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Yesilbas H, Kantek F. Relationship between structural empowerment and job satisfaction among nurses: A meta-analysis. Int Nurs Rev 2024; 71:484-491. [PMID: 38642048 DOI: 10.1111/inr.12968] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/29/2023] [Accepted: 03/23/2024] [Indexed: 04/22/2024]
Abstract
AIM To investigate the relationship between structural empowerment and job satisfaction among nurses. BACKGROUND Job satisfaction is considered to be a global concern. It is also essential to improve the quality of patient care and promote nurse retention. Structural empowerment of nurses can be an important factor in ensuring nurses' job satisfaction. METHODS This meta-analysis was conducted ensuring compliance with the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines. Using seven databases, including PubMed, Science Direct, Scopus, Web of Science, Springer, CINAHL, and Cochrane Library, the relevant articles were identified. Two independent reviewers screened articles and extracted data. The meta-analysis was performed using Jamovi statistical software. RESULTS In total, 29 studies involving 30 cohorts (N = 11,078) were identified as eligible for the meta-analysis. A significant positive relationship between nurse structural empowerment and job satisfaction was identified, with the summary effect size of r = 0.559 (95% CI: 0.494-0.618). CONCLUSION There was a strong positive relationship between structural empowerment and job satisfaction in nurses. Exploring the relationship between structural empowerment and job satisfaction can provide strategies to promote nurse retention and prevent nursing shortage. IMPLICATIONS FOR NURSING AND HEALTH POLICY The results of this study confirmed a strong positive relationship between nurses' job satisfaction and structural empowerment. Implementing interventions that enhance the structural empowerment of nurses will contribute to increasing their job satisfaction, thereby assisting in both nurse retention and optimizing their potential to provide quality patient care. Healthcare organizations and nurse managers should create work environments that provide nurses with access to information, resources, support, and opportunities to empower them and to enhance their job satisfaction.
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Affiliation(s)
| | - Filiz Kantek
- Department of Nursing Management, Faculty of Nursing, Akdeniz University, Antalya, Turkey
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Yu R, Gan Q, Bian J, Chen R, Sun X, Ling H. The mediating role of psychological empowerment in perceptions of decent work and work immersion among Chinese nurses: A cross-sectional study. Int Nurs Rev 2024; 71:595-601. [PMID: 37647225 DOI: 10.1111/inr.12883] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/24/2023] [Accepted: 08/17/2023] [Indexed: 09/01/2023]
Abstract
AIM The purpose of this study was to explore the relationships among perceptions of decent work, psychological empowerment, and work immersion among nurses, hypothesizing that psychological empowerment mediates the relationship between perceptions of decent work and work immersion. BACKGROUND At present, there are many studies on nurses' perceptions of decent labor and work immersion in China, but the relationship between them has not been discussed from a psychological perspective. METHODS The sample consisted of clinical nurses in Jiangxi, Zhejiang, Hubei, and Guangdong provinces, China, and the nurses' general information, decent labor perception, psychological empowerment, and work immersion scores were assessed using the General Information Scale, Decent Labor Perception Scale, Psychological Empowerment Scale, and Work Immersion Scale, respectively. Pearson correlation analysis and structural equation modeling were used to analyze the data. RESULTS The total scores of nurses' perceptions of decent work, psychological empowerment, and work immersion were at a moderate level. The total nurse work immersion score and each dimension score were positively correlated with the total nurse decent work perception score and the total psychological empowerment score. Decent work perception and psychological empowerment directly and positively predicted work immersion; decent work perception also indirectly acted on work immersion through psychological empowerment. CONCLUSIONS AND IMPLICATIONS FOR NURSING AND HEALTH POLICY Nurses' work immersion was moderate, and this study explored the mechanisms by which perceptions of decent work affect nurses' work immersion from a psychological perspective, validating the mediating role of psychological empowerment. This study emphasizes that nursing managers should fully understand the importance of nurses' work immersion, continuously improve nurses' decent labor perceptions, enhance their psychological empowerment level, improve their work immersion, and enhance the quality of nursing services.
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Affiliation(s)
- Ran Yu
- School of Nursing, Nanchang University, Nanchang, China
- Department of Nursing, the First Affiliated Hospital of Nanchang University, Nanchang, China
| | - Qingwen Gan
- School of Nursing, Nanchang University, Nanchang, China
- Department of Nursing, the First Affiliated Hospital of Nanchang University, Nanchang, China
| | - Jia Bian
- Shenzhen Clinical College, Guangzhou University of Chinese Medicine, Guangzhou, China
| | - Ruibin Chen
- Department of Information, the First Affiliated Hospital of Nanchang University, Nanchang, China
| | - Xiaoxuan Sun
- School of Nursing, Nanchang University, Nanchang, China
- Department of Nursing, the First Affiliated Hospital of Nanchang University, Nanchang, China
| | - Hua Ling
- Department of Nursing, the First Affiliated Hospital of Nanchang University, Nanchang, China
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Yilmaz A, Yilmaz Kocak M. The effect of practice environments and psychological empowerment perceptions of nurses on their care behaviours: A cross-sectional study. J Eval Clin Pract 2024; 30:1102-1112. [PMID: 38961735 DOI: 10.1111/jep.14076] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/13/2024] [Revised: 06/06/2024] [Accepted: 06/21/2024] [Indexed: 07/05/2024]
Abstract
AIM The aim of this study was to examine the effect of professional and individual characteristics, practice environments and psychological empowerment perceptions of nurses on their care behaviours. DESIGN The study used a cross-sectional research design following the STROBE guidelines. METHODS The sample of this descriptive and correlational study consisted of 584 nurses working in a university hospital in Turkey. The data were collected between January and June 2023 using the Nursing Information Form, the Practice Environment Scale of the Nursing Work Index (PES-NWI), the Psychological Empowerment Scale (PES), and the Caring Behaviours Scale-30, and analysed using descriptive statistics, Spearman's correlation and multiple linear regression. RESULTS It was determined that PES-NWI, PES and Caring Behaviours Scale (CBI-30) scores of nurses were higher than the average. The study revealed that certain professional and individual characteristics of nurses, practice environments and psychological empowerment perceptions had an effect on their care behaviours. CONCLUSION The results of the study showed that nurses' PES-NWI, PES and CBI-30 scores were higher than the average, and that certain professional and individual characteristics of nurses, practice environments and psychological empowerment perceptions had an effect on care behaviours. Nursing service managers, in particular, are required to understand the importance of this relationship and create appropriate working conditions which are integrated with psychological empowerment to improve caring behaviours of nurses.
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Affiliation(s)
- Aysegul Yilmaz
- Department of Midwifery, Faculty of Health Sciences, Selçuk University, Konya, Türkiye
| | - Mine Yilmaz Kocak
- Department of Midwifery, Faculty of Health Sciences, Selçuk University, Konya, Türkiye
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Stansert Katzen L, Reid S, Laurenzi C, Tomlinson M. From the periphery to inclusion within the health system: promoting community health worker empowerment as a way forward. BMC PRIMARY CARE 2024; 25:272. [PMID: 39060967 PMCID: PMC11282798 DOI: 10.1186/s12875-024-02523-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/13/2024] [Accepted: 07/12/2024] [Indexed: 07/28/2024]
Abstract
BACKGROUND Community health worker programmes have the potential to contribute critically towards universal health coverage. However, CHWs globally have often continued to operate on the periphery of the health care system, viewed as a non-essential cadre. This results in a workforce that often remains disempowered and under-supported. This paper presents evidence from a study conducted in a rural part of South Africa, to better understand issues of CHW prioritisation, integration, and empowerment. METHODS We applied an analytical lens based on empowerment theory and conducted a secondary analysis of qualitative data emerging from a sub-study of a cRCT evaluating the effectiveness of supportive supervision for CHWs within a large-scale national CHW programme. The cRCT was conducted between 2017 and 2022, and 39 CHWs were included in the study. RESULTS We organised our findings across the four domains of structural empowerment; information, resources, support, and opportunity, and mapped these domains against the domains of psychological empowerment. Our findings show how CHWs are still working in the periphery of the healthcare system. Without sufficient prioritisation, high level-support from national and district governments, and sufficient investments in programmatic domains-such as training, equipment, and supportive supervision-it is likely that the CHW cadre will continue to be seen as informal health care workers. CONCLUSIONS CHW empowerment could be a lever to potentially transform the current health system towards universal coverage; however, this process can only happen with sufficient high-level prioritization and investment.
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Affiliation(s)
- Linnea Stansert Katzen
- Institute for Life Course Health Research, Department of Global Health, Faculty of Medicine and Health Sciences, Stellenbosch University, 6023 Clinical Building, Francie van Zijl Drive, Tygerberg Campus, Cape Town, Tygerberg, 7505, South Africa.
- Swedesd, Department of Women's and Children's Health, Uppsala University, Uppsala, Sweden.
| | - Steve Reid
- Department of Family, Community and Emergency Care, Faculty of Health Sciences, University of Cape Town, Rondebosch, South Africa
| | - Christina Laurenzi
- Institute for Life Course Health Research, Department of Global Health, Faculty of Medicine and Health Sciences, Stellenbosch University, 6023 Clinical Building, Francie van Zijl Drive, Tygerberg Campus, Cape Town, Tygerberg, 7505, South Africa
| | - Mark Tomlinson
- Institute for Life Course Health Research, Department of Global Health, Faculty of Medicine and Health Sciences, Stellenbosch University, 6023 Clinical Building, Francie van Zijl Drive, Tygerberg Campus, Cape Town, Tygerberg, 7505, South Africa
- School of Nursing and Midwifery, Queens University Belfast, Belfast, UK
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Wang X, Xia Y, Gou L, Wen X. Exploring the influence of the spiritual climate on psychological empowerment among nurses in China: a cross-sectional study. BMC Nurs 2024; 23:374. [PMID: 38831307 PMCID: PMC11145847 DOI: 10.1186/s12912-024-02011-x] [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: 12/14/2023] [Accepted: 05/13/2024] [Indexed: 06/05/2024] Open
Abstract
BACKGROUND Psychological empowerment notably impacts nurses' work engagement and high-quality care. A spiritual climate is a work environment that respects individuals and encourages them to express personal views. Previous studies have shown that a spiritual climate enhances psychological empowerment, however, the relationship between them among the nursing population remains unclear. This study aimed to explore the effect of a spiritual climate on nurses' psychological empowerment and provide a scientific basis for improving psychological empowerment among nurses. METHODS A cross-sectional survey of 837 nurses from five hospitals in Sichuan Province, Southwest China, was conducted using a convenience sampling method; this survey included nurses' demographic characteristics, the Psychological Empowerment Scale (PES), and the Chinese version of the Spiritual Climate Scale (C-SCS). The data were analysed using one-way analysis of variance (ANOVA), correlation analysis, and multiple linear regression. RESULTS The sample of 837 nurses attained a psychological empowerment score of (45.49 ± 6.42) and a spiritual climate score of (75.25 ± 16.75). The one-way ANOVA revealed that psychological empowerment scores among nurses varied based on differences in age, department, years of work experience, professional title, level of work intensity, and children (yes/no). Pearson's correlation analyses revealed a significant positive correlation between the spiritual climate and nurses' psychological empowerment (r = 0.564, P < 0.001), and multiple linear regression analysis showed that working in the intensive care unit (ICU), work intensity, and the four items pertaining to spiritual climate influenced nurses' psychological empowerment, explaining 32.6% of the total variance in psychological empowerment. CONCLUSION The findings suggested that the spiritual climate perceived by nurses and psychological empowerment are moderately high. Working in the ICU, work intensity, and the four items pertaining to spiritual climate influence nurses' psychological empowerment. Nursing managers should pay attention to the daily work intensity of nurses, especially ICU nurses, organize work tasks reasonably, promote dynamic and balanced nurse human resource deployment based on patients' conditions and nurses' workloads, and implement scientific scheduling plans to establish a positive spiritual climate in the workplace. Additionally, group workshops and systematic training programs can effectively enhance psychological empowerment among nurses.
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Affiliation(s)
- Xuan Wang
- Department of Nursing, Sichuan Provincial People's Hospital, school of medicine, University of Electronic Science and Technology of China, 32 West second Section, 1st Ring Road, Chengdu, 610072, China
- Department of Nursing, Sichuan Provincial People's Hospital, school of medicine, University of Electronic Science and Technology of China, Chengdu, China
| | - Yulan Xia
- Department of Geriatrics Cardiovascular, Sichuan Provincial People's Hospital, school of medicine, University of Electronic Science and Technology of China, Chengdu, China
| | - Li Gou
- Department of Nursing Research Centre, Sichuan Provincial People's Hospital, school of medicine, University of Electronic Science and Technology of China, Chengdu, China
| | - Xianxiu Wen
- Department of Nursing, Sichuan Provincial People's Hospital, school of medicine, University of Electronic Science and Technology of China, 32 West second Section, 1st Ring Road, Chengdu, 610072, China.
- Department of Nursing, Sichuan Provincial People's Hospital, school of medicine, University of Electronic Science and Technology of China, Chengdu, China.
- Department of Nursing Research Centre, Sichuan Provincial People's Hospital, school of medicine, University of Electronic Science and Technology of China, Chengdu, China.
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Iaconi A, Hoben M, Berta, PhD W, Duan Y, Norton PG, Song Y, Chamberlain SA, Beeber A, Anderson RA, Lanham HJ, Perez J, Wang J, Choroschun K, Shrestha S, Cummings G, Estabrooks CA. The Association of Nursing Homes' Organizational Context With Care Aide Empowerment: A Cross-Sectional Study. THE GERONTOLOGIST 2024; 64:gnae033. [PMID: 38695153 PMCID: PMC11129593 DOI: 10.1093/geront/gnae033] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/19/2023] [Indexed: 05/28/2024] Open
Abstract
BACKGROUND AND OBJECTIVES Organizational context is thought to influence whether care aides feel empowered, but we lack empirical evidence in the nursing home sector. Our objective was to examine the association of features of nursing homes' unit organizational context with care aides' psychological empowerment. RESEARCH DESIGN AND METHODS This cross-sectional study analyzed survey data from 3765 care aides in 91 Western Canadian nursing homes. Random-intercept mixed-effects regressions were used to examine the associations between nursing home unit organizational context and care aides' psychological empowerment, controlling for care aide, care unit, and nursing home covariates. RESULTS Organizational (IVs) culture, social capital, and care aides' perceptions of sufficient time to do their work were positively associated with all four components of psychological empowerment (DVs): competence (0.17 [0.13, 0.21] for culture, 0.18 [0.14, 0.21] for social capital, 0.03 [0.01, 0.05] for time), meaning (0.21 [0.18, 0.25] for culture, 0.19 [0.16, 0.23] for social capital, 0.03 [0.01, 0.05 for time), self-determination (0.38 [0.33, 0.44] for culture, 0.17 [0.12, 0.21] for social capital, 0.08 [0.05, 0.11] for time), and impact (0.26 [0.21, 0.31] for culture, 0.23 [0.19, 0.28] for social capital, 0.04 [0.01, 0.07] for time). DISCUSSION AND IMPLICATIONS In this study, modifiable elements of organizational context (i.e., culture, social capital, and time) were positively associated with care aides' psychological empowerment. Future interventions might usefully target these modifiable elements of unit level context in the interest of assessing their effects on staff work attitudes and outcomes, including the quality of resident care.
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Affiliation(s)
- Alba Iaconi
- Institute of Health Policy, Management, and Evaluation, Dalla Lana School of Public Health, University of Toronto, Toronto, Ontario, Canada
| | - Matthias Hoben
- Faculty of Health, School of Health Policy and Management, York University, Toronto, Ontario, Canada
| | - Whitney Berta, PhD
- Institute of Health Policy, Management, and Evaluation, Dalla Lana School of Public Health, University of Toronto, Toronto, Ontario, Canada
| | - Yinfei Duan
- Faculty of Nursing, College of Health Sciences, University of Alberta, Edmonton, Alberta, Canada
| | - Peter G Norton
- Family Medicine, University of Calgary, Calgary, Alberta, Canada
| | - Yuting Song
- Faculty of Nursing, Qingdao University, Qingdao, Shandong, China
| | - Stephanie A Chamberlain
- Faculty of Nursing, College of Health Sciences, University of Alberta, Edmonton, Alberta, Canada
| | - Anna Beeber
- School of Nursing, Johns Hopkins University, Baltimore, Maryland, USA
| | - Ruth A Anderson
- School of Nursing, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina, USA
| | - Holly J Lanham
- Joe R. & Teresa Lozano Long School of Medicine, The University of Texas Health San Antonio, San Antonio, Texas, USA
| | - Janelle Perez
- School of Nursing, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina, USA
| | - Jing Wang
- Nursing Department, College of Health and Human Services, University of New Hampshire, Durham, New Hampshire, USA
| | | | - Shovana Shrestha
- Faculty of Nursing, College of Health Sciences, University of Alberta, Edmonton, Alberta, Canada
| | - Greta Cummings
- Faculty of Nursing, College of Health Sciences, University of Alberta, Edmonton, Alberta, Canada
| | - Carole A Estabrooks
- Faculty of Nursing, College of Health Sciences, University of Alberta, Edmonton, Alberta, Canada
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Hjazeen A, Kannan S, Al-Maqableh HO, Maitah S, Abu-Radwan M, Sabbah M. Relationship Between Psychological Empowerment and Nurses' Job Satisfaction: A Systematic Review and Correlational Meta-Analysis. Cureus 2024; 16:e58228. [PMID: 38745802 PMCID: PMC11091936 DOI: 10.7759/cureus.58228] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 04/14/2024] [Indexed: 05/16/2024] Open
Abstract
Psychological empowerment is a motivational concept that encompasses a person's thoughts and perceptions that give a sense of behavior and commitment to the work. Psychological empowerment is widely acknowledged to be associated with nurses' job satisfaction. However, this relationship has been found to be controversial. Therefore, this systematic review and meta-analysis aimed to investigate the relationship between psychological empowerment and nurses' job satisfaction. The electronic databases CINAHL, PubMed, Web of Science, and Google Scholar were utilized to search for relevant studies published from 2001 to 2024. The correlation coefficients were extracted for each eligible study and transformed into Fisher's Z. Then, the pooled effect size (r coefficient) was computed using Fisher's Z and the corresponding standard error. Moreover, I2 was used to assess the heterogeneity of studies. Begg's rank and Egger's test were employed to assess the publication bias. Sensitivity analysis was utilized to measure the robustness of study findings using the one-leave-out approach, and a critical appraisal tool for cross-sectional studies was adopted to assess the quality of included studies. A total of 18 studies were selected for analysis with a total sample of 6,353 nurses from different countries. The included studies ranged from moderate to high quality based on the quality assessment checklist. The pooled effect size for the correlation between psychological empowerment and nurses' job satisfaction was 0.512 (95% confidence interval = 0.406-0.604) with mild-to-moderate heterogeneity. Moreover, the majority of the studies confirmed a positive relationship between the two measured concepts. This study presents evidence indicating that psychological empowerment has a sensible relationship with nurses' job satisfaction. Therefore, nurse administrators should implement tailored strategies to trigger nurses' psychological empowerment, aiming to boost job satisfaction and reduce turnover and burnout. However, additional studies are essential to establish a causal relationship.
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Affiliation(s)
- Anees Hjazeen
- Department of Biostatistics, Royal Medical Services, Amman, JOR
| | - Soha Kannan
- Health Policy and Nursing, Directorate of Royal Medical Services Journal, Amman, JOR
| | - Hindya O Al-Maqableh
- Health Services Administration, Faculty of Medicine, Yarmouk University, Irbid, JOR
| | - Samar Maitah
- Queen Rania Al-Abdullah Hospital for Children, Royal Medical Services, Amman, JOR
| | - Maha Abu-Radwan
- Princess Muna College of Nursing, Mutah University, Amman, JOR
| | - Malak Sabbah
- Department of Community Medicine, University of Jordan, Amman, JOR
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Şenol Çelik S, Sariköse S, Çelik Y. Structural and psychological empowerment and burnout among nurses: A systematic review and meta-analysis. Int Nurs Rev 2024; 71:189-201. [PMID: 37597220 DOI: 10.1111/inr.12878] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/13/2022] [Accepted: 08/04/2023] [Indexed: 08/21/2023]
Abstract
AIM This study aims to review available evidence about the relationship between structural and psychological empowerment and burnout among nurses. BACKGROUND Nurses are key healthcare providers, who experience higher levels of burnout due to uncertainty and role conflicts about nursing roles and responsibilities and poor management. Nurse empowerment is an effective approach to reduce nurse burnout and enhance patient care quality. INTRODUCTION Positive working conditions along with positive attitudes and perceptions for nurses are crucial in the workplace. Nurse empowerment in the workplace results in quality improvements in work life and the provision of healthcare. METHOD We conducted a systematic review in accordance with the recommendations of the Joanna Briggs Institute and the PRISMA guideline. Relevant studies published between 2007 and 2022 were identified via PubMed, CINAHL, Web of Science, Scopus, Cochrane Library, Ovid MEDLINE (R), Science Direct and Turkish scientific literature databases. Studies that reported correlation coefficients were pooled to conduct a meta-analysis. RESULTS Random-effects meta-analyses showed a negative association between structural and psychological empowerment and emotional exhaustion. The overall findings showed a moderate and negative association between the six dimensions of structural empowerment and depersonalization. There was a positive association between structural empowerment and personal accomplishment. DISCUSSION There is a relationship between decreased burnout levels and nurse empowerment. The causal relationship between empowerment and burnout levels needs to be investigated in various healthcare settings in several countries. CONCLUSION The relationship between structural and psychological empowerment and burnout levels emphasizes that empowerment can reduce nurse burnout. Nurse empowerment is a critical management strategy for improving the quality of life for nurses, increasing the quality and effectiveness of patient care and achieving positive outcomes. IMPLICATIONS FOR NURSING AND HEALTH POLICY The encouragement and empowerment of nurses for prompt decision-making and effective resource utilization, reduces nurse burnout, enhancing nurses' job commitment, productivity, satisfaction and competence along with increased quality of care. The encouragement of nurses as empowered managers at the macro, meso and institutional levels not only improves the overall quality of health services but also helps to find solutions for the issues concerning healthcare service users and the health system environment.
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Affiliation(s)
| | - Seda Sariköse
- Koç University Graduate School of Health Sciences, Istanbul, Turkey
| | - Yusuf Çelik
- Faculty of Health Sciences, Department of Health Management, Marmara University, Istanbul, Turkey
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Halperin O, Idilbi N, Robes D, Biderman SN, Malka-Zeevi H, Green G. Predicting post-traumatic stress disorder: The complex relationship between burnout, intentions to leave and emotional support among health care professionals. Nurs Outlook 2024; 72:102134. [PMID: 38301290 DOI: 10.1016/j.outlook.2024.102134] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/11/2023] [Revised: 01/01/2024] [Accepted: 01/10/2024] [Indexed: 02/03/2024]
Abstract
BACKGROUND Health care professionals working in delivery rooms often encounter stressful situations. Understanding their challenges and the support they receive is essential for improving their well-being and consequently patient care. PURPOSE Examining the relationship between burnout, intentions to leave, post-traumatic stress disorder (PTSD) symptoms, and complex PTSD among health care professionals, and identifying their predictors. METHODS A mixed methods design, including a survey among 196 midwives and gynecologists assessing burnout, intentions to leave, exposure to negative work experiences and PTSD, as well as 15 semi-structured interviews. DISCUSSION Most participants experienced multiple difficult events in the delivery room, reporting insufficient emotional support. Burnout and lack of emotional support were significant predictors of PTSD symptoms. Participants expressed a need for emotional support to cope with complex situations. CONCLUSION Burnout among midwives must be addressed through prevention and intervention programs. Emotional support is essential in mitigating PTSD symptoms among midwives and gynecologists, enhancing their resilience and well-being.
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Affiliation(s)
- Ofra Halperin
- Nursing Department, Max Stern Academic College of Emek-Yezreel, Emek-Yezreel, Israel.
| | - Nasra Idilbi
- Nursing Department, Max Stern Academic College of Emek-Yezreel, Emek-Yezreel, Israel; Galilee Medical Center, Nahariya, Israel
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Al-Otaibi AG, Aboshaiqah AE, Aburshaid FA. Structural Empowerment, Resilience, and Intent to Stay Among Nurses and Midwives in Obstetrics and Gynecology Departments: A Phenomenological Inquiry Study in Saudi Arabia. SAGE Open Nurs 2024; 10:23779608241247434. [PMID: 38638413 PMCID: PMC11025421 DOI: 10.1177/23779608241247434] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/23/2023] [Revised: 02/17/2024] [Accepted: 03/23/2024] [Indexed: 04/20/2024] Open
Abstract
Introduction Staff turnover is a major obstacle to the success of Saudi Arabia's health transformation agenda and the realization of Saudi Vision 2030. Nurses' and midwives' intentions to remain with the organization are heavily influenced by their sense of structural empowerment and resilience. Objectives To gain insight into the perspectives of nurses and midwives working in the Obstetrics and Gynecology departments of a selection of Saudi Arabian governmental hospitals about structural empowerment, resilience, and intentions to stay in their current positions. Methods Qualitative Descriptive Phenomenology. Purposive sampling was used to choose eighteen nurses and midwives working in the OB/GYN department in three government hospitals in the Eastern Province of Saudi Arabia. Semi-structured interviews were conducted to gather the participants' perceptions. Colaizzi's steps were used as a data analysis method. Results The narratives of the selected participants generated five major themes: (a) "nurturing physical and physiological," (b) "developing psychological," (c) "managing financial," (e) "restructuring organizational," and (f) "enriching professional and occupational." Conclusions The emerging major themes highlighted the perceptive elements of nurses and midwives that keep them empowered, resilient, and determined to stay in their organization. A failure to fulfill any one of these elements will affect the others. To improve organizational outcomes, empowerment and resilience must be obtained.
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Affiliation(s)
- Areej Ghalib Al-Otaibi
- Fundamental of Nursing Department, College of Nursing, Imam Abdulrahman Bin Faisal University, Dammam, Saudi Arabia
| | - Ahmad E. Aboshaiqah
- Nursing Administration and Education Department, College of Nursing, King Saud University, Riyadh, Saudi Arabia
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Carvalho TMD, Lourenção LG, Pinto MH, Viana RAPP, Moreira AMBDSG, Mello LPD, Medeiros GGD, Gomes AMF. Quality of life and work engagement among nursing staff at the start of the COVID-19 pandemic. CIENCIA & SAUDE COLETIVA 2023; 28:2903-2913. [PMID: 37878933 DOI: 10.1590/1413-812320232810.09982023] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/03/2022] [Accepted: 06/01/2023] [Indexed: 10/27/2023] Open
Abstract
This article investigates the correlation between work engagement and work-related quality of life among nursing staff at a public hospital in São Paulo State, at the onset of the COVID-19 pandemic. A descriptive, correlational, cross-sectional study of nursing personnel was conducted from December 2020 to January 2021, using the Brazilian versions of the Work & Well-being Survey (Utrecht Work Engagement Scale - UWES) and the Work-related Quality of Life (WRQoL) scale, following Walton's model. Nursing staffs returned a strong positive correlation (r≥0.70) between the social integration domain of the WRQoL and the vigour dimension of the UWES (r=0.88; p=<0.001); a moderate positive correlation (r≥0.40≤0.69) between working conditions (WRQOL) and the vigour (r=0.40; p<0.001), dedication (r=0.40; p<0.001) and overall score (r=0.41; p<0.001) dimensions of the UWES. Correlations were positive and weak (r≤0.39) for the other WRQoL domains and the UWES dimensions. It was concluded that personnel with satisfactory levels of quality of life tend to show higher levels of engagement at work. At the onset of the COVID-19 pandemic, nursing professionals were strongly engaged and satisfied with their work-related quality of life.
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Affiliation(s)
- Taisa Moitinho de Carvalho
- Curso de Pós-Graduação em Gestão e Liderança em Enfermagem, Faculdade de Ciências da Saúde de Barretos Dr. Paulo Prata. Av. Leais Paulista 515, Jardim Irajá. 14020-650 Ribeirão Preto SP Brasil.
| | | | - Maria Helena Pinto
- Departamento de Enfermagem Geral, Faculdade de Medicina de São José do Rio Preto. São José do Rio Preto SP Brasil
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Liu Z, Chen C, Cui H, Hu Y. The relationship between nurses' social network degree centrality and organizational citizenship behavior: The multiple mediating effects of job satisfaction and work engagement. Heliyon 2023; 9:e19612. [PMID: 37809850 PMCID: PMC10558853 DOI: 10.1016/j.heliyon.2023.e19612] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/14/2022] [Revised: 08/01/2023] [Accepted: 08/28/2023] [Indexed: 10/10/2023] Open
Abstract
Background In nursing care organizations, nurses' social networks affect their behavior and play an important role in nursing practice. This study aimed to explore the relationships among social network degree centrality, job satisfaction, work engagement and organizational citizenship behavior (OCB) among nurses. Methods A cross-sectional survey design (one-on-one investigation) was used. The study was conducted among 254 nurses working in 10 nursing units in two hospitals in China from November 2019-February 2020. The participants completed a paper questionnaire that measured social network degree centrality, job satisfaction, work engagement and organizational citizenship behavior. A structural equation model (SEM) was used to analyze the mediating effects of job satisfaction and work engagement. SPSS 22.0 and Amos 21.0 software were used, and the significance level was set at 5% for all analyses. Results Social network degree centrality was positively associated with job satisfaction, work engagement and organizational citizenship behavior, and job satisfaction and work engagement had significant positive relationships with organizational citizenship behavior. In addition, social network degree centrality influenced organizational citizenship behavior through the multiple mediating effects of job satisfaction and work engagement. Conclusions Improving job satisfaction and work engagement can boost the positive effect of social network degree centrality on OCB.
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Affiliation(s)
- Zhenya Liu
- Cerebrovascular Department of Henan Provincial People's Hospital, Henan Provincial Key Medicine Laboratory of Nursing, Zhengzhou University People's Hospital, Zhengzhou, Henan, China
| | - Cancan Chen
- Henan Provincial Key Medicine Laboratory of Nursing, Zhengzhou University People's Hospital, Zhengzhou, Henan, China
| | - Huizhen Cui
- The Third Affiliated Hospital of Zhengzhou University, Zhengzhou, Henan, China
| | - Yanli Hu
- School of Nursing, Guangzhou Medical University, Guangzhou, China
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Haoyan X, Waters D, Jinling H, Qiongling L, Sien L. Quantitative systematic review of the transformational leadership style as a driver of nurses' organisational commitment. Nurs Open 2023; 10:4160-4171. [PMID: 36916967 PMCID: PMC10277404 DOI: 10.1002/nop2.1671] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/20/2021] [Revised: 12/16/2022] [Accepted: 02/04/2023] [Indexed: 03/15/2023] Open
Abstract
AIMS To explore the association between nurses' perceptions of their nurse manager's transformational leadership style and nurses' organisational commitment. DESIGN Narrative systematic review. DATA SOURCES The CINAHL Complete, MEDLINE, PubMed, Business Source Complete, Cochrane Library, along with OpenGrey t were systematically searched for observational studies written in English, between January 2009 and December 2020. REVIEW METHODS This systematic review is based on the guidelines of the Cochrane Handbook, and PRISMA-P. Two reviewers independently selected studies. The quality of evidence was assessed using the Joanna Briggs Institute (JBI) Critical Appraisal Tool for Cross-Sectional Studies. RESULTS Seven cross-sectional studies with 2885 participants were included. Six studies reported that the transformational leadership style was positively related to nurses' organisational commitment, and the remaining study reported a negative association. CONCLUSIONS Six studies were found that the transformational leadership style is a driver of nurses' organisational commitment. Only one study reported that transformational leadership style negatively associated with acute care nurses' organisational commitment. However, the negative finding is less valid, as the study data indicates that the nurse managers' ineffective transformational leadership style in the acute care unit or the culture influence, which may have influenced the results. IMPACTS It provides the guideline, recommendation, and important evidence to support nursing managers adopting the transformational leadership style to promote nurse retention helping to alleviate the nursing shortage. This is beneficial to the well-being of the nurse. Meanwhile, this can help the health organisation reducing the cost of nurses' turnover and recruiting new nurses. It is also good for address future ageing population healthcare problem in the long term.
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Affiliation(s)
- Xiong Haoyan
- Nursing DepartmentAffiliated Hospital of Guangdong Medical University, Guangdong Medical UniversityZhanjiangChina
| | | | - Huang Jinling
- Orthopaedic CenterAffiliated Hospital of Guangdong Medical University, Guangdong Medical UniversityZhanjiangChina
| | - Liu Qiongling
- Nursing Faculty, Guangdong Medical CollegeDongguanChina
| | - Lin Sien
- Orthopaedic CenterAffiliated Hospital of Guangdong Medical University, Guangdong Medical UniversityZhanjiangChina
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Sawyer AT, Tao H, Bailey AK. The Impact of a Psychoeducational Group Program on the Mental Well-Being of Unit-Based Nurse Leaders: A Randomized Controlled Trial. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:6035. [PMID: 37297639 PMCID: PMC10252280 DOI: 10.3390/ijerph20116035] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 04/07/2023] [Revised: 05/22/2023] [Accepted: 05/31/2023] [Indexed: 06/12/2023]
Abstract
This randomized controlled trial examined the impact of a psychoeducational group program on the mental well-being of unit-based nurse leaders, specifically nurse managers and assistant nurse managers. The program was developed around the themes of resilience, insight, self-compassion, and empowerment to fight burnout and enhance purposeful adaptive coping to reduce distress and improve mental wellbeing. The sample included 77 unit-based nurse leaders. Outcomes included post-traumatic growth, resilience, insight, self-compassion, empowerment, perceived stress, burnout, and job satisfaction. Paired samples t-tests and repeated measures ANOVA tests were conducted to compare outcomes at baseline to the follow-up timepoints of endpoint, one-month follow-up, three-month follow-up, and six-month follow-up. The intervention group participants showed significant improvement in post-traumatic growth between baseline and all follow-up timepoints compared to the waitlist control group. Among intervention group participants, there were also significant improvements in self-reflection and insight, self-compassion, psychological empowerment, and compassion satisfaction, as well as significant reductions in perceived stress, burnout, and secondary traumatic stress. This study extends existing evidence that this psychoeducational group program can be an effective intervention for improving and protecting mental wellbeing. Among nurse leaders, it can reduce stress and burnout and improve post-traumatic growth, self-reflection and insight, self-compassion, psychological empowerment, and compassion satisfaction.
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Affiliation(s)
- Amanda T. Sawyer
- AdventHealth Research Institute, Orlando, FL 32803, USA; (H.T.); (A.K.B.)
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15
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González-de la Torre H, Hernández-Rodríguez MI, Moreno-Canino AM, Portela-Lomba AM, Berenguer-Pérez M, Verdú-Soriano J. Cross-Cultural Adaptation and Validation of the Perceptions of Empowerment in Midwifery Scale in the Spanish Context (PEMS-e). Healthcare (Basel) 2023; 11:healthcare11101464. [PMID: 37239750 DOI: 10.3390/healthcare11101464] [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: 04/01/2023] [Revised: 05/13/2023] [Accepted: 05/16/2023] [Indexed: 05/28/2023] Open
Abstract
Midwifery empowerment is an important topic. The most widely used instrument to measure the perceived empowerment of midwives is the Perceptions of Empowerment in Midwifery Scale (PEMS), which has not been validated in Spain. The aim of this study was to translate and adapt the PEMS to the Spanish context. This research was carried out in two phases; Phase 1: Methodological study; translation, backtranslation and cross-cultural adaptation of the PEMS and pilot study on the target population (10 midwives) for evaluation of face validity. Phase 2: Cross-sectional observational study to obtain a sample for construct validation by Exploratory Factor Analysis and measurement of PEMS-e reliability. Additionally, an inferential analysis was carried out to study the possible association between several collected variables and PEMS-e subscale-scores. A total of 410 midwives from 18 Spanish regions participated in the study through an online questionnaire. An initial Spanish version of the PEMS scale was produced, demonstrating adequate face validity. A final model was produced for the PEMS-e, which included 17 items classified into two subscales ("Organizational support" and "Own skills and teamwork") with fit indexes RMSEA = 0.062 (95%CI: 0.048-0.065) and AGFI = 0.985 (95%CI: 0.983-0.989) and Cronbach's alpha 0.922 for the total scale. Results showed that one in four midwives had considered abandoning the profession in the last 6 months (p ≤ 0.001). This research suggests that Spanish midwives perceive their empowerment level as low. The PEMS-e is a valid tool with solid psychometric properties that can be used in future research to identify factors that contribute to increased empowerment among Spanish midwives and inform strategies to improve job satisfaction and retention in the profession.
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Affiliation(s)
- Héctor González-de la Torre
- Research Support Unit of Insular Maternal and Child University Hospital Complex of Gran Canaria, Canary Health Service, Avda Marítima del Sur S/N, 35016 Las Palmas de Gran Canaria-Canary Islands, Spain
- Department of Nursing, University of Las Palmas de Gran Canaria, Edificio Ciencias de la Salud, C/Blas Cabrera Felipe s/n, 35016 Las Palmas de Gran Canaria-Canary Islands, Spain
| | - María-Isabel Hernández-Rodríguez
- Department of Obstetrics and Gynaecology, Insular Maternal and Child University Hospital Complex of Gran Canaria, Canary Health Service, Avda Marítima del Sur S/N, 35016 Las Palmas de Gran Canaria-Canary Islands, Spain
| | - Alba-María Moreno-Canino
- Department of Obstetrics and Gynaecology, Insular Maternal and Child University Hospital Complex of Gran Canaria, Canary Health Service, Avda Marítima del Sur S/N, 35016 Las Palmas de Gran Canaria-Canary Islands, Spain
| | - Ana-María Portela-Lomba
- Department of Obstetrics and Gynaecology, Insular Maternal and Child University Hospital Complex of Gran Canaria, Canary Health Service, Avda Marítima del Sur S/N, 35016 Las Palmas de Gran Canaria-Canary Islands, Spain
| | - Miriam Berenguer-Pérez
- Department of Community Nursing, Preventive Medicine, Public Health and History of Science, Faculty of Health Sciences, University of Alicante (UA), 03690 Alicante, Spain
| | - José Verdú-Soriano
- Department of Community Nursing, Preventive Medicine, Public Health and History of Science, Faculty of Health Sciences, University of Alicante (UA), 03690 Alicante, Spain
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Pirino MVB, Nascimento CL, Dini AP. Professional satisfaction in nursing during the COVID-19 pandemic. Rev Lat Am Enfermagem 2023; 31:e3893. [PMID: 37194891 PMCID: PMC10202230 DOI: 10.1590/1518-8345.6364.3893] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/04/2022] [Accepted: 11/24/2022] [Indexed: 05/18/2023] Open
Abstract
Objective: to assess the job satisfaction of nursing professionals who worked in care and management during the COVID-19 pandemic. Method: cross-sectional epidemiological study, with the participation of 334 nursing professionals of a teaching hospital. Absolute and relative frequencies of qualitative variables and means of numerical variables were calculated. The mean scores of the domains of the Job Satisfaction Survey were compared with sociodemographic-labor variables. Student’s t-test, Mann-Whitney test, and ANOVA test were applied and followed by Tukey, Kruskal-Wallis, or Dunn’s post-test to verify the statistical significance of the results with a critical level of 0.05. Results: 90 professionals were satisfied with their work, three professionals were dissatisfied and 241 professionals were ambivalent. Conclusion: ambivalence was evidenced among nursing workers regarding their job satisfaction during the period of the COVID-19 pandemic. The findings indicate a path for managers and health policymakers to invest in career plans and work environments that improve the working conditions of nursing workers.
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Affiliation(s)
- Manuela Vilas Boas Pirino
- Universidade Estadual de Campinas, Faculdade de Enfermagem, Campinas, SP, Brasil
- Becaria de la Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES), Brasil
| | | | - Ariane Polidoro Dini
- Universidade Estadual de Campinas, Faculdade de Enfermagem, Campinas, SP, Brasil
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17
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Anselmann V, Brouwer J, Mulder RH. The relationships between perceived individual and team characteristics, individual and team learning activities with effectiveness in nursing teams. Front Psychol 2023; 14:1163494. [PMID: 37179881 PMCID: PMC10169586 DOI: 10.3389/fpsyg.2023.1163494] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/10/2023] [Accepted: 03/29/2023] [Indexed: 05/15/2023] Open
Abstract
Introduction Team learning plays a crucial role in addressing the shortage of nurses and ensuring that there are enough trained and capable nurses available during times of crisis. This study investigates the extent to which individual learning activities (1) contribute to knowledge sharing in teams and (2) impact the effectiveness of nursing teams. Furthermore, we want to obtain more insight into whether (3) the antecedents of individual psychological empowerment, teamwork preference, and team boundedness contribute to individual learning activities and knowledge sharing in nursing teams. Method We conducted a cross-sectional questionnaire study of 149 gerontological nurses working in 30 teams in Germany. They completed a survey measuring knowledge sharing, teamwork preference, team boundedness, individual learning activities, psychological empowerment, and team effectiveness (as an indicator of performance). Results The results from structural equation modeling revealed that individual learning activities contribute to knowledge sharing in teams and, as a result, enhance team effectiveness. In particular, psychological empowerment was found to be associated with individual learning activities, while teamwork preference and team boundedness were related to knowledge sharing. Discussion The results indicated that the accomplishment of individual learning activities plays an important role in nursing teams, as it is linked to knowledge sharing and, as a result, contributes to team effectiveness.
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Affiliation(s)
- Veronika Anselmann
- Institute of Nursing Science, University of Education Schwäbisch Gmünd, Schwäbisch Gmünd, Germany
| | - Jasperina Brouwer
- Educational Sciences, Faculty of Behavioural and Social Sciences, University of Groningen, Groningen, Netherlands
| | - Regina H. Mulder
- Faculty of Human Sciences, University of Regensburg, Regensburg, Bavaria, Germany
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18
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Rony MKK, Md Numan S, Alamgir HM. The association between work-life imbalance, employees' unhappiness, works impacts on family, and family impacts on work among nurses: A Cross-sectional Study. INFORMATICS IN MEDICINE UNLOCKED 2023. [DOI: 10.1016/j.imu.2023.101226] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/29/2023] Open
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19
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A meta-analysis of psychological empowerment: Antecedents, organizational outcomes, and moderating variables. CURRENT PSYCHOLOGY 2023. [DOI: 10.1007/s12144-023-04369-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/06/2023]
Abstract
Abstract
Psychological empowerment (PE) is a subjective, cognitive and attitudinal process that helps individuals feel effective, competent and authorized to carry out tasks. Over the last twenty years, research into PE has reported strong evidence reaffirming its role as a motivational factor in organizational psychology. In this study, the aim is to systematically review, analyze and quantify correlational empirical research focusing on empowerment, as understood by the theory developed by Spreitzer et al. (1995a, b), using meta-analytical techniques. The study also analyses the antecedents and consequences of PE and explores potential moderators of the relationship between this variable and its correlates. The electronic search encompassed studies dating from the publication of Spreitzer's empowerment scale (Academy of Management Journal, 38, 1442–1465, 1995b) up to January 2019. It was conducted in database aggregators, as well as in Metabus, occupational psychology journals and doctoral thesis repositories. Of the 1110 records identified, 94 were included in the meta-analysis. Most of the studies included used purposive or convenience sampling and had a cross-sectional study design. We focused on searching for studies that use a survey analysis approach. We extracted information about effect size (ES) in the associations between PE and its antecedents and consequences, and used the Comprehensive Meta-analysis 2.0 program to carry out the analyses (Borenstein et al., 2005). Effect size was calculated as the Pearson correlation (r), processed using Fisher's Z transformation. A random effects model was used and heterogeneity was analyzed to detect moderator variables. In relation to antecedents, in all meta-analyses, non-significant results were found only for education (r = -.001, CI [-.06, .06]) and organizational rank (r = .10, CI [-.16, .36]). All meta-analyses focusing on the association between psychological empowerment and its consequences returned significant results. Job satisfaction (r = .50) and organizational commitment (r = .51) had the largest effect sizes. Our results suggest which factors may be more important for generating empowerment among employees in accordance with the profession in which they work and their culture of origin. The main novelty offered by our results is that they indicate that age moderates the relationship between empowerment and the majority of the antecedents studied, a finding not reported in other meta-analyses. The present meta-analysis may help encourage organizations to pay more attention to PE, focusing their efforts on improving or strengthening certain structures or factors. Empowerment initiatives or programs focused on employee well-being lead to a workplace in which people are motivated and have a sense of purpose. Our results allow us to recommend interventions that enhance and improve the antecedents of EP. Finally, the present meta-analysis may help encourage organizations to pay more attention to the antecedents and consequences of PE, focusing their efforts on improving or strengthening certain structures or factors.
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20
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Gillet N, Cougot B, Moret L, Tripodi D, Boudrias JS. Longitudinal psychological empowerment profiles, their determinants, and some health-related outcomes. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2023. [DOI: 10.1080/1359432x.2023.2170227] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/25/2023]
Affiliation(s)
- Nicolas Gillet
- Université de Tours, Department of Psychology, Tours, France
- Institut Universitaire de France (IUF), Paris, France
| | - Baptiste Cougot
- Université de Tours, Department of Psychology, Tours, France
| | - Leila Moret
- Université de Nantes, CHU de Nantes, Nantes, France
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21
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Liderança e comportamento empoderador: compreensões de enfermeiros-gerentes na Atenção Primária à Saúde. ACTA PAUL ENFERM 2023. [DOI: 10.37689/acta-ape/2023ao00051] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/05/2023] Open
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22
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Karukivi J, Leino-Kilpi H, Kuokkanen L, Kuusisto H, Rautava P, Seppänen L, Sulosaari V, Stolt M. Association between work empowerment and interprofessional collaboration among health care professionals working in cancer care settings. J Interprof Care 2023; 37:21-28. [PMID: 34979858 DOI: 10.1080/13561820.2021.1997949] [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: 01/10/2023]
Abstract
This study aimed to analyze work-related empowerment and interprofessional collaboration and to identify possible associations among healthcare professionals working in cancer care settings. A cross-sectional survey design was employed in this study. Healthcare professionals (n = 175) in one Finnish Cancer Center participating in the care of patients with cancer at least on a monthly basis took part in the study. The data were collected with three instruments: Interprofessional Collaboration and Leadership, Performance of an Empowered Personnel (PEN), and Work-related Empowerment Promoting Factors (WEP). The data were analyzed with descriptive statistics, Pearson and Spearman's correlation coefficients and multivariate analysis using generalized liner models. Healthcare professionals rated their work empowerment as rather high. Performance of an Empowered Personnel (PEN) was perceived as high (mean 4.08, SD 0.47). Promoting factors for Work Empowerment (WEP) were also assessed as high (mean 3.98, SD 0.61). Interprofessional collaboration in the cancer care setting was perceived as moderate (mean 2.94, SD 0.36). Managerial position explained work empowerment based on multivariate analysis. Work empowerment and interprofessional collaboration had a strong correlation. The results can be used in the leadership and management of interprofessional collaboration and in developing new structures to support health professionals' work empowerment. In the future, work empowerment needs to be promoted by constructing solutions and practices that support interprofessional collaboration and thus improve the quality of cancer care.
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Affiliation(s)
- Johanna Karukivi
- Department of Nursing Science, University of Turku, Turku, Finland
| | - Helena Leino-Kilpi
- Department of Nursing Science, University of Turku, Turku, Finland.,Turku University Hospital, Turku, Finland
| | - Liisa Kuokkanen
- Department of Nursing Science, University of Turku, Turku, Finland
| | - Hannele Kuusisto
- Environmental and Energy Engineering, Turku University of Applied Sciences, Turku, Finland
| | - Päivi Rautava
- Public Health, University of Turku, Turku, Finland.,Clinical Research Centre, Turku University Hospital, Turku, Finland
| | - Laura Seppänen
- Finnish Institute of Occupational Health, Helsinki, Finland
| | - Virpi Sulosaari
- Department of Nursing Science, University of Turku, Turku, Finland.,Health and Well-being, Turku University of Applied Sciences, Turku, Finland
| | - Minna Stolt
- Department of Nursing Science, University of Turku, Turku, Finland.,Turku University Hospital, Turku, Finland
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23
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Woodward A, Ruston A. Empowerment of care home staff through effective collaboration with healthcare. J Interprof Care 2023; 37:109-117. [PMID: 35403543 DOI: 10.1080/13561820.2022.2047015] [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: 01/10/2023]
Abstract
Integrative local health delivery models in the UK, under the framework of Enhanced Health in Care Homes (EHICH), have been developed to improve joint working between health and social care to benefit the patient. Despite this drive toward health and social care integration, research on the barriers, facilitators, and impact of partnership working on role of care home staff is underdeveloped. This study set out to explore views on how closer working between health and social care can impact on the role of care home staff and any barriers to effective integration. Staff from 25 care homes and GPs from their partnered practices were interviewed to explore the impact of the partnership. Homes receiving regular visits from the same health professional found the relationship between the two sectors had benefitted both residents and staff. The development of trusting relationships, access to support and information, and recognition and respect were all seen as facilitating the partnership and enhancing patient care. Regular and effective interactions with health-care professionals were key and had the potential to empower and increase confidence of care home staff in their role around health care. Factors negatively impacting on strength of relationship such as visits by inconsistent professional and high turnover of care home staff were a barrier to successful partnerships. Experiences of poor interactions with those from health-care services where there was an absence of a trusting relationship were disempowering to care home staff and remain a barrier to effective wider health and social care collaboration.
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Affiliation(s)
- Amelia Woodward
- College of Health, Psychology and Social Care University of Derby, Derby, UK
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24
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Pahlevan Sharif S, She L, Liu L, Naghavi N, Lola GK, Sharif Nia H, Froelicher ES. Retaining nurses via organizational support and pay during COVID-19 pandemic: The moderating effect between intrinsic and extrinsic incentives. Nurs Open 2023; 10:123-134. [PMID: 35906871 PMCID: PMC9353281 DOI: 10.1002/nop2.1286] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/22/2022] [Accepted: 06/20/2022] [Indexed: 01/04/2023] Open
Abstract
AIM There has been growing concern about the nurses' turnover intention as well as life satisfaction during COVID-19 pandemic in Iran. The past research has provided evidence on the effect of organizational support on nurses' job satisfaction and turnover intention. However, little is known about the underlying mechanism behind these associations. DESIGN A cross-sectional survey was undertaken. METHODS An online survey was conducted in Iran from May to June 2020 through Google Docs Forms. In total, 305 nurses were participated and completed the online survey. Data were analysed using structural equation modelling through (AMOS). This study was checked with the STROBE checklist. RESULT The results showed that nurses' perception of organizational support was positively related to their job satisfaction which in turn decreases the turnover intention. Likewise, the job satisfaction partially mediated the relationship between organizational support and nurses' life satisfaction.
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Affiliation(s)
- Saeed Pahlevan Sharif
- Faculty of Business & Law, Taylor's University, Malaysia, Subang Jaya, Selangor, Malaysia
- Global Centre for Modern Ageing, Adelaide, South Australia, Australia
| | - Long She
- Faculty of Business, Design, & Arts, Swinburne University of Technology, Kuching, Sarawak, Malaysia
| | - Li Liu
- Faculty of Business & Law, Taylor's University, Malaysia, Subang Jaya, Selangor, Malaysia
| | - Navaz Naghavi
- Faculty of Business & Law, Taylor's University, Malaysia, Subang Jaya, Selangor, Malaysia
| | - Gold Kafilah Lola
- Economics Department, Kwara State College of Education, Ilorin, Nigeria
| | - Hamid Sharif Nia
- School of Nursing and Midwifery Amol, Mazandaran University of Medical Sciences, Sari, Iran
| | - Erika Sivarajan Froelicher
- Department of Physiological Nursing, School of Nursing and Department of Epidemiology & Biostatistics, School of Medicine, University of California San Francisco, San Francisco, California, USA
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Psychological Empowerment of Nurses Working in Pediatric Units in Saudi Arabia. Healthcare (Basel) 2022; 10:healthcare10122374. [PMID: 36553898 PMCID: PMC9777986 DOI: 10.3390/healthcare10122374] [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: 10/17/2022] [Revised: 11/19/2022] [Accepted: 11/22/2022] [Indexed: 11/29/2022] Open
Abstract
Background: This study investigated the psychological empowerment (PE) of nurses in pediatric units and examined the significant difference between the level of PE and the personal work profiles of nurses working in pediatric units in Saudi Arabia. Methods: A quantitative descriptive study design was employed between May and July 2020 using a self-administered electronic survey that collected personal work profile data and applied the Psychological Empowerment Scale. The data were analyzed using SPSS 22.0 software for descriptive statistics, t-tests, and ANOVA. Results: Most of the study participants (69.6%) were non-Saudi nurses, and 71.9% worked in specialized areas. The mean PE score of the four dimensions across the 12 items was high. The mean score for the dimension meaning was the highest, whereas the lowest mean score was for the dimension self-determination. Nurses from different nationalities had significantly different PE levels. Conclusions: Expatriate nurses were more psychologically empowered. The findings will be of interest to all who wish to attract and retain local nurses by fostering PE in the work environment and involving nurses in decision-making processes, thus enabling them to act as leaders for increased work motivation.
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Gu L, Wang L, Pan B. Psychological empowerment and job satisfaction in nurses: A systematic review and meta-analysis. Front Public Health 2022; 10:1022823. [PMID: 36438239 PMCID: PMC9692104 DOI: 10.3389/fpubh.2022.1022823] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/19/2022] [Accepted: 10/03/2022] [Indexed: 11/13/2022] Open
Abstract
Background Psychological empowerment is generally understood to be associated with job satisfaction among nurses. However, recently published literature has questioned this association. Objective We aimed to systematically investigate through a meta-analysis the association of psychological empowerment with job satisfaction among nurses. Methods PubMed, Medline, Cochrane Library, PsycInfo, and Embase were used to search targeted studies from conception to 20 January 2022. The correlation coefficients of each study were extracted and converted into Fisher's Z. Finally, pooled r was calculated by Fisher's Z and standard error (SE). Results A total of 28 studies encompassing 27 articles with 7,664 registered nurses were included. The pooled correlation coefficient between psychological empowerment and job satisfaction was 0.55. Subgroup analyses were conducted according to ethnicity, and the correlation in the Asian participants (P < 0.01) was significantly stronger (P < 0.05) than that of the Caucasian nurses (P < 0.01). Conclusions Psychological empowerment is strongly correlated to job satisfaction for registered nurses, especially among those from Asian countries. Interventions designed for psychological empowerment could be one of the strategies to promote the retention of nurses. Nonetheless, additional future studies are essential for more investigations.
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Affiliation(s)
- Lihua Gu
- School of Nursing and Health, Shanghai Zhongqiao Vocational and Technical University, Shanghai, China,*Correspondence: Lihua Gu
| | - Liping Wang
- Department of Nursing and Home Economics, Shanghai Open University Yangpu Branch, Shanghai, China
| | - Biwei Pan
- Department of Interventional Oncology, Renji Hospital, Shanghai Jiao Tong University School of Medicine, Shanghai, China
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Zhang M, Chen H, Wang N, Li Y, Liu Y. Does transformational leadership and psychological empowerment improve nurses' innovative behaviour during COVID-19 outbreak? A cross-sectional study. J Nurs Manag 2022; 30:4116-4125. [PMID: 36262030 DOI: 10.1111/jonm.13877] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/17/2022] [Revised: 09/15/2022] [Accepted: 10/02/2022] [Indexed: 12/30/2022]
Abstract
AIMS To investigate the relationships between transformational leadership, psychological empowerment and innovative behaviour among nurses in China. BACKGROUND The innovative behaviour of nurses is important to adapt to the changing medical environment. However, there is currently a limited understanding of the relationship between nurses' innovative behaviour and transformational leadership and psychological empowerment during the pandemic. METHODS Convenience sampling was used to conduct an investigation involving 1317 nurses from 10 hospitals in China from January 2022 to April 2022. Data analysis was performed using correlation analysis, univariate analysis and multiple regression analysis. The STROBE checklist was followed when writing this manuscript. RESULTS High transformational leadership and high psychological empowerment were associated with high innovative behaviour. The results of the multiple linear regression analysis showed that physical condition, whether or not you have attended academic conferences or whether or not you have participated in fund research projects, transformational leadership and psychological empowerment were the main factors on nurses' innovative behaviour, together explaining 64.5% of the total variance. CONCLUSION Promotion of transformational leadership and psychological empowerment is vital for nurses to promote innovation, thereby meeting the urgent demand for innovative nurses and the rapid development of nursing disciplines. IMPLICATIONS FOR NURSING MANAGEMENT This study highlights the importance of transformational leadership in developing nurses' innovative behaviours. Understanding the role of psychological empowerment can help nurse managers formulate relevant intervention strategies and cultivate nurses' innovative behaviour.
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Affiliation(s)
- Minyi Zhang
- Department of Neurosurgery, The First Hospital of China Medical University, Shenyang, P.R. China
| | - Hongyu Chen
- Department of Neurosurgery, The First Hospital of China Medical University, Shenyang, P.R. China
| | - Ning Wang
- Department of Neurosurgery, The First Hospital of China Medical University, Shenyang, P.R. China
| | - Yao Li
- Department of Neurosurgery, The First Hospital of China Medical University, Shenyang, P.R. China
| | - Yan Liu
- Department of Neurosurgery, The First Hospital of China Medical University, Shenyang, P.R. China
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Cyfert S, Szumowski W, Dyduch W, Zastempowski M, Chudziński P. The power of moving fast: responsible leadership, psychological empowerment and workforce agility in energy sector firms. Heliyon 2022; 8:e11188. [PMID: 36311364 PMCID: PMC9615033 DOI: 10.1016/j.heliyon.2022.e11188] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/30/2022] [Revised: 09/26/2022] [Accepted: 10/18/2022] [Indexed: 11/06/2022] Open
Abstract
The energy sector is undergoing significant transformation induced by environmental changes and increasing pressure from stakeholder groups. In order to quickly seize opportunities in the unpredictable contemporary business environment, leaders increasingly face the challenge of ensuring an appropriate level of organisational agility, achieved through workforce agility. In striving to achieve workforce agility, responsible leaders should consider the intrinsic motivation oriented towards work, how it affects a team's performance, and the level of its involvement. Based on studies that combine leadership, empowerment, and agility, we analyse whether and how responsible leadership and psychological empowerment support workforce agility in the energy sector firms. Using structural equation modelling, we analyse data gathered from a group of 187 managers and experts. The results support a hypothesised relationship between leadership focused on responsible management, psychological empowerment, and workforce agility. The survey reveals that a combination of responsible leadership and psychological empowerment affects workforce agility.
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Affiliation(s)
- Szymon Cyfert
- Institute of Management, Poznań University of Economics and Business, al. Niepodległości 10 Street, 61-875 Poznań, Poland,Corresponding author.
| | - Witold Szumowski
- Wroclaw University of Economics and Business, Faculty of Management, Komandorska 118/120, 53-345, Wroclaw, Poland
| | - Wojciech Dyduch
- Faculty of Management, University of Economics in Katowice, ul. 1 Maja 50, 40-287 Katowice, Poland
| | - Maciej Zastempowski
- Faculty of Economic Sciences and Management, Nicolaus Copernicus University, Gagarina 13A Street, 87-100 Toruń, Poland
| | - Paweł Chudziński
- Poznań University of Economics and Business, al. Niepodległości 10 Street, 61-875 Poznań, Poland
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Teixeira AC, Nogueira A, Barbieri-Figueiredo MDC. Professional empowerment and evidence-based nursing: A mixed-method systematic review. J Clin Nurs 2022. [PMID: 36039039 DOI: 10.1111/jocn.16507] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/22/2022] [Revised: 08/08/2022] [Accepted: 08/11/2022] [Indexed: 11/27/2022]
Abstract
AIMS AND OBJECTIVES To review, synthesise and integrate primary research on the relationship between professional empowerment and evidence-based practice (EBP) in nursing. BACKGROUND Professional empowerment research exposes an association between empowerment and positive work behaviours and attitudes. Empowerment is associated with nurses' productivity, autonomy and resources. However, implementing evidence into practice is not easy due to barriers to EBP, namely organisational and cultural. Research demonstrating the relationship between professional empowerment and EBP will provide direction for future interventions aimed at the development of an effective healthcare sector. DESIGN A mixed-methods systematic review, according to the Joanna Briggs Institute approach, with results reported according to PRISMA. The associated checklist for systematic reviews was also used. METHOD The electronic databases searched for relevant studies included: Medline, Cumulative Nursing and Allied Health Literature (CINAHL), JBI Database of Systematic Reviews and Implementation Reports, and The Cochrane Library; thesis and dissertation databases; and Web pages of reference organisations and Scientific Events programs. Quality assessments, data extraction and analysis were completed on all included studies, according JBI. Thematic analysis was used to synthesise the data. RESULTS We identified 477 studies. After removing duplicates and reviewing title and abstract following the inclusion and exclusion criteria, 26 papers were evaluated for eligibility. The review included 9 articles. The literature was categorised into three themes: (a) organisational and leadership characteristics, (b) individual characteristics, and (c) outcomes/consequences. CONCLUSION This review highlights the importance of empowering environments in EBP. A relationship was evident between leadership, organisation, empowerment, individual characteristics and the use and implementation of evidence, resulting in tangible and measurable gains. However, more robust studies are needed. This systematic review was registered in the International Prospective Register of Systematic Reviews (PROSPERO; CRD42018086414).
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Affiliation(s)
- Abílio Cardoso Teixeira
- ICBAS: School of Medicine and Biomedical Sciences - University of Porto, Porto, Portugal.,CINTESIS - Center for Health Technology and Services Research, Porto, Portugal.,Santa Maria Health School, Porto, Portugal
| | - Assunção Nogueira
- Sousa Valley Health School, Gandra, Portugal.,Institute for Research and Advanced Training in Health Sciences and Technologies, Porto, Portugal
| | - Maria do Céu Barbieri-Figueiredo
- ICBAS: School of Medicine and Biomedical Sciences - University of Porto, Porto, Portugal.,CINTESIS - Center for Health Technology and Services Research, Porto, Portugal.,Huelva University - Departamento de Enfermeria, Huelva, Spain
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Ahmad MS, Barattucci M, Ramayah T, Ramaci T, Khalid N. Organizational support and perceived environment impact on quality of care and job satisfaction: a study with Pakistani nurses. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2022. [DOI: 10.1108/ijwhm-09-2021-0179] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeReferring to the theory of organizational empowerment, the purpose of this study is to examine the relationship of organizational support and perceived environment on quality of care and job satisfaction, with organizational commitment as a mediator for the first variable.Design/methodology/approachThis study employed a cross-sectional research design and data was collected from seven private and public sector hospitals in Pakistan, involving 352 nurses on a voluntary basis through a self-administered survey.FindingsThe results showed that organizational commitment mediates the relationship between organizational support and job satisfaction with the quality of care. Moreover, the perceived environment has an impact on job satisfaction and quality of care.Originality/valueHealthcare service quality seems strictly dependent on the perceived quality of care and job satisfaction among healthcare workers. Theoretical and practical implications for policymakers and HR management are discussed.
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Arshadi Bostanabad M, Namdar Areshtanab H, Shabanloei R, Hosseinzadeh M, Hogan U, Brittain AC, Pourmahmood A. Clinical competency and psychological empowerment among ICU nurses caring for COVID-19 patients: A cross-sectional survey study. J Nurs Manag 2022; 30:2488-2494. [PMID: 35666638 PMCID: PMC9347934 DOI: 10.1111/jonm.13700] [Citation(s) in RCA: 8] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/27/2022] [Revised: 05/15/2022] [Accepted: 06/01/2022] [Indexed: 12/01/2022]
Abstract
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.
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Affiliation(s)
- Mohammad Arshadi Bostanabad
- Department of Pediatric Nursing, Nursing and Midwifery Faculty, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Hossein Namdar Areshtanab
- Department of Mental Health and Psychiatric Nursing, Nursing and Midwifery Faculty, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Reza Shabanloei
- Department of Medical-Surgical Nursing, Nursing and Midwifery Faculty, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Mina Hosseinzadeh
- Department of Community Health Nursing, Nursing and Midwifery Faculty, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Unarose Hogan
- Adjunct Faculty, Public Health Programme, School of Medicine, University of Limerick, Ireland
| | | | - Akram Pourmahmood
- Imam Reza General Hospital, Tabriz University of Medical Sciences, Tabriz, Iran
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Stemmer R, Bassi E, Ezra S, Harvey C, Jojo N, Meyer G, Özsaban A, Paterson C, Shifaza F, Turner MB, Bail K. A systematic review: Unfinished nursing care and the impact on the nurse outcomes of job satisfaction, burnout, intention-to-leave and turnover. J Adv Nurs 2022; 78:2290-2303. [PMID: 35533090 DOI: 10.1111/jan.15286] [Citation(s) in RCA: 23] [Impact Index Per Article: 11.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/27/2021] [Revised: 03/17/2022] [Accepted: 04/10/2022] [Indexed: 11/28/2022]
Abstract
AIM To investigate the association of unfinished nursing care on nurse outcomes. DESIGN Systematic review in line with National Institute for Health and Care Excellence guideline. DATA SOURCES CINAHL, the Cochrane Library, Embase, Medline, ProQuest and Scopus databases were searched up until April 2020. REVIEW METHODS Two independent reviewers conducted each stage of the review process: screening eligibility, quality appraisal using Mixed Methods Appraisal Tool; and data extraction. Narrative synthesis compared measurements and outcomes. RESULTS Nine hospital studies were included, and all but one were cross-sectional multicentre studies with a variety of sampling sizes (136-4169 nurses). Studies had low internal validity implying a high risk of bias. There was also a high potential for bias due to non-response. Only one study explicitly sought to examine nurse outcomes as a primary dependent variable, as most included nurse outcomes as mediating variables. Of the available data, unfinished nursing care was associated with: reduced job satisfaction (5/7 studies); burnout (1/3); and intention-to-leave (2/2). No association was found with turnover (2/2). CONCLUSION Unfinished nursing care remains a plausible mediator of negative nurse outcomes, but research is limited to single-country studies and self-reported outcome measures. Given challenges in the sector for nurse satisfaction, recruitment and retention, future research needs to focus on nurse outcomes as a specific aim of inquiry in relation to unfinished nursing care. IMPACT Unfinished nursing care has previously been demonstrated to be associated with staffing, education and work environments, with negative associations with patient outcomes (patient satisfaction, medication errors, infections, incidents and readmissions). This study offers new evidence that the impact of unfinished nursing care on nurses is under investigated. Policymakers can prioritize the funding of robust observational studies and quasi-experimental studies with a primary aim to understand the impact of unfinished nursing care on nurse outcomes to better inform health workforce sustainability.
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Affiliation(s)
| | - Erika Bassi
- University of Eastern Piedmont, Novara, Italy
| | - Sigal Ezra
- Chaim Sheba Medical Center, Tel Hashomer, Israel
| | - Clare Harvey
- Massey University, Wellington, New Zealand.,Central Queensland University, Rockhampton, Queensland, Australia
| | | | - Gabriele Meyer
- Martin Luther University Halle-Wittenberg, Halle-Wittenberg, Germany
| | | | | | | | | | - Kasia Bail
- University of Canberra, Canberra, Australia
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Graduating Nursing Students’ Empowerment and Related Factors: Comparative Study in Six European Countries. Healthcare (Basel) 2022; 10:healthcare10050754. [PMID: 35627891 PMCID: PMC9140337 DOI: 10.3390/healthcare10050754] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/27/2022] [Revised: 04/10/2022] [Accepted: 04/12/2022] [Indexed: 11/17/2022] Open
Abstract
New nurses are needed in healthcare. To meet the role expectations of a registered nurse, nursing students must feel empowered at graduation. However, there are only a few studies focusing on nursing students’ empowerment. This study aims to describe and analyze graduating nursing students’ level of empowerment in six European countries and potential related factors. A comparative and cross-sectional study was performed in the Czech Republic, Finland, Italy, Portugal, Slovakia, and Spain with graduating nursing students (n = 1746) using the Essential Elements of Nurse Empowerment scale. Potentially related factors included age, gender, a previous degree in health care, work experience in health care, graduation to first-choice profession, intention to leave the nursing profession, level of study achievements, satisfaction with the current nursing programme, clinical practicums, theoretical education, and generic competence measured with the Nurse Competence Scale. The data were analysed statistically. Graduating nursing students’ self-assessed level of empowerment was moderate, with statistical differences between countries. Those with high empowerment had no intention to leave the nursing profession, had a higher level of study achievements, and a higher self-assessed generic competence level. The results suggest that empowerment needs to be enhanced during nursing education. Further research is needed to understand the development of empowerment during the early years of a nursing career.
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Persson J, Johansson G, Arvidsson I, Östlund B, Holgersson C, Persson R, Rydenfält C. A framework for participatory work environment interventions in home care - success factors and some challenges. BMC Health Serv Res 2022; 22:345. [PMID: 35292041 PMCID: PMC8923086 DOI: 10.1186/s12913-022-07710-2] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/02/2021] [Accepted: 02/28/2022] [Indexed: 12/02/2022] Open
Abstract
Background Home care is beset with work environment issues and high staff turnover, while research concerned with interventions to improve the work environment is sparse. Few of the existing interventions apply a participative approach, despite this being associated with more positive outcomes and sustainable change. This paper presents a framework, rooted in action research and action learning, for participatory work environment interventions in home care, and demonstrates how this framework has been implemented in four Swedish home care organizations. Methods The framework has three phases (pre-intervention, intervention planning and intervention implementation) and consists of cycles of action and reflection in three constellations: a group of researchers, a reference group with labour market organization representatives and home care managers, and intervention work groups in the home care organizations. The work was documented and analysed with focus on the realization of the framework and challenges that were met on the way. The interventions were evaluated using a pre-/post-test questionnaire design. Results Parts of the framework were successfully implemented. The pre-intervention phase and the intervention planning phase, with intervention work groups, worked well. All four groups identified one intervention relevant to their own context. However, only two of the proposed interventions were fully implemented and evaluated. The high staff and management turnover, and the high rate of organizational changes made it impossible to evaluate the interventions statistically. Yet, data from open-ended questions in the post questionnaire showed that the two implemented interventions were perceived as successful. Conclusions The participatory framework, presented in this paper, seems promising for work environment interventions in home care. The framework was designed to reduce the risk of known disturbances affecting the process in unstable organizations. Despite this, it proved challenging to execute the framework, and especially the interventions, due to changes happening at high speed. In the two cases where organizational changes were not dominating, the interventions were implemented successfully. While the prerequisites for participation and successful implementation could be improved somewhat, the main issue, the instability of the organizational context, is hard for researchers or the individual home care units to tackle alone.
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Affiliation(s)
- Johanna Persson
- Department of Design Sciences, Lund University, Lund, Sweden.
| | - Gerd Johansson
- Department of Design Sciences, Lund University, Lund, Sweden
| | - Inger Arvidsson
- Division of Occupational and Environmental Medicine, Lund University, Lund, Sweden
| | - Britt Östlund
- Department of Biomedical Engineering and Health Systems, KTH Royal Institute of Technology, Stockholm, Sweden
| | - Charlotte Holgersson
- Department of Industrial Economics and Management, KTH Royal Institute of Technology, Stockholm, Sweden
| | - Roger Persson
- Department of Psychology, Lund University, Lund, Sweden
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Creon LE, Schermuly CC. A new path to training transfer: Transformational trainers and psychologically empowered training participants. INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT 2021. [DOI: 10.1111/ijtd.12256] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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Yesilbas H, Baykal U. Causes of workplace violence against nurses from patients and their relatives: A qualitative study. Appl Nurs Res 2021; 62:151490. [PMID: 34814994 DOI: 10.1016/j.apnr.2021.151490] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/24/2020] [Revised: 07/30/2021] [Accepted: 08/13/2021] [Indexed: 02/03/2023]
Abstract
BACKGROUND Nurses are frequently exposed to violence in workplaces. Although the causes of workplace violence have been widely analyzed, there are only a limited number of qualitative studies dealing with violence against nurses from patient and their relatives with a comprehensive and multi-directional approach. AIM This study aimed to explore the causes of violence against nurses exercised by patients and/or their relatives in different departments of Turkish hospitals. METHODS This study utilized a qualitative descriptive design. Participants were chosen with purposive sampling and maximum variation sampling method from five different hospitals. Semi-structured in-depth interviews were conducted with 34 nurses working in different positions and departments. The interviews were recorded with audio recorders and the data were analyzed with a content analysis. RESULTS Four major themes emerged from the nurses' perspective concerning causes of workplace violence including the followings: (1) health care system, (2) health institutions, (3) health professionals, and (4) patients and their relatives. The themes "health care system" and "health institutions" include four subthemes, "health professionals" include five subthemes and "patients and their relatives" include twelve subthemes. CONCLUSION There are various causes why nurses are exposed to violence in the workplace by patients and/or their relatives. Since the causes of violence are a multifaceted issue, prevention strategies of violence against nurses should be planned and implemented accordingly.
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Affiliation(s)
- Hande Yesilbas
- Department of Nursing Management, Faculty of Nursing, Akdeniz University, 07070 Antalya, Turkey.
| | - Ulku Baykal
- Department of Nursing Management, Florence Nightingale Faculty of Nursing, Istanbul University - Cerrahpasa, Istanbul, Turkey
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Yesilbas H, Kantek F. Trends and hot topics in nurse empowerment research: A bibliometric analysis. Jpn J Nurs Sci 2021; 19:e12458. [PMID: 34658148 DOI: 10.1111/jjns.12458] [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: 02/16/2021] [Revised: 07/24/2021] [Accepted: 09/21/2021] [Indexed: 11/28/2022]
Abstract
AIM The characteristics of the publications on nursing empowerment should be investigated in order to get an idea about the development of the field and to determine the developments in nursing practices and research. This study aimed to investigate the characteristics of the current knowledge structure and developmental process in nurse empowerment by using bibliometric methods. METHODS The data of this retrospective descriptive study were obtained from the Web of Science (WoS). All relevant studies conducted before 2020 were included in the study. The data analysis was conducted with Excel, SPSS and VOSviewer. RESULTS Five hundred eighty-nine studies conducted between 1974-2019 were included in the study. It was found that 72.15% of these studies were journal articles and these studies were conducted by 1,450 authors. The studies were published in 109 journals and were produced by researchers from 49 different countries. Also 47.5% of these studies were conducted in the United States. Hot topics were "empowerment", "nursing," "structural empowerment," "nurses," "job satisfaction" and "psychological empowerment." CONCLUSION There has been a noteworthy increase in the number of studies on nurse empowerment and this field offers an active field of study for nursing researchers. The focus of the studies varies from nurses to nurse managers.
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Affiliation(s)
- Hande Yesilbas
- Department of Nursing Management, Faculty of Nursing, Akdeniz University, Antalya, Turkey
| | - Filiz Kantek
- Department of Nursing Management, Faculty of Nursing, Akdeniz University, Antalya, Turkey
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Kim SO, Moon SH. Factors Influencing Turnover Intention among Male Nurses in Korea. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18189862. [PMID: 34574784 PMCID: PMC8470736 DOI: 10.3390/ijerph18189862] [Citation(s) in RCA: 11] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 07/02/2021] [Revised: 09/09/2021] [Accepted: 09/14/2021] [Indexed: 11/16/2022]
Abstract
The study examined predictors of male nurse turnover intention in Korea using data collected from Korean hospitals. The results were obtained based on a secondary analysis of data previously collected from 306 male nurses in 16 regions of Korea from December 2014 to February 2015. Our findings suggest that male nurse turnover intention is predicted by (1) individual factors: single (B = 0.93, p = 0.008); (2) organizational factors: organizational commitment (B = -0.36, p < 0.001), job satisfaction (B = -0.27, p = 0.001), and job stress (B = 0.24, p < 0.001); and (3) social factors: hospital location in medium-categorized cities (B = 0.70, p = 0.012) and kinship responsibility (B = 0.13, p = 0.026). These factors accounted for 56.9% of the total variance. To lower the rate of turnover intention among male nurses, strategic interventions should be implemented based on the factors identified in this study.
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Affiliation(s)
- Su Ol Kim
- Department of Nursing, Kwangju Women’s University, Gwangju 62396, Korea;
| | - Sun-Hee Moon
- College of Nursing, Chonnam National University, Gwangju 61469, Korea
- Correspondence:
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de Kok E, Weggelaar‐Jansen AM, Schoonhoven L, Lalleman P. A scoping review of rebel nurse leadership: Descriptions, competences and stimulating/hindering factors. J Clin Nurs 2021; 30:2563-2583. [PMID: 33955620 PMCID: PMC8453833 DOI: 10.1111/jocn.15765] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/04/2020] [Revised: 03/01/2021] [Accepted: 03/04/2021] [Indexed: 12/17/2022]
Abstract
AIMS To (1) give an overview of rebel nurse leadership by summarising descriptions of positive deviance, tempered radicals and healthcare rebels; (2) examine the competences of nurse rebel leadership; and (3) describe factors that stimulate or hinder the development of rebel nurse leadership. BACKGROUND Research shows nurses have lower intention to leave their jobs when they can control their work practices, show leadership and provide the best care. However, organisational rules and regulations do not always fit the provision of good care, which challenges nurses to show leadership and deviate from the rules and regulations to benefit the patient. Three concepts describe this practice: positive deviance, healthcare rebels and tempered radicals. DESIGN Scoping review using the Joanna Briggs Institute methodology and PRISMA-ScR checklist. METHODS Papers describing positive deviance, healthcare rebels and tempered radicals in nursing were identified by searching Scopus, CINAHL, PubMed and PsycINFO. After data extraction, these three concepts were analysed to study the content of descriptions and definitions, competences and stimulating and hindering factors. RESULTS Of 2705 identified papers, 25 were included. The concept descriptions yielded three aspects: (1) positive deviance approach, (2) unconventional and non-confirmative behaviour and (3) relevance of networks and relationships. The competences were the ability to: (1) collaborate in/outside the organisation, (2) gain and share expert (evidence-based) knowledge, (3) critically reflect on working habits/problems in daily care and dare to challenge the status quo and (4) generate ideas to improve care. The factors that stimulate or hinder the development of rebel nurse leadership are as follows: (1) dialogue and reflection, (2) networking conditions and (3) the managers' role. CONCLUSIONS Based on our analysis, we summarise the descriptions given of rebel nurse leadership, the mentioned competences and provide an overview of the factors that stimulate or hinder rebel nurse leadership. RELEVANCE TO CLINICAL PRACTICE The descriptions produced in this review of rebel nurse leadership and the stimulating or hindering factors listed should help nurses and managers encourage rebel leadership.
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Affiliation(s)
- Eline de Kok
- Dutch Nurses’ Association UtrechtUtrechtThe Netherlands
- Julius Center for Health Sciences and Primary CareUniversity Medical Center Utrecht, Utrecht UniversityUtrechtThe Netherlands
| | | | - Lisette Schoonhoven
- Julius Center for Health Sciences and Primary CareUniversity Medical Center Utrecht, Utrecht UniversityUtrechtThe Netherlands
- School of Health Sciences, Faculty of Environmental and Life SciencesUniversity of SouthamptonSouthamptonUnited Kingdom
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Sanner-Stiehr E, Stevanin S, Mikkonen S, Kvist T. Job satisfaction and generational nursing characteristics among registered nurses in the United States, Italy and Finland: Results of a survey study. J Nurs Manag 2021; 29:2364-2373. [PMID: 34173687 DOI: 10.1111/jonm.13397] [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: 04/05/2021] [Revised: 06/01/2021] [Accepted: 06/22/2021] [Indexed: 11/30/2022]
Abstract
AIMS The aim of this study is to describe job satisfaction and multigenerational nursing characteristics between nurses in the United States, Italy and Finland. BACKGROUND Job satisfaction and work characteristics may be viewed differently among nurses of different generations and countries. METHODS Data were collected on the Kuopio University Hospital Job Satisfaction Scale and Multidimensional Nursing Generations Questionnaire. A total of 1,433 usable surveys were returned and analysed using multivariate analysis of variance. RESULTS Nurses in the United States were most satisfied in all subareas of job satisfaction. Across all generations and countries, Leadership scores were most consistent. Results did not show any generational similarities on job satisfaction or generational work characteristics that held constant across all countries. Scores on dimensions indicating intergenerational conflict were highest in the United States and lowest in Finland. Measures indicating good intergenerational relationships and teamwork were highest in Finland and lowest in the United States. CONCLUSIONS Country impacted job satisfaction and multigenerational characteristics more than generational cohort. IMPLICATIONS FOR NURSING MANAGEMENT Nurse managers and leaders leading multigenerational teams occupy a pivotal role in multigenerational teamwork and attitudes toward change.
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Affiliation(s)
- Ericka Sanner-Stiehr
- College of Nursing, University of Missouri-St. Louis, St. Louis, Missouri, USA.,School of Nursing, University of Kansas, Kansas City, USA
| | | | - Santtu Mikkonen
- Department of Environmental and Biological Sciences '
- ' Department of Applied Physics, University of Eastern Finland, Kuopio, Finland
| | - Tarja Kvist
- Department of Nursing Science, University of Eastern Finland, Kuopio, Finland
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Ellis-Hill C, Pound C, Galvin K. Making the invisible more visible: Reflections on practice-based humanising lifeworld-led research - existential opportunities for supporting dignity, compassion and wellbeing. Scand J Caring Sci 2021; 36:1037-1045. [PMID: 34169563 DOI: 10.1111/scs.13013] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/14/2020] [Revised: 04/13/2021] [Accepted: 05/30/2021] [Indexed: 11/30/2022]
Abstract
BACKGROUND The need for dignity and compassion in healthcare is enshrined in policy, but is often difficult to enact in practice and what is precisely meant by these concepts is unclear. In this paper, we have explored theoretical underpinnings which form the basis of a lifeworld-led approach which was used in a research study to support the humanity of service providers and users alike. AIM In this article, we share our analysis of what we have learnt after undertaking an innovative appreciative action research project with patients and staff in a stroke ward with the aim of exploring if a novel phenomenologically driven and philosophically derived humanising framework could be applied in health care. Following the research, we wanted to develop a theoretical understanding of the processes occurring during the research in order to provide a framework and language which could be used to support practical lifeworld developments in the future. We analysed the approach through Participatory and Appreciative Action Reflection. FINDINGS As researchers, we found that the approach was underpinned by four key existential principles. The first principle was recognising a mutually arising reality rather than a reality 'out there'. The second was recognising a reality which was constantly changing rather than 'fixed'. The third was recognising that we needed to work from within, as part of a human living system rather than trying to control reality from the 'outside'. Finally, we recognised that this reality could only be accessed through human knowing, including embodied knowing rather than intellectual knowing alone. These principles challenged many of the usual ways of thinking and working within research and healthcare contexts. CONCLUSION Understanding the processes and reality in this way gave new perspectives; enhancing our understandings and views of ourselves, what is important and most importantly what is possible in caring systems.
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Affiliation(s)
- Caroline Ellis-Hill
- Faculty of Health and Social Sciences, Bournemouth University, Bournemouth, UK
| | - Carole Pound
- Faculty of Health and Social Sciences, Bournemouth University, Bournemouth, UK
| | - Kathleen Galvin
- School of Health Sciences, University of Brighton, Falmer, Brighton, UK
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Exploring the Relationship between Despotic Leadership and Job Satisfaction: The Role of Self Efficacy and Leader-Member Exchange. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18105307. [PMID: 34067634 PMCID: PMC8155868 DOI: 10.3390/ijerph18105307] [Citation(s) in RCA: 30] [Impact Index Per Article: 10.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/12/2021] [Revised: 04/27/2021] [Accepted: 05/03/2021] [Indexed: 12/11/2022]
Abstract
This study explores the effects of despotic leadership (DL) on employee job satisfaction (JS) using self-efficacy (SE) as a mediating variable and leader–member exchange (LMX) as a moderated variable. Building on the social learning and social exchange theory, our research proposes a research model. In this model, despotic leadership affects employee job satisfaction both directly and indirectly through self-efficacy and leader–member exchange. We used a questionnaire survey analysis approach to collect data. Data were collected from the employees of small- and medium-sized enterprises (SMEs) located in Guangdong Province, P.R. China. A pilot test of 20 participants with similar demographics as the final sample was performed to test the usability of the questionnaire. We distributed 500 questionnaires among the target population. In total, 230 usable questionnaires were returned, resulting in a response rate of 53%. To estimate the proposed relationships in the theoretical framework, we used SPSS and AMOS. The results of this study confirmed that despotic leadership has a negative impact on employee job satisfaction. Moreover, the outcomes of this study indicate that self-efficacy has a mediating effect between despotic leadership and employee job satisfaction. Similarly, the results also confirm that LMX has a moderating effect between despotic leadership and employee self-efficacy. Therefore, we conclude that the community is understanding of the mechanism of despotic leadership, identify the mechanism to effectively deal with its negative effects, broaden the relevant research on the antecedent variable of self-efficacy, and provide practical enlightenment enterprises to retain and employ people.
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Yildiz B, Yildiz H, Ayaz Arda O. Relationship between work-family conflict and turnover intention in nurses: A meta-analytic review. J Adv Nurs 2021; 77:3317-3330. [PMID: 33855744 DOI: 10.1111/jan.14846] [Citation(s) in RCA: 35] [Impact Index Per Article: 11.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/02/2021] [Accepted: 03/21/2021] [Indexed: 01/29/2023]
Abstract
AIM This meta-analytic review aimed to synthesize and analyse studies that explored the relationship between nurses' work-family conflicts and turnover intentions. DESIGN This meta-analytical review was conducted according to the Joanna Briggs Institute guidelines and PRISMA checklist. DATA SOURCES A total of 191 (k = 14) publications published between 2005 and 2019 in English, including grey literature on turnover intention and work-family conflict, were retrieved from PubMed, PsycINFO, Web of Science, ProQuest and Scopus databases. REVIEW METHODS Studies on the relationship between work-family conflict and turnover intention were summarized. RESULTS An overall effect size of r = .28 (N = 5781, 95% CI [0.23-0.33]) was obtained, indicating a moderate, positive and significant relationship between work-family conflict and turnover intention. The moderator analysis showed that individualism and long-term orientation accounted for 90% of effect size heterogeneity of work-family conflict and turnover intention relationship. CONCLUSION Exploring the correlation between work-family conflict and turnover intention can provide guidelines and recommendations for the development of strategies to promote nurse retention and alleviate the nursing shortage. National culture, particularly individualism and long-term orientation, were found to play a significant moderator role in this relationship. Cultures that are highly individualistic and have a long-term orientation have a diminishing effect on the relationship between work-family conflict and turnover intention. IMPACT Work-family conflict and turnover intention are significantly correlated factors regardless of the studies' cultural characteristics examined in this study. Policymakers and managers should consider this finding and develop strategies that provide a balance-oriented work design to prevent nurse shortage.
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Affiliation(s)
- Bora Yildiz
- Faculty of Economics, Department of Management, Istanbul University, Istanbul, Turkey
| | - Harun Yildiz
- Ömer Seyfettin Faculty of Applied Sciences, Bandırma Onyedi Eylül University, Bandırma/Balıkesir, Turkey
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Ali M, Li Z, Haider M, Khan S, Mohi Ud Din Q. Does humility of project manager affect project success? Confirmation of moderated mediation mechanism. MANAGEMENT RESEARCH REVIEW 2021. [DOI: 10.1108/mrr-10-2020-0640] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The philosophy of the conservation resource theory, this paper aims to evaluate the relationship between humble leadership on project success by integrating the mediating role of psychological empowerment and the interacting effect of top management support on the direct relationship (humble leadership and project success), as well as indirect relationships through psychological empowerment.
Design/methodology/approach
Time lag data were gained from 337 persons working in the project-based organization across the information technology industry. Confirmatory factor analysis and structural equation modelling were used in this study.
Findings
By using the structural equation modelling method, the confirmatory factor analysis verified the uniqueness of the variable used in this research. The outcomes exhibited that humble leadership raised project success both directly and indirectly through mediation (psychological empowerment). Furthermore, Top management support was expected to have a moderating effect on the direct but not on the indirect relationship (via psychological empowerment).
Originality/value
This study demonstrates how top management support is essential for the project manager and project team members for the successful execution of the project. Particularly, minimal empirical research examines the interacting effect of top management support on humble leadership and employee psychological empowerment.
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Acheampong AK, Ohene LA, Asante INA, Kyei J, Dzansi G, Adjei CA, Adjorlolo S, Boateng F, Woolley P, Nyante F, Aziato L. Nurses' and midwives' perspectives on participation in national policy development, review and reforms in Ghana: a qualitative study. BMC Nurs 2021; 20:26. [PMID: 33478481 PMCID: PMC7821498 DOI: 10.1186/s12912-021-00545-y] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/05/2020] [Accepted: 01/12/2021] [Indexed: 11/22/2022] Open
Abstract
Background The World Health Organization has admonished member countries to strive towards achieving universal health coverage (UHC) through actionable health policies and strategies. Nurses and midwives have instrumental roles in achieving UHC via health policy development and implementation. However, there is a paucity of empirical data on nurses and midwives’ participation in policy development in Ghana. The current study explored nurses and midwives’ participation in policy development, reviews and reforms in Ghana. Methods A qualitative descriptive exploratory design was adopted for this study. One-on-one individual interviews were conducted after 30 participants were purposefully selected. Data was audiotaped with permission, transcribed and analyzed inductively using the content analysis procedures. Results Two main themes emerged from the data: participation in policy development and perspectives on policy reviews and reforms. The findings showed that during health policy development and reviews, nurses in Ghana were overlooked and unacknowledged. Policy reforms regarding bridging the pre-service preparation gap, staff development and motivation mechanisms and influence on admission into nursing schools were raised. Conclusion The authors concluded that nurses and midwives are crucial members of the healthcare systems and their inputs in policy development and reviews would improve health delivery in Ghana. Supplementary Information The online version contains supplementary material available at 10.1186/s12912-021-00545-y.
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Affiliation(s)
| | - Lillian Akorfa Ohene
- School of Nursing and Midwifery, University of Ghana, Legon P. O Box LG 43, Accra, Ghana.
| | | | - Josephine Kyei
- School of Nursing and Midwifery, University of Ghana, Legon P. O Box LG 43, Accra, Ghana
| | - Gladys Dzansi
- School of Nursing and Midwifery, University of Ghana, Legon P. O Box LG 43, Accra, Ghana
| | - Charles Ampong Adjei
- School of Nursing and Midwifery, University of Ghana, Legon P. O Box LG 43, Accra, Ghana
| | - Samuel Adjorlolo
- School of Nursing and Midwifery, University of Ghana, Legon P. O Box LG 43, Accra, Ghana
| | - Francis Boateng
- CSIR-Institute of Industrial Research, P.O. Box LG 576, Accra, Ghana
| | - Philomena Woolley
- Nursing and Midwifery Council of Ghana, Box MB 44 Ministries, Accra, Ghana
| | - Felix Nyante
- Nursing and Midwifery Council of Ghana, Box MB 44 Ministries, Accra, Ghana
| | - Lydia Aziato
- School of Nursing and Midwifery, University of Ghana, Legon P. O Box LG 43, Accra, Ghana
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Andersen IA, Kleiven OT, Kyte L, Pettersen MAS. Quality of care and job satisfaction in a Hospital Trust before and after The Coordination Reform in Norway. Nurs Open 2020; 7:1707-1714. [PMID: 33072354 PMCID: PMC7544862 DOI: 10.1002/nop2.554] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/14/2020] [Revised: 06/03/2020] [Accepted: 06/04/2020] [Indexed: 11/13/2022] Open
Abstract
Aims To study the impact of organizational changes on the quality of health services and on health professionals' job satisfaction in specialist health services. Design A repeated cross‐sectional study, including 5 years before (2007) and 5 years after (2017) the introduction of The Coordination Reform in Norway. Methods Nurses and auxiliary nurses working in medical wards at three hospitals evaluated the quality of health services and various aspects of their working conditions, using questionnaires: Quality of Patient Care and the Job Satisfaction Scale. Results In 2017, nurses and auxiliary nurses had longer work experience compared with 2007. Nurses and auxiliary nurses also worked full hours. There was no significant change over time in total Quality of Patient Care score or in any of the sub‐scores. There was no significant change in total Job Satisfaction Scale score over time, but there was a significant decline in the sub‐score for physical working conditions.
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Affiliation(s)
- Irene Aasen Andersen
- Faculty of Health Studies Western Norway University of Applied Sciences Førde Norway
| | - Ole T Kleiven
- Faculty of Health Studies Western Norway University of Applied Sciences Førde Norway
| | - Lars Kyte
- Faculty of Health Studies Western Norway University of Applied Sciences Førde Norway
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Abstract
Nursing retention and turnover impacts health care on many facets; pressures are increasing to provide quality care in a cost-effective manner to a satisfied patient with an engaged staff as defined by the Quadruple Aim. Retention of experienced staff nurses is paramount as the nursing profession enters another shortage era, which leads to impact on patient safety and quality of care. The purpose of this nurse retention evidence-based practice guideline is to provide strategies for first line nurse managers in various health care settings to use in enhancing job satisfaction and decreasing turnover of staff nurses. Interventions are focused on three areas that are beyond compensation issues and are within the purview of nurse managers: (a) autonomy; (b) recognition; and (c) communication. Retaining expert nurses will have a positive effect on quality patient care. [Journal of Gerontological Nursing, 45(11), 11-19.].
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The Potential Importance of Social Capital and Job Crafting for Work Engagement and Job Satisfaction among Health-Care Employees. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17124272. [PMID: 32549346 PMCID: PMC7344872 DOI: 10.3390/ijerph17124272] [Citation(s) in RCA: 19] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/20/2020] [Revised: 05/28/2020] [Accepted: 06/03/2020] [Indexed: 11/17/2022]
Abstract
(1) Background: Both employees and organizations benefit from a work environment characterized by work engagement and job satisfaction. This study examines the influence of work-group social capital on individuals' work engagement, job satisfaction, and job crafting. In addition, the mediating effect of job crafting between social capital on the one side and job satisfaction and work engagement on the other side was analyzed. (2) Methods: This study used data from 250 health-care employees in Sweden who had completed a questionnaire at two time points (six to eight months apart). Analyses of separate cross-lagged panel designs were conducted using structural regression modeling with manifest variables. (3) Results: Social capital was predictive of both job satisfaction and work engagement over time. The results also indicated that higher degrees of social capital was predictive of more cognitive and relational, but not task-related job crafting over time. There was no clear evidence for a mediating effect of job crafting for social capital to work engagement or job satisfaction. (4) Conclusion: It would be beneficial for the health-care sector to consider setting up the organizations to promote social capital within work groups. Individual workers would gain in well-being and the organization is likely to gain in efficiency and lower turnover rates.
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The Association of Work Satisfaction and Burnout Risk in Endoscopy Nursing Staff-A Cross-Sectional Study Using Canonical Correlation Analysis. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17082964. [PMID: 32344778 PMCID: PMC7215598 DOI: 10.3390/ijerph17082964] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 04/01/2020] [Revised: 04/20/2020] [Accepted: 04/22/2020] [Indexed: 12/16/2022]
Abstract
Background: Burnout is known to have detrimental effects on healthcare staff with regard to both personal and occupational matters. The association between burnout symptoms and work satisfaction in endoscopy nursing staff in Germany has not been studied previously. We aimed to investigate the association between work satisfaction and risk of burnout in endoscopy nursing staff in Germany and to extract predictors for burnout in the area of work satisfaction, which can inform the design of future interventions. Setting: All members of the German Association of Endoscopy Staff in Germany (Deutsche Gesellschaft für Endoskopiefachberufe e.V.—DEGEA) were invited to take part in an online survey. Methods: The total sample consisted of 674 endoscopy staff members. Of those, 579 were female (85.9%) and 95 were male (14.1%). The mean age of the participants was 44.3 years (SD 10.6), with a median age of 46 years, a minimum age of 20, and a maximum age of 64 years. We used confirmatory factor analyses to examine the Maslach burnout inventory (MBI) and, a questionnaire for assessing general and facet-specific job satisfaction (KAFA), regarding their postulated internal structure in our special sample. Canonical correlations were performed to examine the association between work satisfaction and burnout in endoscopy staff members. Results: We were able to replicate the factorial structures of the MBI and the KAFA, both showing an acceptable model fit. The canonical correlation analysis resulted in three canonical functions, with canonical correlations of 0.64 (p < 0.001), 0.32 (p < 0.001), and 0.17 (p < 0.001). The first canonical function revealed that KAFA scales for colleagues, professional development, payment, supervisor, and general job satisfaction were good predictors for less exhaustion, less depersonalization and lack of empathy, and higher personal accomplishment. Commonality analysis revealed that general job satisfaction was the most significant factor in explaining the squared canonical correlation. The second canonical function showed that occupational function and colleagues were good predictors for exhaustion and personal accomplishment. Conclusions: Interventions aimed at ameliorating symptoms of burnout in endoscopy staff should be tailored to address specific needs as experienced by the employees. Therefore, the results of this study could contribute to the design of various interventions, which could be employed to address the issue of work satisfaction and burnout in endoscopy staff most effectively.
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Sasaki M, Ogata Y, Morioka N, Yumoto Y, Yonekura Y. Development and validation of Nurse Managers' Empowering Behavioral Scale for staff nurses. Nurs Open 2020; 7:512-522. [PMID: 32089847 PMCID: PMC7024633 DOI: 10.1002/nop2.414] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/02/2019] [Revised: 09/30/2019] [Accepted: 10/14/2019] [Indexed: 12/12/2022] Open
Abstract
Aim In this study, we developed and verified the Nurse Managers' Empowering Behavioral Scale for Staff Nurses (NMEB-SN). Design A cross-sectional survey. Methods The NMEB-SN was developed based on the staff nurses' perspectives. Nurses working in 10 hospitals in Japan were surveyed using a questionnaire to test the scale's validity using construct and criterion-related validity and reliability using internal consistency and test-retest method. There were 1,146 eligible participants included in the process. Results The scale items resulted in five subscales comprising of 48 items altogether. The goodness-of-fit indices for confirmatory factor analysis were CFI = 0.903 and RMSEA = 0.076. The correlation with external criteria for criterion-related validity was near the expected standard. Further, Cronbach's α coefficient was 0.95-0.97 for each subscale and 0.99 for the overall scale. The reliability and validity of the developed NMEB-SN were verified for staff nurses in Japan.
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Affiliation(s)
- Miki Sasaki
- Graduate School of Health Care SciencesTokyo Medical and Dental UniversityTokyoJapan
| | - Yasuko Ogata
- Graduate School of Health Care SciencesTokyo Medical and Dental UniversityTokyoJapan
| | - Noriko Morioka
- Graduate School of Health Care SciencesTokyo Medical and Dental UniversityTokyoJapan
| | - Yoshie Yumoto
- Graduate School of Health Care SciencesTokyo Medical and Dental UniversityTokyoJapan
| | - Yuki Yonekura
- Graduate School of Nursing ScienceSt. Luke's International UniversityTokyoJapan
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