A New Perspective on Nursing Retention: Job Embeddedness in Acute Care Nurses

What's Next for Me? Developing an 18-Month Structured Pathway to Increase New Nurse Retention

Because of increasing RN turnover rates on a neuroscience unit in a large teaching hospital, unit nurse leaders created a staff retention quality improvement initiative. The initiative offered a structured pathway for professional development milestones in a nurse's 1st 18 months of employment. As a consequence of their work, the unit experienced an 82% decrease in the number of RNs who left their job on the unit in the 1st year of implementation.

The relationship between organizational dehumanization and work engagement: the mediating effect of nurses' work stress

BACKGROUND

Organizational dehumanization has detrimental consequences for nurses' wellbeing and leads to a stressful work environment. Moreover, it is very destructive to work engagement.

AIM

To examine the mediating role of nurses' work stress between organizational dehumanization and work engagement.

METHOD

A cross-sectional research design was conducted with 245 staff nurses over a one-month period. The researchers used structured equation modeling.

RESULTS

Work engagement and organizational dehumanization levels were both moderate. In addition, the degree of job stress among the nurses was moderate, too. The results of the structural equation modeling showed that the association between organizational dehumanization and job engagement is partially mediated by work stress.

CONCLUSIONS

For staff nurses to exhibit high levels of caring behaviors, this study emphasized the need to establish a work environment that employs tactics to improve workplace engagement and happiness. In addition to changing the organizational culture of nurses to eradicate organizational dehumanization and pressures related to the job.

Job embeddedness and missed nursing care at the operating theatres: the mediating role of polychronicity

BACKGROUND

Perioperative missed nursing care is a serious issue that can compromise patient safety and quality of care. However, little is known about the factors that influence perioperative missed nursing care.

AIM

This study aimed to examine the effects of job embeddedness and polychronicity on perioperative missed nursing care as well as to test the mediating role of polychronicity on the relationship between job embeddeness and perioperative missed nursing care.

METHOD

This was a cross-sectional correlational study that used a convenience sample of 210 operating room nurses from nine hospitals in Egypt. Data were collected using self-administered questionnaires that measured job embeddedness, polychronicity, and perioperative missed nursing care. Structural equation modeling was used to test the hypothesized relationships among the variables.

RESULTS

The findings demonstrated a significant negative and moderate association between missed perioperative care and both nurses' job embeddedness and polychronicity. Moreover, there was a moderately positive and significant correlation between polychronicity and job embeddedness. Path analysis revealed a significant positive causal effect between job embeddedness and polychronicity. The results of mediation revealed that the indirect effect of job embeddedness on missed care through polychronicity was statistically significant; suggesting that polychronicity partially mediated this relationship.

CONCLUSION

This study sheds light on the intricate relationship between nurses' job embeddedness, missed care, and polychronicity in the operating theater context. By enhancing job embeddedness and fostering polychronicity among nurses, healthcare organizations can reduce perioperative missed care and ultimately improve patient care outcomes in this critical healthcare setting.

Work alienation and its relationship with job crafting and job embeddedness among a group of Iranian nurses during the coronavirus disease 2019 pandemic

Background

The difficult work conditions of nurses during the coronavirus disease 2019 (COVID-19) pandemic can cause them work alienation. Work alienation is in turn associated with negative consequences such as turnover intention. Therefore, identifying the contributing factors of work alienation is essential.

Aim

This study aimed to assess the relationship of work alienation with job crafting and job embeddedness among a group of Iranian nurses during the COVID-19 pandemic.

Methods

A total of 332 eligible nurses participated in this descriptive correlational study. The data were collected using a demographic questionnaire, the work alienation measure, the job crafting scale and the global measure of job embeddedness.

Results

The mean scores of work alienation, job embeddedness and job crafting were 22.67 ± 6.46 (possible range: 7-49), 21.05 ± 3.65 (possible range: 7-35) and 77.54 ± 11.93 (possible range: 21-105), respectively. Work alienation had a significant inverse correlation with job embeddedness and job crafting. Job crafting and job embeddedness significantly predicted 44% of the variance of work alienation.

Conclusions

Around half of the variance of work alienation is explained by job crafting and job embeddedness. Nursing managers can use strategies to improve nurses' job embeddedness and job crafting in order to reduce the probability of their work alienation.

Let's Hang On! Ramping Up Nurse Resident Retention Strategies After the Pandemic

The nurse residency program (NRP) was developed as a recruitment strategy for new graduate registered nurses (NGRNs). The 2020 COVID-19 pandemic impacted health care in many ways, including causing a decline in NGRN retention rates. Post-pandemic, the NRP needed to incorporate strategies that would promote nursing retention. Effective collaboration and innovative strategies were found to be key elements in promoting successful NGRN retention. [J Contin Educ Nurs. 2023;54(6):245-247.].

21st anniversary of job embeddedness: A retrospection and future research agenda

BACKGROUND

Since the previous decade, researchers and academics have paid close attention to studying job embeddedness (JE), but the bibliometric examination of JE has not yet been explored.

OBJECTIVE

This study aims to provide general information on the trends of the studies on JE as well as an overall perspective on the development of this topic by utilising a bibliometric analytic approach.

METHOD

A bibliometric evaluation was conducted in the JE field since the first publication was documented in the Scopus database. The information retrieved examines 1572 JE papers from a variety of perspectives, including citation and publishing metrics.

RESULTS

The research results pinpoint the most productive countries, universities, journals, authors, and JE articles. The study also classified the most important themes and offered some recommendations for further research.

CONCLUSION

The study provided a snapshot of JE patterns and trajectories from 1993 to 2020, which can help academics and practitioners figure out the pattern and direction of future research. To the best of our knowledge, no other study examines the bibliographic data on JE and thus this work is one of the first contributions to the literature.

Effects of the areas of worklife on job embeddedness: a national cross-sectional study among Egyptian nurses

AIM

This study aimed to examine the effects of a person-job match in the six areas of worklife on Egyptian nurses' job embeddedness.

BACKGROUND

Healthcare organizations struggle to embed nurses in their job. However, the antecedents of nurses' job embeddedness are not fully known, especially those related to organizational factors. This study is an initiative to contribute in this field.

METHODS

A national cross-sectional study that enrolled 1003 Egyptian licensed nurses was conducted. Data were collected using an online-based version of the Areas of Worklife Scale and the Global Job Embeddedness Scale and analyzed using the descriptive statistics, Pearson correlation, and regression analysis.

RESULTS

Nurses reported a moderate level of job embeddedness with a person-job match in control, reward, and community. Regression analysis showed four of six areas of worklife (value, fairness, community, and control) contributing to nurses' job embeddedness.

CONCLUSION

Nurses who experience a person-job match in the value, fairness, community, and control areas of worklife are more likely to embed in their job. A match in the value area has the great potentials for nurses to embed in their job.

IMPLICATIONS FOR NURSING MANAGEMENT

Actions aimed at embedding nurses should prioritize on optimizing a person-job match in value, fairness, community, and control.

Clinical competency and psychological empowerment among ICU nurses caring for COVID-19 patients: A cross-sectional survey study

Aim

This study aimed to determine clinical competency and psychological empowerment among ICU nurses caring for COVID‐19 patients.

Background

Nurses need clinical competency (skills pertaining to knowledge, reasoning, emotions and communication) and psychological empowerment (regard for one's organisational role and efforts) to deliver quality care.

Methods

This cross‐sectional study was conducted with 207 nurses working in ICUs in Iran. A clinical competency survey instrument consisting of basic demographic questions and the Spreitzer psychological empowerment questionnaire was completed online. Descriptive and inferential statistics were used to analyse the data in SPSS software version 13 to address the primary research question.

Results

There was a significant positive relationship between clinical competency and psychological empowerment (r = .55, p < .001). Clinical competency had a significant positive relationship with work experiences (r = .17, p = .01).

Conclusion

Clinical competency has been tied to nurse health and quality of care. Given the significant positive relationship between clinical competency and psychological empowerment, attention must be given to ways to psychologically empower nurses.

Implications for Nursing Management

Nursing managers can consider the promotion of psychological empowerment related to its significant positive relationship to clinical competency. Psychological empowerment can be bolstered through the promotion of servant leadership, organisational justice and empowering leadership practices.

Effects of job embeddedness and nursing working environment on turnover intention among trauma center nurses: A cross-sectional study

AIM

To investigate the effects of job embeddedness and nursing working environment on trauma center nurses' turnover intention.

BACKGROUND

Trauma center nurses have higher average turnover intention than hospital nurses. However, factors that increase the turnover intention of trauma center nurses remain unexplored.

METHODS

This cross-sectional study was conducted from August to October 2019, with 120 trauma center nurses working at three trauma centers in B, D, and U cities using measures of demographic characteristics, job embeddedness, nursing working environment, and turnover intention.

RESULTS

The mean turnover intention score was 3.60/5 points. There were significant correlations among turnover intention and fit, sacrifice, foundation for quality nursing, ability and leadership of nursing managers, cooperation of nurses and doctors, nurse participation in hospital management, and sufficient manpower and material support. Turnover intention was predicted by nurse participation in hospital management, gender, clinical experience, and fit, which explained 54%.

CONCLUSIONS

Factors that influence nurses' turnover intention at trauma centers were gender, clinical experience, job fit, and especially, nurses' participation in hospital management, which had the most effect on the nursing working environment.

IMPLICATIONS FOR NURSING MANAGEMENT

To expand participation of trauma center nurses, hospital management systems and organizational culture need improvement.

Agile Leadership and Perceived Career Success: The Mediating Role of Job Embeddedness

Agile leadership is an important managerial function in which responsiveness and innovation appear to be essential elements for the long-term development and success of any business. The world has become increasingly volatile, uncertain, complex, and ambiguous (VUCA) during and post COVID-19. Managers are required to possess agile leadership to facilitate their employees’ successful careers. Therefore, this study aims to find out the relationship between agile leadership and career success by examining the mediation of job embeddedness in healthcare organizations. The descriptive research design and survey method were employed in this study. The data were collected by using three scales from healthcare employees in healthcare organizations in Turkey. Hypotheses were tested using structural equation modelling (SEM). The data were analysed by using SPSS and AMOS programs. The findings of this study showed that agile leadership behaviours enhance career success. Moreover, the relationship between agile leadership and career success is mediated by job embeddedness. The role of agile leadership in promoting employees’ career success has rarely been studied in the literature. This is one of the first studies to examine the effect of agile leadership on career success along with the mediating role of job embeddedness. Healthcare managers have faced many critical challenges at their workplace during the COVID-19 pandemic. Through the lens of managing efficient healthcare organizations in many contexts, this research sheds some important light on the association between agile leadership, career success, and job embeddedness. Managers with high agility levels used strategies such as group decision making, problem solving, effective internal and external communication, and adaptation to uncertain environment in order to increase their career success.

The protective role of professional self-concept and job embeddedness on nurses' burnout: structural equation modeling

BACKGROUND

Job embeddedness and professional self-concept are among the important nursing components, the existence of which help decrease occupational burnout among nurses. This study aimed to determine the protective role of Professional Self-concept and Job embeddedness on nurses'burnout.

METHODS

This descriptive, correlational study had a predictive design and was conducted on nurses working in training and healthcare centers of Babol University of Medical Sciences in 2019. In total, 308 nurses participated in this study and were selected by stratified random sampling. In addition, data were collected using demographic characteristics questionnaire, Professional Self-concept questionnaire, Job embeddedness scale and nurses' burnout questionnaire. Moreover, data analysis was performed in SPSS version 25 and Smart PLS version 3.3 using correlational statistics and structural equation modeling.

RESULTS

Both the variables of professional self-concept and job embeddedness, had a significant effect on nurses' burnout at 99% confidence level (P < 0.001) and the negative beta value for these two variables shows the inverse relationship between both professional self-concept and job embeddedness with nurses' burnout. The value of the coefficient of determination for burnout indicates that both the variables of professional self-concept and job embeddedness, together explain 78% of the changes in the variable of burnout. The beta coefficient for professional self-concept (- 0.50) is higher than the same coefficient for job embeddedness (- 0.42). As a result, the role of professional self-concept in predicting burnout of clinical nurses has been more than the role of job embeddedness. The indirect effect of professional self-concept on burnout of clinical nurses mediated by job embeddedness has been equal to - 0.347. As a result, it can be said that nurses' professional self-concept has a significant effect on nurses' burnout through mediation of job embeddedness.

CONCLUSION

According to the results of the study, Professional Self-concept had an effective role in nurses' burnout. In other words, the higher the Professional Self-concept of nurses, the lower their burnout. Therefore, it is suggested that effective interventional strategies be designed by nursing managers through better planning and a supportive workplace be established to improve Professional Self-concept among nurses and decrease their burnout.

Evaluation of a blended learning approach to developing specialty-nursing practice. An exploratory descriptive qualitative study

BACKGROUND

An ageing population and a transitioning workforce is creating demands on healthcare workforces. Clinical and procedural knowledge deficits cause anxieties in new and experienced nurses alike when integrating into new teams. Overcoming these boundaries can be achieved with Introductory programs. These develop knowledge, technical skills and non-technical skills. Investigating nurses drive to undertake such programs, and the benefits they perceive for themselves, will help to tailor future programs.

OBJECTIVES

To explore post-registration nurses' motivations for undertaking an introductory program that utilised a blended learning methodology. Identifying changes in participants understanding and clinical behaviours.

METHODS

An exploratory descriptive qualitative study design was used to evaluate the Introduction to Specialty Practice (ISP) program that is run by a large private healthcare provider in Melbourne, Australia. The health service includes eight campuses and four intensive care units across the group. Twelve participants from a mixture of critical care and acute care clinical areas were consented. They were interviewed using a semi-structured questionnaire. Responses were transcribed verbatim and thematic analysis of the transcripts then occurred.

RESULTS

The study demonstrated intrinsic and extrinsic factors influenced participant's desires to undertake this program. Three major themes were evident: 1) that caring without knowledge was daunting, 2) that participants needed to create a clinical and professional identity and 3) that participant's perspective on their delivery of care improved, along with their professional aptitude.

CONCLUSION

Maintaining currency with knowledge, skills, and technological developments is crucial for nurses to consistently deliver high-level care. The demands that nurses' face within their clinical areas affects their intention to stay within the workforce and their ability to deliver care. Introductory programs that utilise blended learning strategies have a role to play in enabling nurses to create their professional identity, find their position in clinical teams, and meet the requirements of organisations.

Evaluation of a nursing and midwifery exchange between rural and metropolitan hospitals: A mixed methods study

Introduction

This paper reports on the findings of the Nursing and Midwifery Exchange Program, initiated to promote rural and remote nursing and midwifery, and to facilitate clinical skills development and clinical collaboration between health services in Queensland, Australia. The project was undertaken over an 18-month period in one state of Australia, offering structured, temporary exchange of personnel between metropolitan and rural health services.

Background

Globally, there is an increasing awareness of nursing shortages, and with it, the need to ensure that nurses and midwives are prepared for specialist roles and practice. This is particularly important in rural and remote areas, where there are pre-existing barriers to access to services, and difficulties in attracting suitably qualified, permanent staff.

Methods

A mixed methods approach to the evaluation was undertaken with two cohorts. One cohort was the nurses and midwives who participated in the exchange (n = 24) and the other cohort were managers of the participating health services (n = 10). The nurses and midwives who participated in the exchange were asked to complete a questionnaire that included questions related to embeddedness and job satisfaction. The managers participated in a Delphi series of interviews.

Results

Those who participated in exchange reporting a higher score on the reported degree of understanding of rural client, which was accompanied with a moderate-to-large effect size estimate (d = 0.61). Nurses/midwives in the exchange group reported higher scores on their perceptions of aspects of their home community that would be lost if they had to leave, which was accompanied with a large effect size (d = 0.83). Overall, NMEP was reported by the participants to be a positive way to improve professional development opportunities for nurses and midwives. The findings also show the program supported practical collaboration and raised the profile of nursing and midwifery in rural areas.

Conclusion

Exchange programs support clinical and professional development, raising the awareness of different contexts of practice and related skills requirements, and thereby supporting a greater understanding of different nursing roles. In the light of increasingly complex care required by patients with chronic conditions being managed in community-based services, programs such as NMEP provide the opportunity to build collaborative networks between referring and referral centres as well as contribute to the ongoing skills development.

Satisfaction with retention factors in relation to job embeddedness of public school teachers

Orientation: The major challenge that organisations face in the contemporary competitive environment is to retain talented and productive employees. To ensure that the education system functions optimally, there is a need for strategic human resource management (HRM) practices to be implemented to assist in retaining qualified and experienced teachers.Research purpose: The purposes of this study were to establish the relationship between retention factors and job embeddedness, and to establish whether retention factors positively and significantly predict job embeddedness.Motivation for the study: There is a high turnover among teachers, with many teachers leaving the profession during their early years of teaching. An empirical investigation of the relationship between retention factors and job embeddedness and the outcomes of utilising retention factors and job embeddedness to facilitate the retention of employees is critical.Research approach/design and method: A non-experimental, quantitative survey was conducted on 278 teachers working in the Tshwane Municipality public schools.Main findings: A Pearson’s correlational analysis revealed positive and significant relationships between retention factors and job embeddedness, while multiple regression analyses revealed that retention factors positively and significantly predict job embeddedness.Practical/managerial implications: The results from this study afford concrete implications for employers in search of effective employee retention strategies. The main practical contribution of this study is the way in which it demonstrated that retention factors relate to and predict job embeddedness.Contribution/value-add: This study contributes to the employee retention theory by proposing that employees who are provided with desired retention factors are more likely to be embedded in their jobs and community.