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Mammen BN, Lam L, Hills D. Newly qualified graduate nurses' experiences of workplace incivility in healthcare settings: An integrative review. Nurse Educ Pract 2023; 69:103611. [PMID: 37002995 DOI: 10.1016/j.nepr.2023.103611] [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: 09/26/2022] [Revised: 02/21/2023] [Accepted: 03/19/2023] [Indexed: 04/03/2023]
Abstract
AIM To explore, identify and integrate the existing knowledge to categorise the characteristics, likelihood, and consequences of workplace incivility among newly qualified graduate registered nurses. A particular focus of this review is on the experiences of new nurses related to these negative workplace behaviours and the strategies employed by these nurses and their organisations to manage workplace incivility. BACKGROUND Workplace incivility has been widely recognised as a global problem in healthcare settings and is known to affect nurses in all facets of their professional and personal life. This might be particularly harmful for newly qualified graduate nurses, as they are unprepared to deal with this uncivil culture. DESIGN An integrative review of the global literature, conducted according to the Whittemore and Knafl framework. METHODS Database searches (CINAHL, OVID Medline, PubMed, Scopus, Ovid Emcare and PsycINFO), and manual searching generated an aggregate of 1904 articles, which were further screened based on inclusion criteria and eligibility using the Mixed Methods Appraisal Tool (MMAT). Peer-reviewed empirical studies that explored the workplace incivility experiences of new graduate nurses were included in this review. Extracted data were grouped to develop themes and sub-themes. RESULTS This review included 14 studies in total with seven quantitative and seven qualitative studies. The data collected from these studies were categorised according to the research questions into a) expectations of civility, b) experiences and exposure to workplace incivility, c) forms and characteristics of incivility, d) sources of incivility, e) consequences of incivility, and f) managing and coping with incivility. Across studies, graduate nurses' views about the prestige and power of the nursing profession are conflicted due to experiences of incivility in clinical practice. New graduate nurses experienced a high but variable prevalence of incivility from their co-workers (25.6-87 %), with manifestations of incivility varying greatly, including eye rolling, yelling, exclusion and sexual harassment. Included studies primarily focused on professional and organisational effects and their outcomes relative to the physical and psychological effects on new nurses. CONCLUSION Findings from the literature demonstrate that incivility directed toward newly qualified graduate nurses is prevalent and can have significant negative impact on their self-esteem and confidence, which may ultimately impact on their workforce participation decisions and the quality of patient care. Supportive and empowering work environments are vital not only for improved nurse health and well-being, but also to retain new graduate nurses. The current nursing shortage emphasises the need for such conditions.
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Affiliation(s)
- Bindu Narolil Mammen
- Institute of Health and Wellbeing, Federation University Australia, Berwick, Victoria, Australia.
| | - Louisa Lam
- School of Nursing, Midwifery and Paramedicine (VIC), Faculty of Health Sciences, Australian Catholic University, Fitzroy, Victoria, Australia.
| | - Danny Hills
- Institute of Health and Wellbeing, Federation University Australia, Berwick, Victoria, Australia.
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Agee E, Boots BK, Cantu C, Hunley AN, Mains BC, McElroy S, Oertle DL, Olney A, Pontius C, Schotte AL. Newly Licensed Nurse Perceived Incivility: A Valid and Reliable Assessment Tool. J Nurs Adm 2022; 52:359-364. [PMID: 35608978 DOI: 10.1097/nna.0000000000001161] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE To test the instrument, Nursing Student Perception of Civil and Uncivil Behaviors (NSPCUB) in newly licensed nurses' (NLNs') to create a credible measure of NLNs' perceptions of civil/uncivil behaviors by RNs. BACKGROUND Uncivil behaviors in the workplace result in poor morale, absenteeism, and turnover. When targeted toward NLNs, the outcome of these behaviors can affect not only a job but a future career. METHODS A convenience sample of NLNs from 3 cohorts completed the modified NSPCUB-NLN 12-item survey. Exploratory factor analysis and reliability statistics were conducted. Concurrent validity was evaluated. RESULTS Exploratory factor analysis identified passive and active incivility subscales with high reliability (overall Cronbach's α = 0.917). Participants expressing positive experiences scored higher than those with negative experiences (P < 0.0001), supporting instrument validity. CONCLUSIONS This study demonstrated that the NSPCUB-NLN is a valid and reliable instrument for use with NLNs. This will assist nurse leaders in evaluating unit cultures for incivility, guiding interventions for a healthy work environment.
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Affiliation(s)
- Emily Agee
- Author Affiliations: Hospital-Based Clinical Instructor (Mss Agee, Boots, Cantu, Mains, Oertle, and Pontius), Nursing School Contracts; Department Director (Dr Hunley), Senior Director (Dr McElroy), and PCS Research & Project Development Coordinator (Ms Olney), Patient Care Services Research; and Nurse Residency Program Coordinator (Ms Schotte), Nursing Professional Programs, Children's Mercy, Kansas City, MO
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Al Muharraq EH, Baker OG, Alallah SM. The Prevalence and The Relationship of Workplace Bullying and Nurses Turnover Intentions: A Cross Sectional Study. SAGE Open Nurs 2022; 8:23779608221074655. [PMID: 35097205 PMCID: PMC8796075 DOI: 10.1177/23779608221074655] [Citation(s) in RCA: 8] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/31/2021] [Accepted: 01/01/2022] [Indexed: 11/23/2022] Open
Abstract
Introduction: Sustaining a healthy work environment is a major challenge for health care organizations worldwide. Nursing professionals are often exposed to workplace bullying, which imposes serious challenges to nursing retention. Objectives: To determine the prevalence of workplace bullying and turnover intention among nurses, and to investigate the relationship between workplace bullying and nurse turnover. Methods: A cross-sectional correlational design. Convenience sampling was applied, whereby 347 nurses working in a tertiary medical city in Riyadh, Saudi Arabia, were recruited. Data were collected using the Negative Acts Questionnaire and the Anticipated Turnover Scale. Results: The rate of workplace bullying was high, bullying occurred at a cumulative rate of 33.4% (n = 116). Work related bullying behaviors formed the most common bullying acts with (34.5%) followed by personal bullying with (31.1%) meanwhile physical intimidating accounted by (25.6%). Among the participants, 31.7% exhibited a high turnover intention. The demographic variable age was revealing an inverse correlation with workplace bullying. There was a positive significant correlation between workplace bullying and turnover intentions (r = .24, p < 0.01). Conclusion: The alarming prevalence of both bullying and turnover intention among participants confirms that when nurses are exposed to workplace bullying, they are more likely to demonstrate an increased intention for turnover. Managers are urged to use proper enforcement of anti-bullying policies along with education and training to create a healthy environment and mitigate workplace bullying.
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Affiliation(s)
| | - Omar G. Baker
- Community, Psychiatric & Mental Health Nursing Department, College of Nursing, King Saud University, Riyadh, Saudi Arabia
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Bloemhof J, Knol J, Van Rijn M, Buurman BM. The implementation of a professional practice model to improve the nurse work environment in a Dutch hospital: A quasi-experimental study. J Adv Nurs 2021; 77:4919-4934. [PMID: 34605566 PMCID: PMC9293086 DOI: 10.1111/jan.15052] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/12/2021] [Revised: 08/12/2021] [Accepted: 09/16/2021] [Indexed: 12/01/2022]
Abstract
Aims To evaluate the effects of the implementation of a professional practice model based on Magnet principles on the nurse work environment in a Dutch teaching hospital. Design A quasi‐experimental study. Methods Data were collected from registered nurses working on the clinical wards and outpatient clinics of the hospital in June/July 2016 (baseline) and in June/September 2019 (measurement of effects). Participants completed the Dutch Essentials of Magnetism II survey, which was used to measure their perception of their work environment. After baseline measurements were collected, interventions based on a professional practice model incorporating Magnet principles were implemented to improve the nurse work environment. Descriptive statistics and independent t‐tests were conducted to examine differences between survey outcomes in 2016 and 2019. Results Survey outcomes revealed significant changes in the nurse work environment between 2016 and 2019. Seven of the eight subscales (essentials of magnetism) improved significantly. Score for overall job satisfaction increased from 7.3 to 8.0 and score for quality of care increased from 7.0 to 7.6. On unit level, 17 of the 19 units showed improvement in the nurse work environment. Conclusion The implementation of a professional practice model positively affects the nurse work environment, job satisfaction and quality of care. Impact Nowadays, the quality of care is threatened by workload pressure and the low autonomy experienced by nurses. Considering the global shortage of nurses and growing complexity of healthcare, it is important to invest in improving the nurse work environment. The Magnet concept created a work environment in which nurses can deliver optimal quality of care. Knowledge of how Magnet principles affect the nurse work environment in the Netherlands is missing. These study results, including the description of how the interventions were implemented, will assist other hospitals to develop improvement strategies by focusing on the nurse work environment.
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Affiliation(s)
- Janet Bloemhof
- Department of Nursing Staff, Tergooi Hospital, Hilversum, The Netherlands.,Department of Internal Medicine, Section of Geriatric Medicine, Amsterdam University Medical Center, Amsterdam, The Netherlands
| | - Jeannette Knol
- Department of Nursing Staff, Tergooi Hospital, Hilversum, The Netherlands
| | - Marjon Van Rijn
- Department of Medicine for Older People, Amsterdam Public Health Research Institute, Amsterdam University Medical Center, Amsterdam, The Netherlands.,Centre of Expertise Urban Vitality, Faculty of Health, Amsterdam University of Applied Sciences, Amsterdam, The Netherlands
| | - Bianca M Buurman
- Department of Internal Medicine, Section of Geriatric Medicine, Amsterdam University Medical Center, Amsterdam, The Netherlands.,Department of Medicine for Older People, Amsterdam Public Health Research Institute, Amsterdam University Medical Center, Amsterdam, The Netherlands.,Centre of Expertise Urban Vitality, Faculty of Health, Amsterdam University of Applied Sciences, Amsterdam, The Netherlands
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Pakyz AL, Wang H, Ozcan YA, Edmond MB, Vogus TJ. Leapfrog Hospital Safety Score, Magnet Designation, and Healthcare-Associated Infections in United States Hospitals. J Patient Saf 2021; 17:445-450. [PMID: 28452915 DOI: 10.1097/pts.0000000000000378] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/21/2022]
Abstract
OBJECTIVE Healthcare-associated infections (HAIs) pose a challenge to patient safety. Although studies have explored individual level, few have focused on organizational factors such as a hospital's safety infrastructure (indicated by Leapfrog Hospital Safety Score) or workplace quality (Magnet recognition). The aim of the study was to determine whether Magnet and hospitals with better Leapfrog Hospital Safety Scores have fewer HAIs. METHODS Ordered probit regression analyses tested associations between Safety Score, Magnet status, and standardized infection ratios, depicting whether a hospital had a Clostridium difficile infection (CDI) and methicillin-resistant Staphylococcus aureus (MRSA) bloodstream infection standardized infection ratio that was "better," "no different," or "worse" than a National Benchmark as per Centers for Disease Control and Prevention's National Healthcare Safety Network definitions. RESULTS Accounting for confounders, relative to "A" hospitals, "B" and "C" hospitals had significant and negative relationships with CDI (-0.16, P < 0.01, and -0.14, P < 0.05, respectively) but not MRSA bacteremia. Magnet hospitals had a significant and positive relationship with MRSA bloodstream infections (0.74, P < 0.001) but a significant negative relationship with CDI (-0.21, P < 0.01) compared with non-Magnet. CONCLUSIONS A hospitals performed better on CDI but not MRSA bloodstream infections. In contrast, Magnet designation was associated with fewer than expected MRSA infections but more than expected CDIs. These mixed results indicate that hospital global assessments of safety and workplace quality differentially and imperfectly predict its level of HAIs, suggesting the need for more precise organizational measures of safety and more nuanced approaches to infection prevention and reduction.
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Affiliation(s)
- Amy L Pakyz
- From the Departments of Pharmacotherapy and Outcomes Science, School of Pharmacy
| | - Hui Wang
- Biostatistics, School of Medicine
| | - Yasar A Ozcan
- Health Administration, School of Allied Health Professions, Virginia Commonwealth University, Richmond, Virginia
| | - Michael B Edmond
- Department of Internal Medicine, University of Iowa Carver College of Medicine, Iowa City, Iowa
| | - Timothy J Vogus
- Owen Graduate School of Management, Vanderbilt University, Nashville, Tennessee
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Johnson AH, Benham-Hutchins M. The Influence of Bullying on Nursing Practice Errors: A Systematic Review. AORN J 2020; 111:199-210. [PMID: 31997319 DOI: 10.1002/aorn.12923] [Citation(s) in RCA: 16] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/11/2022]
Abstract
Workplace bullying is an important nursing issue that can influence a nurse's propensity to commit practice errors. This systematic review examines the influence of bullying behaviors on nursing practice errors and includes articles from 2012 to 2017 that focus on bullying among nurses in multiple health care settings, including ORs, emergency departments, and acute inpatient and critical-care units. Analysis of 14 relevant articles revealed four themes: the influence of the work environment on nursing practice errors, individual-level connections between bullying and nursing practice errors, barriers to teamwork, and communication impairment. This review indicates that nurses perceive that bullying influences nursing practice errors and patient outcomes, although the mechanisms are unclear. Additional research is needed to elucidate the effects of bullying on nursing practice errors and patient outcomes.
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Martínez-Riera JR, Juárez-Vela R, Díaz-Herrera MÁ, Montejano-Lozoya R, Doménech-Briz V, Benavent-Cervera JV, Cabellos-García AC, Melo P, Nguyen TH, Gea-Caballero V. Qualitative Analysis by Experts of the Essential Elements of the Nursing Practice Environments Proposed by the TOP10 Questionnaire of Assessment of Environments in Primary Health Care. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:E7520. [PMID: 33076545 PMCID: PMC7602784 DOI: 10.3390/ijerph17207520] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 09/23/2020] [Revised: 10/08/2020] [Accepted: 10/11/2020] [Indexed: 12/03/2022]
Abstract
Background: A short TOP10 scale based on the Practice Environment Scale-Nursing Work Index questionnaire measures the characteristics of nursing work environments. Positive environments result in better quality care and health outcomes. Objective: To identify a small number of core elements that would facilitate more effective interventions by nurse managers, and compare them with the essential elements proposed by the TOP10. Method: Qualitative research by a nominal group of eight experts. The content analysis was combined with descriptive data. Results: Ten most important items were selected and analyzed by the expert group. A high level of consensus in four items (2, 15, 20, 31) and an acceptable consensus in five items was reached (6, 11, 14, 18, 26). The tenth item in the top ten was selected from content analysis (19). The expert group agreed 90% with the elements selected as essential to the TOP10. Conclusion: The expert group achieved a high level of consensus that supports 90% of the essential elements of primary care settings proposed by the TOP10 questionnaire. Organizational changes implemented by managers to improve working environments must be prioritized following our results, so care delivery and health outcomes can be further improved.
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Affiliation(s)
- José Ramón Martínez-Riera
- Departamento Enfermería Comunitaria, Medicina Preventiva y Salud Pública e Historia de la Ciencia, Universidad de Alicante, E-03080 Alicante, Spain;
| | - Raúl Juárez-Vela
- Department of Nursing, University of La Rioja, 26006 Logroño, La Rioja, Spain
- Research Group BMP Idi-Paz. Hospital La- Paz, Paseo de la Castellana, 261, 28046 Madrid, Spain
| | - Miguel Ángel Díaz-Herrera
- Primary Care Costa Ponent, Catalan Health Institute, Hospital Universitari General de Catalunya, Avda, De la Gran Vía de l´Hospitalet de Llobregat, 08908 Barcelona, Spain
- Hospital Universitari General de Catalunya, Carrer Pedro i Pons, 1, 08195 Sant Cugat del Vallès, Barcelona, Spain
| | - Raimunda Montejano-Lozoya
- Nursing School La Fe, adscript center of Universidad de Valencia, 46026 Valencia, Spain; (R.M.-L.); (V.G.-C.)
- Research Group GREIACC, Health Research Institute La Fe, Avda. Fernando Abril Martorell, 106. Pabellón docente Torre H, Hospital La Fe, 46016 Valencia, Spain;
| | - Vicente Doménech-Briz
- Hospital Universitario de la Ribera, km 1, Ctra. Corbera, 46600 Alzira, Valencia, Spain;
| | - José Vicente Benavent-Cervera
- Department of Health Sciences, VIU Valencia International University, Calle del Pintor Sorolla 21, 46002 Valencia, Spain;
| | - Ana Cristina Cabellos-García
- Research Group GREIACC, Health Research Institute La Fe, Avda. Fernando Abril Martorell, 106. Pabellón docente Torre H, Hospital La Fe, 46016 Valencia, Spain;
- Hospital Universitari i Politècnic La Fe, Avda. Fernando Abril Martorell, 106. Pabellón docente Torre H, Hospital La Fe, PC, 46016 Valencia, Spain
| | - Pedro Melo
- Universidade Católica Portuguesa, Institute of Health Sciences/School of Nursing (Porto)/Centre for interdisciplinary research in Health, 4200-450 Porto, Portugal;
| | - Tam H. Nguyen
- William F. Connell School of Nursing, Boston College, Newton, MA 02467, USA;
| | - Vicente Gea-Caballero
- Nursing School La Fe, adscript center of Universidad de Valencia, 46026 Valencia, Spain; (R.M.-L.); (V.G.-C.)
- Research Group GREIACC, Health Research Institute La Fe, Avda. Fernando Abril Martorell, 106. Pabellón docente Torre H, Hospital La Fe, 46016 Valencia, Spain;
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Wiersma G, Pintz C, Fraser Wyche K. Transition to Practice Experiences of New Graduate Nurses From an Accelerated Bachelor of Science in Nursing Program: Implications for Academic and Clinical Partners. J Contin Educ Nurs 2020; 51:433-440. [DOI: 10.3928/00220124-20200812-09] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/21/2019] [Accepted: 05/04/2020] [Indexed: 11/20/2022]
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Serafin L, Sak‐Dankosky N, Czarkowska‐Pączek B. Bullying in nursing evaluated by the Negative Acts Questionnaire‐Revised: A systematic review and meta‐analysis. J Adv Nurs 2020; 76:1320-1333. [DOI: 10.1111/jan.14331] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/26/2019] [Revised: 02/01/2020] [Accepted: 02/11/2020] [Indexed: 01/01/2023]
Affiliation(s)
- Lena Serafin
- Department of Clinical Nursing Health Science Faculty Medical University of Warsaw Warsaw Poland
| | - Natalia Sak‐Dankosky
- Department of Clinical Nursing Health Science Faculty Medical University of Warsaw Warsaw Poland
| | - Bożena Czarkowska‐Pączek
- Department of Clinical Nursing Health Science Faculty Medical University of Warsaw Warsaw Poland
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The Professional Behaviors New Nurses Need: Findings From a National Survey of Hospital Nurse Leaders. Nurs Educ Perspect 2020; 41:207-214. [PMID: 32079907 DOI: 10.1097/01.nep.0000000000000622] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Abstract
AIM The purpose of this study was to survey hospital nurse leaders throughout the United States to determine which professional behaviors they believe are essential for nursing students to learn in the classroom. BACKGROUND This study was part of a multiphase study. The survey was revised from a previous survey administered to nurse leaders in the Midwest. METHOD Participants were surveyed using 46 items in the categories of Change, Communication, Conflict, Leadership, and Self-Awareness. RESULTS The highest ranked category was Communication, followed by Self-Awareness, Change, Leadership, and Conflict. The highest rated items in each category were communication with patients, accept constructive criticism, manage change, prioritization, and conflict resolution techniques. CONCLUSION Nurse educators and leaders can use the findings to continue to refine nursing education.
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Travers JL, Teitelman AM, Jenkins KA, Castle NG. Exploring social-based discrimination among nursing home certified nursing assistants. Nurs Inq 2019; 27:e12315. [PMID: 31398775 DOI: 10.1111/nin.12315] [Citation(s) in RCA: 16] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/11/2017] [Revised: 07/04/2019] [Accepted: 07/04/2019] [Indexed: 12/11/2022]
Abstract
Certified nursing assistants (CNAs) provide the majority of direct care to nursing home residents in the United States and, therefore, are keys to ensuring optimal health outcomes for this frail older adult population. These diverse direct care workers, however, are often not recognized for their important contributions to older adult care and are subjected to poor working conditions. It is probable that social-based discrimination lies at the core of poor treatment toward CNAs. This review uses perspectives from critical social theory to explore the phenomenon of social-based discrimination toward CNAs that may originate from social order, power, and culture. Understanding manifestations of social-based discrimination in nursing homes is critical to creating solutions for severe disparity problems among perceived lower-class workers and subsequently improving resident care delivery.
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Affiliation(s)
- Jasmine L Travers
- National Clinician Scholars Program, Yale University Schools of Medicine and Nursing, New Haven, CT, USA
| | - Anne M Teitelman
- Family and Community Health, University of Pennsylvania School of Nursing, Philadelphia, PA, USA
| | - Kevin A Jenkins
- Perelman School of Medicine, University of Pennsylvania School of Social Policy and Practice, Philadelphia, PA, USA
| | - Nicholas G Castle
- Department of Health Policy, Management and Leadership, West Virginia University, Morgantown, WV, USA
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Gea-Caballero V, Juárez-Vela R, Díaz-Herrera MÁ, Mármol-López MI, Alfaro Blazquez R, Martínez-Riera JR. Development of a short questionnaire based on the Practice Environment Scale-Nursing Work Index in primary health care. PeerJ 2019; 7:e7369. [PMID: 31380155 PMCID: PMC6660900 DOI: 10.7717/peerj.7369] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/17/2018] [Accepted: 06/27/2019] [Indexed: 11/20/2022] Open
Abstract
Background Professional nursing environments determine the quality of care and patient outcomes. Assessing the quality of environments is essential to improve and obtain better health outcomes. Simplifying and shortening the way to evaluate environments reliably is also important to help nurses better understand the strengths and weaknesses of their environments. In that sense, identifying essential elements of nursing environments would allow the construction of short assessment tools to improve such environments. Objective To construct a short tool to assess primary health care (PHC) nursing environments based on the Practice Environment Scale-Nursing Work Index (PES-NWI) questionnaire. Methods Observational, cross-sectional, analytical study (data collection February-April 2015). Tool: PES-NWI (31 items). Population: PHC nurses (three health districts in Valencia, Spain) with more than 3 months in the organization. The nurses were asked to select the 10 elements of the questionnaire (items) that they considered key to facilitate and improve professional care, establishing as a final selection criterion that they obtain a global election >40%. Variables: sociodemographic and 31 questionnaire items. Analysis: descriptive statistics, reliability, multidimensional scaling (ALSCAL), factor analysis, multiple linear regression. Finally, we have analyzed the concordance between both measurements (TOP10 score on the full scale score) using the Bland-Altman method. Results Study sample = 269 (Response rate = 80.29%). A total of 10 elements were identified based on selection frequency of the questionnaire PES-NWI. A factorial analysis explained 62.1% of variance, internal structure of three dimensions: (1) Participation in leadership and management, (2) Nursing foundations for quality of care, (3) Adequacy of resources, with Accumulate Variance explained: Component (1): 24%; Component (2): 43.1%; Component (3): 62.1%. Reliability (Cronbach's Alpha) was 0.816 for short questionnaire, and >0.8 for all measurements. Stress = 0.184 and RSQ = 0.793. Bland-Altman method: the scaling tends to be 1.92 points higher (equivalent to a maximum deviation of 1.54%) than the full-scale PES-NWI score (max score on PES-NWI = 124 points). Conclusions It is possible to identify essential elements of environments to construct a short tool that simplifies the study of PHC environments. Conducting rapid studies of environments will provide managers with information about specific elements that require prioritization to enhance quality of care and safety.
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Affiliation(s)
- Vicente Gea-Caballero
- Nursing School La Fe, Universidad de Valencia, Valencia, Spain.,GREIACC, Instituto de Investigación Sanitaria IIS La Fe, Valencia, Spain
| | - Raúl Juárez-Vela
- Facultad de Ciencia y Tecnología, Universidad de La Rioja, Logroño, Spain.,Instituto de Investigación Sanitaria de Aragón IIS-A, Logroño, Aragón, Spain
| | - Miguel-Ángel Díaz-Herrera
- Primary Care Nursing Team Sant Ildefons-Cornellà 2, Institut Català de la Salut, Barcelona, Spain.,Knowledge Mobilisation Unit, Hospital Universitari General de Catalunya, Barcelona, Spain
| | - María-Isabel Mármol-López
- Nursing School La Fe, Universidad de Valencia, Valencia, Spain.,GREIACC, Instituto de Investigación Sanitaria IIS La Fe, Valencia, Spain
| | - Ruben Alfaro Blazquez
- GREIACC, Instituto de Investigación Sanitaria IIS La Fe, Valencia, Spain.,Hospital Universitari i Politècnic La Fe, Valencia, Spain
| | - José Ramón Martínez-Riera
- Departamento de Enfermería Comunitaria, Medicina Preventiva y Salud Pública e Historia de la Ciencia, Facultad de Ciencias de la Salud, Universidad de Alicante, Alicante, Spain
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14
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15
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Pfeifer LE, Vessey JA. An Integrative Review of Bullying and Lateral Violence Among Nurses in Magnet® Organizations. Policy Polit Nurs Pract 2018. [PMID: 29514586 DOI: 10.1177/1527154418755802] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Over the past several years, researchers have postulated that Magnet® organizations improve collegiality and potentially could mitigate workplace bullying and lateral violence (BLV). In order to synthesize and evaluate the existing literature on BLV in the Magnet® setting, an integrative review was conducted. The final analysis consisted of 11 articles (8 quantitative and 3 qualitative studies) and revealed that researchers still use a variety of terms to define and measure BLV. Several of the studies used blended samples of both Magnet® and non-Magnet nurses, making it difficult to evaluate for response differences. The existing studies suggest that BLV continues to exist and remain a large issue even in the Magnet® setting (Hickson, 2013; Latham, Ringl, & Hogan, 2013). Future studies should examine the prevalence of BLV in both Magnet® and non-Magnet organizations and also explore the organizational factors that reduce its occurrence.
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Affiliation(s)
- Lauren E Pfeifer
- 1 William F. Connell School of Nursing, Boston College, Chestnut Hill, MA, USA
| | - Judith A Vessey
- 1 William F. Connell School of Nursing, Boston College, Chestnut Hill, MA, USA
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18
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Abstract
PURPOSE The project goal of was to decrease new graduate nurse (NGN) attrition during the first year of employment by improving communication skills and providing additional mentoring for NGNs employed in a community hospital located in a rural area. DESCRIPTION OF PROJECT All NGNs participate in the Versant Residency Program. Even with this standardized residency program, exit interviews of NGNs who resigned during their first year of employment revealed 2 major issues: communication problems with patients and staff and perceived lack of support/mentoring from unit staff. A clinical nurse specialist-led nursing team developed an innovative program integrating retired nurses, Volunteer Nurse Ambassadors (VNAs), into the Versant Residency Program to address both of those issues. OUTCOME All NGNs mentored by a retired nurse remain employed in the hospital (100% retention). Before the VNA program, the retention rate was 37.5%. Both the NGNs and VNAs saw value in their mentor-mentee relationship. There have been no critical incidences or failure to rescue events involving NGNs mentored by a VNA. CONCLUSION Use of VNAs to support NGNs as they adjust to the staff nurse role can prevent attrition during their first year of nursing practice by providing additional support to the NGN.
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Abstract
This exploratory study uses focus group methodology to examine physician perceptions of Magnet nurses and Magnet designation. No studies have explored physicians' insights, which are becoming increasingly important to implementing and sustaining a Magnet culture. Qualitative content analysis demonstrated that physicians highly regard Magnet nurses and benefit from Magnet status. Key themes emerged related to Magnet nurse characteristics, relationships with physicians, nursing leadership, shared governance, and Magnet as a marketing tool. "Magnet marginalization" emerged as a new concept.
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Castronovo MA, Pullizzi A, Evans S. Nurse Bullying: A Review And A Proposed Solution. Nurs Outlook 2015; 64:208-14. [PMID: 26732552 DOI: 10.1016/j.outlook.2015.11.008] [Citation(s) in RCA: 45] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/03/2015] [Revised: 10/28/2015] [Accepted: 11/09/2015] [Indexed: 11/25/2022]
Abstract
Nurse bullying is an extremely common phenomenon which has detrimental consequences to nurses, patients, health care institutions, and to the nursing profession itself. It has even been linked to increased patient mortality. This article demonstrates the critical need to resolve the issue of nurse bullying. It also shows that previous attempts of resolution have not been successful, which may be partly due to the fact that the problem is relatively unacknowledged outside the nursing profession. To resolve the problem of nurse bullying, we believe that the solution must include an incentive for institutions to implement the necessary interventions and to ensure that they are effective. We propose that a measurement pertaining to the level of nurse bullying be factored into the calculation of the value-based incentive payment in the Hospital Value-Based Purchasing program. To facilitate this, we propose that a survey be developed and implemented which is similar to the Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) survey. However, whereas the HCAHPS survey measures patients' perspectives of hospital care, this survey would measure nurses' perspectives of workplace bullying.
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Affiliation(s)
| | - Amy Pullizzi
- Columbia University School of Nursing, New York, NY
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Sofhauser CD. Hostility Patterns: Implications for Nursing Practice. Nurs Sci Q 2015; 28:202-8. [PMID: 26109695 DOI: 10.1177/0894318415585625] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
In order to present the state of the science of hostility among and across disciplines, a review of the literature was completed. The knowledge gained may influence nursing practice. Scholarly works from nursing, medical and basic sciences, psychology, sociology, education, philosophy, business, communication, and criminology were reviewed. Similar patterns in the use of the concept were discovered. The patterns revealed five themes: hostility as a health-risk factor, hostility as a factor in family relationships, hostility as a factor in perceived challenge, hostility as a factor in criminal behavior, and hostility as a factor in the workplace. Based on the knowledge gained about hostility, implications for nursing practice related to changing the hostile working environment for nurses were suggested using modeling and role-modeling nursing theory.
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Lasater K, Mood L, Buchwach D, Dieckmann NF. Reducing Incivility in the Workplace: Results of a Three-Part Educational Intervention. J Contin Educ Nurs 2015; 46:15-24; quiz 25-6. [DOI: 10.3928/00220124-20141224-01] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/26/2013] [Accepted: 08/07/2014] [Indexed: 11/20/2022]
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