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Zhu H, Li X, Zhang H, Lin X, Qu Y, Yang L, Ma Q, Zhou C. The association between proactive personality and interprofessional learning readiness in nursing students: The chain medication effects of perceived social support and professional identity. NURSE EDUCATION TODAY 2024; 140:106266. [PMID: 38833758 DOI: 10.1016/j.nedt.2024.106266] [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: 12/23/2023] [Revised: 05/05/2024] [Accepted: 05/27/2024] [Indexed: 06/06/2024]
Abstract
BACKGROUND Interprofessional education (IPE) has been advocated for all healthcare students, and readiness for interprofessional learning significantly influences its effectiveness. It is essential to explore the antecedent factors of readiness for interprofessional learning among nursing students to promote IPE. While a proactive personality might impact readiness for interprofessional learning, its specific role has remained unspecified. OBJECTIVE To examine the mediation effects of perceived social support and professional identity on the association between proactive personality and readiness for interprofessional learning among nursing students. DESIGN The study utilised a cross-sectional design. SETTINGS Research was conducted at two universities and two vocational schools in Hainan Province, China. PARTICIPANTS On-campus nursing students were invited to participate between March and May 2023. METHODS A flyer was distributed to the participants with a QR code to scan to voluntarily complete the online survey, including the Readiness for Interprofessional Learning Scale (RIPLS), Proactive Personality Scale, Perceived Social Support Scale and Professional Identity Status Questionnaire Scale 5d. Descriptive analysis, Pearson associations and mediation analysis were conducted using SPSS software version 26.0 and PROCESS version 4.2 for SPSS. RESULTS The participants' average RIPLS score was 66.93 ± 9.28. Proactive personality (r = 0.633, p < 0.01), perceived social support (r = 0.605, p < 0.01) and professional identity (r = 0.549, p < 0.01) were all positively related to readiness for interprofessional learning. Meanwhile, the relationship between proactive personality and readiness for interprofessional learning was partly mediated by perceived social support (25.15 %), professional identity (13.35 %) and the chain effects (9.48 %) of perceived social support and professional identity. CONCLUSIONS The nursing students in Hainan, China demonstrated a medium level of readiness for interprofessional learning. Compound strategies that foster proactive personality, provide social support and boost positive professional identity are warranted to improve nursing students' readiness for interprofessional learning.
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Affiliation(s)
- Hongrui Zhu
- Hainan Medical University, 3 Xueyuan Road, Chengxi District, Haikou 571199, Hainan, China; Central South University, 172 Tongzipo Road, Yuelu District, Changsha 410013, Hunan, China
| | - Xianhong Li
- Central South University, 172 Tongzipo Road, Yuelu District, Changsha 410013, Hunan, China.
| | - Hua Zhang
- Hainan Medical University, 3 Xueyuan Road, Chengxi District, Haikou 571199, Hainan, China
| | - Xiujin Lin
- Hainan Health Vocational College, 32 Xiuhua Road, Xiuying District, Haikou 570311, Hainan, China
| | - You Qu
- Hainan Medical University, 3 Xueyuan Road, Chengxi District, Haikou 571199, Hainan, China
| | - Lei Yang
- Central South University, 172 Tongzipo Road, Yuelu District, Changsha 410013, Hunan, China
| | - Qiang Ma
- Sanya College, 191 Xueyuan Road, Jiyang District, Sanya 572022, Hainan, China
| | - Chenchen Zhou
- Huazhong University of Science and Technology, 13 Hangkong Road, Xunkou District, Wuhan 430030, Hubei, China
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Liu M, Liu L, Lv Z, Mao Y, Liu Y. Career adaptability among new oncology nurses: A longitudinal exploration. Int Nurs Rev 2024. [PMID: 38778677 DOI: 10.1111/inr.12988] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/16/2023] [Accepted: 04/22/2024] [Indexed: 05/25/2024]
Abstract
AIM This study aims to explore the longitudinal predictive effect of self-awareness on career adaptability in new nurses at a tumor specialty hospital and the mediating mechanisms of work readiness and transition shock. BACKGROUND Career adaptability is crucial for the personal development of nurses and also intricately linked to the retention rates among newcomers in oncology nursing. Inadequate career adaptability contributes to higher turnover, which in turn exacerbates the shortage of qualified nursing personnel in this field. There is a pressing need for dedicated research and interventions that support new nurses, especially in specialized areas like oncology, to promote their well-being and career advancement. Comprehending these challenges is essential for devising effective strategies that will retain nursing talent and ensure the sustainability of a robust healthcare workforce. METHODS Longitudinal data from four follow-up surveys were collected from 248 new clinical nurses at the National Cancer Center/National Clinical Research Center for Cancer/Cancer Hospital, Chinese Academy of Medical Sciences, and Peking Union Medical College. Mediation analyses using R 4.1.2 were conducted to examine the pathways between self-awareness, work readiness, transition shock, and career adaptability. CONCLUSIONS Self-awareness not only directly predicts career adaptability but also influences it through the bidirectional and chained mediating pathways of work readiness and transition shock. IMPLICATIONS FOR NURSING AND HEALTH POLICY These findings equip nursing managers with flexible strategies to foster and enhance nurses' career adaptability, providing targeted support as nurses assimilate into their clinical roles. This not only strengthens workforce stability but also mitigates turnover, ultimately reinforcing the healthcare workforce.
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Affiliation(s)
- Man Liu
- Department of Thoracic Surgery, National Cancer Center/ National Clinical Research Center for Cancer (NCRCC)/Thoracic Surgery, Cancer Hospital, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, China
| | - Lu Liu
- Department of Thoracic Surgery, National Cancer Center/ National Clinical Research Center for Cancer (NCRCC)/Thoracic Surgery, Cancer Hospital, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, China
| | - Zhuoheng Lv
- Department of Thoracic Surgery, National Cancer Center/ National Clinical Research Center for Cancer (NCRCC)/Thoracic Surgery, Cancer Hospital, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, China
| | - Yousheng Mao
- Department of Thoracic Surgery, National Cancer Center/ National Clinical Research Center for Cancer (NCRCC)/Thoracic Surgery, Cancer Hospital, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, China
| | - Yan Liu
- Department of Thoracic Surgery, National Cancer Center/ National Clinical Research Center for Cancer (NCRCC)/Thoracic Surgery, Cancer Hospital, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, China
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Yang H, Yang L, Chen L, Liu J, Cui S, Zhang L. Exploring work readiness: A qualitative descriptive study of self-perceptions among new graduate nurses. Heliyon 2024; 10:e28507. [PMID: 38689979 PMCID: PMC11059559 DOI: 10.1016/j.heliyon.2024.e28507] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/06/2023] [Revised: 03/19/2024] [Accepted: 03/20/2024] [Indexed: 05/02/2024] Open
Abstract
Background Reduced work readiness is associated with elevated turnover rates, necessitating efforts to enhance the positive work readiness of newly graduated nurses to alleviate the shortage in the nursing workforce. Research into the work readiness of recent nursing graduates in China is still in its infancy. Most studies employ quantitative research methods, and further exploration of the self-perception of work readiness among new nurses in China is required. Objectives This study aimed to investigate genuine experiences and self-perceptions of work readiness among new graduate nurses. Design A qualitative descriptive study. Methods Sixteen new nurses from a provincial tertiary hospital in China were included in this study, which adhered to the consolidated criteria for reporting qualitative research (COREQ) checklist for reporting. The data collection process involved conducting semi-structured interviews from September to October 2021. Inductive content analysis was employed to analyze the interview data. Results The study identified four themes encompassing new nurses' real-life experiences and self-perceptions of work readiness: psychological stress, emotional conflict, empathy fatigue, and ethical dilemmas. Psychological stress comprised three subthemes: knowledge and skill deficits, communication barriers, and fear. Empathy fatigue was primarily characterized by psychological and physical symptoms. Ethical dilemmas involved conflicts over differences in values and between clinical reality and standardized nursing practice. Conclusion Drawing from the self-perceptions of work readiness among new nurses found in this study, nursing administrators and educators must enhance the existing transition support program for new nurses. Additionally, the establishment of individualized training programs is recommended to further improve the work readiness of new nurses.
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Affiliation(s)
- Heng Yang
- Department of Nursing, The Fourth Affiliated Hospital, Zhejiang University School of Medicine, Yiwu, Zhejiang, No.N1, ShangCheng Avenue, 322000, China
| | - Lili Yang
- Department of Nursing, The Fourth Affiliated Hospital, Zhejiang University School of Medicine, Yiwu, Zhejiang, No.N1, ShangCheng Avenue, 322000, China
| | - Lixia Chen
- Department of Nursing, The Fourth Affiliated Hospital, Zhejiang University School of Medicine, Yiwu, Zhejiang, No.N1, ShangCheng Avenue, 322000, China
| | - Jinheng Liu
- Department of Nursing, The Fourth Affiliated Hospital, Zhejiang University School of Medicine, Yiwu, Zhejiang, No.N1, ShangCheng Avenue, 322000, China
| | - Shaomei Cui
- Department of Nursing, The Fourth Affiliated Hospital, Zhejiang University School of Medicine, Yiwu, Zhejiang, No.N1, ShangCheng Avenue, 322000, China
| | - Liyan Zhang
- Department of Nursing, The Fourth Affiliated Hospital, Zhejiang University School of Medicine, Yiwu, Zhejiang, No.N1, ShangCheng Avenue, 322000, China
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Ma W, Dai Z, Liang T, Zhang H, Liu Y. The transition issue among new nurses in China: A mediation model analysis. Int Nurs Rev 2024; 71:108-114. [PMID: 37392463 DOI: 10.1111/inr.12858] [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: 06/22/2022] [Accepted: 06/01/2023] [Indexed: 07/03/2023]
Abstract
AIM To explore the impact and interrelated pathway of work environment, career adaptability, and social support on the transition process and outcomes among new nurses. BACKGROUND The transition issue affecting new nurses has been discussed for many decades. However, the exact interplay of various factors influencing the transition process and outcomes needs further exploration. METHODS A cross-sectional, descriptive survey design was employed, and a convenient sample of 1628 new nurses from 22 tertiary hospitals in China was surveyed between November 2018 and October 2019. Mediation model analysis was used to analyze the data, and the STROBE checklist was used to report the study. FINDINGS The transition status mediated the effects of work environment, career adaptability and social support, and had a significantly positive influence on their intention to remain and job satisfaction. Among the influencing factors, the work environment had the most significant positive impact on both the intention to remain and job satisfaction. CONCLUSION Work environment was found to be the most significant factor affecting both the transition status and outcomes of new nurses. The transition status played an important mediating role between the influencing factors and the transition outcomes, whereas career adaptability was found to mediate the impact of social support and work environment in the transition process. IMPLICATIONS FOR NURSING AND NURSING POLICIES The results underscore the critical role of the work environment and demonstrate the mediating effects of transition status and career adaptability in the transition process of new nurses. Therefore, dynamic evaluation of the transition status should serve as the foundation for developing targeted supportive interventions. Such interventions should also focus on enhancing career adaptability and fostering a supportive work environment to facilitate the transition of new nurses.
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Affiliation(s)
- Weiguang Ma
- School of Nursing, Chinese Academy of Medical Sciences and Peking Union Medical College, Beijing, China
| | - Zhenwei Dai
- School of Population Medicine and Public Health, Chinese Academy of Medical Sciences and Peking Union Medical College, Beijing, China
| | - Tao Liang
- School of Nursing, Chinese Academy of Medical Sciences and Peking Union Medical College, Beijing, China
| | - Huan Zhang
- School of Nursing, Chinese Academy of Medical Sciences and Peking Union Medical College, Beijing, China
| | - Yitao Liu
- Department of Internal Medicine, Peking Union Medical College Hospital, Beijing, China
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Lyu XC, Huang SS, Ye XM, Zhang LY, Zhang P, Wang YJ. What influences newly graduated registered nurses' intention to leave the nursing profession? An integrative review. BMC Nurs 2024; 23:57. [PMID: 38243209 PMCID: PMC10797949 DOI: 10.1186/s12912-023-01685-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/30/2023] [Accepted: 12/22/2023] [Indexed: 01/21/2024] Open
Abstract
BACKGROUND Newly graduated registered nurses leaving the nursing profession in the early stages of their career have enormous financial and time implications for nursing organizations and affect the quality of nursing care. OBJECTIVE To identify the factors influencing newly graduated registered nurses' intention to leave the nursing profession over the past 10 years. METHODS The framework developed by Whittemore and Knafl was used to conduct this integrative review. An electronic search was conducted for English articles to identify research studies published between 2011-2022 using the following databases of PubMed, MEDLINE, CINAHL, PsycINFO, and Scopus. Eligible publications were critically reviewed and scored using the Critical Appraisal Skills Program Checklist and the Center for Evidence-Based Management appraisal. RESULTS Twenty-one studies were analyzed. The main factors affecting newly graduated registered nurses' intention to leave the nursing profession included demographic factors (age, educational level, year of experience, professional title, employment status, health status, shift, hospital location and size), supervisor and peer support, challenges in the workplace, cognitive and affective response to work, work environment (collegial nurse-physician relations, insufficient staffing level, person-work environment fit), gender stereotypes, autonomous motivation, role models, and resilience. CONCLUSIONS The factors affecting newly graduated registered nurses' intention to leave the nursing profession are multifaceted and should receive continuous attention from nurse managers. The findings provide more comprehensive for nurse administrators to develop intervention strategies to mitigate newly graduated registered nurses' turnover intention.
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Affiliation(s)
- Xiao-Chen Lyu
- The Outpatient Operating Room, the First Affiliated Hospital of Wannan Medical College, Wuhu, China.
| | - Shuang-Shuang Huang
- Neurology Intensive Care Unit, the First Affiliated Hospital of Wannan Medical College, Wuhu, China
| | - Xiao-Ming Ye
- Intensive Care Unit, the First Affiliated Hospital of Wannan Medical College, Wuhu, China
| | - Lu-Yu Zhang
- Intensive Care Unit, the First Affiliated Hospital of Wannan Medical College, Wuhu, China
| | - Peng Zhang
- Intensive Care Unit, the First Affiliated Hospital of Wannan Medical College, Wuhu, China
| | - Ya-Juan Wang
- School of Nursing, Wannan Medical College, Wuhu, China.
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Zhong Y, Ma H, Zhang CC, Jiang QY, Li J, Liao CJ, Liang YF, Shu L. Professional identity, job satisfaction, and turnover intention among Chinese novice nurses: A cross-sectional study. Medicine (Baltimore) 2024; 103:e36903. [PMID: 38241583 PMCID: PMC10798701 DOI: 10.1097/md.0000000000036903] [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: 03/17/2023] [Accepted: 12/18/2023] [Indexed: 01/21/2024] Open
Abstract
The world is faced with challenges due to a growing aging population and the increasing burden of chronic disease. The acute shortage of nurses and high turnover rates, particularly among novice nurses, are of great concern in many countries. Several studies have shown that turnover intention among nurses is influenced by professional identity and job satisfaction. However, to the best of our knowledge, no studies have examined this issue in the context of novice nurses. Thus, the present study aimed to explore the relationship between professional identity, job satisfaction, and turnover intention among novice nurses in China. From March 18 to April 23, 2022, a cross-sectional survey was carried out involving 532 novice nurses recruited from four public hospitals in Sichuan Province, China. Among the sample, 526 questionnaires were retrieved, with an effective response rate of 98.87%. The mean scores for turnover intention, professional identity, and job satisfaction were 13.02 ± 3.94, 36.17 ± 7.98, and 111.02 ± 21.46, respectively. High turnover intention was observed among novice nurses, of whom 54.37% (286/526) had high or very high turnover intention. Professional identity and job satisfaction among novice nurses were moderate. In terms of demographic characteristics, "Whether living with relatives" and "Monthly income" had a statistically significant impact on the turnover intention of novice nurses (P < .05). Both professional identity (r = -0.459) and job satisfaction (r = -0.517) were significantly and moderately negatively correlated with turnover intention (P < .01). The results of the multivariate linear regression analysis revealed that variables including "Whether living with relatives," "Professional identity," "Control and responsibility for work," and "Benefits" jointly accounted for 29.9% of the variance related to turnover intention among novice nurses. "Whether living with relatives," "Professional identity," "Control and responsibility for work," and "Benefits" were highly predictive of turnover intention levels among novice nurses. Hence, potential predictors of turnover intention should be considered, and intervention research should be conducted to reduce the level of turnover intention among novice nurses.
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Affiliation(s)
- Ying Zhong
- Nursing Department, Zigong First People’s Hospital, Sichuan, China
- Zigong Academy of Medical Sciences, Sichuan, China
| | - Huan Ma
- School of Nursing, Sichuan Vocational College of Health and Rehabilitation, Sichuan, China
| | - Cui-Cui Zhang
- Nursing Department, Zigong First People’s Hospital, Sichuan, China
- Zigong Academy of Medical Sciences, Sichuan, China
| | - Qin-Ying Jiang
- Nursing Department, Zigong First People’s Hospital, Sichuan, China
- Zigong Academy of Medical Sciences, Sichuan, China
| | - Jun Li
- Nursing Department, Zigong First People’s Hospital, Sichuan, China
- Zigong Academy of Medical Sciences, Sichuan, China
| | - Chang-Ju Liao
- Nursing Department, Zigong First People’s Hospital, Sichuan, China
- Zigong Academy of Medical Sciences, Sichuan, China
| | - Yu-Fen Liang
- Nursing Department, Zigong First People’s Hospital, Sichuan, China
- Zigong Academy of Medical Sciences, Sichuan, China
| | - Li Shu
- Nursing Department, Zigong First People’s Hospital, Sichuan, China
- Zigong Academy of Medical Sciences, Sichuan, China
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Galanis P, Katsiroumpa A, Vraka I, Siskou O, Konstantakopoulou O, Katsoulas T, Moisoglou I, Gallos P, Kaitelidou D. Nurses quietly quit their job more often than other healthcare workers: An alarming issue for healthcare services. Int Nurs Rev 2024. [PMID: 38193567 DOI: 10.1111/inr.12931] [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: 10/21/2023] [Accepted: 12/16/2023] [Indexed: 01/10/2024]
Abstract
AIM To assess the level of quiet quitting among healthcare workers (HCWs) and identify possible differences between nurses, physicians, and other HCWs. We investigated the impact of sociodemographic variables, job burnout, and job satisfaction on quiet quitting levels. BACKGROUND The quiet-quitting phenomenon is not new but has been frequently discussed during the COVID-19 pandemic. Interestingly, the level of quiet quitting among HCWs has not been measured yet. METHODS We conducted a cross-sectional study with a convenience sample. We measured sociodemographic variables, job burnout, job satisfaction, and quiet quitting. We adhered to STROBE guidelines for cross-sectional studies. FINDINGS Among our sample, 67.4% of nurses were quiet quitters, while the prevalence of quiet quitting for physicians and other HCWs was 53.8% and 40.3%, respectively. Multivariable linear regression analysis identified that the levels of quiet quitting were higher among nurses than physicians and other HCWs. Moreover, greater job burnout contributed more to quiet quitting, while less satisfaction implied more quiet quitting. HCWs who work in shifts and those working in the private sector experienced higher levels of quiet quitting. DISCUSSION More than half of our HCWs were described as quit quitters. Levels of quiet quitting were higher among nurses. Job burnout and job dissatisfaction were associated with higher levels of quiet quitting. IMPLICATIONS FOR NURSING PRACTICE AND NURSING POLICY Measurement of quiet quitting and identification of risk factors are essential to prevent or reduce quiet quitting levels among HCWs. Our study provides information on this field helping managers and organizations to identify quiet quitters within HCWs. Policymakers and managers should develop and implement interventions both at an organizational level and at an individual level.
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Affiliation(s)
- Petros Galanis
- Clinical Epidemiology Laboratory, Faculty of Nursing, National and Kapodistrian University of Athens, Athens, Greece
| | - Aglaia Katsiroumpa
- Clinical Epidemiology Laboratory, Faculty of Nursing, National and Kapodistrian University of Athens, Athens, Greece
| | - Irene Vraka
- Department of Radiology, P. & A. Kyriakou Children's Hospital, Athens, Greece
| | - Olga Siskou
- Department of Tourism Studies, University of Piraeus, Piraeus, Greece
| | - Olympia Konstantakopoulou
- Center for Health Services Management and Evaluation, Faculty of Nursing, National and Kapodistrian University of Athens, Athens, Greece
| | - Theodoros Katsoulas
- Faculty of Nursing, National and Kapodistrian University of Athens, Athens, Greece
| | | | - Parisis Gallos
- Faculty of Nursing, National and Kapodistrian University of Athens, Athens, Greece
| | - Daphne Kaitelidou
- Center for Health Services Management and Evaluation, Faculty of Nursing, National and Kapodistrian University of Athens, Athens, Greece
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Li Y, Chi K, Li W, Sun X, Li Y. Relationship between transition shock and humanistic practice ability among Chinese newly graduated nurses: Mediating effect of organizational socialization. Nurse Educ Pract 2023; 73:103842. [PMID: 37984161 DOI: 10.1016/j.nepr.2023.103842] [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: 08/03/2023] [Revised: 11/05/2023] [Accepted: 11/09/2023] [Indexed: 11/22/2023]
Abstract
BACKGROUND Humanistic practice ability serves as an indispensable skills that newly graduated nurses strive to develop. Yet, there is a dearth of knowledge regarding the role of organizational socialization in mediating the association between transition shock and humanistic practice ability in Chinese newly graduated nurses. AIM To breakdown the association between humanistic practice ability and transition shock among Chinese newly graduated nurses, with a simultaneous concentration on the mediating effect of organizational socialization in the association. DESIGN Utilizing a descriptive cross-sectional study design, this research aimed to provide a comprehensive overview of the variables being examined. METHODS A web-based survey was completed by 417 newly graduated nurses from three general public hospitals in Shandong Province, eastern China from February to March 2023. Three questionnaires were administered: the Nurse Humanistic Practice Ability Scale (NHPAS), the Organizational Socialization Questionnaire(OSQ) and the Transition shock of Newly Graduated Nurses Scale (TSNGNS). The IBM SPSS 22.0, AMOS 22.0 and GraphPad Prism 9.0.0 was applied for figure preparation and statistical analyses. RESULTS Findings indicated a significant statistical association among organizational socialization, transition shock and humanities practicing ability. A significant negative correlation was uncovered between OrS and TrS (r=-0.468, p<0.001), significant and negative correlation (r = -0.412, p < 0.001) was unmasked between the TrS and the HPA,whereas a significant positive correlation was observed between OrS and HPA (r=0.641, p<0.001). Moreover, in the mediation models, organizational socialization was identified as a partial mediating role in the association between transition shock and humanities practicing ability (indirect effect -0.324, p<0.001; direct effect -0.100, p =0.026; total effect -0.424, p =0.001). CONCLUSION/IMPLICATIONS FOR PRACTICE TrS has a significantly negative influence on HPA among newly graduated nurses, and OrS partially mediating the negative effect of TrS on HPA. Nursing managers and nursing educators can reduce the adverse consequences resulted from TrS through enhancing the benefits of organizational socialization programs and eventually improve the level of HPA of newly graduated nurses.
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Affiliation(s)
- Yufeng Li
- Department of Orthopaedics, Qingdao Hospital,University of Health and Rehabilitation Sciences(Qingdao Municipal Hospital), Qingdao 266001, China
| | - Kun Chi
- Department of Nursing, Qingdao Hospital,University of Health and Rehabilitation Sciences(Qingdao Municipal Hospital), Qingdao 266001, China
| | - Wenjiao Li
- Department of Nursing, Qingdao Hospital,University of Health and Rehabilitation Sciences(Qingdao Municipal Hospital), Qingdao 266001, China
| | - Xiujie Sun
- Department of Nursing, Qingdao Hospital,University of Health and Rehabilitation Sciences(Qingdao Municipal Hospital), Qingdao 266001, China.
| | - Yun Li
- Department of Orthopaedics, Qingdao Hospital,University of Health and Rehabilitation Sciences(Qingdao Municipal Hospital), Qingdao 266001, China.
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Xu JB, Zheng QX, Jiang XM, Zhuo Q, Nian JX, Wang JT. Mediating effects of social support, mental health between stress overload, fatigue and turnover intention among operating theatre nurses. BMC Nurs 2023; 22:364. [PMID: 37803427 PMCID: PMC10559401 DOI: 10.1186/s12912-023-01518-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/18/2023] [Accepted: 09/18/2023] [Indexed: 10/08/2023] Open
Abstract
BACKGROUND The high rate of nurses turnover and nursing staff shortage have been an ongoing concern issue and a challenge for global health systems. To explore the turnover intention among operating theatre nurses, and to test the hypothetical model for estimating the effects of stress overload and fatigue between social support, mental health and turnover intention. DESIGN a multi-center and cross-sectional online survey. METHODS This study was conducted from October 2020 to March 2021 comprised 1060 operating theatre nurses from 76 Chinese hospitals. The descriptive analysis, independent sample t test and one-way analysis of variance and Spearman correlation analysis were used to explore the relationships among variables by the SPSS software, and stepwise multiple linear regression analysis was utilized to identify influencing factors of turnover intention and its dimensions among operating theatre nurses. A structural equation model was analyzed by the AMOS software. RESULTS Social support, mental health, stress overload and fatigue were important predictors of turnover intention among operating theatre nurses. Besides, stress overload positively affected fatigue, mental health and turnover intention; fatigue negatively affected social support, however, fatigue positively affected mental health; social support negatively affected mental health and turnover intention; mental health positively affected turnover intention. Moreover, social support, mental health mediated between stress overload, fatigue and turnover intention among operating theatre nurses. CONCLUSION Social support, mental health mediated between stress overload, fatigue and turnover intention among operating theatre nurses.
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Affiliation(s)
- Jia-Bin Xu
- Nursing Department, Fujian Maternity and Child Health Hospital College of Clinical Medicine for Obstetrics & Gynecology and Pediatrics, Fujian Medical University, No.18 Daoshan Street, Gulou District, Fuzhou City, Fujian Province, China
- Fujian Branch of Shanghai Children's Medical Center, Shanghai Jiaotong University school of Medicine, Fuzhou City, Fujian Province, China
- Fujian Children's Hospital, Fuzhou City, Fujian Province, China
| | - Qing-Xiang Zheng
- Nursing Department, Fujian Maternity and Child Health Hospital College of Clinical Medicine for Obstetrics & Gynecology and Pediatrics, Fujian Medical University, No.18 Daoshan Street, Gulou District, Fuzhou City, Fujian Province, China
- Fujian Obstetrics and Gynecology Hospital, Fuzhou City, Fujian Province, China
| | - Xiu-Min Jiang
- Nursing Department, Fujian Maternity and Child Health Hospital College of Clinical Medicine for Obstetrics & Gynecology and Pediatrics, Fujian Medical University, No.18 Daoshan Street, Gulou District, Fuzhou City, Fujian Province, China.
| | - Qing Zhuo
- Nursing Department, Fujian Maternity and Child Health Hospital College of Clinical Medicine for Obstetrics & Gynecology and Pediatrics, Fujian Medical University, No.18 Daoshan Street, Gulou District, Fuzhou City, Fujian Province, China
| | - Jin-Xia Nian
- Nursing Department, Fujian Maternity and Child Health Hospital College of Clinical Medicine for Obstetrics & Gynecology and Pediatrics, Fujian Medical University, No.18 Daoshan Street, Gulou District, Fuzhou City, Fujian Province, China
| | - Jie-Ting Wang
- Nursing Department, Fujian Maternity and Child Health Hospital College of Clinical Medicine for Obstetrics & Gynecology and Pediatrics, Fujian Medical University, No.18 Daoshan Street, Gulou District, Fuzhou City, Fujian Province, China
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Maier CB, Köppen J, Kleine J, McHugh MD, Sermeus W, Aiken LH. Recruiting and retaining bachelor qualified nurses in German hospitals (BSN4Hospital): protocol of a mixed-methods design. BMJ Open 2023; 13:e073879. [PMID: 37562928 PMCID: PMC10423778 DOI: 10.1136/bmjopen-2023-073879] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/20/2023] [Accepted: 06/23/2023] [Indexed: 08/12/2023] Open
Abstract
INTRODUCTION Many countries in Europe are facing a shortage of nurses and seek effective recruitment and retention strategies. The nursing workforce is increasingly diverse in its educational background, ranging from 3-year vocational training (diploma) to bachelor and master educated nurses. This study analyses recruitment and retention strategies for academically educated nurses (minimum bachelor), including intention to leave, job satisfaction and work engagement compared with diploma nurses in innovative German hospitals; it explores recruitment and retention challenges and opportunities, and identifies lessons on recruitment and retention taking an international perspective. METHODS AND ANALYSIS The study will apply a convergent mixed-methods design, including qualitative and quantitative methods. The qualitative study will include semistructured interviews among hospital managers, nurses, students and stakeholders in Germany. In addition, expert interviews will be conducted internationally in countries with a higher proportion of bachelor/master nurses in hospitals. The quantitative, cross-sectional study will consist of a survey among professional nurses (bachelor/master, diploma nurses) in German hospitals. Study settings are hospitals with a higher-than-average proportion of bachelor nurses or relevant recruitment, work environment or retention strategies in place. Analyses will be conducted in several phases, first in parallel, then combined via triangulation: the parallel analysis technique will analyse the qualitative and quantitative data separately via content analyses (interviews) and descriptive, bivariate and multivariate analyses (survey). Subsequently, data sources will be collectively analysed via a triangulation matrix focusing on developing thematic exploratory clusters at three systemic levels: microlevel, mesolevel and macrolevel. The analyses will be relevant for generating lessons for clinical nursing, management and policy in Germany and internationally. ETHICS AND DISSEMINATION Ethics approval was obtained by the Charité Ethics Committee.Several dissemination channels will be used, including publications and presentations, for the scientific community, nursing management, clinical nurses and the wider public in Germany and internationally.
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Affiliation(s)
- Claudia B Maier
- Department of Healthcare Management, Technische Universität Berlin, Berlin, Germany
- Center for Health Outcomes and Policy Research, School of Nursing, University of Pennsylvania, Philadelphia, Pennsylvania, USA
| | - Julia Köppen
- Department of Healthcare Management, Technische Universität Berlin, Berlin, Germany
| | - Joan Kleine
- Department of Healthcare Management, Technische Universität Berlin, Berlin, Germany
| | - Matthew D McHugh
- Center for Health Outcomes and Policy Research, School of Nursing, University of Pennsylvania, Philadelphia, Pennsylvania, USA
| | - Walter Sermeus
- Institute for Healthcare Policy, KU Leuven, Leuven, Vlaams Brabant, Belgium
| | - Linda H Aiken
- Center for Health Outcomes and Policy Research, School of Nursing, University of Pennsylvania, Philadelphia, Pennsylvania, USA
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Ding J, Wu Y. The mediating effect of job satisfaction and emotional exhaustion on the relationship between psychological empowerment and turnover intention among Chinese nurses during the COVID-19 pandemic: a cross-sectional study. BMC Nurs 2023; 22:221. [PMID: 37370072 DOI: 10.1186/s12912-023-01357-y] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/01/2023] [Accepted: 05/25/2023] [Indexed: 06/29/2023] Open
Abstract
BACKGROUND Turnover intention occurs frequently in nurses and psychological empowerment has been shown to be major factors that influence turnover intention. However, little is known about the driving force behind turnover intention among nurses in China during the COVID-19 pandemic. OBJECTIVES To investigate the mediating role of job satisfaction and emotional exhaustion on the association between psychological empowerment and turnover intention among Chinese nurses during the COVID-19 pandemic. METHODS A cross-sectional design was conducted in China. A total of 507 nurses completed scales of psychological empowerment, job satisfaction, emotional exhaustion and turnover intention anonymously. Descriptive analysis, Pearson's correlation analysis in SPSS 23.0 and structural equation modeling (SEM) by Mplus 7.4 RESULTS: Psychological empowerment had a significantly effect on turnover intention through three significantly indirect pathways: (1) through job satisfaction (B = -0.14, SE = .03, 95% CI = [-.19, -.09]). (2) through emotional exhaustion (B = -0.07, SE = .02, 95% CI = [-.11, -.03]). (3) through the chain mediating effect of "job satisfaction → emotional exhaustion" (B = -0.12, SE = .02, 95% CI = [-.16, -.09]). CONCLUSIONS Intervention measures to reduce the incidence of turnover intention of nurses should include the evaluations of work demands and emotional exhaustion of nurses and organization's management strategies to promote their psychological empowerment and job satisfaction.
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Affiliation(s)
- Jinliang Ding
- School of Humanities and Teacher Education, Wuyi University, Wuyishan, 354300, China.
| | - Yufang Wu
- School of Psychology, Fujian Normal University, Fuzhou, 350000, China.
- School of Economics and Management, Ningde Normal University, Ningde, 352100, China.
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12
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Su Q, Wu Y, Yun B, Zhang H, She D, Han L. The mediating effect of clinical teaching behavior on transition shock and career identity among new nurses: A cross-sectional study. NURSE EDUCATION TODAY 2023; 125:105780. [PMID: 36963229 DOI: 10.1016/j.nedt.2023.105780] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/07/2022] [Revised: 02/13/2023] [Accepted: 03/01/2023] [Indexed: 06/18/2023]
Abstract
BACKGROUND New nurse attrition is a worldwide problem. Because of the gap between theory and practice in their work, new nurses may experience transition shock, which can have a negative impact on their career identity. Clinical teaching behavior is an important component in reducing the impact of new nurse transition, stabilizing the hospital nursing workforce, and cultivating high-quality nursing talents. OBJECTIVES Based on the New Nurse Transition Model, to explore the mediating role of clinical teaching behavior in the relationship between transition shock and career identity in the new nurse population of Gansu Province. DESIGN A cross-sectional study. SETTING Seventeen hospitals in Gansu province of China. PARTICIPANTS A total of 1684 new nurses (1590 female and 94 male) were recruited from seventeen hospitals in Gansu province. METHODS Three questionnaires include: The Clinical Teaching Behavior Inventory (CTBI-23), the Transition shock of Newly Graduated Nurses Scale (TSNGNS), and the Nurse's Career Identity Scale (NCIS). Structural equation modeling was used to deal with the relationships among clinical teaching behavior, transition shock, and career identity. RESULTS Transition shock was found to be negatively related to both career identity and clinical teaching behavior, with clinical teaching behavior mediates the relationship between transition shock and career identity. CONCLUSIONS The clinical teaching behavior of the teaching staff plays a role in mediating the relationship between new nurses' sense of career identity and transition shock. Accordingly, the teaching behavior of clinical teaching should be improved and the quality of clinical teaching behavior should be improved to increase the career identity of new nurses and reduce the turnover rate of new nurses.
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Affiliation(s)
- Qian Su
- The First Clinical Medical School, Lanzhou University, Lanzhou 730000, Gansu Province, China; Nursing Department, Gansu Provincial Hospital, Lanzhou 730000, Gansu Province, China; School of Nursing, Lanzhou University, Lanzhou 730000, Gansu Province, China
| | - Yuhan Wu
- School of Nursing, Lanzhou University, Lanzhou 730000, Gansu Province, China
| | - Bei Yun
- School of Nursing, Lanzhou University, Lanzhou 730000, Gansu Province, China
| | - Hongyan Zhang
- Nursing Department, Gansu Provincial Hospital, Lanzhou 730000, Gansu Province, China
| | - Dongli She
- Nursing Department, Gansu Provincial Hospital, Lanzhou 730000, Gansu Province, China
| | - Lin Han
- The First Clinical Medical School, Lanzhou University, Lanzhou 730000, Gansu Province, China; Nursing Department, Gansu Provincial Hospital, Lanzhou 730000, Gansu Province, China; School of Nursing, Lanzhou University, Lanzhou 730000, Gansu Province, China.
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Baharum H, Ismail A, McKenna L, Mohamed Z, Ibrahim R, Hassan NH. Success factors in adaptation of newly graduated nurses: a scoping review. BMC Nurs 2023; 22:125. [PMID: 37069647 PMCID: PMC10111715 DOI: 10.1186/s12912-023-01300-1] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/15/2022] [Accepted: 04/13/2023] [Indexed: 04/19/2023] Open
Abstract
BACKGROUND Difficulties in adapting to the workplace can affect newly graduated nurses' transition. Such nurses must adapt quickly, as it can affect their future career prospects. Therefore, this review aimed to identify the success factors that promote newly graduated nurses' effective transition and adaptation. METHODS The Joanna Briggs Institute scoping reviews methodology was used. Data were extracted from MEDLINE, Scopus, EBSCOhost, and Web of Science publications published between 2011 and 2020. A total of 23 articles were included in this review, which comprised qualitative, quantitative, and mixed methods primary research studies focusing on the contributing factors that aided newly graduated nurses' adaptation to the work environment during their transition period. Key emerging themes were identified with thematic analysis. RESULTS Three main themes were identified: (1) organisational contribution (social development, organisational culture, work characteristics, work readiness, work commitment, professional role), (2) personality traits (self-embodiment, personality masking, being proactive and confident), and (3) academic institutions (pre-entry knowledge and role of nursing faculty). Newly graduated nurses' adaptation should begin during nursing education, be supported by the workplace organisation, and driven by the nurse's personality. We determined that that the role of nursing education in aiding the provision of the required knowledge and actual clinical experiences to students profoundly affected developing nurses' self-confidence levels in delivering nursing care effectively. Additionally, a warm environment supported nurses emotionally and physically. CONCLUSIONS While organisations and educational institutions have undertaken numerous efforts to ensure that newly graduated nurses are adequately supported, the nurse's personality and values are also equally important to ease adaptation during the transition process. Academic and workplace programs designed for newly graduated nurses should apply and emphasise this knowledge to develop and strengthen their personalities and values, especially to increase confidence and promote proactive values that facilitate newly graduated nurses' rapid and effective adaptation to their new employment.
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Affiliation(s)
- Hafidza Baharum
- Department of Community Health, Faculty of Medicine, Universiti Kebangsaan Malaysia, 56000, Kuala Lumpur, Malaysia
| | - Aniza Ismail
- Department of Community Health, Faculty of Medicine, Universiti Kebangsaan Malaysia, 56000, Kuala Lumpur, Malaysia.
| | - Lisa McKenna
- School of Nursing and Midwifery, La Trobe University, Bundoora, Australia
| | - Zainah Mohamed
- Department of Nursing, Faculty of Medicine, Universiti Kebangsaan Malaysia, 56000, Kuala Lumpur, Malaysia
| | - Roszita Ibrahim
- Department of Community Health, Faculty of Medicine, Universiti Kebangsaan Malaysia, 56000, Kuala Lumpur, Malaysia
| | - Nor Haty Hassan
- Department of Nursing, Faculty of Medicine, Universiti Kebangsaan Malaysia, 56000, Kuala Lumpur, Malaysia
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Lin Y, Chen Y, Peng Y, Zhang X, Liao X, Chen L. Mediating role of resilience between learning engagement and professional identity among nursing interns under COVID-19: A cross-sectional study. Nurs Open 2023; 10:4013-4021. [PMID: 36864607 PMCID: PMC10170893 DOI: 10.1002/nop2.1660] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/13/2022] [Revised: 12/22/2022] [Accepted: 02/05/2023] [Indexed: 03/04/2023] Open
Abstract
AIM The aim of the study was to explore the mediating effect of resilience between learning engagement and professional identity of nursing interns. DESIGN A descriptive, cross-sectional study design. METHODS An online questionnaire survey was conducted among nursing interns in Fujian Medical University from February 2022 to April 2022 by convenience sampling. The scores of learning engagement, resilience and professional identity were evaluated. The PROCESS Marco in SPSS was used to analyse the mediating effect. RESULTS A total of 222 senior nursing students participated in the questionnaire survey. Both learning engagement (r = 0.491, p < 0.01) and resilience (r = 0.537, p < 0.01) correlated positively with PI. Resilience is also positively related to PI (r = 0.693, p < 0.01). Also resilience played a partial mediating role in the relationship between learning engagement and professional identity (a*b = b = 0.2451, 95% CI: 0.1543, 0.3581), and its effect accounted for 53.3%.
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Affiliation(s)
- Yanjuan Lin
- Department of Nursing, Union Hospital of Fujian Medical University, Fuzhou, China.,Department of Cardiac Surgery Nursing, Union Hospital of Fujian Medical University, Fuzhou, China
| | - Yaqin Chen
- School of Nursing, Fujian Medical University, Fuzhou, China
| | - Yanchun Peng
- Department of Nursing, Union Hospital of Fujian Medical University, Fuzhou, China
| | - Xuecui Zhang
- School of Nursing, Fujian Medical University, Fuzhou, China
| | - Xiaoqin Liao
- Department of Nursing, Union Hospital of Fujian Medical University, Fuzhou, China
| | - Liangwan Chen
- Department of Cardiac Surgery, Union Hospital of Fujian Medical University, Fuzhou, China
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Zhang M, Zheng X, Chen C, Fang J, Liu H, Zhang X, Lang H. Role of patient safety attitudes between career identity and turnover intentions of new nurses in China: A cross-sectional study. Front Public Health 2022; 10:981597. [PMID: 36408031 PMCID: PMC9667691 DOI: 10.3389/fpubh.2022.981597] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/29/2022] [Accepted: 10/10/2022] [Indexed: 11/06/2022] Open
Abstract
Background Patient safety is a key priority for healthcare systems, which is not only about the safety and quality development of health care but also about the safety of patients' lives. However, there has been little research exploring the relationship between new nurses' willingness to leave, patient safety culture, and professional identity. This study was to explore patient safety for new nurses, examine the relationship between professional identity, patient safety culture, and turnover intentions of newly recruited nurses in China, and validate the mediating role of patient safety culture. Methods From August 2019 to September 2021, we collected data from newly recruited nurses in 5 large tertiary public hospitals in Anhui Province, China using a questionnaire survey. Descriptive analysis, a univariate analysis, Pearson correlation analysis, and mediated regression analysis were used to estimate the current status of patient safety attitudes and the effect of safety culture on career identity and turnover intentions among newly recruited nurses. Results The turnover intention of 816 newly recruited nurses was 14.16 ± 3.14%. Patient safety culture was positively associated with career identity (r = 0.516, P < 0.01) and negatively associated with turnover intentions (r = -0.437, P < 0.01), while patient safety was also a partial mediator between career identity and turnover intentions. Conclusions The results showed that the low patient safety attitudes of new nurses in China should not be ignored. The impact of professional identity on patient safety has important practical implications for promoting a culture of safety among new nurses and reducing turnover rates.
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Affiliation(s)
- Man Zhang
- School of Nursing, Yan'an University, Yan'an, China
| | - Xutong Zheng
- School of Nursing, Fujian University of Traditional Chinese Medicine, Fuzhou, China
| | - Changchang Chen
- Department of Nursing, Air Fourth Military Medical University, Xi'an, China
| | - Jiaxin Fang
- Department of Nursing, Beijing University of Chinese Medicine, Beijing, China
| | - Huan Liu
- Department of Hemodialysis, The First Affiliated Hospital of Wan'nan Medical College, Wuhu, China
| | - Xiancui Zhang
- Medical Examination Center, The First Affiliated Hospital of Wan'nan Medical College, Wuhu, China
| | - Hongjuan Lang
- Department of Nursing, Air Fourth Military Medical University, Xi'an, China,*Correspondence: Hongjuan Lang
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16
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Wang XX, Wang LP, Wang QQ, Fang YY, Lv WJ, Huang HL, Yang TT, Qian RL, Zhang YH. Related factors influencing Chinese psychiatric nurses' turnover: A cross-sectional study. J Psychiatr Ment Health Nurs 2022; 29:698-708. [PMID: 35716343 DOI: 10.1111/jpm.12852] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/12/2021] [Revised: 05/05/2022] [Accepted: 06/10/2022] [Indexed: 12/01/2022]
Abstract
WHAT IS KNOWN ON THE SUBJECT Because of increasingly stressful, dangerous and unpredictable psychiatric nursing work, psychiatric nurses have experienced higher job stress than general ward nurses. Little is known about the factors that affect the turnover intention of Chinese psychiatric nurses. Understanding the influencing factors of nurses' turnover intention will help to formulate targeted measures to stabilize psychiatric nursing teams. WHAT DOES THIS PAPER ADD TO EXISTING KNOWLEDGE The results showed that 70.2% of psychiatric nurses had higher turnover intention. The strong turnover intention of Chinese psychiatric nurses is a problem that needs to be considered by managers. The results showed that having more children, between 31 and 39 years old, and having a part-time job were strongly associated with turnover intention. In addition, "job stress" was also an important factor, psychiatric nurses' turnover intention decreased as their job stress level decreased. WHAT ARE THE IMPLICATIONS FOR PRACTICE Nursing managers should pay attention to nurses who have more children, between 31 and 39 years old, and take on part-time jobs. Additionally, nursing managers should reduce job stress and implement targeted programmes to prevent psychiatric nurses' turnover. Experience-sharing meetings and mindfulness-based stress reduction training are also useful to improve the mental health status of psychiatric nurses with great job stress. Nursing managers should arrange human resources and shifts appropriately to give nurses with more children more time with their families. Provide more development opportunities for psychiatric nurses between 31 and 39 years old. Managers explore the reasons why nurses take on part-time jobs and take targeted interventions (such as increasing income) to reduce the behaviour that happens. ABSTRACT Introduction Nurses' turnover is the main cause of nursing shortages, greatly affected by nurses' intention to leave. Nurses' turnover rate is particularly high in psychiatric wards. Several factors influencing the turnover intention of psychiatric nurses have not been well identified in China, and the association between job stress and turnover intention is still limited. Aims To examine the relationship between job stress and turnover intention and identify the influencing factors of psychiatric nurses' turnover intention. Methods Data were collected from 2355 psychiatric Chinese nurses using a cross-sectional design with an online questionnaire investigation. Results Psychiatric nurses had higher turnover intention. Significant factors influencing their turnover intention were job stress, having more children, age between 31 and 39 years old, part-time jobs, education, income and patient-to-nurse ratio. Discussion Demographics and job-related factors should be considered when developing strategies to reduce the turnover intention of psychiatric nurses. Implications for practice Nursing managers should pay attention to nurses with higher job stress levels and different demographic characteristics. Effective measures should be taken to reduce psychiatric nurses' job stress and turnover intention, such as arranging reasonable shifts, implementing targeted family-friendly policies, increasing their occupational possibilities and promoting mental health.
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Affiliation(s)
- Xiao-Xiao Wang
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Li-Ping Wang
- Geriatrics Department, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Qing-Qing Wang
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Yuan-Yuan Fang
- Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Wen-Jun Lv
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Hao-Lian Huang
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Tian-Ting Yang
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Rui-Lian Qian
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Yan-Hong Zhang
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
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Pacutova V, Madarasova Geckova A, Majernikova SM, Kizek P, de Winter AF, Reijneveld SA. Job Leaving Intentions of Dentists Associated With COVID-19 Risk, Impact of Pandemic Management, and Personal Coping Resources. Int J Public Health 2022; 67:1604466. [PMID: 36032273 PMCID: PMC9413052 DOI: 10.3389/ijph.2022.1604466] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/14/2021] [Accepted: 07/05/2022] [Indexed: 12/12/2022] Open
Abstract
Objectives: The COVID-19 pandemic caused risks and burdens for health professionals and might result in job leaving intentions. To assess the potential risks, we explored the association of the job leaving intentions with exposure to COVID-19 risk, impact of pandemic management on professional and personal life, and personal coping resources among Slovak dentists in the first wave of the outbreak. Methods: We obtained data from 500 dentists (66.8% females, M/SD = 43.8) registered with the Slovak Chamber of Dentists using an online questionnaire. Data were analysed using logistic regression models adjusted for age and gender. Results: Nearly 40% of dentists reported job leaving intentions after the first wave of the pandemic outbreak. Job leaving intentions were associated with exposure to COVID-19 risks (odds ratios, ORs, varying from 1.6 to 4.7), impact of pandemic management on professional and personal life (Ors from 1.6 to 2.9), and personal coping resources (Ors from 0.4 to 0.6). Conclusion: Better management of exposures to risks and impact on professional and personal life, as well as building better personal coping resources may prevent the loss of a valuable workforce in dental care.
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Affiliation(s)
- Veronika Pacutova
- Department of Health Psychology and Research Methodology, Faculty of Medicine, P. J. Safarik University, Kosice, Slovakia
- Graduate School Kosice Institute for Society and Health, Faculty of Medicine, P. J. Safarik University, Kosice, Slovakia
| | - Andrea Madarasova Geckova
- Department of Health Psychology and Research Methodology, Faculty of Medicine, P. J. Safarik University, Kosice, Slovakia
- Graduate School Kosice Institute for Society and Health, Faculty of Medicine, P. J. Safarik University, Kosice, Slovakia
- Olomouc University Social Health Institute, Palacky University, Olomouc, Czechia
- Department of Community & Occupational Medicine, University Medical Center Groningen, University of Groningen, Groningen, Netherlands
| | - Sara Maria Majernikova
- Division of Biosciences, Faculty of Life Sciences, University College London, London, United Kingdom
| | - Peter Kizek
- I. Stomatology Clinic, University Hospital of Louis Pasteur, Faculty of Medicine, P. J. Safarik University, Kosice, Slovakia
- *Correspondence: Peter Kizek,
| | - Andrea F. de Winter
- Department of Community & Occupational Medicine, University Medical Center Groningen, University of Groningen, Groningen, Netherlands
| | - Sijmen A. Reijneveld
- Department of Community & Occupational Medicine, University Medical Center Groningen, University of Groningen, Groningen, Netherlands
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Seibel LM, Fehr FC, Sarwal S, Panchuk HJ. Impact of Cognitive Rehearsal Training Over Time for New Registered Nurses. J Contin Educ Nurs 2022; 53:203-211. [PMID: 35510923 DOI: 10.3928/00220124-20220414-02] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
Background New RNs are most at risk for being bullied in health care. Cognitive rehearsal training (CRT) as an anti-bullying intervention is a novel approach to address the issue using role-play to respond to scenarios involving bullying. Previous studies (Griffin, 2004; O'Connell et al., 2019) show that students find the CRT strategy useful to increase their confidence and competence when managing a bullying situation. Method New RNs (N = 15) who had attended a CRT workshop 1 to 2 years previously answered an in-depth survey as to how they had used the training in the interim period. Results Seventy-one percent of the participants were able to recognize bullying behavior, and 64% had been able to stop from reacting immediately. Half of the participants reported taking time to reflect on the context of the bullying and manage their emotions and then respond in a professional manner. Conclusion Nurses in this study requested further CRT to solidify their learning, which could result in more prosocial responses to bullying. [J Contin Educ Nurs. 2022;53(5):203-211.].
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Gong S, Li J, Tang X, Cao X. Associations among professional quality of life dimensions, burnout, nursing practice environment, and turnover intention in newly graduated nurses. Worldviews Evid Based Nurs 2022; 19:138-148. [PMID: 35297536 DOI: 10.1111/wvn.12568] [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: 07/05/2021] [Revised: 11/16/2021] [Accepted: 11/21/2021] [Indexed: 02/05/2023]
Abstract
BACKGROUND Professional quality of life affects nurses' well-being and the quality of care. However, little attention is paid to the relationships among professional quality of life dimensions, burnout, nursing practice environment, and intention to leave this job in newly graduated nurses. AIMS To assess the levels of professional quality of life dimensions and turnover intention, to examine the predictors for turnover intention, and to explore the mediating roles of professional quality of life dimensions on the associations between these predictors and turnover intention in Chinese newly graduated nurses. METHODS This was a cross-sectional study with 315 newly graduated nurses selected from five tertiary hospitals and five secondary hospitals in Sichuan province, China. Multiple regression analysis was used to examine the effects of demographic characteristics and work-related factors on intention to leave this job. Structural equation modeling technique was performed to explore the mediating effect of each domain of professional quality of life on the relationships between the predictors and turnover intention. RESULTS The prevalence of average levels of burnout, secondary traumatic stress, and compassion satisfaction was 43.2%, 57.1%, and 81.3%, respectively. Moreover, 43.8% and 0.6% of the participants reported high and exceptionally high intention to leave this job. Nursing practice environment, social support, and empathy indirectly and significantly affected turnover intention via the mediating roles of burnout and compassion satisfaction, respectively. However, no significant mediating effect of secondary traumatic stress was found between these predictors and turnover intention. LINKING EVIDENCE TO ACTION Perceptions of greater nursing practice environment, social support, and empathy result in lower turnover intention via reducing burnout and facilitating compassion satisfaction. Strategies such as developing a supportive work and family environment, and cultivating empathic capacity can be effective methods to mitigate against intention to leave this job in newly graduated nurses.
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Affiliation(s)
- Shu Gong
- West China School of Nursing/Department of Nursing, West China Hospital, Sichuan University, Chengdu, China
| | - Jin Li
- West China School of Nursing/Department of Nursing, West China Hospital, Sichuan University, Chengdu, China
| | - Xiangdong Tang
- Sleep Medicine Center, Department of Respiratory and Critical Care Medicine, Mental Health Center, Translational Neuroscience Center, State Key Laboratory of Biotherapy, West China Hospital, Sichuan University, Chengdu, China
| | - Xiaoyi Cao
- West China School of Nursing/Department of Nursing, West China Hospital, Sichuan University, Chengdu, China
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Kavakli BD, Yildirim N. The relationship between workplace incivility and turnover intention in nurses: A cross-sectional study. J Nurs Manag 2022; 30:1235-1242. [PMID: 35293052 DOI: 10.1111/jonm.13594] [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: 12/29/2021] [Revised: 03/06/2022] [Accepted: 03/10/2022] [Indexed: 12/01/2022]
Abstract
AIM The aim of this study was to examine the relationship between workplace incivility and the turnover intention in nurses. BACKGROUND Studies assessing the association between nurses' turnover intention and workplace incivility are limited. METHODS The research was carried out on a total of 250 nurses working in three private hospitals in Antalya, Turkey. The data were collected using a Demographic Questionnaire, the Workplace Incivility Scale and the Turnover Intention Scale. RESULTS The mean workplace incivility scores of the nurses were determined to be 6.68±7.96. The mean turnover intention scores of the nurses were 6.38±3.44. A statistically significant positive relationship was found between workplace incivility scores and turnover intention scores (r = 0.632, p = 0.0001). The linear regression model showed that workplace incivility, working in the emergency or intensive care unit, and dissatisfaction with the current institution were independent factors of turnover intention. CONCLUSIONS The results of the study demonstrated a significant relationship between workplace incivility and turnover intention in nurses. Nurses who are less exposed to workplace incivility were seen to have a lower turnover intention. IMPLICATIONS FOR NURSING MANAGEMENT Simple measures that organizations may take to reduce workplace incivility may increase nurses' workplace satisfaction, reduce turnover intention, and enable them to work more efficiently. It would be useful for nursing managers to lead initiatives in institutions to reduce workplace incivility and improve the culture of civility.
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Affiliation(s)
- Bahar Dündar Kavakli
- Akdeniz University, Institute of Health Sciences, Nursing Management Department, Antalya, Turkey
| | - Nezaket Yildirim
- Faculty of Nursing, Department of Nursing Management, Akdeniz University, Antalya, Turkey
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The COVID-19 Pandemic Increased Burnout and Bullying among Newly Graduated Nurses but Did Not Impact the Relationship between Burnout and Bullying and Self-Labelled Subjective Feeling of Being Bullied: A Cross-Sectional, Comparative Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19031730. [PMID: 35162753 PMCID: PMC8835049 DOI: 10.3390/ijerph19031730] [Citation(s) in RCA: 11] [Impact Index Per Article: 5.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 01/21/2022] [Revised: 01/31/2022] [Accepted: 02/01/2022] [Indexed: 01/18/2023]
Abstract
(1) Background: The COVID-19 pandemic posed a great challenge to health care systems worldwide. Health care personnel, including nurses, work under high pressure and are overworked and overwhelmed, which results in a higher prevalence of burnout and workplace bullying, which further increases the intention to leave the nursing profession. (2) Methods: A comparative correlational and cross-sectional study design was adopted, and an online questionnaire was used to collect data between October 2019 and October 2021. Two hundred and fifty-seven newly graduated nurses participated in this study. The studied variable was measured using the Oldenburg Burnout Inventory, the Negative Acts Questionnaire, and metrics developed by the authors. (3) Results: The prevalence of bullying and burnout is significantly higher among nurses who worked during the COVID-19 pandemic than among those who worked before the pandemic, but the pandemic has not had an impact on the level of the subjective assessment of bullying. Working as a newly graduated nurse before or during the COVID-19 pandemic is a moderator between person-related bullying and its dimensions and disengagement. (4) Conclusions: Pandemics increase bullying and burnout among newly graduated nurses; however, the current challenges have caused some of this to remain unrevealed, the repercussions of which will appear with double strength later.
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Zhao S, Duan X, Cheng L, Jiang J. Perspective and experience of newly graduated registered nurses with standardized training in the emergency department: A qualitative study in Shanghai, China. NURSE EDUCATION TODAY 2021; 105:104994. [PMID: 34174510 DOI: 10.1016/j.nedt.2021.104994] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 01/15/2021] [Revised: 05/05/2021] [Accepted: 05/25/2021] [Indexed: 06/13/2023]
Abstract
BACKGROUND The standardized training system for newly graduated registered nurses (NGRNs) in China is different from that of other countries in the world, especially when frequent disasters occur, emergency department (ED) training is particularly important. However, the work experience of new Chinese nurses in standardized training in the emergency department still remained unclear. OBJECTIVES To explore the experience of newly recruited nurses in standardized training in the emergency department. DESIGN Qualitative research. SETTING A 3rd level hospital in Shanghai, China. PARTICIPANTS Fifteen NGRNs undergoing standardized training in the ED. METHODS Semi-structured face-to-face interviews were conducted between August and September 2020. Colaizzi seven-step framework was applied for data analysis. RESULTS Three main themes emerged: high occupational pressure, competency enhancement in ED and high satisfaction with standard training. CONCLUSIONS It is very important and necessary for NGRNs to have a training period in the emergency department. This not only helps NGRNs to improve their abilities in emergency care, but also reserve talents during emergency responses. At the same time, the training methods for NGRNs should be refined and improved, and effective support should be provided. This can help NGRNs relieve from work pressure, better and rapidly adapt to the clinical environment and enter the nursing role.
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Affiliation(s)
- Sijia Zhao
- Emergency Department, Shanghai Tenth People's Hospital, Tongji University School of Medicine, Shanghai 200072, China
| | - Xia Duan
- Nursing Department, Shanghai First Maternity and Infant Hospital, Tongji University School of Medicine, Shanghai 200126, China
| | - Lin Cheng
- Emergency Department, Shanghai Tenth People's Hospital, Tongji University School of Medicine, Shanghai 200072, China
| | - Jinxia Jiang
- Emergency Department, Shanghai Tenth People's Hospital, Tongji University School of Medicine, Shanghai 200072, China.
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