lindgren questionnaires scale were used in data collection.

Results

The total mean scores of QNWL were M = 86.17 (SD = 35.12), which is slightly below the expected middle value (87.5). The nurses have a higher psychological relation, M = 18.28 (SD = 8.99), whereas they have the lowest competence development, M = 11.44 (SD = 5.56). There was statistical significance between workplace noise, and workplace sources of noise, quality of sleep and QNWL.

Conclusion

The outcomes also highlighted the significance of undertaking additional interventional research studies in the future in order to identify practical strategies to improve nurses QNWL. As a result, the nursing care given to the patients and their families may be improved.

Factor Affecting the Quality of Work Life Among Nurses: A Systematic Review

Objective

This literature review evaluates the factors that affect nurses' quality of work life with the goal of enhancing their overall well-being, work experience, and creating a more supportive and satisfying work environment in the nursing field.

Methods

A systematic review was conducted following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Electronic databases including Scopus, PubMed, SAGE Journal, and Springer were searched for scientific articles on the quality of work life among nurses. After screening and removal of duplicates, we analyzed the full text of the articles to identify potentially relevant studies for eligibility, and then we extracted data from the articles that matched.

Results

The search of the literature resulted in 68 articles. Only 20 articles that met all inclusion criteria were included in the systematic review after full text review.

Conclusion

The literature indicates that nurses' work life quality is affected by three primary factors: personal (socio-demographic), occupational, and psychological. Identifying the factors is critical to finding the right solution for improving work life quality and overcoming factors that decrease nurses' work life quality.

Effect of depressive symptoms on quality of work life in female nurses: a cross-sectional study using propensity score matching

Background

Female nurses have been considered as a vulnerable population in the context of mental health, due to the nature of their work, which can be stressful and emotionally taxing. Understanding the relationship between depressive symptoms and quality of work life (QWL) can contribute to improving mental health and job performance. However, limited studies have focused on the effect of depressive symptoms on QWL in female nurses.

Objectives

The present study aimed to assess the effect of depressive symptoms on female nurses' QWL using propensity score matching (PSM).

Methods

A cross-sectional, online study using convenience sampling was conducted among 1,401 female nurses in China. PSM was used to minimize the impact of potential confounders between no depressive symptoms and depressive symptoms. Stepwise multiple linear regression analyses were performed on the PSM samples to explore the effects of depressive symptoms on the QWL.

Results

The results revealed there were 33.5% of the female nurses reported depressive symptoms before PSM. And female nurses in this study had a moderate level of QWL before PSM (122.11 ± 18.15), which remained steady after PSM (118.33 ± 18.04). After PSM, the final sample contained 864 female nurses. Stepwise multiple linear regression results indicated that depressive symptoms were the most strongly associated with QWL (β = -0.454, p < 0.001).

Conclusion

This study highlights the importance of developing mental health plans and psychological interventions for female nurses to maintain mental health and QWL, which is critical to the nursing workforce's sustainability.

Measuring quality of life at work for healthcare and social services workers: A systematic review of available instruments

Quality of life at work is an important and widely discussed concept in the literature. Several instruments can be used to measure it, but with regard to healthcare and social services, the existing instruments are not well known. A review of available instruments intending to capture the quality of life of healthcare and social services workers (QoLHSSW) is necessary to better assess their working conditions and promote programs/guidelines to improve these conditions. The aim of this study was to identify the existing instruments used in measuring QoLHSSW and explore their characteristics. Particular attention was given to instruments adapted to the province of Quebec, Canada, which enabled the determination of which instruments are adapted for the measurement of QoLHSSW in Quebec and possibly elsewhere. A systematic review of the literature was conducted according to the JBI methodological guide. The articles' selection procedure was performed according to the PRISMA flowchart. The search was conducted up to October 28, 2021, and then updated on January 25, 2023, in four databases: PsycINFO, Medline, Embase, and CINAHL. The selection and extraction were performed independently by two researchers. The analysis of the quality of the studies was performed with the COnsensus-based Standards for the selection of health Measurement Instruments. From a total of 8178 entries, 13 articles corresponding to 13 instruments were selected. Among these instruments, the common aspects that were considered were work conditions, job satisfaction, stress at work, relationship/balance, and career development. Most instruments used a 5-point Likert scale. Various validation methods were used, including reporting Cronbach's alpha for overall scale reliability; factor analysis to test construct validity; different model fit indices to test model superiority; different language comparisons to test cross-cultural validity; and qualitative expert reviews to assess content validity.

Assessment of Exoskeletons on Nurses' Quality of Work Life: A Pilot Study at Foch Hospital

BACKGROUND

The prevention of occupational risks is part of the quality of work life and it is a component that improves the physical work environment. The purpose of the present study was to investigate how to maintain posture and to reduce pain and fatigue for nurses, with an exoskeleton adapted to the work at hospital.

METHODS

The exoskeleton was used between 2022 to 2023 at Foch Hospital, France. Phase 1 consisted of the selection of the exoskeleton, and Phase 2 included the testing of the device by the nurses and a questionnaire to assess it.

RESULTS

The "active" ATLAS model from JAPET, ensuring lumbar protection, was selected because it corresponds to all the specification criteria to tackle the nurses' unmet need. Among the 14 healthcare professionals, 86% were women; the age of the nurses was between 23 years old and 58 years old. The global median satisfaction score of the nurses relative to the use of the exoskeleton was 6/10. The median impact of the exoskeleton on nurses' fatigue was 7/10.

CONCLUSIONS

The implementation of the exoskeleton received global positive qualitative feedback from the nurses concerning the improvement of posture and the reduction in fatigue and pain.

Quality of Nursing Work Life among Nurses in Saudi Arabia: A Descriptive Cross-Sectional Study

Background: Quality of working life (QWL) is a multidimensional concept that describes an employee's satisfaction with several work life elements. Quality of nurse working life is considered as a stepping stone for health services improvement, as it affects job satisfaction which, in turn, affects the performance of nurses. Understanding and investigating the nurses' quality of work life in Saudi Arabia is needed for improvement actions. Objectives: This study aimed to examine the quality of nursing work life (QNWL) among nurses working in Saudi Arabia and to determine the association between demographic variables and quality of work life among nurses. Methods: It was a cross-sectional design using Brooks' quality of nursing work life survey. It was distributed among nurses over the kingdom of Saudi Arabia. Results: There were 860 nurses participating in the study. The mean total score for the participants was 174.5+/- 30.3, indicating moderate to high QNWL. The highest score achieved by the nurses was for the work world context (4.29) while the lowest score was for work design dimension (3.92). The study revealed that nationality, income, and shift duration, having a dependent person, and having family accompany the nurse as significant factors affecting the quality of work life among the nurses. Conclusion: A novel contribution of the current study was that the demographic characteristics of the participants, including nationality, income, having family accompany the nurse, having an independent child, or spouse or parents, and shift duration, tended to have a statistically significant correlation with QNWL. The comprehensive results of this study have practical implications whereby authority bodies can create regulatory plans for enhancing satisfaction and performance over the sole utilization of job satisfaction measurements and can thereby improve nurses' retention and turnover rates.

Evaluation of the Moral Distress Intensity and Its Relationship with the Quality of Work Life among Nurses Working in Oncology Wards in Shiraz, Southwest of Iran

Background. Moral distress defined as an incident that prevents the appropriate functioning of individuals in spite of having the required knowledge. Nurses are commonly exposed to moral distress while doing their professional roles, which can influence the quality of their work life. The present study aimed to assess the relationship between the moral distress intensity and work life quality amongst nurses. Methods. In this descriptive-correlational study, 180 nurses working in oncology wards were selected through census based on inclusion criteria (associate or higher degrees, having at least six months of clinical work experience, and not suffering from anxiety disorders). The data were collected using Corley’s questionnaire (2001) and Brooks’ investigation of work life quality of nurses (2001). Then, the data were entered into the SPSS 22 software and were analyzed using the Independent Sample $t$ -test, One-way ANOVA, and Pearson’s correlation coefficient. Results. The nurses’ mean scores of moral distress and work life quality were $136.63\pm 27.39$ and $133.83\pm 25.40$ , respectively. The results revealed a negative significant relationship between the nurses’ moral distress and work life quality ( $P<0.001$ ) ( $r=-0.53$ ). There was also a significant difference between the nurses’ sex and work life quality ( $P<0.05$ ). Conclusion. Identifying the moral distress intensity and work life quality of nurses and proper planning from the authorities can improve job satisfaction in nurses and resulting to higher quality of care.

Translation and validation of the Work-Related Quality of Life Scale (WRQoLS-2) in a nursing cohort

OBJECTIVES

The purpose of this study was to translate the Work-Related Quality of Life Scale (WRQoLS-2) into Chinese and validate the capacity of the tool to effectively measure this concept in a cohort of nursing professionals from mainland China.

METHODS

The Chinese version of the WRQoLS-2 (WRQoLS-2C) was developed using forward and backward language translation. In total, 639 nurses were invited to complete the WRQoLS-2C. Two weeks later, 79 (12.4%) nurses were retested. Construct validity was analysed using exploratory and confirmatory factor analysis (EFA, CFA). Cronbach's α and the intraclass correlation coefficient (ICC) were used to assess internal consistency, reliability and test-retest reliability. Correlation between the WRQoLS-2C and the Quality of Nursing Work Life scale (QNWL) total score was used to assess criterion-relation validity.

RESULTS

A seven-factor structure was revealed and confirmed using EFA (explaining 70.3% of the variance) and CFA (χ²= 680.39, df = 413, χ²/df = 1.65, p < 0.001). The goodness-of-fit index was 0.88, and adjusted goodness-of-fit index 0.86 indicating a reliable model. The internal consistency (Cronbach's α = 0.94) and test-retest reliability (ICC = 0.84) of the WRQoLS-2C were high. The correlation coefficient between the WRQoLS-2C and QNWL total scores was 0.79 (p < 0.01).

CONCLUSION

The WRQoLS-2C was a reliable and valid instrument that can be used to assess WRQoL in the mainland China nursing profession.

IMPACT STATEMENT

There are few options available to assess work related quality of life in Chinese language. This study has confirmed that the WRQoLs-2C is an effective instrument to measure this concept in nurses from mainland China.

PLAIN LANGUAGE SUMMARY (PLS)

Work related quality of life is an important predictor of workplace turnover intension. Managers can take measures to improve work related quality of life and reduce employee attrition. There are very few tools to measure work related quality of life and fewer in Chinese language. We translated the WRQoLS-2 into Chinese according to Brislin's translation model, following cross-cultural adaption guidelines, and verified its reliability and validity in a cohort of mainland Chinese nurses. The translated instrument has good reliability and validity in nurses, but has not yet been verified in other occupational groups.

Quality of Nursing Work Life and Level of Stress Across different regions in Saudi Arabia

AIM

This study investigates the quality of nursing work life and level of stress at hospitals located in different regions in Saudi Arabia.

BACKGROUND

Nursing staff are at increased risk of distress and are exposed to a variety of wear-generating elements that may influence the professional quality of work life.

METHODS

A quantitative, cross-sectional and snowball sampling was used to collect data (n=303) among nurses across different regions in Saudi Arabia using an electronic survey.

RESULTS

Most respondents were 26-35 years of age (67.7%), women (90.8%), and staff nurses (61.4%). The total mean QNWL score was 147.9 (SD = 30.0), and the total mean stress score was 14.8 (SD = 6.08). A significant correlation was found between stress score and total quality of nursing work life score and its domains (p < 0.001). A higher stress score was associated with older age (>35 years), Saudi nationality, and sub degree education. Better quality of nursing work life scores for nurses working (<30 h) while poor score was associated with working experience in the current unit (<5 years).

CONCLUSION

Stress negatively affects the quality of nursing work life of nurses. More working experience with shorter working hours improves the quality of nursing work life.

IMPLICATIONS FOR NURSING MANAGEMENT

Collaboration with open communication to support nurses through promotion of working condition and psychological well-being for adequate quality of nursing work life is crucial by all management levels.

Occupational stress, dyadic adjustment and quality of work-life in married nurses: Moderating effects of dyadic coping

AIMS

This study aimed to evaluate whether stress communication and supportive dyadic coping moderate the effects of occupational stress on dyadic adjustment and the quality of work-life of nurses.

BACKGROUND

Nurses are at higher risk for occupational stress, work-family conflict, and the challenge of balancing job and family roles. However, in recent studies, the impact of dyadic coping strategies in dealing with work-family stress in those couples has not received adequate attention.

DESIGN

This study was a cross-sectional study.

METHODS

The research sample comprised 591 nurses recruited through announcements in hospitals and health centres in Iran between May 2018 and February 2019. They completed the Expanded Nursing Stress Scale, the Dyadic Coping Inventory, the Dyadic Adjustment Scale, and the Quality of Nursing Work Life questionnaire. Hierarchical regression was utilized.

RESULTS

Results indicated that there was a negative relationship between occupational stress and dyadic adjustment, and quality of work-life. Stress communication and supportive dyadic coping moderated the association between occupational stress and dyadic adjustment as well as the quality of work-life.

CONCLUSION

The current findings suggest that the nurses who use dyadic coping strategies to deal with occupational stress report a higher level of adjustment and quality of work-life.

Factors affecting the quality of work-life of nurses: a correlational study

BACKGROUND

Quality of work-life is an important factor in the recruitment and retention of the nursing workforce and their work productivity.

AIMS

This study aimed to identify factors that affect the quality of work-life of nurses.

METHODS

In this correlational study, 239 nurses employed in a tertiary teaching hospital in Iran completed the study questionnaires, including the quality of work-life questionnaire. The associations between potential independent variables and quality of work-life were examined using multivariate regression analysis.

RESULTS

Participants were mostly women (80.33%) and within the age range of 30-45 years (71.54%). Working in other hospitals, having a second job and health information-seeking behaviours were significant predictors of quality of work-life, explaining 28.68% of the total variance in quality of work-life of nurses.

CONCLUSIONS

Improving working standards may prevent nurses from working extra hours or in different occupations. This, along with facilitating the health information-seeking behaviours of nurses, may help improve their quality of work-life by maintaining a better work-life balance and acquiring knowledge and skills that can help with effective management of work and life commitments.

Relationship between Quality of Nursing Work Life and Uniformed Nurses' Attitudes and Practices Related to COVID-19 in the Philippines: A Cross-Sectional Study

(1) Background: Coronavirus disease 2019 (COVID-19) has spread rapidly worldwide. Uniformed nurses have played a critical role during the COVID-19 pandemic in the Philippines; however, uptake of literature is limited. This study assessed the relationship between quality of nursing work life (QNWL) and nurses’ attitudes and practices during the COVID-19 pandemic. (2) Methods: A descriptive cross-sectional design was used. Participants were recruited from four government hospitals in the Manila metropolitan area of the Philippines. Participants completed three questionnaires in an online survey: a demographic questionnaire, a QNWL questionnaire, and the attitude and practices toward COVID-19 questionnaire. Descriptive statistics, an independent t-test, a one-way analysis of variance, the Pearson correlation coefficient, and hierarchical linear regression were applied for data analysis. (3) Results: The mean age of the participants was 29 years. Most of the participants were single women who were not certified in their specialties. A total of QNWL scores were high, indicating that the participants displayed favorable attitudes and practices in relation to COVID-19. A statistically significant relationship was observed between QNWL, specialty certification, and practices related to COVID-19. Practices related to COVID-19 were a significant predictor of QNWL and one of its subscales, work design. (4) Conclusion: Young adult uniformed nurses in the Philippines have assumed numerous responsibilities during the COVID-19 pandemic. Providing these frontline nurses with comprehensive specialized education and training is crucial.

Iranian nurses' perception of the public image of nursing and its association with their quality of working life

Aim

To investigate the association between the nurses’ perception of the public image (PI) of nursing and the quality of nursing work life (QNWL).

Design

A descriptive correlational study.

Methods

250 nurses of 12 hospitals affiliated with Tabriz University of Medical Sciences were sampled using a proportionate stratified sampling technique. Porter Nursing Image Scale and Brooks QNWL Scale were used for collecting data.

Results

There was a significant positive correlation between nurses’ perception of their public image and QNWL (r = .158, p = .012). Nurses’ perception of their PI along with other significant predictors including gender, age, position, work shifts, residency, financial status, level of family support, spouse's education and spouse's job significantly explained 15.2% of the predictability of QNWL (F_(10,175) = 3.017, p = .001). Findings imply that enhancement of nurses' psychological status (nurses' perception of the public image of their profession) may improve their functional status (quality of nursing work life).

Relationship between quality of work life and caring behaviors among emergency nurses

Purpose

This study aimed to determine the relationship between quality of nurse work life (QNWL) and caring behaviors among emergency nurses.

Design/methodology/approach

In this cross-sectional study, a total of 168 emergency nurses were selected from eight hospitals in the metropolitan of Tabriz, East Azerbaijan Province, Iran. Data were collected in the first six months of 2018 by Brooks' QNWL questionnaire and Wolf's Caring Behaviors Inventory. Multiple linear regression analysis was used to analyze the data.

Findings

The overall QNWL scores were low to moderate. The highest scores were related to the work design and home/ life dimensions. Nurses' care behaviors were focused on the physical aspect of care, so that the highest scores for dimensions of caring behaviors belonged to the professional knowledge and skill followed by the attentiveness to the others' experience and the lowest belonged to the positive connectedness. The results of the multiple linear regression analysis showed that the model with the three variables of work context, male gender, and age group 51–60 years was significant.

Research limitations/implications

This study used cross-sectional data for analysis, which limits the ability to establish causality. It is therefore suggested that future studies should use longitudinal designs to strengthen the acceptability of causality. Longitudinal designs will also help to assess changes of QNWL within units of observation over time. Moreover, this study was conducted in the educational treatment centers of Tabriz. Therefore, further studies should be carried out on nurses in the ED of East Azerbaijan and the northwestern provinces of Iran to allow generalization of the research results concerning macro-policymaking to improve the QNWL of these nurses and their caring behaviors.

Practical implications

For providing high quality care to patients, it is necessary to pay more attention to the communication and emotional aspects of patient care. Nurses' QWL, especially in the work context dimension, should be enhanced to improve the caring behaviors of nurses.

Social implications

Also considering that the work world dimension had the lowest score in QNWL, policymakers' efforts should continue for changing public attitudes toward the nursing profession and balancing the nurses' income based on their performance in the healthcare system to maintain the social prestige of the profession among the community. The media, political and public support can play a pivotal role in improving the image of nursing in society, increasing motivation among Iranian nurses and promoting the QNWL, which will result in higher levels of quality of care as well as greater patient satisfaction.

Originality/value

The results of this study show a positive correlation between the work context and caring behaviors and suggest that the use of strategies for improving the features of work context may be able to improve nurses' caring behaviors. In order to provide holistic care for our patients, we need changes in the conditions and work context of nurses so that nurses can like the physical aspect of care, pay attention to its psychological aspect.

The quality of work life and turnover intentions among Malaysian nurses: the mediating role of organizational commitment

BACKGROUND

Understanding the factors influencing nurses' turnover intention, particularly the work life quality and commitment to organization, is important to all countries suffering from nursing shortage. The study aims to determine the mediating role of commitment to organization on work life quality and its relationship with turnover intention among Malaysian nurses.

METHODS

A descriptive cross-sectional design, using a self-report survey was conducted on 430 nurses from a teaching hospital from February to April 2019. A structural equation model version 3 was used for testing study hypotheses.

RESULTS

The mediating effect (indirect effect) of organizational commitment on the relationship between work life quality and turnover intention (QWL→OC→IT) was negative with path coefficient - 0.234, whereas the direct effect of work life quality on turnover intention (QWL→IT) was negative with smaller path coefficient - 0.228. This means that the relationship between work life quality and turnover intention was partially mediated by the organizational commitment (P < 0.001).

CONCLUSION

Organizational commitment has a negative partial mediating effect between work life quality of nurses and intention of turnover in teaching hospitals where the organizational commitment significantly reduced the nurses' intention to leave. The study findings can guide nursing managers to be carefully attended to the levels of nurses' commitment to their organization.

Quality of Work Life and Burnout in Healthcare Workers in Turkey

Quality of work life (QWL) is important to healthcare organisations that aim to increase patient and employee satisfaction and produce quality healthcare services. The literature lacks research investigating the relationship between QWL and burnout among in healthcare professionals. The purpose of this study is to determine healthcare workers’ QWL and burnout levels and to investigate whether there is a correlation them. The research population consisted of all healthcare workers serving in a public hospital in Ankara. The study did not make a sample selection but tried to access the entire population; a total of 328 usable surveys were obtained. ‘Quality of Work Life Scale’ and ‘Maslach Burnout Inventory’ scales were used for this research. A correlation analysis was performed to determine the correlation between healthcare workers’ QWL and burnout levels. The analysis results showed that healthcare workers had ‘good’ perceived QWL and ‘moderate’ level of burnout. Additionally, there was a statistically significant but weak correlation between healthcare workers’ levels of QWL and burnout (ρ = 0.184; p = 0.0008). Results can be used by healthcare managers to implement appropriate initiatives to improve QWL and reduce burnout of healthcare workers.

Quality of work life and factors associated with it among nurses in public hospitals, Iran

BACKGROUND

There is an acute shortage of nurses worldwide including Iran. Quality of work life is important for nurses as it affects the safety and quality of care provided for patients as well as organizational factors. The aim of this study was to describe the status of quality of work life and to explore its predictors among nurses in Iran.

METHODS

A cross-sectional study was conducted on 2391 nurses in 85 Iranian public hospitals, selected through the convenience sampling. Data were collected using demographic information and the quality of work life questionnaires.

RESULTS

The mean score for total quality of work life was 2.58, indicating a low level of self-reported quality of work life, with 69.3% of nurses dissatisfied with their work life. The major influencing factors were inadequate and unfair payment, lack of solving staff problems by organization and poor management support, job insecurity, high job stress, unfair promotion policies, and inadequate involvement in the decision-making. Significant predictors in the multivariate analysis for lower quality of work life were male gender, being single, older age, having lower educational levels, and working in teaching hospitals.

CONCLUSION

The quality of nursing work life was at a low level and needs improvement interventions. The predictors identified allow for more targeted interventions. Nursing managers and policymakers should develop and implement successful strategies appropriately to improve the quality of work life. This includes the payments, organizational and managerial support, job security, fair promotion policies, and measures to reduce job stress.

Quality of nursing work life and turnover intention among nurses of tertiary care hospitals in Riyadh: a cross-sectional survey

Background

Nurse turnover has a negative impact on the ability to meet patient needs and provide a high quality of care, which may create more stress on other staff due to increased workloads. This can lead to critical changes in the behavior of nurses towards their jobs resulting in low work satisfaction, low productivity, and leaving the organization. Thus, this study aimed to assess the quality of nursing work life (QNWL), to explore the nurses’ turnover intention and to examine the correlation between QNWL and nurses’ turnover intention.

Methods

A cross-sectional survey was conducted on nurses with at least 1 year of nursing experience at two hospitals selected randomly from Riyadh, Saudi Arabia: King Fahad Medical City and King Faisal Specialized Hospitals. Data were collected using a self-administered questionnaire comprising four sections (Brooks’ survey of QNWL, Anticipated Turnover Scale (ATS), open-ended questions and demographic characteristics).

Results

A sample of 364 nurses was recruited. Results proposed that the participants were dissatisfied with their work life (54.7%), with almost 94% indicating a turnover intention from their current hospital. Moreover, 154 (93.3%) out of 165 nurses who reported satisfaction with QNWL indicated the intention to turnover. The correlation between QNWL and ATS for binary variables was too week (r = − 0.024) and statistically not significant (p = 0.206).

Conclusion

The QNWL and nurse turnover are challenging issues for healthcare organizations because of its consequences and impact on patient care. Our study provided critical findings low indication satisfaction of nurses with their QNWL and a high turnover intention. The results of this study could be used as a nexus for the development of regulations and practical strategies to enhance QNWL and to decrease the turnover.

Factors predicting quality of work life among nurses in tertiary-level hospitals, Bangladesh

AIM

This study examined the level of quality of work life and predictability of years of education, monthly income, years of experience, job stress, organizational commitment and work environment on quality of work life among nurses in tertiary-level hospitals in the People's Republic of Bangladesh.

BACKGROUND

There is an acute shortage of nurses worldwide including Bangladesh. Quality of work life is important for quality of patient care and nurse retention. Nurses in Bangladesh are fighting to provide quality care for emerging health problems for the achievement of sustainable development goals.

METHODS

We collected data from 288 randomly selected registered nurses, from six tertiary-level hospitals. All nurses were requested to fill questionnaire consisted of Demographic Data Sheet, Quality of Nursing Work Life Survey, Expanded Nursing Stress Scale, Questionnaire of Organizational Commitment and Practice Environment Scale of the Nursing Work Index. Data were analysed by descriptive statistics and multiple regression.

RESULTS

The quality of work life as perceived by nurses in Bangladesh was at moderate level. Monthly income was found as the best predictor followed by work environment, organizational commitment and job stress.

DISCUSSION

A higher monthly income helps nurses to fulfil their personal needs; positive work environment helps to provide quality care to the patients.

LIMITATION

Quality of work life and predictors measured by self-report only may not reflect the original picture of the quality of work life among nurses.

CONCLUSION AND POLICY IMPLICATIONS

Findings provide information for nursing and health policymakers to develop policies to improve quality of work life among nurses that can contribute to quality of nursing care. This includes the working environment, commitment to the organization and measures to reduce job stress.

The quality of work life of registered nurses in Canada and the United States: a comprehensive literature review

BACKGROUND

Workplace environment is related to the physical and psychological well-being, and quality of work life (QWL) for nurses.

OBJECTIVE

The aim of this paper was to perform a comprehensive literature review on nurses' quality of work life to identify a comprehensive set of QWL predictors for nurses employed in the United States and Canada.

METHODS

Using publications from 2004-2014, contributing factors to American and Canadian nurses' QWL were analyzed. The review was structured using the Work Disability Prevention Framework. Sixty-six articles were selected for analysis.

RESULTS

Literature indicated that changes are required within the workplace and across the health care system to improve nurses' QWL. Areas for improvement to nurses' quality of work life included treatment of new nursing graduates, opportunities for continuing education, promotion of positive collegial relationships, stress-reduction programs, and increased financial compensation.

CONCLUSIONS

This review's findings support the importance of QWL as an indicator of nurses' broader work-related experiences. A shift in health care systems across Canada and the United States is warranted where health care delivery and services are improved in conjunction with the health of the nurses working in the system.

Validation of the Chinese version of the Quality of Nursing Work Life scale

Quality of Nursing Work Life (QNWL) serves as a predictor of a nurse's intent to leave and hospital nurse turnover. However, QNWL measurement tools that have been validated for use in China are lacking. The present study evaluated the construct validity of the QNWL scale in China. A cross-sectional study was conducted conveniently from June 2012 to January 2013 at five hospitals in Guangzhou, which employ 1938 nurses. The participants were asked to complete the QNWL scale and the World Health Organization Quality of Life abbreviated version (WHOQOL-BREF). A total of 1922 nurses provided the final data used for analyses. Sixty-five nurses from the first investigated division were re-measured two weeks later to assess the test-retest reliability of the scale. The internal consistency reliability of the QNWL scale was assessed using Cronbach's α. Test-retest reliability was assessed using the intra-class correlation coefficient (ICC). Criterion-relation validity was assessed using the correlation of the total scores of the QNWL and the WHOQOL-BREF. Construct validity was assessed with the following indices: χ2 statistics and degrees of freedom; relative mean square error of approximation (RMSEA); the Akaike information criterion (AIC); the consistent Akaike information criterion (CAIC); the goodness-of-fit index (GFI); the adjusted goodness of fit index; and the comparative fit index (CFI). The findings demonstrated high internal consistency (Cronbach's α = 0.912) and test-retest reliability (interclass correlation coefficient = 0.74) for the QNWL scale. The chi-square test (χ2 = 13879.60, df [degree of freedom] = 813 P = 0.0001) was significant. The RMSEA value was 0.091, and AIC = 1806.00, CAIC = 7730.69, CFI = 0.93, and GFI = 0.74. The correlation coefficient between the QNWL total scores and the WHOQOL-BREF total scores was 0.605 (p<0.01). The QNWL scale was reliable and valid in Chinese-speaking nurses and could be used as a clinical and research instrument for measuring work-related factors among nurses in China.

Psychometric properties of the Chinese-version Quality of Nursing Work Life Scale

In this study, we developed and tested the psychometric properties of the Chinese-version Quality of Nursing Work Life Scale along seven subscales: supportive milieu with security and professional recognition, work arrangement and workload, work/home life balance, head nurse's/supervisor's management style, teamwork and communication, nursing staffing and patient care, and milieu of respect and autonomy. An instrument-development procedure with three phases was conducted in seven hospitals in 2010-2011. Phase I comprised translation and the cultural-adaptation process, phase II comprised a pilot study, and phase III comprised a field-testing process. Purposive sampling was used in the pilot study (n = 150) and the large field study (n = 1254). Five new items were added, and 85.7% of the original items were retained in the 41 item Chinese version. Principal component analysis revealed that a model accounted for 56.6% of the variance with acceptable internal consistency, concurrent validity, and discriminant validity. This study gave evidence of reliability and validity of the 41 item Chinese-version Quality of Nursing Work Life Scale.

Quality of work life as a predictor of nurses' intention to leave units, organisations and the profession

AIM

To examine the relationships between quality of work life (QWL) and nurses' intention to leave their unit (ITLunit), organisation (ITLorg) and profession (ITLpro).

BACKGROUND

The high turnover rate among nurses presents a major challenge to health care systems across the globe. QWL plays a significant role in nurses' turnover.

METHODS

A descriptive cross-sectional survey design was conducted via purposive sampling of 1283 hospital nurses and administering the Chinese version of the Quality of Nursing Work Life scale (C-QNWL), a three-ITL-type scale questionnaire, and a demographic questionnaire for individual- and work-related variables. Descriptive data, correlations, and ordinal regression models were analyzed.

RESULTS

QWL predicted ITLpro and ITLorg better than ITLunit. Three QWL dimensions (work arrangement and workload, nursing staffing and patient care, and work-home life balance) were significantly predictive of all three ITL measures. However, the dimension of teamwork and communication was only predictive for ITLunit, not for ITLorg and ITLpro.

CONCLUSIONS

Different patterns of QWL dimensions are predictive of ITLunit, ITLorg, and ITLpro.

IMPLICATIONS FOR NURSING MANAGEMENT

The study provides important information to nurse administrators about the aspects of QWL that most commonly lead nurses to leave their units, organisations, and even the profession itself.

Evaluating and improving nurses' health and quality of work life

This article discusses evaluating and improving the health and quality of work life (QOWL) of nurses. Nurses are reported to have higher illness, disability, and absenteeism rates than all other health care workers. Research suggests that QOWL impacts nurses' health and the provision of quality health care, particularly patient safety. Occupational health nurses have a pivotal role in evaluating and improving nurses' QOWL and health. This will ensure quality health outcomes for nurses and patients and reduce costs for the health care system.

Evaluating and improving nurses' health and quality of work life

This article discusses evaluating and improving the health and quality of work life (QOWL) of nurses. Nurses are reported to have higher illness, disability, and absenteeism rates than all other health care workers. Research suggests that QOWL impacts nurses' health and the provision of quality health care, particularly patient safety. Occupational health nurses have a pivotal role in evaluating and improving nurses' QOWL and health. This will ensure quality health outcomes for nurses and patients and reduce costs for the health care system.

Qualidade de vida relacionada à saúde de filhos de profissionais da área de saúde

Neste estudo mensuramos a qualidade de vida relacionada à saúde (QVRS) e a fadiga de filhos de profissionais da área da saúde, com idades entre 2 e 11 anos, e avaliamos os hábitos diários e o sono dessas crianças e dos respectivos pais. Foram incluídas no estudo crianças de uma escola pública. Dados demográficos e dados de hábitos diários foram colhidos. A QVRS, o sono e a fadiga foram mensurados por questionários. Participaram 249 pais - 63,5% referiram sono adequado e 47,4% acordavam cansados. A média da idade das crianças foi 5,6 anos - 62,2% assistiam televisão no quarto, 50% usavam computador (> 4 horas/dia) e 27,8% faziam atividades físicas extracurriculares. O escore do sono foi de 45,8 ± 12,2. Os escores de QVRS foram mais elevados no aspecto físico e mais baixos no emocional. Detectamos que o sono de pior qualidade dos filhos e dos pais pode estar relacionado à pior QVRS dos filhos. Concluímos que os hábitos inadequados dos pais, bem como das crianças, estão relacionados a uma diminuição da QVRS dos filhos, especialmente no aspecto emocional.

Quality of work life among primary health care nurses in the Jazan region, Saudi Arabia: a cross-sectional study

BACKGROUND

Quality of work life (QWL) is defined as the extent to which an employee is satisfied with personal and working needs through participating in the workplace while achieving the goals of the organization. QWL has been found to influence the commitment and productivity of employees in health care organizations, as well as in other industries. However, reliable information on the QWL of primary health care (PHC) nurses is limited. The purpose of this study was to assess the QWL among PHC nurses in the Jazan region, Saudi Arabia.

METHODS

A descriptive research design, namely a cross-sectional survey, was used in this study. Data were collected using Brooks' survey of quality of nursing work life and demographic questions. A convenience sample was recruited from 134 PHC centres in Jazan, Saudi Arabia. The Jazan region is located in the southern part of Saudi Arabia. A response rate of 91% (n = 532/585) was achieved (effective response rate = 87%, n = 508). Data analysis consisted of descriptive statistics, t-test and one way-analysis of variance. Total scores and subscores for QWL items and item summary statistics were computed and reported using SPSS version 17 for Windows.

RESULTS

Findings suggested that the respondents were dissatisfied with their work life. The major influencing factors were unsuitable working hours, lack of facilities for nurses, inability to balance work with family needs, inadequacy of vacations time for nurses and their families, poor staffing, management and supervision practices, lack of professional development opportunities, and an inappropriate working environment in terms of the level of security, patient care supplies and equipment, and recreation facilities (break-area). Other essential factors include the community's view of nursing and an inadequate salary. More positively, the majority of nurses were satisfied with their co-workers, satisfied to be nurses and had a sense of belonging in their workplaces. Significant differences were found according to gender, age, marital status, dependent children, dependent adults, nationality, nursing tenure, organizational tenure, positional tenure, and payment per month. No significant differences were found according to education level of PHC nurses and location of PHC.

CONCLUSIONS

These findings can be used by PHC managers and policy makers for developing and appropriately implementing successful plans to improve the QWL. This will help to enhance the home and work environments, improve individual and organization performance and increase the commitment of nurses.

The relationship between quality of work life and turnover intention of primary health care nurses in Saudi Arabia

Background

Quality of work life (QWL) has been found to influence the commitment of health professionals, including nurses. However, reliable information on QWL and turnover intention of primary health care (PHC) nurses is limited. The aim of this study was to examine the relationship between QWL and turnover intention of PHC nurses in Saudi Arabia.

Methods

A cross-sectional survey was used in this study. Data were collected using Brooks’ survey of Quality of Nursing Work Life, the Anticipated Turnover Scale and demographic data questions. A total of 508 PHC nurses in the Jazan Region, Saudi Arabia, completed the questionnaire (RR = 87%). Descriptive statistics, t-test, ANOVA, General Linear Model (GLM) univariate analysis, standard multiple regression, and hierarchical multiple regression were applied for analysis using SPSS v17 for Windows.

Results

Findings suggested that the respondents were dissatisfied with their work life, with almost 40% indicating a turnover intention from their current PHC centres. Turnover intention was significantly related to QWL. Using standard multiple regression, 26% of the variance in turnover intention was explained by QWL, p < 0.001, with R² = .263. Further analysis using hierarchical multiple regression found that the total variance explained by the model as a whole (demographics and QWL) was 32.1%, p < 0.001. QWL explained an additional 19% of the variance in turnover intention, after controlling for demographic variables.

Conclusions

Creating and maintaining a healthy work life for PHC nurses is very important to improve their work satisfaction, reduce turnover, enhance productivity and improve nursing care outcomes.

The nursing profession in Saudi Arabia: an overview

AIM

The study aims to provide an overview of the nursing profession in Saudi Arabia, including its history, educational development, workforce and professional practice.

BACKGROUND

Saudi Arabia is faced with a chronic shortage of Saudi nurses, accompanied by high rates of turnover. Expatriate nurses form a large proportion of the nursing workforce in Saudi healthcare facilities, with Saudis comprising only 29.1% of the total nursing workforce. Despite the fact that the proportion of Saudi nurses is very low in general, this rate is lower in the private health sector where local nurses comprise only 4.1% of the total.

METHODS

Data relating to the nursing profession in Saudi Arabia were extracted from published literature identified through search of a range of publically available databases such as Medline, CINAHL, Google Scholar, Saudi health databases, Saudi health journals, government reports and relevant texts. Obtained information was evaluated for relevance and grouped on a thematic basis.

CONCLUSION

The status of nursing in Saudi Arabia should be enhanced in order to make it a worthwhile career. The media should engage in helping to promote a positive image of the nursing profession. The education sector should reconsider the length of nursing training (5 years compared with 3 years in many developed countries) while maintaining competent and safe practice. Reducing the financial burden on the nursing student through provision of additional financial support would encourage more students. In particular, nurses should be paid a full salary during the intern year as currently occurs with medical students.

Surveying Nurses

While surveys of nurses are an important tool in health services and policy research, they are often characterized by low response rates. The authors conducted a systematic review of 22 published reports of efforts to improve response rates to nurse surveys. Two general strategies were explored in this literature: incentive and design-based approaches. Even small financial incentives were found to be effective in improving nurse survey participation. Token nonmonetary incentives, in contrast, were much less effective. In terms of design strategies, postal and telephone strategies have generally been more successful than have fax or web-based approaches, with evidence also supporting use of mixed-mode surveys in this population. In addition, use of first-class stamps on return envelopes as well as questionnaires personalized and endorsed by legitimizing professional associations were also more likely to be successful. Researchers should continue to implement evidence-based strategies in order to improve the survey response of nurses.

Critical perspectives in the study of nursing work

PURPOSE

The purpose of this article is to critique extant nursing research on nursing practice environments by juxtaposing it with critical sociological perspectives on nurses' work and to propose an alternative paradigm for future research based on these perspectives.

DESIGN/METHODOLOGY/APPROACH

The extant nursing/health services research on nursing practice environments is reviewed. Sociological concepts are introduced, expanded on, and linked to the variables measured in the nursing literature.

FINDINGS

The substantial body of nursing research about nurses' job satisfaction has been targeted to management concerns and has taken the positivistic perspective that is traditional in organizational research. However, attempts to address nurses' working situations using expedient solutions obscure any consideration of underlying influencers. Several well-developed sociological concepts pertaining to gender, knowledge, professionalization, and organizations have direct relevance for the study of nurses' work and can provide new perspectives for deeper questioning about nurses' work experiences.

ORIGINALITY/VALUE

Unprecedented organizational restructuring in health care has had a profound impact on the practice of nursing, prompting health system administrators and nursing researchers to study the consequences of system change and devise solutions. This paper presents a discussion of typically disconnected perspectives in the study of work (management and sociological) in order to reframe what is known about the factors influencing the quality of nurses' working lives and to provide a conceptual foundation for deeper and more critical research about nurses' work.

Quality of Nursing Worklife

A critical appraisal of the construct of quality of nursing worklife is presented in an interview with Dr. Beth Brooks. Dr Brooks makes a strong case for better understanding of nursing worklife as essential to healthcare in the future.

The nature nursing quality of work life: an integrative review of literature

Studies that have examined the nursing quality of work life (QWL) have not been systematically reviewed in the recent years. Thus, the current study was aimed to identify the predictors of the nurses' QWL and determine the definitions of QWL for nurses. The authors used an integrative review of the literature and identified six themes as the major predictors of the nurses' QWL: leadership and management style/decision-making latitude, shift working, salary and fringe benefits, relationship with colleagues, demographic characteristics, and workload/job strain. Although different researchers had varied perspectives on the QWL in nursing, most viewed QWL as a subjective phenomenon that is influenced by personal feeling and perceptions. A closer review of definitions of QWL indicated that some authors considered QWL as an "outcome," whereas others saw it as a "process." Further research needs to be conducted to determine the relative importance of QWL predictors, and implementation programs to improve the QWL.

Assessing and redesigning the nursing practice environment

With an aging population, aging nurse workforce, and high nurse vacancy rates, our hospital had a clear mandate to assess and redesign our practice environment. The authors describe a project created to provide a framework for current and ongoing evaluation of the practice environment.