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Luo Y, Li Q, Ma Z, Hu X. Cognitive changes in professional value and career development amid the COVID-19 pandemic: A qualitative study of nurses' experiences. Nurs Open 2024; 11:e2205. [PMID: 38837908 DOI: 10.1002/nop2.2205] [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: 07/14/2023] [Revised: 03/29/2024] [Accepted: 05/13/2024] [Indexed: 06/07/2024] Open
Abstract
AIM To explore cognitions in nurses' professional value and career development amid the COVID-19 pandemic and to analyse influencing factors. DESIGN A qualitative descriptive study design was employed. METHODS Thirty practising nurses from three general hospitals in Chengdu, China, were purposively recruited. Face-to-face semi-structured interviews were conducted. The content analysis was used for data analysis. RESULTS After the outbreak of the COVID-19 pandemic, there were obvious cognitive changes in nurses' professional value, including improvement in the cognition of professional value, awareness of the broadening of the field of acting professional value, and realization of increasingly high requirements in careers. Approval and gratitude of patients, social recognition and attention, self-awareness of nurses were main influencing factors. For cognitive changes in career development, nurses became more motivated to develop their careers, had a clearer understanding of career development environment, and acquired a clearer understanding of what was needed to advance careers. Hospital support, social respect, family support, and team atmosphere were key influencing factors. CONCLUSIONS The contributions made by nurses in the prevention and control of the COVID-19 pandemic have prompted positive changes in their cognition of professional value and career development. To promote nurses' positive understanding and approach to career development, measures should be taken by hospitals. Further, social respect, family support and team cooperation can enhance nurses' enthusiasm for career development.
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Affiliation(s)
- Yawen Luo
- Innovation Center of Nursing Research, Nursing Key Laboratory of Sichuan Province, West China School of Nursing, West China Hospital, Sichuan University, Chengdu, Sichuan, China
| | - Quanlei Li
- Johns Hopkins University School of Nursing, Baltimore, Maryland, USA
- School of Nursing, The University of Hong Kong, Hong Kong SAR, China
| | - Zhiqun Ma
- Science and Teaching Department, The People's Hospital of Leshan, Leshan, Sichuan, China
| | - Xiuying Hu
- Innovation Center of Nursing Research, Nursing Key Laboratory of Sichuan Province, West China School of Nursing, West China Hospital, Sichuan University, Chengdu, Sichuan, China
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Chen X, Yue L, Li B, Li J, Wu X, Peng B, Cao Z. Status and related factors of professional growth among young nursing talents: a cross-sectional study in China. BMC Nurs 2024; 23:116. [PMID: 38360608 PMCID: PMC10870662 DOI: 10.1186/s12912-024-01790-7] [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: 10/05/2023] [Accepted: 02/04/2024] [Indexed: 02/17/2024] Open
Abstract
BACKGROUND The shortage of nurses has been a global human resources problem. A good professional growth environment is essential to developing potential nursing students and attracting nurses to join, and it has great significance in reducing nurse turnover. However, nurses' comprehensive perceptions of professional growth have not yet been examined. METHODS A cluster sampling method was used to conduct a professional growth questionnaire survey on young nursing talents from a large Chinese public tertiary A hospital in March 2022. RESULTS The score of professional growth among 243 young nursing talents was 57.92 ± 9.607, with a scoring rate of 77.23%. The scores for dimensions of professional growth, from lowest to highest, were rehabilitation growth, promotion speed, professional goal progress, and professional ability development. Attitudes towards participating in training, service as the quality manager or clinical teacher, self-efficacy, professional title, work-family support, education, and organizational commitment of young nursing talents were significantly associated with professional growth. CONCLUSION The professional growth of young nursing talents was at a moderate level and needed to be strengthened. Nursing leaders and managers are expected to develop management practices to enhance young nursing talents' professional growth in combination with the related factors.
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Affiliation(s)
- Xiuwen Chen
- Teaching and Research Section of Clinical Nursing, National Clinical Research Center for Geriatric Disorders, Xiangya Hospital, Xiangya Hospital of Central South University, Central South University, Changsha, China
- National Clinical Research Center for Geriatric Disorders, Xiangya Hospital, Central South University, Changsha, China
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Liqing Yue
- Teaching and Research Section of Clinical Nursing, National Clinical Research Center for Geriatric Disorders, Xiangya Hospital, Xiangya Hospital of Central South University, Central South University, Changsha, China.
- National Clinical Research Center for Geriatric Disorders, Xiangya Hospital, Central South University, Changsha, China.
| | - Bingyu Li
- Teaching and Research Section of Clinical Nursing, National Clinical Research Center for Geriatric Disorders, Xiangya Hospital, Xiangya Hospital of Central South University, Central South University, Changsha, China
| | - Jun Li
- Teaching and Research Section of Clinical Nursing, National Clinical Research Center for Geriatric Disorders, Xiangya Hospital, Xiangya Hospital of Central South University, Central South University, Changsha, China
| | - Xiuying Wu
- Teaching and Research Section of Clinical Nursing, National Clinical Research Center for Geriatric Disorders, Xiangya Hospital, Xiangya Hospital of Central South University, Central South University, Changsha, China
| | - Bin Peng
- Teaching and Research Section of Clinical Nursing, National Clinical Research Center for Geriatric Disorders, Xiangya Hospital, Xiangya Hospital of Central South University, Central South University, Changsha, China
| | - Ziwei Cao
- Teaching and Research Section of Clinical Nursing, National Clinical Research Center for Geriatric Disorders, Xiangya Hospital, Xiangya Hospital of Central South University, Central South University, Changsha, China
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Ross D, Fairley-Murdoch M, Nicholson H, Hanlon S. Enhancing dermatology nursing education in Scotland and Ireland: a multifaceted approach. BRITISH JOURNAL OF NURSING (MARK ALLEN PUBLISHING) 2023; 32:1071-1077. [PMID: 38060395 DOI: 10.12968/bjon.2023.32.22.1071] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/18/2023]
Abstract
The purpose of the National Dermatology Improvement Project was to identify the educational requirements of dermatology nurses and understand factors impacting the uptake of education for nurses. An educational needs analysis was performed to evaluate the strengths and weaknesses of current and future educational provision for all levels of nursing staff. Data were collected from department managers using questionnaires and interviews, and focus groups were held with nursing staff in bands 2-7. The majority of participants felt there was an overall lack of dermatology education, and that most of what was available was peer led and experiential. A number of barriers to the uptake of education were also identified, such as a lack of time, opportunity and motivation. These findings support the need for a nationally coordinated programme of dermatology education with formal and informal education provided for all levels of dermatology nursing staff.
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Affiliation(s)
- Dianne Ross
- Dermatology Nurse Educator, NHS Greater Glasgow and Clyde
| | | | | | - Sandra Hanlon
- Dermatology Senior Charge Nurse, NHS Ayrshire and Arran
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Koh CSL, Ong KK, Tan MML, Mordiffi SZ. Evaluation of a graduate nurse residency program: A retrospective longitudinal study. NURSE EDUCATION TODAY 2023; 126:105801. [PMID: 37060779 DOI: 10.1016/j.nedt.2023.105801] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/22/2022] [Revised: 02/28/2023] [Accepted: 03/09/2023] [Indexed: 05/25/2023]
Abstract
BACKGROUND There is an urgency to retain nurses globally. Evidence has shown that nurse residency programs promote retention of new graduate nurses. However, there is a dearth of studies examining the impact of nurse residency programs longitudinally. AIM To evaluate the impact of a transition-to-practice program on new graduate nurses' practice confidence and job satisfaction over 24 months. DESIGN A retrospective longitudinal study. SETTING A 1200-bed public tertiary academic hospital. PARTICIPANTS New graduate nurses from local universities who joined the hospital and were enrolled in the Graduate Nurse Residency Program (n = 104). METHODS The program was conducted for 24 months and consisted of modules on bedside knowledge and skills, and a mentorship program with senior nurse leaders. Practice confidence and job satisfaction were measured using the Casey-Fink graduate nurse experience survey. The survey was administered four times over the 24 months as part of the program. Data was analyzed using repeated measures ANOVA. RESULTS Practice confidence increased and job satisfaction decreased over the 24 months. Practice confidence total score at 6 months and an extended probation period were factors associated with attrition during the 24-month clinical practice. CONCLUSIONS This is the first longitudinal study to demonstrate the impact of a transition-to-practice program in a multiethnic Asian setting. The Graduate Nurse Residency Program enhanced the practice confidence of new graduate nurses.
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Affiliation(s)
- Catherine Siow Lan Koh
- Nursing Department, National University Hospital, National University Health System, 1E Kent Ridge Road, NUHS Tower Block Level 6, 119228, Singapore.
| | - Keh Kiong Ong
- Nursing Department, National University Hospital, National University Health System, 1E Kent Ridge Road, NUHS Tower Block Level 6, 119228, Singapore.
| | - Mary Mui Leng Tan
- Nursing Department, National University Hospital, National University Health System, 1E Kent Ridge Road, NUHS Tower Block Level 6, 119228, Singapore.
| | - Siti Zubaidah Mordiffi
- Nursing Department, National University Hospital, National University Health System, 1E Kent Ridge Road, NUHS Tower Block Level 6, 119228, Singapore.
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Weller-Newton JM, Murray M, Phillips C, Laging B, McGillion A. Transition to Practice Programs in Nursing: A Rapid Review. J Contin Educ Nurs 2022; 53:442-450. [PMID: 36178755 DOI: 10.3928/00220124-20220907-05] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
Background Transition to practice can be exceedingly stressful for newly qualified nurses as they grapple with the "reality shock" of everyday practice as an RN. Transition to practice programs were implemented as a support strategy to ease the transition from student to RN and are designed to increase graduates' confidence and competence, improve their professional adjustment, and increase their retention. Method This rapid review was framed by the Cochrane Methods Rapid Review, supported by the PRISMA statement checklist, aiming to identify and describe the benefits of transition to practice programs for newly graduated RNs and their impact on workforce retention. Results The literature revealed that mixed evidence exists regarding the value and benefits of graduate nurse transition programs to both the graduate and the health service. Conclusion There are multiple inconsistencies across clinical settings, organizations, and preceptor-ship/mentoring training, among others, particularly in relation to duration of the program and the amount of formalized contact/study days. [J Contin Educ Nurs. 2022;53(10):442-450.].
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Abstract
BACKGROUND Discrimination and injustice are big obstacles in nurses' way to socialization and are among the major clinical challenges faced by nurses. Workplace discrimination is associated with such negative consequences as stress, fatigue, demoralization, loss of professional commitment, tension and conflicts at work, and resignation. A review of literature shows that not much research has been dedicated to workplace discrimination in nursing. OBJECTIVE This study aims to investigate nurses' perception of workplace discrimination. METHOD This cross-sectional study was conducted in the hospitals affiliated with a university of medical sciences in the largest city in the south of Iran in 2019. The participants consisted of 597 nurses who were selected through stratified random sampling. Data were collected using a researcher-made workplace discrimination questionnaire and analyzed in SPSS v. 21. FINDINGS The mean of the nurses' workplace discrimination scores was found to be 102.57 ± 14.5, which is considered as moderate. The nurses' mean scores for the dimensions of vertical and horizontal discrimination (44.53 ± 6.8), consequences of discrimination (20.52 ± 5.55), and unfair promotion (12.38 ± 2.44) were moderate. As for the two other dimensions of workplace discrimination, namely, gender discrimination (14.41 ± 3.28) and cultural-organizational discrimination (11.88 ± 2.99), the participants' mean scores were low. There was a significant relationship between the nurses' workplace discrimination mean score on the one hand and their employment status (p = 0.016) and work experience (p = 0.002) on the other. However, the nurses' workplace discrimination mean score was not found to correlate with their level of education (p = 0.65), marital status (p = 0.274), and gender (p = 0.479). ETHICAL CONSIDERATION This study has been approved by the ethics committee of the university. All the participants had signed the written informed consent form before participation. CONCLUSION Hospital managers should take measures to reduce discrimination and establish organizational justice to raise nurses' morale and improve the quality of their performance as caregivers.
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Affiliation(s)
| | | | - Azita Jaberi
- Shiraz University of Medical Sciences, Shiraz, Iran
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Andela M, Truchot D, Huguenotte V. Work Environment and Elderly Abuse in Nursing Homes: The Mediating Role of Burnout. JOURNAL OF INTERPERSONAL VIOLENCE 2021; 36:5709-5729. [PMID: 30338707 DOI: 10.1177/0886260518803606] [Citation(s) in RCA: 11] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/08/2023]
Abstract
The present study focuses on elderly abuse committed by nurses and nurses' aides in nursing homes. Elderly abuse includes neglect and abusive behaviors deleterious to the health and welfare of the elderly. The study aimed at a better understanding of neglect and abusive behaviors by considering caregiver burnout and the work context of these professionals. To achieve this goal, direct effects of job demands (workload and emotional demands) and organizational resources (quality of relationships with colleagues and with the supervisor) on elderly abuse were analyzed. Moreover, the mediating role of caregiver burnout was explored by suggesting that job demands and lack of organizational resources were related to neglect and abusive behaviors through burnout. The study was conducted among 481 nurses and health care assistants from different French nursing homes. Correlations, multiple regressions, and mediation analyses were performed. Results globally confirmed our hypotheses. Emotional demands and poor quality relationships with colleagues and the team supervisor were the most predictive variables for caregiver burnout, neglect, and abusive behaviors toward the elderly. Moreover, the results contributed to the literature by highlighting the mediating effect of burnout and give rise to potential implications in preventing elderly abuse in nursing homes.
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Öztürk Yıldırım T, Baykal Ü, Türkmen E. Determining nursing service management standards in Turkey: A Delphi study. J Nurs Manag 2020; 28:1635-1643. [PMID: 32761707 DOI: 10.1111/jonm.13119] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/23/2020] [Revised: 07/17/2020] [Accepted: 07/30/2020] [Indexed: 11/29/2022]
Abstract
OBJECTIVE To establish the current management standards needed by nurse managers in Turkey and to share the process of establishing standards. BACKGROUND Relevant and utilizable nursing management standards are needed for effective and efficient nursing administration to achieve better outcomes in health care. METHODS A three-round e-Delphi method was used in this study. First, the experts were asked an open-ended question. In the second and third rounds, data analysis measurements included item-by-item per cent agreement, standard deviation, average, median and interquartile range. RESULTS At the end of the third round, 49 standards were obtained under five main standards for nurse managers: management and organisation; leadership; human resources management; quality management; and professionalism. CONCLUSION The results of this study, which represent a consensus on nursing management standards drawn from the views of experts across regions and institutions in Turkey, provide a baseline to design, manage and evaluate nursing services. IMPLICATIONS FOR NURSING MANAGEMENT Nursing management standards, which are fundamental for designing, leading and evaluating nursing services, give a framework for nurse managers to provide effective and efficient administrative practices.
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Affiliation(s)
- Tuğba Öztürk Yıldırım
- Vocational School of Health Care Services, Istanbul Yeni Yüzyıl University, Istanbul, Turkey
| | - Ülkü Baykal
- Nursing Management Department, Istanbul University-Cerrahpaşa Florence Nightingale School of Nursing, Istanbul, Turkey
| | - Emine Türkmen
- Semahat Arsel Nursing Education & Research Center (SANERC), Koc University School of Nursing, Istanbul, Turkey
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Kakemam E, Raeissi P, Raoofi S, Soltani A, Sokhanvar M, Visentin D, Cleary M. Occupational stress and associated risk factors among nurses: a cross-sectional study. Contemp Nurse 2020; 55:237-249. [PMID: 31334691 DOI: 10.1080/10376178.2019.1647791] [Citation(s) in RCA: 52] [Impact Index Per Article: 13.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/03/2023]
Abstract
Background: Nursing can be demanding and stressful with occupational stress posing a serious threat to nurses and patient outcomes. Aims/Objectives: To determine the prevalence of nurses' occupational stress and its associated risk factors. Design: Cross-sectional survey design. Methods: Nurses in 115 tertiary-level hospitals in 13 provinces in Iran were surveyed from August 2016-December 2017. Demographic information and occupational stress were assessed. 5422 distributed questionnaires were distributed with 2895 of returned surveys analyzed. One-way ANOVA and multiple linear regression analyses identified risk factors for occupational stress. Results: Mean score for overall occupational stress was 3.48 indicating a stress level between moderate and high, with 78.4% of respondents reporting that their job was stressful. Nurses reported issues with shiftwork, staffing, pay, workplace discrimination, management, policy and excessive workloads as sources of occupational stress. Risk factors in the multivariate analysis for higher occupational stress were female gender (p = .002), being married (p = .008), having lower educational levels (p < .001), increased work hours (p <.001), and working in emergency (p = .025), general wards (p = .012) and teaching hospitals (p < .001). Conclusions: The high prevalence of occupational stress amongst nurses in Iran demonstrates the extent of the issue, with recent reforms not effectively addressing occupational stress. The risk factors identified allow for more targeted interventions.
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Affiliation(s)
- Edris Kakemam
- a Iranian Center of Excellence in Health Management, School of Management and Medical Informatics, Tabriz University of Medical Sciences , Tabriz , Iran.,b Department of Health Management and Economics, School of Public Health, Tehran University of Medical Sciences , Tehran , Iran
| | - Pouran Raeissi
- c Department of Health Services Management, School of Health Management and Information Sciences, Iran University of Medical Sciences , Tehran , Iran
| | - Samira Raoofi
- d Health Management and Economics Research Center, Iran University of Medical Sciences , Tehran , Iran
| | - Ahmad Soltani
- d Health Management and Economics Research Center, Iran University of Medical Sciences , Tehran , Iran
| | - Mobin Sokhanvar
- e Student Research Committee, School of Management and Medical Informatics, Tabriz University of Medical Sciences , Tabriz , Iran
| | - Denis Visentin
- f College of Health and Medicine, University of Tasmania , Sydney , Australia
| | - Michelle Cleary
- f College of Health and Medicine, University of Tasmania , Sydney , Australia
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Mabala J, van der Wath A, Moagi M. Newly qualified nurses' perceptions of working at mental health facilities: A qualitative study. J Psychiatr Ment Health Nurs 2019; 26:175-184. [PMID: 31099077 DOI: 10.1111/jpm.12525] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/23/2018] [Revised: 04/26/2019] [Accepted: 05/14/2019] [Indexed: 11/29/2022]
Abstract
WHAT IS ALREADY KNOWN ABOUT THE TOPIC?: Newly qualified nurses often feel overwhelmed by the challenges of the work environment and struggle to transition into healthcare work environments. Nurses require opportunities during the transition period to develop both competence and confidence in their ability to practise independently. WHAT THE PAPER ADDS TO EXISTING KNOWLEDGE?: Newly qualified mental health nurses experience fear during their adaptation period, especially when they perceive mental healthcare users as dangerous and the working environment as risky, with little concern for their safety. Nurses new to the mental health environment learn from accepting responsibility, taking on challenges and making adjustments, in order to develop confidence as mental healthcare professionals. WHAT ARE THE IMPLICATIONS FOR PRACTICE?: Nursing management should ensure a safe and supportive mental healthcare environment. The potential for and consequences of negative stereotyping of patients among mental health nurses should be acknowledged and addressed as it may hinder the smooth adaptation of newly qualified nurses. Although stressful experiences can help mental health nurses to develop confidence and skills to manage future demanding situations, newly qualified nurses need to be given appropriate support and debriefing to ensure challenging situations do not "go the wrong way" and decrease confidence levels. Abstract Introduction Much has been written about the experiences of newly qualified nurses in their first year of employment, yet not much has been heard from the perspectives of newly qualified nurses working in mental health facilities. Aim To explore and describe the adaptation process of newly qualified nurses working in public mental health facilities in South Africa. Method Following a qualitative descriptive design, 11 newly qualified nurses in their first 6-18 months of employment were purposively selected from three public mental health facilities in South Africa. Data collected through unstructured individual interviews were thematically analysed. Results Four themes emerged from the analysis: fear related to the mental healthcare environment; self-doubt upon meeting the expectations of the inter-professional team; ways to adjust to the challenges; and confidence as mental healthcare professionals. Discussion During the adaptation process newly qualified nurses working in mental health facilities need support to overcome their initial fears and develop self-confidence in both managerial and therapeutic realms. Implications for practice Management of mental healthcare facilities needs to be cognisant of the importance of creating a supportive and safe environment that discourages negative stereotyping of patients and fosters newly qualified nurses' adaptation.
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Affiliation(s)
- Jaftaline Mabala
- Department of Nursing Science, University of Pretoria, Pretoria, South Africa
| | | | - Miriam Moagi
- Department of Nursing Science, University of Pretoria, Pretoria, South Africa
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11
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Gellerstedt L, Moquist A, Roos A, Karin B, Craftman ÅG. Newly graduated nurses' experiences of a trainee programme regarding the introduction process and leadership in a hospital setting—A qualitative interview study. J Clin Nurs 2019; 28:1685-1694. [DOI: 10.1111/jocn.14733] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/04/2017] [Revised: 10/24/2018] [Accepted: 11/30/2018] [Indexed: 12/21/2022]
Affiliation(s)
- Linda Gellerstedt
- Department of Clinical Sciences Danderyd Hospital, Karolinska Institutet and Sophiahemmet University Stockholm Sweden
| | | | - Anette Roos
- Karolinska University Hospital Huddinge, Stockholm Sweden
| | - Bergkvist Karin
- Department of Neurobiology, Care Sciences and Society Karolinska Institutet and Sophiahemmet University Stockholm Sweden
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12
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Luther L, Gearhart T, Fukui S, Morse G, Rollins AL, Salyers MP. Working overtime in community mental health: Associations with clinician burnout and perceived quality of care. Psychiatr Rehabil J 2017; 40:252-259. [PMID: 27786520 PMCID: PMC5574255 DOI: 10.1037/prj0000234] [Citation(s) in RCA: 30] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/14/2022]
Abstract
OBJECTIVE Funding cuts have increased job demands and threatened clinicians' ability to provide high-quality, person-centered care. One response to increased job demands is for clinicians to work more than their official scheduled work hours (i.e., overtime). We sought to examine the frequency of working overtime and its relationships with job characteristics, work-related outcomes, and quality of care in community health clinicians. METHOD One hundred eighty-two clinicians completed demographic and job characteristics questions and measures of burnout, job satisfaction, turnover intention, work-life conflict, and perceived quality of care. Clinicians also reported the importance of reducing stress and their confidence in reducing their stress. Clinicians who reported working overtime were compared to clinicians that did not on demographic and job characteristics and work-related outcomes. RESULTS Ninety-four clinicians (52%) reported working overtime in a typical week. Controlling for exempt status and group differences in time spent supervising others, those working overtime reported significantly increased burnout and work-life conflict and significantly lower job satisfaction and quality of care than those not working overtime. Clinicians working overtime also reported significantly greater importance in reducing stress but less confidence in their ability to reduce stress than those not working overtime. There were no significant group differences for turnover intention. CONCLUSION AND IMPLICATIONS FOR PRACTICE Working overtime is associated with negative consequences for clinician-related work outcomes and perceived quality of care. Policies and interventions aimed at reducing overtime and work-related stress and burnout may be warranted in order to improve quality of care. (PsycINFO Database Record
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Affiliation(s)
- Lauren Luther
- Department of Psychology, Indiana University-Purdue University Indianapolis
| | | | - Sadaaki Fukui
- Center for Mental Health Research and Innovation, School of Social Welfare, University of Kansas
| | | | - Angela L Rollins
- Health Services Research and Development, Roudebush Veterans Affairs Medical Center
| | - Michelle P Salyers
- Department of Psychology, Indiana University- Purdue University Indianapolis
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13
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Tan X, Lopez V, Cleary M. Views of recent Singapore nursing graduates: factors influencing nurse–patient interaction in hospital settings. Contemp Nurse 2016; 52:602-611. [DOI: 10.1080/10376178.2016.1188020] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/03/2023]
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Sheikhi MR, Fallahi-Khoshnab M, Mohammadi F, Oskouie F. Skills Required for Nursing Career Advancement: A Qualitative Study. Nurs Midwifery Stud 2016; 5:e30777. [PMID: 27556054 PMCID: PMC4993070 DOI: 10.17795/nmsjournal30777] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/14/2015] [Revised: 09/29/2015] [Accepted: 09/30/2015] [Indexed: 02/03/2023] Open
Abstract
Background Nurses require certain skills for progression in their field. Identifying these skills can provide the context for nursing career advancement. Objectives This study aimed to identify the skills needed for nurses’ career advancement. Materials and Methods A qualitative approach using content analysis was adopted to study a purposive sample of eighteen nurses working in teaching hospitals affiliated with the Qazvin, Shahid Beheshti, and Iran Universities of Medical Sciences. The data were collected through semi-structured interviews, and analyzed using conventional content analysis. Results The three themes extracted from the data included interpersonal capabilities, competency for career success, and personal capacities. The results showed that acquiring a variety of skills is essential for career advancement. Conclusions The findings showed that personal, interpersonal, and functional skills can facilitate nurses’ career advancement. The effects of these skills on career advancement depend on a variety of conditions that require further studies.
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Affiliation(s)
- Mohammad Reza Sheikhi
- Department of Nursing, University of Social Welfare and Rehabilitation Sciences, Tehran, IR Iran
| | - Masoud Fallahi-Khoshnab
- Department of Nursing, University of Social Welfare and Rehabilitation Sciences, Tehran, IR Iran
| | - Farahnaz Mohammadi
- Social Determinant of Health Research Center and Department of Nursing, University of Social Welfare and Rehabilitation Sciences, Tehran, IR Iran
| | - Fatemeh Oskouie
- Center for Nursing Care Research and School of Nursing and Midwifery, Iran University of Medical Sciences, Tehran, IR Iran
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15
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Leong YMJ, Crossman J. Tough love or bullying? New nurse transitional experiences. J Clin Nurs 2016; 25:1356-66. [DOI: 10.1111/jocn.13225] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 01/09/2016] [Indexed: 12/01/2022]
Affiliation(s)
| | - Joanna Crossman
- School of Management; University of South Australia; Adelaide SA Australia
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16
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Chang YC, Yeh ML. Translation and validation of the Nurses Self-Concept Instrument for college-level nursing students in Taiwan. NURSE EDUCATION TODAY 2016; 36:112-117. [PMID: 26329807 DOI: 10.1016/j.nedt.2015.08.009] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 02/25/2015] [Accepted: 08/14/2015] [Indexed: 06/05/2023]
Abstract
Nurturing a professional nursing self-concept is crucial in nursing education. To determine whether it has been achieved, a reliable and valid measurement tool is necessary. This study therefore aimed to translate the Nurses Self-Concept Instrument (NSCI), and then ascertain the content and construct validity, and test-retest and internal consistency reliability in the Chinese version of the NSCI (NSCI-C). A methodological design was conducted with 1239 nursing students of a university recruited as the sample frame and 540 randomly selected. The results showed the content validity index of 0.81 overall, alpha of 0.92 overall, and correlation coefficient of 0.87. The mean score of the NSCI-C was significantly higher in freshman than in senior (p<.01). The hypothesized four-factor model did not fit the data well. After restructuring, two factors were explored, with 69.04% explained variance. The findings suggest that the NSCI-C is reliable and valid in nursing students.
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Affiliation(s)
- Yi-Chuan Chang
- Department of Nursing, Fooyin University, National Taipei University of Nursing and Health Sciences, No. 151, Jinxue Road, Daliao Dist., Kaohsiung, Taiwan, ROC.
| | - Mei-Ling Yeh
- School of Nursing, National Taipei University of Nursing and Health Sciences, No. 365, Minte Road, Taipei, Taiwan, ROC.
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Coventry TH, Maslin-Prothero SE, Smith G. Organizational impact of nurse supply and workload on nurses continuing professional development opportunities: an integrative review. J Adv Nurs 2015; 71:2715-27. [DOI: 10.1111/jan.12724] [Citation(s) in RCA: 63] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 06/04/2015] [Indexed: 11/29/2022]
Affiliation(s)
- Tracey H. Coventry
- University of Notre Dame Australia; School of Nursing and Midwifery; Fremantle Western Australia Australia
| | - Sian E. Maslin-Prothero
- University of Newcastle; Callaghan New South Wales Australia
- Keele University; Staffordshire UK
| | - Gilly Smith
- School of Nursing and Midwifery; Edith Cowan University; Perth Western Australia Australia
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Tan MF, Lopez V, Cleary M. Nursing management of aggression in a Singapore emergency department: A qualitative study. Nurs Health Sci 2015; 17:307-12. [DOI: 10.1111/nhs.12188] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/10/2014] [Revised: 10/13/2014] [Accepted: 10/31/2014] [Indexed: 11/28/2022]
Affiliation(s)
- Mei Fen Tan
- Neuroscience Intensive Care; Tan Tock Seng Hospital; Singapore
| | - Violeta Lopez
- Alice Lee Centre for Nursing Studies; Yong Loo Lin School of Medicine; National University of Singapore; Singapore
| | - Michelle Cleary
- School of Nursing and Midwifery; University of Western Sydney; Sydney New South Wales Australia
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Cleary M, Horsfall J, Muthulakshmi P, Jackson D. A good day in nursing: Views of recent Singaporean graduates. Contemp Nurse 2014; 45:126-33. [DOI: 10.5172/conu.2013.45.1.126] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
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20
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Cleary M, Walter G, Siegfried N, Jackson D. Contemplating an expatriate health care position? key factors to consider. Issues Ment Health Nurs 2014; 35:406-9. [PMID: 24766176 DOI: 10.3109/01612840.2014.899301] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
Affiliation(s)
- Michelle Cleary
- School of Nursing and Midwifery, University of Western Sydney
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21
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Tomietto M, Rappagliosi CM, Sartori R, Battistelli A. Newcomer nurses’ organisational socialisation and turnover intention during the first 2 years of employment. J Nurs Manag 2014; 23:851-8. [DOI: 10.1111/jonm.12224] [Citation(s) in RCA: 21] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 01/13/2014] [Indexed: 11/27/2022]
Affiliation(s)
- Marco Tomietto
- University of Udine; Academic Hospital of Udine; Udine Italy
| | | | - Riccardo Sartori
- Work and Organizational Psychology; University of Verona; Verona Italy
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22
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Pineau Stam LM, Spence Laschinger HK, Regan S, Wong CA. The influence of personal and workplace resources on new graduate nurses' job satisfaction. J Nurs Manag 2013; 23:190-9. [DOI: 10.1111/jonm.12113] [Citation(s) in RCA: 52] [Impact Index Per Article: 4.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 04/26/2013] [Indexed: 11/28/2022]
Affiliation(s)
- Lisa M. Pineau Stam
- Field of Leadership in Health Services Delivery; The University of Western Ontario; London ON Canada
| | | | - Sandra Regan
- Arthur Labatt Family School of Nursing; The University of Western Ontario; London Ontario
| | - Carol A. Wong
- MOHLTC Nursing Early Career Research Award Recipient; Arthur Labatt Family School of Nursing; The University of Western Ontario; London Ontario Canada
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23
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Cleary M, Horsfall J, Jackson D, Muthulakshmi P, Hunt GE. Recent graduate nurse views of nursing, work and leadership. J Clin Nurs 2013; 22:2904-11. [PMID: 23675699 DOI: 10.1111/jocn.12230] [Citation(s) in RCA: 22] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 12/09/2012] [Indexed: 12/01/2022]
Abstract
AIMS AND OBJECTIVES To assess recent nurse graduates of a large university and seeks their views of university preparation, requisite nursing skills and qualities, workplace transition, supports received, nurse leadership and role models, and career development and retention. BACKGROUND Concern about attracting and retaining registered nurses is a continuing workforce issue in parts of Asia and throughout the world. DESIGN Qualitative interviews with recent nursing graduates. METHODS Seventeen face-to-face interviews took place using a structured schedule of 23 questions. Data were coded and analysed by hand to determine clusters of interest and develop themes. RESULTS Four broad topics emerged: (1) skills and qualities graduates consider central to nursing; (2) the support they received during the transition from graduate to novice practitioner and that which continues; (3) elements they value in nursing role models and leaders; and (4) the ward characteristics that will encourage them to remain in nursing and develop a career. Interviewees expressed concerns about retention-related issues, making suggestions for improvements. Unique findings focus on the blaming culture that many respondents consider they are working in, and the system whereby they are not free to access postgraduate studies until a specific time frame has elapsed, and when they do pursue further studies, they are bonded to the auspicing hospital/health service. CONCLUSIONS Responses unique to this research are the explicit concerns about a blaming culture, and complaints about rigid rules (bonding system) that virtually prevent an individual from accessing postgraduate studies independent of the hospital system. Interviewees strongly resent the bonding system that indentures them to that place of work. RELEVANCE TO CLINICAL PRACTICE Quality health care is dependent on a well-educated, sustainable and skilled nursing workforce. Recognition of the concerns of newly graduated nurses in relation to nursing skill acquisition, workplace support issues and career concerns can assist in ensuring these issues are adequately addressed and in turn contribute to a stronger, more stable and competent nursing workforce.
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Affiliation(s)
- Michelle Cleary
- Alice Lee Centre for Nursing Studies, Yong Loo Lin School of Medicine, National University of Singapore, Clinical Research Centre, Singapore, Singapore
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