1
|
Chen M, Xie H, Liao X, Ni J. Workplace violence and turnover intention among Chinese nurses: the mediating role of compassion fatigue and the moderating role of psychological resilience. BMC Public Health 2024; 24:2437. [PMID: 39244556 PMCID: PMC11380784 DOI: 10.1186/s12889-024-19964-y] [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: 02/23/2024] [Accepted: 09/02/2024] [Indexed: 09/09/2024] Open
Abstract
BACKGROUND Workplace violence is a global public health issue and a major occupational hazard cross borders and environments. Nurses are the primary victims of workplace violence due to their frontline roles and continuous interactions. OBJECTIVE The present study aimed to investigate the status of workplace violence, turnover intention, compassion fatigue, and psychological resilience among Chinese nurses, and explore the mediating role of compassion fatigue and the moderating role of psychological resilience on relationship between workplace violence and turnover intention among Chinese nurses. METHOD A cross-sectional study was conducted among a convenience sample of clinical registered nurses from public hospitals in Changsha, Hunan, China. Data was collected through an online questionnaire, which included a demographic information form, the Workplace Violence Scale (WVS), the Turnover Intention Questionnaire (TIQ), the Compassion Fatigue Scale (CF-CN), and the Connor-Davidson Resilience Scale (CD-RISC). Descriptive statistics and correlation analysis were employed to examine the relationships among the main variables. A moderated mediation analysis was further conducted using the PROCESS macro for SPSS (Model 4 and Model 8) to examine the mediating role of compassion fatigue and the moderating role of psychological resilience. RESULT The present survey recruited a convenience sample of 1,141 clinical registered nurses, who reported experiencing multiple types of workplace violence during the past year. Correlation analysis revealed significant positive correlations between workplace violence and turnover intention (r = 0.466, P < 0.01) as well as compassion fatigue (r = 0.452, P < 0.01), while negative correlation between workplace violence and psychological resilience (r=-0.414, P < 0.01). Moderated mediation analysis revealed that compassion fatigue mediated, while psychological resilience moderated, the positive relationship between workplace violence and turnover intention (all P < 0.05). CONCLUSION This study underscores the mediating effect of compassion fatigue and the moderating role of psychological resilience in the relationship between workplace violence and turnover intention among Chinese nurses. Future efforts should be undertaken to develop effective preventive measures and intervention strategies at individual, organizational, and national levels to mitigate workplace violence and foster supportive work environment. CLINICAL TRIAL NUMBER Not applicable.
Collapse
Affiliation(s)
- Miao Chen
- The First Hospital of Hunan University of Chinese Medicine, Changsha, Hunan, China
| | - Hao Xie
- Nursing Department, The Third Xiangya Hospital, Central South University, Changsha, Hunan, China
| | - Xiaoli Liao
- School of Nursing, Sun Yat-sen University, Guangzhou, Guangdong, China.
| | - Juan Ni
- Hunan Traditional Chinese Medical College, ZhuZhou, Hunan, China
| |
Collapse
|
2
|
Yesildag AY, Turan Kurtaran A, Sevim F. Assessing workplace well-being in healthcare: The violence-prevention climate and its relationship with workplace happiness. Int Nurs Rev 2024. [PMID: 39140147 DOI: 10.1111/inr.13026] [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: 10/14/2023] [Accepted: 06/28/2024] [Indexed: 08/15/2024]
Abstract
AIM To identify the relationship between the violence-prevention climate and workplace happiness in hospitals. The secondary objective is to adapt a valid and reliable scale to a different culture in healthcare settings. BACKGROUND Healthcare settings are not immune to the harmful effects of violence, which can exacerbate existing challenges such as staff shortages. In the midst of these challenges, organizational efforts to ensure the safety of health workers are critical. These efforts can contribute positively to workers' happiness or well-being. METHOD Using a cross-sectional design with 400 healthcare professionals from five hospitals in Trabzon, Turkey, data collection involved the Violence-Prevention Climate Scale and Workplace Happiness Scale. Confirmatory factor analysis was conducted to test the Turkish validity and reliability of the scale, and the consistency coefficient was calculated. RESULTS The findings revealed that, on average, employees exhibited high levels of violence-prevention climate (x ¯ ${{\bar{\rm x}}}$ = 4.22) and moderate levels of workplace happiness (x ¯ ${{\bar{\rm x}}}$ = 3.70). Subsequently, correlation analysis unveiled a statistically significant association between the dimensions of violence-prevention climate and workplace happiness (p < 0.05, r = 0.392). It was observed that those who experienced violence and did not feel safe in the workplace had lower levels of happiness. DISCUSSION The instances of healthcare workers being exposed to violence identified in the study largely align with previous theories related to both individual and organizational effects. CONCLUSION Violence-prevention climate affects the safety and workplace happiness of workers. IMPLICATIONS FOR NURSING AND/OR HEALTH POLICY Employees expect their managers to seriously consider all reports of violence. In this context, creating a violence-prevention climate would be a good start. According to WHO 2030 targets, in an environment where there is a significant shortage of healthcare personnel, especially nurses, ensuring that existing employees work in a safer and happier environment will make a positive contribution to healthcare systems.
Collapse
Affiliation(s)
- Ahmet Y Yesildag
- Faculty of Health Sciences, Health Management Department, Karadeniz Technical University, Trabzon, Turkey
- Institute of Health Sciences, Ankara University, Ankara, Turkey
| | - Ayten Turan Kurtaran
- Faculty of Health Sciences, Health Management Department, Karadeniz Technical University, Trabzon, Turkey
| | - Ferit Sevim
- Faculty of Health Sciences, Health Management Department, Karadeniz Technical University, Trabzon, Turkey
- Institute of Health Sciences, Ankara University, Ankara, Turkey
| |
Collapse
|
3
|
Arslan Seker S, Coskun Palaz S. The effect of nursing services management efficiency on nurses' professional commitment: A cross-sectional study. Int Nurs Rev 2024. [PMID: 38940490 DOI: 10.1111/inr.13003] [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: 10/08/2023] [Accepted: 06/05/2024] [Indexed: 06/29/2024]
Abstract
AIM To determine the effect of nurses' perceptions of the effectiveness of nursing services management on their professional commitment. BACKGROUND Effective healthcare management is crucial for improving patient care quality. Understanding nurses' perspectives on nursing services management and their commitment provides valuable insights for management strategies, improving well-being and healthcare outcomes. METHODS This descriptive, cross-sectional, and correlational study involved 265 state hospital nurses. Data were collected between November 2020 and June 2021 using descriptive characteristic form, Nursing Services Management Effectiveness Scale, and Nursing Professional Commitment Scale. This study adhered to the STROBE checklist. RESULTS Nurses' views on the effectiveness of nursing services management and their professional commitment were found to be influenced by age, professional experience, and institutional positions. The average scores for nursing services management perception and professional commitment were 2.65 ± 0.72 and 66.63 ± 12.40, respectively. A statistically significant positive and low-level correlation was observed between nurses' nursing services management perception and professional commitment scores. Nurses' positive perception of nursing services management explains 17.1% of the variance in nurses' professional commitment levels. DISCUSSION AND CONCLUSION This study outlines how nurses' views on effective nursing services management can enhance their professional commitment. Managers should contribute to increase nursing services management efficacy by eliminating deficiencies in management practices to make their institutions successful and to increase their employees' professional commitment level. IMPLICATIONS FOR NURSING AND HEALTH POLICY Assuming positive perceptions of nursing management increase nurses' professional commitment, developing policies to boost organizational support is vital. Managers should focus on improving nursing services management to increase organizational success, increase nurses' professional commitment, and achieve the best health outcomes by eliminating management deficiencies.
Collapse
Affiliation(s)
- Sevda Arslan Seker
- Nursing Department, Munzur University Faculty of Health Sciences, Tunceli, Turkey
| | - Simge Coskun Palaz
- Nursing Department, Bolu Abant Izzet Baysal University Faculty of Health Sciences, Bolu, Turkey
| |
Collapse
|
4
|
Iennaco JD, Molle E, Allegra M, Depukat D, Parkosewich J. The Aggressive Incidents in Medical Settings (AIMS) Study: Advancing Measurement to Promote Prevention of Workplace Violence. Jt Comm J Qual Patient Saf 2024; 50:166-176. [PMID: 38158280 DOI: 10.1016/j.jcjq.2023.11.005] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/07/2023] [Revised: 11/16/2023] [Accepted: 11/17/2023] [Indexed: 01/03/2024]
Abstract
BACKGROUND Rates of aggressive events and workplace violence (WPV) exposure are often represented by proxy measures (restraint, incident, injury reports) in health care settings. Precise measurement of nurse and patient care assistant exposure rates to patient aggression on inpatient medical units in acute care hospitals advances knowledge, promoting WPV prevention and intervention. METHODS This prospective, multisite cohort study examined the incidence of patient and visitor aggressive events toward patient care staff on five inpatient medical units in a community hospital and an academic hospital setting in the northeastern United States. Data were collected with event counters, Aggressive Incident and Management Logs (AIM-Logs), and demographic forms over a 14-day period in early 2017. RESULTS Participants recorded a total of 179 aggressive events using event counters, resulting in a rate of 2.54 aggressive events per 20 patient-days. Patient verbal aggression rates (2.00 events per 20 patient-days) were higher compared to physical aggression rates (0.85 events per 20 patient-days). The staff aggression exposure rate was 1.17 events per 40 hours worked (verbal aggression exposure rate: 0.92 events per 40 hours; physical aggression exposure rate: 0.39 events per 40 hours). The most common precipitants included medication administration (18.6%), waiting for care (17.2%), and delivering food/drinks (15.9%). Most events were managed with verbal de-escalation (75.2%). The number of patients assigned to patient care staff was significantly greater during a shift when an aggressive event occurred compared to when no event occurred (6.3 vs. 5.7, t = -2.12, df = 201.6, p = 0.0348). CONCLUSION Event counters and AIM-Logs offer greater information about patterns of aggression and preventive interventions used and provide information on the need for debriefing and worker support after aggressive events. Additional studies of this methodology in other settings are needed to evaluate the value of this technology for improving worker and patient safety.
Collapse
|
5
|
Hämmig O. Quitting one's job or leaving one's profession: unexplored consequences of workplace violence and discrimination against health professionals. BMC Health Serv Res 2023; 23:1251. [PMID: 37964262 PMCID: PMC10644652 DOI: 10.1186/s12913-023-10208-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/17/2022] [Accepted: 10/25/2023] [Indexed: 11/16/2023] Open
Abstract
BACKGROUND Although workplace violence and discrimination against healthcare workers are global and universal phenomena, and violence at work is recognized as a serious and growing problem, in Switzerland, hardly anything is known about the related consequences on job changes and career endings, which are two major staffing challenges present in the notoriously understaffed healthcare sector. METHOD Data collected from a written survey conducted among 1,840 hospital employees, of which 1,441 were health professionals, were used to evaluate and estimate the prevalence and impact of specific and cumulated forms of workplace violence and discrimination on the work climate and particularly on subsequent turnover intentions and career endings. Established multi- and single-item measures were used as predicting, intervening and outcome variables. Relative frequencies stratified for nurses, physicians and therapists were calculated to estimate and differentiate the size of the phenomena under study. Furthermore, crosstabulations, as well as multivariate regression analyses, were performed to explore the associations of interest. RESULTS Every fifth to sixth nurse and every seventh to eighth physician reported having had intentions to change jobs or leave the profession within the past year. These intentions become much more prevalent across all health professions when one or even two or more different forms of violence and/or discrimination at work are experienced and reported. Accordingly, the relative risks for intending to quit one's job or leave one's profession increase significantly and steadily with a growing number (1, 2 +) of different experienced forms of violence and/or discrimination at work compared to the reference group of those who are nonaffected (aOR from 2.5 up to 5.4). This fairly strong association was only slightly reduced (aOR from 2.1 to 4.0) when work climate was additionally taken into account as a potential intervening variable. Although work climate only partly accounted for the association under study, a poor work climate was an additional strong predictor and independent risk factor for intentions to turnover (aOR = 6.4) or leave the profession (aOR = 4.2). CONCLUSIONS Experiences of workplace violence and discrimination and the resulting poor work climate both together and independent of each other seem to be important causes of job changes and career endings among healthcare workers in Switzerland.
Collapse
Affiliation(s)
- Oliver Hämmig
- Epidemiology, Biostatistics and Prevention Institute of the University of Zurich, Hirschengraben 84, 8001, Zurich, Switzerland.
| |
Collapse
|
6
|
Zali M, Rahmani A, Powers K, Hassankhani H, Namdar‐Areshtanab H, Gilani N. Nurses' experiences of provision family-centred care in the postresuscitation period: A qualitative study. Nurs Open 2023; 10:7215-7223. [PMID: 37608460 PMCID: PMC10563420 DOI: 10.1002/nop2.1974] [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: 01/27/2023] [Revised: 07/14/2023] [Accepted: 08/11/2023] [Indexed: 08/24/2023] Open
Abstract
AIM This study aimed to explore nurses' experiences of providing family-centred care in the postresuscitation period. DESIGN An exploratory-descriptive qualitative design was used. METHODS In this qualitative study, in-depth, semi-structured interviews were conducted with 22 nurses in three educational hospitals. There were six participants who completed follow-up interviews to resolve questions generated during initial interviews. Data were analysed using conventional content analysis. RESULTS Five main categories were extracted: continuous monitoring, facilitation of attendance, involvement in care, informing and emotional support. Despite the lack of organizational policies and guidelines, nurses explained how they work to provide family-centred care for families, especially those they assessed as having less possibility of aggressive behaviour and those with a better understanding of their loved one's condition. To provide postresuscitation family-centred care, nurses facilitated family attendance, involved them in some basic nursing care, and provided information and emotional support to the family members. CONCLUSION Nurses attempted to follow the basic principles of family-centred care in the postresuscitation period. However, to improve the provision of care by nurses, it is necessary to embed family-centred care principles in institutional policies and guidelines and to conduct training for nurses. IMPLICATIONS FOR THE PROFESSION Iranian nurses are interested in engaged families in the postresuscitation period. Correct implementations of such care that include all families need institutional policies and guidelines. PATIENT OR PUBLIC CONTRIBUTION No patient or public contribution.
Collapse
Affiliation(s)
- Mahnaz Zali
- Department of Medical‐Surgical, School of Nursing and MidwiferyTabriz University of Medical SciencesTabrizIran
| | - Azad Rahmani
- Department of Medical Surgical Nursing, Faculty of Nursing and MidwiferyTabriz University of Medical SciencesTabrizIran
| | - Kelly Powers
- School of NursingUniversity of North Carolina at CharlotteCharlotteNorth CarolinaUSA
| | - Hadi Hassankhani
- Department of Medical‐Surgical, School of Nursing and MidwiferyTabriz University of Medical SciencesTabrizIran
| | - Hossein Namdar‐Areshtanab
- Department of Psychology Nursing, School of Nursing and MidwiferyTabriz University of Medical SciencesTabrizIran
| | - Neda Gilani
- Department of Statistics and Epidemiology, Faculty of HealthTabriz University of Medical SciencesTabrizIran
| |
Collapse
|
7
|
de Raeve P, Xyrichis A, Bolzonella F, Bergs J, Davidson PM. Workplace Violence Against Nurses: Challenges and Solutions for Europe. Policy Polit Nurs Pract 2023; 24:255-264. [PMID: 37475497 PMCID: PMC10563370 DOI: 10.1177/15271544231182586] [Citation(s) in RCA: 5] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/22/2023]
Abstract
We report the results of a mapping exercise by the European Federation of Nurses (EFN) on challenges and solutions related to violence against nurses. This is an issue of growing international concern, with the problem accentuated during and following the COVID-19 pandemic. Following a cross-sectional observational design, an online questionnaire was distributed among 35 national nurses' associations across Europe in March 2021. Face validity was achieved through an expert panel. Descriptive statistics were used for data analysis, including counts, percentages, and tabulation. Qualitative data analysis followed thematic synthesis techniques. Three main findings are noted. First, violent incidents against nurses are under-reported due to fear of victimization, employer discouragement, and the perception that reporting will not make any difference. Second, perpetrators of violent acts extend beyond patients and families to include health professionals of different ranks. Third, violent incidences have a significant adverse effect on nurses' health and retention, leading to nurses reducing their working hours or opting for part-time work. Violence against nurses is an expression of a broader problem that is rooted in the failure to recognize and manage violence at the level of the healthcare organization, and the absence of appropriate legislation to maintain minimum standards of safe working environments. This is partly the result of inadequate European Union-wide legislation targeting workplace violence in the health professions. Nurses need more institutional support through dedicated funding aimed at targeted interventions, more legislative commitment to ratify policies against discrimination, and an opportunity to voice the needs to the appropriate policymakers with the ability to bring significant change to existing conditions. Given the severity of the situation, inaction could lead to irreplaceable damage to the nursing workforce, compounding pressures resulting from the COVID-19 pandemic. Ultimately, this situation can further drive existing nurses out of the profession, weakening health systems worldwide.
Collapse
Affiliation(s)
- Paul de Raeve
- European Federation of Nurses Associations, Ixelles, Brussels, Belgium
| | - Andreas Xyrichis
- Faculty of Nursing, Midwifery & Palliative Care, King's College London, London, UK
| | - Francesco Bolzonella
- School of Business and Economics, Maastricht University, Maastricht, Limburg, The Netherlands
| | - Jochen Bergs
- Faculty of Medicine and Life Sciences, Healthcare & Ethics Research Group, UHasselt – Hasselt University, Hasselt, Limburg, Belgium
| | - Patricia M. Davidson
- University of Wollongong, Dean Emerita Johns Hopkins University (US), Wollongong, New South Wales, Australia
| |
Collapse
|
8
|
Woon C. A Literature Review: Violence and Aggression in Neuroscience Nursing. J Neurosci Nurs 2023; 55:60-64. [PMID: 36857134 DOI: 10.1097/jnn.0000000000000692] [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: 03/02/2023]
Abstract
ABSTRACT BACKGROUND: Violence and aggression is commonly encountered in nursing worldwide and is an increasing concern, although it is largely underreported by staff. Violence and aggression can take many forms, from verbal and physical abuse to sexual assault. This study aims to define agitation, violence, and aggression and to explore the prevalence of violence and aggression among neuroscience patients. This review also examines why violence and aggression occurs for neuroscience patients and to determine the effects on the patients, the environment, and the nursing staff. METHODS: A review of articles was conducted using CINAHL, PubMed, the Cochrane Database, and Google Scholar between 2012 and 2022. DISCUSSION: Agitation can escalate to violence and aggression. The reasons a neuroscience patient may become agitated are multifactorial. An injury to the brain may not cause agitation; however, the effect on the frontal lobe, hypothalamus, and hippocampus may cause a lack of self-control, impulsivity, an inability to control emotions, and an uncontrolled release of hormones, leading to a heightened sympathetic response. The effects of violence and aggression can be detrimental to the patient and include isolation, increased sedation, reduced observations, and even death. The effects on the nurse are profound including a decline in productivity at work, an increased risk of drug errors, and posttraumatic stress disorder or burnout as longer-term consequences. CONCLUSION: Violence and aggression is commonly experienced within neuroscience nursing, and the contributing factors are multifactorial. The effects for the patients and staff can be profound, and this is why prevention of agitation is fundamental to ensure the safety and retention of nursing staff.
Collapse
Affiliation(s)
- Caroline Woon
- Questions or comments about this article may be directed to Caroline Woon at . C.W. is a Neuroscience Clinical Nurse Educator, Wellington Hospital, Wellington, New Zealand
| |
Collapse
|
9
|
Abstract
ABSTRACT INTRODUCTION: The primary rationale for this study was to evaluate neuroscience registered nurses' (RNs') experience of violence and aggression internationally. The objectives were to determine how prevalent violence and aggression is in neuroscience nursing and the support and education provided. METHODS: Two online surveys were developed for neuroscience RN educators and RNs through SurveyMonkey. The questionnaires were distributed through RN organizations internationally in 2021. RESULTS: Two hundred seventy-two RNs responded to the survey. Most staff felt safe at work but had experienced some type of violence or aggression, with most experiencing verbal aggression. A variety of support existed for staff but lacked consistency, with some of the staff receiving more support from colleagues than their manager. Most RNs had received education in the management of violence and aggression, but some mentioned this was not specific to their neuroscience patient population, and most required further training. Thirty-one RN educators completed the survey, and the results were similar to those of the RN for education provision. Surprisingly, many neuroscience areas did not have a code system or personal alarms to alert staff to a violence or aggression emergency. CONCLUSION: Most RNs felt safe at work despite the high prevalence of violence and aggression experienced. Education was considered beneficial, but they desired more and further research into effective RN education. Effective support post incident needs to be determined. Protection for staff is paramount: few areas had code systems to raise an alarm for agitation, and few places of work had personal alarms that, if implemented, might enable a quicker response to prevent harm.
Collapse
Affiliation(s)
- Caroline Woon
- Questions or comments about this article may be directed to Caroline Woon, MSN, BSc, at . C.W. is a Clinical Nurse Specialist in Neurosurgery, Wellington Hospital, Wellington, New Zealand
| |
Collapse
|
10
|
Nursing Workforce Retention in Rural Ghana: The Predictive Role of Satisfaction, Rural Fit, and Resilience. J Nurs Manag 2023. [DOI: 10.1155/2023/9396817] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/23/2023]
Abstract
Introduction. High turnover of nurses in rural healthcare settings contributes to challenges in healthcare delivery. Various incentive packages have been introduced in rural healthcare settings to curb this phenomenon, but the canker still exists. The study aimed at assessing the predictive role of job satisfaction, rural fit, and resilience on nurses’ retention in rural Ghana. Materials and Methods. A multicentre cross-sectional design was adopted to collect data from 462 nurses. Analysis through descriptive statistics, one-way ANOVA, Pearson moment product correlation, and multiple regression was done. Results. There was low resilience and rural fit among nurses with higher turnover intention, which was predicted by average daily attendance (β = 0.108), rural fit (β = −0.144), resilience (β = −0.350), satisfaction with prospects (β = −0.187), and satisfaction with prospect and pay (β = −0.171) at the significance of 0.05. Conclusion. Policymakers can be assured that not just improving financial incentives to nurses, but the integration of nurses to rural settings, commensurate workload and improving pay and prospects for professional growth and resilience are needed for rural retention. Implications for nursing management, nurse managers, and policymakers have a role to develop sustainable strategies to integrate rural fit, resilience, and job satisfaction to help reduce turnover among nurses.
Collapse
|
11
|
How Does Workplace Violence–Reporting Culture Affect Workplace Violence, Nurse Burnout, and Patient Safety? J Nurs Care Qual 2023; 38:11-18. [DOI: 10.1097/ncq.0000000000000641] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
|
12
|
Huang TL, Lee IC, Wong MK, Shyu YIL, Ho LH, Lin JY, Liao GY, Teng CI. How do three components of professional commitment influence nurse-reported patient-centred care and care quality? J Clin Nurs 2023; 32:126-136. [PMID: 34997641 DOI: 10.1111/jocn.16198] [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: 08/25/2021] [Revised: 12/07/2021] [Accepted: 12/21/2021] [Indexed: 12/14/2022]
Abstract
AIMS AND OBJECTIVES To test how the three components of professional commitment (i.e. affective, continuance and normative professional commitment) are associated with nurse-reported patient-centred care and care quality. BACKGROUND Patient-centred care and care quality are the two critical care outcomes. However, no study has yet examined how the three components of professional commitment are related to nurse-reported patient-centred care and care quality, showing a research gap. DESIGN This study adopted a two-wave design (first wave in 2017 and second wave in 2019), which is known to reduce the possibility of reverse causality, and which was conducted in a large hospital in Northern Taiwan. METHODS Proportionate random sampling was used. Full-time nurses were surveyed, while nursing students, interns, nurse practitioners and nursing supervisors were excluded. The first wave included 524 nurses, and 438 nurses were retained in the second wave. We used confirmatory factor analysis to verify the psychometric properties of the measures. Structural equation modelling was used to implement hypothesis testing. We used the Professional Commitment Scale of Meyer et al. (Journal of Applied Psychology, 1993, 78, 538), the Patient-Centered Care Scale of Laird-Fick et al. (Patient Education and Counseling, 2011, 84, 90) and the Care Quality Perceptions Scale of Teng et al. (Journal of Nursing Management, 2010, 18, 275). The STROBE statement was chosen as the EQUATOR checklist. RESULTS Affective professional commitment was positively associated with nurse-reported patient-centred care (β = .18, p = .002 and .01), which was positively associated with nurse-reported care quality (β = .85, p < .001). Affective and normative professional commitment were also positively associated with nurse-reported care quality (β = .17, p < .001). CONCLUSIONS Our findings offer insights for nursing managers that nurses' affective and normative professional commitment could help upgrade care outcomes. Hospital managers should consider professional commitment as relevant to their workforce. RELEVANCE TO CLINICAL PRACTICE Nursing managers could publicise reports documenting nurses' significant contributions to public health. This could strengthen affective professional commitment among nurses.
Collapse
Affiliation(s)
- Tzu-Ling Huang
- Graduate Institute of Management, Chang Gung University, Taoyuan, Taiwan
| | - I-Chen Lee
- Department of Industrial and Business Management, Chang Gung University, Taoyuan, Taiwan.,Department of Business and Management, Ming Chi University of Technology, New Taipei City, Taiwan
| | - May-Kuen Wong
- Taoyuan Branch, Chang Gung Memorial Hospital, Taoyuan, Taiwan
| | | | - Lun-Hui Ho
- Department of Nursing, Chang Gung Memorial Hospital, Linkou, Taoyuan, Taiwan
| | - Jia-Yang Lin
- Department of Information Management, Chang Gung University, Taoyuan, Taiwan
| | - Gen-Yih Liao
- Department of Information Management, Chang Gung University, Taoyuan, Taiwan.,Department of Nursing, Chang Gung Memorial Hospital, Taoyuan Branch, Taoyuan, Taiwan
| | - Ching-I Teng
- Graduate Institute of Management, Chang Gung University, Taoyuan, Taiwan.,Department of Business and Management, Ming Chi University of Technology, New Taipei City, Taiwan.,Department of Rehabilitation, Chang Gung Memorial Hospital, Linkou, Taoyuan, Taiwan
| |
Collapse
|
13
|
de Vries N, Boone A, Godderis L, Bouman J, Szemik S, Matranga D, de Winter P. The Race to Retain Healthcare Workers: A Systematic Review on Factors that Impact Retention of Nurses and Physicians in Hospitals. INQUIRY : A JOURNAL OF MEDICAL CARE ORGANIZATION, PROVISION AND FINANCING 2023; 60:469580231159318. [PMID: 36912131 PMCID: PMC10014988 DOI: 10.1177/00469580231159318] [Citation(s) in RCA: 24] [Impact Index Per Article: 24.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/14/2023]
Abstract
The shortage of healthcare workers is a growing problem across the globe. Nurses and physicians, in particular, are vulnerable as a result of the COVID-19 pandemic. Understanding why they might leave is imperative for improving retention. This systematic review explores both the prevalence of nurses and physicians who are intent on leaving their position at hospitals in European countries and the main determinants influencing job retention among nurses and physicians of their respective position in a hospital setting in both European and non-European countries. A comprehensive search was fulfilled within 3 electronic databases on June 3rd 2021. In total 345 articles met the inclusion criteria. The determinants were categorized into 6 themes: personal characteristics, job demands, employment services, working conditions, work relationships, and organizational culture. The main determinants for job retention were job satisfaction, career development and work-life balance. European and non-European countries showed similarities and differences in determinants influencing retention. Identifying these factors supports the development of multifactorial interventions, which can aid the formulation of medical strategies and help to maximize retention.
Collapse
Affiliation(s)
- Neeltje de Vries
- Department of Internal Medicine, Spaarne Gasthuis, Hoofddorp, The Netherlands.,Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands
| | - Anke Boone
- Centre for Environment and Health, KU Leuven, Leuven, Belgium
| | - Lode Godderis
- Centre for Environment and Health, KU Leuven, Leuven, Belgium.,IDEWE, External Service for Prevention and Protection at Work, Leuven, Belgium
| | - José Bouman
- Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands
| | - Szymon Szemik
- Department of Epidemiology, School of Medinie in Kotawice, Medical University of Silesia, Katowice, Poland
| | - Domenica Matranga
- University of Palermo, Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, Palermo, Italy
| | - Peter de Winter
- Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands.,Leuven Child and Health Institute, KU Leuven, Leuven, Belgium.,Department of Development and Regeneration, KU Leuven, Leuven, Belgium
| |
Collapse
|
14
|
Yu Z, Kong D, Li Y, Zhang J, Guo A, Xie Q, Gao F, Luan X, Zhuang X, Du C, Liu J. Psychological workplace violence and its influence on professional commitment among nursing interns in China: A multicenter cross-sectional study. Front Public Health 2023; 11:1148105. [PMID: 36923047 PMCID: PMC10008851 DOI: 10.3389/fpubh.2023.1148105] [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: 01/19/2023] [Accepted: 02/08/2023] [Indexed: 03/02/2023] Open
Abstract
Background Psychological workplace violence (WPV) is the primary form of workplace violence suffered by nursing interns. Psychological WPV not only damages the physical and mental health of nursing interns, but also has a negative impact on their work quality and career choice. Aim To investigate the characteristics and types of psychological WPV suffered by nursing interns in China, analyze the influencing factors of psychological WPV among nursing interns, and explore the influence of psychological WPV on the professional commitment of nursing interns. Methods The subjects were 1,095 nursing interns from 14 medical colleges in Shandong Province. The data were collected electronically using the psychological WPV against nursing interns questionnaire and the professional commitment scale of nursing. The frequency and component ratio were used to describe the incidence and characteristics of psychological WPV. Binary logistic regression was used to analyze the influencing factors of psychological WPV, and linear regression investigated the influence of psychological WPV on the professional commitment of nursing interns. Results In the study, 45.0% (n = 493) of nursing interns suffered at least one incidence of psychological WPV during clinical practice, mainly discrimination and verbal abuse. Patients and their relatives were the main perpetrators of psychological WPV. Discrimination and lack of trust were the two main reasons behind psychological WPV. Furthermore, 75.9% of psychological WPV incidents were not effectively reported. Logistic regression showed that clinical internship duration, place of family residence, and hospital level were the influencing factors of psychological WPV among nursing interns. Linear regression results showed that psychological WPV had a negative effect on nursing interns' professional commitment. Conclusion Psychological WPV against nursing interns is highly prevalent in China, negatively impacting their professional commitment. It is suggested that colleges should introduce courses for nursing interns to understand and cope with psychological WPV before entering clinical practice, and hospitals should establish a mechanism to prevent, cope with, report, and deal with psychological WPV to effectively reduce the incidence of psychological WPV against nursing interns, improve their ability to cope with psychological WPV, and enhance their professional commitment.
Collapse
Affiliation(s)
- Zixu Yu
- Department of Nursing, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Dong Kong
- Department of Nursing, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Yaqin Li
- Department of Nursing, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Jie Zhang
- Nursing Department, Shandong Medical College, Jinan, China
| | - Aiwen Guo
- Department of Education and Science, Third People's Hospital, Jinan, China
| | - Qi Xie
- School of Nursing, Shandong University of Traditional Chinese Medicine, Jinan, China
| | - Feng Gao
- School of Medicine and Nursing, Dezhou University, Dezhou, China
| | - Xiaoli Luan
- Department of Nursing, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Xin Zhuang
- Department of Nursing, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Chunling Du
- Department of Nursing, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Jin Liu
- Department of Neonatology, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| |
Collapse
|
15
|
Huang TL, Wu CN, Lee IC, Wong AMK, Shyu YIL, Ho LH, Liao GY, Teng CI. How robots impact nurses' time pressure and turnover intention: A two-wave study. J Nurs Manag 2022; 30:3863-3873. [PMID: 35862237 DOI: 10.1111/jonm.13743] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/23/2022] [Revised: 06/30/2022] [Accepted: 07/20/2022] [Indexed: 12/30/2022]
Abstract
AIMS To examine the relationships among effort ensuring robots' smooth operation (EERSO), time pressure, missed care, and nurses' turnover intention, and how robot performance moderates such relations. BACKGROUND Robots may reduce nurses' workload but typically still require some effort of nurses for robots' smooth operation. However, the negative impact of EERSO on nurses' workplace outcomes is unknown. METHODS This study used a two-wave follow-up design. Data were collected in a medical center in Taiwan, with first wave collected in 2019 and second wave collected between 2019 and 2020. A total of 331 participants were followed through the two waves. RESULTS EERSO is positively linked to missed care and time pressure. Time pressure is also positively linked to missed care and turnover intention. Positive robot performance weakens the positive link between EERSO and time pressure. CONCLUSION Using robots may help reduce nurses' workload, but it also requires nurses' efforts to maintain robots' continuous operation, that is, EERSO. It may adversely impact nursing professional workplaces. IMPLICATIONS FOR NURSING MANAGEMENT Nurse managers should reduce nurses' time pressure whilst suggest hospital managers to seek robots that require minimal EERSO.
Collapse
Affiliation(s)
- Tzu-Ling Huang
- Graduate Institute of Management, Chang Gung University, Taoyuan, Taiwan
| | - Chieh-Ni Wu
- Department of Industrial and Business Management, Chang Gung University, Taoyuan, Taiwan
| | - I-Chen Lee
- Department of Industrial and Business Management, Chang Gung University, Taoyuan, Taiwan.,Craniofacial Research Center, Chang Gung Memorial Hospital at Linkou, Taoyuan, Taiwan
| | | | | | - Lun-Hui Ho
- Department of Nursing, Chang Gung Memorial Hospital, Linkou, Taiwan.,Adjunct Lecturer, Department of Nursing, Chang Gung University of Science and Technology, Taoyuan, Taiwan
| | - Gen-Yih Liao
- Department of Information Management, Chang Gung University, Taoyuan, Taiwan.,Department of Nursing, Chang Gung Memorial Hospital, Taoyuan Branch, Taoyuan, Taiwan
| | - Ching-I Teng
- Graduate Institute of Management, Chang Gung University, Taoyuan, Taiwan.,Department of Physical Medicine and Rehabilitation, Chang Gung Memorial Hospital, Linkou, Taiwan.,Department of Business and Management, Ming Chi University of Technology, Taiwan
| |
Collapse
|
16
|
Tuominen J, Tölli S, Häggman-Laitila A. Violence by clients and patients against social and healthcare staff - An integrative review of staff's well-being at work, implementation of work and leaders' activities. J Clin Nurs 2022. [PMID: 35739639 DOI: 10.1111/jocn.16425] [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: 03/23/2022] [Revised: 05/09/2022] [Accepted: 06/01/2022] [Indexed: 02/03/2023]
Abstract
AIM The aim of this study was to compile, assess and synthesise empirical research on violence by social and healthcare clients or patients against staff and its connections to staff's well-being at work, implementation of work and activities of leaders related to it. BACKGROUND Workplace violence against social and healthcare staff is a global and daily problem. One in three employees encounters violence from patients or clients and the risk of this is 16 times higher compared to other professions. None of the recent reviews on this topic were focused on the well-being at work, implementation of work or leaders' role in the cases of violence of clients or patients against the staff. DESIGN An integrative review reported according to PRISMA Checklist. METHODS The search was conducted to CINAHL, PubMed, PsychINFO and Scopus databases resulting in 21 articles. The quality of the articles was evaluated, and the data were analysed narratively. RESULTS The workplace violence committed by clients and patients was negatively connected to staff's psychological, emotional and physical well-being at work and to their work performance and commitment. The leaders found this form of workplace violence challenging and ethically conflicted and felt that they were left alone without training and support. The employees expressed disappointment with their leaders' activities and suggested many measures to make environment safer to staff and patients. CONCLUSIONS In future, intervention studies are needed for prevention of workplace violence by patients and clients against staff and for supporting the well-being at work of staff in relation to violent incidents. RELEVANCE TO CLINICAL PRACTICE Workplaces should introduce uniform protocols for reporting, preventing and processing workplace violence committed by clients and patients. An open dialogue with leaders and co-workers of the cases is of high importance. Leaders and staff need training that ensure patient and work safety.
Collapse
Affiliation(s)
- Jutta Tuominen
- Lahti Mental Disabilities Psychiatry Unit, Eteva Municipal Association, Lahti, Finland
| | - Sirpa Tölli
- Department of Nursing Science, Faculty of Health Science, Oulu University of Applied Science, University of Eastern Finland, Kuopio, Finland
| | - Arja Häggman-Laitila
- Department of Nursing Science, Faculty of Health Science, University of Eastern Finland, Kuopio, Finland.,Department of Social Services and Health Care, City of Helsinki, Finland
| |
Collapse
|
17
|
Xue J, Wang H, Chen M, Ding X, Zhu M. Signifying the Relationship Between Psychological Factors and Turnover Intension: The Mediating Role of Work-Related Stress and Moderating Role of Job Satisfaction. Front Psychol 2022; 13:847948. [PMID: 35592162 PMCID: PMC9110882 DOI: 10.3389/fpsyg.2022.847948] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/03/2022] [Accepted: 02/15/2022] [Indexed: 12/29/2022] Open
Abstract
Human capital plays a significant role in an organization's advancement. In recent years, emerging work-related psychological issues have become a critical factor, demanding considerable attention from management. As such, this study measures the role of job satisfaction in work-related stress and employees' turnover intentions. There is a mediating relationship between work-related stress-such as emotional exhaustion, work engagement, role conflict, and psychosocial risks-and turnover intentions. The study used primary data collection techniques to gather data and purposive sampling to analyze the data. The study's sample size consisted of 270 employees working in Chinese organizations. SmartPLS software was used to test the research hypothesis. The study results show the mediating role of work-related stress and moderating role of employees' job satisfaction. Accordingly, the study provides implications for managers, encouraging them to take the necessary steps in controlling the turnover rate by enhancing employees' morale (i.e., job satisfaction) and work engagement.
Collapse
Affiliation(s)
- Jinli Xue
- Research Center for Energy Economics, School of Business Administration, Henan Polytechnic University, Jiaozuo, China
| | - Hao Wang
- Research Center for Energy Economics, School of Business Administration, Henan Polytechnic University, Jiaozuo, China
| | - Meng Chen
- Shandong Land and Space Ecological Restoration Center, Jinan, China
| | - Xiujuan Ding
- Natural Resources Bureau of Qingdao West Coast New Area, Qingdao, China
| | - Mengting Zhu
- School of Management, Shanghai University, Shanghai, China
| |
Collapse
|
18
|
Lai H, Hossin MA, Li J, Wang R, Hosain MS. Examining the Relationship between COVID-19 Related Job Stress and Employees' Turnover Intention with the Moderating Role of Perceived Organizational Support: Evidence from SMEs in China. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:3719. [PMID: 35329404 PMCID: PMC8953488 DOI: 10.3390/ijerph19063719] [Citation(s) in RCA: 10] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 02/09/2022] [Revised: 03/15/2022] [Accepted: 03/17/2022] [Indexed: 02/01/2023]
Abstract
The outbreak of COVID-19 has exerted an enormous impact on society, enterprises, and individuals. It has affected the work attitudes and psychology of employees to a certain extent and their job stress (JS) has also augmented accordingly, leading to increased turnover intention (TI). With the survey responses of 720 employees of small and medium enterprises (SMEs) in China as the sample, we studied the impact of COVID-19 related JS and TI with the moderating effect of perceived organizational support (POS). We utilized linear and multiple regression analysis using Windows SPSS 25. The research findings indicated that the JS caused by COVID-19 in the first affected region (Hubei) was significantly stronger than that in other regions (non-Hubei). JS had a significant positive relationship with employees' TI, while POS had a significant negative connection with employees' TI. We also identified that POS weakened the positive association between JS and employees' TI. These findings are expected to be conducive to and conductive for the upcoming theoretical and empirical investigations as the founding guidelines, as well as for managers in formulating effective policies to curb JS, which would ultimately be helpful in reducing TI.
Collapse
Affiliation(s)
- Hongshan Lai
- ISCTE-University Institute of Lisbon, 1649-026 Lisboa, Portugal
| | - Md Altab Hossin
- School of Management and Economics, University of Electronic Science and Technology of China, Chengdu 611731, China
| | - Jieyun Li
- Sichuan Dadao Tongxing Robot Co., Ltd., Chengdu 610000, China
| | - Ruping Wang
- School of Management, China West Normal University, Nanchong 637002, China
| | | |
Collapse
|
19
|
Kabir H, Chowdhury SR, Tonmon TT, Roy AK, Akter S, Bhuya MTR, Hossain L, Chowdhury SA, Sanjoy S. Workplace violence and turnover intention among the Bangladeshi female nurses after a year of pandemic: An exploratory cross-sectional study. PLOS GLOBAL PUBLIC HEALTH 2022; 2:e0000187. [PMID: 36962185 PMCID: PMC10021668 DOI: 10.1371/journal.pgph.0000187] [Citation(s) in RCA: 11] [Impact Index Per Article: 5.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/06/2021] [Accepted: 01/19/2022] [Indexed: 11/18/2022]
Abstract
During the COVID-19 pandemic, workplace violence was widespread against healthcare personnel. Workplace violence (WPV) against nurses exhilarates their turnover intention (TI). The objective of this study was to investigate the association between workplace violence and turnover intention and also identify other factors associated with TI among Bangladeshi female nurses. An exploratory cross-sectional study was carried out among 881 female nurses between April 26 and July 10, 2021. The TI of the female nurses was the outcome variable of this study. The primary exposure variable was WPV faced by the nurses. Workplace Violence Scale (WPVS) was used to measure the WPV, and Turnover Intention Scale-6 (TIS-6) was used to measure the TI of the nurses. Multiple linear regression model was fitted to find the adjusted association of TI with WPV and other study variables. A stratified analysis by type of job (government vs. private) was also performed. The majority of the nurses (74.46%) faced low to high levels of WPV. The overall mean score of TIS was found 16.33 (± 4.72). Multiple linear regression analysis revealed that compared to government jobholders, the mean score of TIS (15.81 vs. 17.20) was found significantly higher among the private jobholders (p < 0.001). Nurses exposed to the intermediate and high level of WPV had a significantly higher TI score (β = 4.35, 95% CI: 3.36, 5.34) than the non-exposures. The TI of private jobholders was found significantly higher (β = 2.04, 95% CI: 1.09, 3.00) than the government jobholders. Compared to diploma degree holders, significantly higher TI was observed among the B.Sc. degree holders (β = 0.86, 95% CI: 0.22, 1.55) and M.Sc. degree holders (β = 1.46, 95% CI: 0.58, 2.34). Besides, the nurses who did not get timely salaries scored higher TI (β = 1.17, 95% CI: 0.12, 2.22). Moreover, the nurses who did not receive any training against WPV scored significantly higher TI (β = 1.89, 95% CI: 1.03, 2.74). The stratified analysis by type of job also revealed significant factors of TI in government and private settings. This study found a high prevalence of WPV and a high rate of TI among Bangladeshi female nurses. Moreover, this study explored an association between WPV and TI. The study findings could help policymakers facilitate a comfortable working environment by preventing WPV and addressing the factors to reduce nurses' frequent TI.
Collapse
Affiliation(s)
- Humayun Kabir
- Department of Public Health, North South University, Dhaka, Bangladesh
| | | | - Tajrin Tahrin Tonmon
- Department of Public Health, North South University, Dhaka, Bangladesh
- Department of Anthropology, Jahangirnagar University, Savar, Dhaka, Bangladesh
| | - Anjan Kumar Roy
- Department of Nursing and Health Science, Jashore University of Science and Technology, Jashore, Bangladesh
| | - Shimpi Akter
- Department of Medical Studies, Bangladesh University of Professionals, Dhaka, Bangladesh
| | | | - Lukman Hossain
- Department of Sociology, University of Dhaka, Dhaka, Bangladesh
| | | | - Shubrandu Sanjoy
- Research Department, Saskatchewan Health Authority, Regina, Canada
| |
Collapse
|
20
|
Tetık TY, Baykal Ü, Göktepe N. Nurse managers’ views on why nurses leave their jobs: A qualitative study. Collegian 2021. [DOI: 10.1016/j.colegn.2021.08.002] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
|
21
|
García-Pérez MD, Rivera-Sequeiros A, Sánchez-Elías TM, Lima-Serrano M. Agresiones laborales a profesionales sanitarios e infradeclaración: Caracterización y brechas en el conocimiento para su prevención. ENFERMERIA CLINICA 2021. [DOI: 10.1016/j.enfcli.2021.05.001] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
|
22
|
García-Pérez MD, Rivera-Sequeiros A, Sánchez-Elías TM, Lima-Serrano M. Workplace violence on healthcare professionals and underreporting: Characterization and knowledge gaps for prevention. ENFERMERÍA CLÍNICA (ENGLISH EDITION) 2021; 31:390-395. [PMID: 34627729 DOI: 10.1016/j.enfcle.2021.05.001] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 11/08/2020] [Accepted: 05/14/2021] [Indexed: 10/20/2022]
Abstract
Work-related violence against healthcare workers inflicted by healthcare users is a rising multidimensional phenomenon, a cause of concern among those who ensure the safety and health of these professionals. Although different studies indicate high percentages of attacks against healthcare workers, statistics from reports reveal much lower data. Underreporting of occupational violence against healthcare workers is a well-known fact reported in many studies. It is presented as a major obstacle when it comes to proposing adequate preventive measures, because the data on which to base these measures do not correspond to the true incidence of all the assaults that take place. Underreporting also makes it difficult to correctly assess the usefulness of preventive measures implemented. The following article looks at the latest studies carried out on the subject, presenting an overview of the factors accompanying these assaults, as well as the main reasons for this underreporting. It also highlights the lack in the literature of instruments designed to measure underreporting that have undergone a validation process. For all these reasons, this problem requires further study with validated tools to determine the reasons and circumstances that accompany and promote the underreporting of violence against healthcare workers. Knowing these reasons is a preliminary step in the fight against workplace violence and to measure the true magnitude of the problem, to provide the occupational health services with precise data and develop and assess the preventive measures implemented.
Collapse
Affiliation(s)
| | - Adriana Rivera-Sequeiros
- Unidad de Investigación e Innovación, Hospital San Juan de Dios del Aljarafe, Grupo de investigación PAIDI CTS1050 «Cuidados Complejos, Cronicidad y Resultados en Salud», Sevilla, Spain.
| | | | - Marta Lima-Serrano
- Departamento de Enfermería, Facultad de Enfermería, Fisioterapia y Podología, Universidad de Sevilla, Grupo de investigación PAIDI CTS1050 «Cuidados Complejos, Cronicidad y Resultados en Salud», Sevilla, Spain
| |
Collapse
|
23
|
Cakal H, Keshavarzi S, Ruhani A, Dakhil-Abbasi G. Workplace violence and turnover intentions among nurses: The moderating roles of invulnerability and organisational Support - A cross-sectional study. J Clin Nurs 2021. [PMID: 34390066 DOI: 10.1111/jocn.15997] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/04/2021] [Revised: 06/30/2021] [Accepted: 07/15/2021] [Indexed: 12/18/2022]
Abstract
AIMS AND OBJECTIVES To investigate whether internal and external violence are associated with turnover intentions among nurses during demanding periods of work. BACKGROUND Workplace violence can negatively impact upon mental and physical health and turnover intentions. Research focusing on how dimensions of workplace violence, internal versus external, influence turnover intentions and the factors that mitigate these effect is lacking. METHODS An online cross-sectional survey of multi-item measures was used to collect data from 462 Iranian nurses. We employed path modelling and analysed the data using SPSS and PROCESS macro. A STROBE checklist was used to report findings. RESULTS Both dimensions, internal and external, of violence were positively associated with turnover intentions. Moreover, perceived invulnerability and organisational support moderates this association. When individuals perceived invulnerability and perceived organisational support are high, internal violence is no longer indirectly related to turnover intentions via job satisfaction. In a similar vein, when perceived invulnerability and perceived organisational support are low, external violence is not related to intentions to quit. When perceived invulnerability and perceived organisational support are high, however, external violence is indirectly and negatively related to intentions to quit. CONCLUSIONS Nurses who regard themselves as invulnerable might be motivated to quit when they experience workplace violence. However, they are motivated to stay on the job when they both perceive themselves as invulnerable and the organisation as supporting. RELEVANCE TO CLINICAL PRACTICE Organisations should reconsider their policies and approach towards workplace violence especially during periods of intensive work.
Collapse
Affiliation(s)
| | | | - Ali Ruhani
- Faculty of Social Sciences, Yazd University, Yazd, Iran
| | | |
Collapse
|
24
|
Gillet N, Austin S, Fernet C, Sandrin E, Lorho F, Brault S, Becker M, Aubouin Bonnaventure J. Workaholism, presenteeism, work-family conflicts and personal and work outcomes: Testing a moderated mediation model. J Clin Nurs 2021; 30:2842-2853. [PMID: 33870550 DOI: 10.1111/jocn.15791] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/14/2021] [Revised: 03/12/2021] [Accepted: 03/24/2021] [Indexed: 11/28/2022]
Abstract
AIMS AND OBJECTIVES While research suggests that nurses who experience work-family conflicts (WFC) are less satisfied and perform less well, these negative outcomes may be more important for some nurses. This study proposes a mediated moderation model wherein the interaction between two individual characteristics, workaholism and presenteeism, relates to family life satisfaction and work performance with WFC mediating these relationships. BACKGROUND Because a limited number of nursing studies have examined the potential outcomes of workaholism and presenteeism, we extend past research to address the question of how workaholism and presenteeism affect nurses' functioning. DESIGN We used a cross-sectional questionnaire survey design to test our hypotheses. STROBE guidelines for cross-sectional research were followed in designing and reporting this study. METHODS A total of 419 nurses completed measures of workaholism, presenteeism, WFC, family life satisfaction and work performance. RESULTS Results revealed that the relationships between workaholism and outcomes (family life satisfaction and work performance) through WFC were stronger among nurses characterised by high levels of presenteeism. CONCLUSIONS These results revealed that high presenteeism may exacerbate the negative relationships of workaholism to family life satisfaction and work performance through WFC. RELEVANCE TO CLINICAL PRACTICE Healthcare organisations and managers should consider addressing work environment factors in their efforts to reduce the negative outcomes (e.g., low family satisfaction and work performance) of nurses' workaholism, presenteeism and WFC.
Collapse
Affiliation(s)
- Nicolas Gillet
- QualiPsy EE 1901, Université de Tours, Tours, France.,Institut Universitaire de France (IUF), Paris, France
| | - Stéphanie Austin
- Département de gestion des ressources humaines, Université du Québec à Trois-Rivières, Trois-Rivières, QC, Canada
| | - Claude Fernet
- Département de gestion des ressources humaines, Université du Québec à Trois-Rivières, Trois-Rivières, QC, Canada
| | | | - Fanny Lorho
- QualiPsy EE 1901, Université de Tours, Tours, France
| | | | - Margaux Becker
- Département de psychologie, Université de Tours, Tours, France
| | | |
Collapse
|
25
|
Zhao Y, Wang H, Sun D, Ma D, Li H, Li Y, Zhang X, Xie Z, Sun J. Job satisfaction, resilience and social support in relation to nurses' turnover intention based on the theory of planned behaviour: A structural equation modelling approach. Int J Nurs Pract 2021; 27:e12941. [PMID: 33856093 DOI: 10.1111/ijn.12941] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/10/2020] [Revised: 02/24/2021] [Accepted: 03/18/2021] [Indexed: 12/13/2022]
Abstract
BACKGROUND Many national studies have shown that nurses have a high turnover rate. The key to maintaining the stability of nursing staff is to explore the factors that affect their turnover intention; however, no research has been performed to explore the influencing factors and mechanisms of nurses' turnover intention based on the Theory of Planned Behaviour. AIM Based on the Theory of Planned Behaviour, examining the relationships among resilience, job satisfaction, social support and turnover intention of nurses, a structural equation model was constructed to examine the mediating role of job satisfaction and social support between resilience and turnover intention. METHODS In this descriptive cross-sectional study, a total of 350 questionnaires were distributed to participants from three tertiary hospitals in Changchun, Jilin Province, between December 2018 and March 2019. RESULTS The final model fits well. Job satisfaction and social support directly influences turnover intention. Resilience indirectly influences turnover intention through job satisfaction and social support. CONCLUSION Turnover intention is a complex variable, which is directly and indirectly affected by many factors. In this study, a new structural equation model was proposed, which laid a foundation for future longitudinal studies. SUMMARY STATEMENT What is already known about this topic? Globally, the high rate of nurse turnover is one of the major reasons for the shortage of nurses. The turnover intention of nurses is influenced by many factors. Few studies have examined the influencing factors of turnover intention based on theory or constructed a structural equation model to clarify the mechanism. What does this paper contribute? The Theory of Planned Behaviour presents the key determinants of behaviour and can guide our understanding of the behavioural mechanism of the turnover intention of nurses. Three influencing factors of turnover intention based on the Theory of Planned Behaviour (resilience, job satisfaction and social support), directly or indirectly affected turnover intention. The implications of this paper: Future interventions should consider the indirect role of resilience. A positive effect of increased social support and job satisfaction on turnover intention occurs through improved resilience. Longitudinal studies with larger samples are needed in the future to verify the effectiveness of the mediating effect.
Collapse
Affiliation(s)
- Yingnan Zhao
- School of Nursing, Jilin University, Jilin, China
| | - Hong Wang
- Bethune First Hospital, Jilin University, Jilin, China
| | - Dan Sun
- School of Nursing, Jilin University, Jilin, China
| | - Dongfei Ma
- School of Nursing, Jilin University, Jilin, China
| | - Huanhuan Li
- School of Nursing, Jilin University, Jilin, China
| | - Yijing Li
- School of Nursing, Jilin University, Jilin, China
| | - Xu Zhang
- School of Nursing, Jilin University, Jilin, China
| | - Zongting Xie
- School of Nursing, Jilin University, Jilin, China
| | - Jiao Sun
- School of Nursing, Jilin University, Jilin, China
| |
Collapse
|
26
|
Ren Z, Zhang X, Li X, He M, Shi H, Zhao H, Zha S, Qiao S, Li Y, Pu Y, Fan X, Guo X, Sun Y, Liu H. Relationships of organisational justice, psychological capital and professional identity with job burnout among Chinese nurses: A cross-sectional study. J Clin Nurs 2021; 30:2912-2923. [PMID: 33829587 DOI: 10.1111/jocn.15797] [Citation(s) in RCA: 31] [Impact Index Per Article: 10.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/16/2020] [Revised: 03/05/2021] [Accepted: 03/22/2021] [Indexed: 01/22/2023]
Abstract
AIMS AND OBJECTIVES The present study was aimed at describing the status of job burnout and exploring the mediating roles of psychological capital and professional identity on the association between organisational justice and job burnout. BACKGROUND With the shortage of nurses all over the world, nurses' job burnout has become the focus of studies in recent years. However, limited published research has examined the mediating roles of psychological capital and professional identity on the association between organisational justice and job burnout within hospital contexts in China. DESIGN A cross-sectional design. METHODS A total of 1,009 nurses were enrolled from a major general hospital located in Qiqihar City in the northeast of China from March-July 2018, and asked to complete questionnaires regarding organisational justice, psychological capital, professional identity and job burnout. The STROBE checklist was adhered to in this study. RESULTS It was observed that the overall proportion of nurses with job burnout was 58.8%. All the correlations among organisational justice, psychological capital, professional identity and job burnout were statistically significant, with coefficients ranging between -0.487-0.863. Psychological capital and professional identity had indirect effects equal to -0.072 and -0.142, respectively, on the association between organisational justice and job burnout, taking up 13.7% and 26.9% of the total effect, respectively. The serial indirect effect of psychological capital and professional identity was -0.129, accounting for 24.5% of the total effect. CONCLUSIONS This study showed the necessity of addressing the status of job burnout among Chinese nurses. Psychological capital and professional identity may mediate the linkage between organisational justice and job burnout independently and accumulatively. RELEVANCE TO CLINICAL PRACTICE Nursing managers should strengthen organisational justice and improve the psychological capital and professional identity of nurses through effective strategies to prevent the job burnout of nurses.
Collapse
Affiliation(s)
- Zheng Ren
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Xiumin Zhang
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Xiangrong Li
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Minfu He
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Hong Shi
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Hanfang Zhao
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Shuang Zha
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Shuyin Qiao
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Yuyu Li
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Yajiao Pu
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Xinwen Fan
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Xia Guo
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Yan Sun
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China.,The First Hospital of Qiqihar City, Qiqihar, China
| | - Hongjian Liu
- Department of Epidemiology and Biostatistics, School of Public Health, Jilin University, Changchun, China
| |
Collapse
|
27
|
Krofft K, Stuart W. Implementing a Mentorship Program for New Nurses During a Pandemic. Nurs Adm Q 2021; 45:152-158. [PMID: 33570882 DOI: 10.1097/naq.0000000000000455] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
This article describes the implementation of an evidence-based mentoring program for new registered nurses (RNs) hired into medical-surgical units in a small community-based hospital during the unfolding of the SARS-Cov2 (COVID-19) pandemic. The hospital's nursing leadership supported the program implementation during the COVID-19 pandemic to provide a broader support system to new RNs to improve nurse retention. During a response to the pandemic, the medical-surgical units faced numerous process changes in a short time, which further reinforced the urgency of an additional support system for the newly hired RNs.
Collapse
Affiliation(s)
- Karen Krofft
- Nursing Support Services, Genesis Healthcare System, Zanesville, Ohio (Dr Krofft); and College of Nursing, University of South Alabama, Mobile (Dr Stuart)
| | | |
Collapse
|
28
|
Chang HY, Huang TL, Lee IC, Shyu YIL, Wong MK, Lun-Hui H, Tseng HW, Teng CI. Impact of professional commitment on professional capability improvement and care quality dimensions: A multi-wave study. J Clin Nurs 2021; 30:1285-1294. [PMID: 33497546 DOI: 10.1111/jocn.15672] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/24/2020] [Revised: 01/08/2021] [Accepted: 01/19/2021] [Indexed: 01/08/2023]
Abstract
AIMS AND OBJECTIVES To examine how the three dimensions of professional commitment impact professional capabilities improvement and five key dimensions of care quality. BACKGROUND While professional commitment is known to retain nurses, we do not know how its three dimensions-affective, continuance and normative commitment-formulate five care quality dimensions: assurance, reliability, responsiveness, empathy and tangibles. DESIGN We used a three-wave, follow-up design to follow a sample of nurse participants. METHODS We collected responses from 430 nurses who worked for a medical centre in Northern Taiwan during 2017-2019. Most (78.9%) of the respondents had an age between 20-40 years. We used Professional Commitment Scale of Meyer et al. (Journal of Applied Psychology, 1993, 78, 538) and Care Quality Scale of Teng et al. (Journal of Nursing Scholarship, 2010, 41, 301). STROBE statement was chosen as EQUATOR checklist. RESULTS We found that affective professional commitment is positively related to intention to improve professional capabilities, action to improve professional capabilities and thus to four dimensions of care quality: assurance, reliability, responsiveness and empathy. CONCLUSIONS Our model explains how three key dimensions of professional commitment contribute to care quality. Our findings support the link between action to improve professional capabilities and dimensions of care quality. RELEVANCE TO CLINICAL PRACTICE Nursing managers can inform nurses of positive patient feedback, thus enhancing nurses' affective professional commitment, which would likely motivate their devotion to upgrading their professional capabilities, thus further contributing to the quality of the care they provide.
Collapse
Affiliation(s)
- Hao-Yuan Chang
- School of Nursing, National Taiwan University, Taipei, Taiwan.,Department of Nursing, National Taiwan University Hospital, Taipei, Taiwan
| | - Tzu-Ling Huang
- Graduate Institute of Business and Management, Chang Gung University, Taoyuan, Taiwan
| | - I-Chen Lee
- Department of Industrial and Business Management, Chang Gung University, Taoyuan, Taiwan.,Craniofacial Research Center, Chang Gung Memorial Hospital at Linkou, Taoyuan, Taiwan
| | | | - May-Kuen Wong
- Taoyuan Branch, Chang Gung Memorial Hospital, Taoyuan, Taiwan
| | - Ho Lun-Hui
- Department of Nursing, Chang Gung Memorial Hospital, Linkou, Taiwan.,Department of Nursing, Chang Gung University of Science and Technology, Taoyuan, Taiwan
| | - Hsien-Wei Tseng
- Graduate Institute of Business and Management, Chang Gung University, Taoyuan, Taiwan
| | - Ching-I Teng
- Graduate Institute of Business and Management, Chang Gung University, Taoyuan, Taiwan.,Department of Rehabilitation, Chang Gung Memorial Hospital, Linkou, Taiwan.,Department of Business and Management, Ming Chi University of Technology, Taipei, Taiwan
| |
Collapse
|
29
|
Experiences of newly employed professional nurses regarding their quality of work life at a private hospital in Gauteng. INTERNATIONAL JOURNAL OF AFRICA NURSING SCIENCES 2021. [DOI: 10.1016/j.ijans.2021.100362] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022] Open
|
30
|
J Clin NursJOURNAL OF CLINICAL NURSING 2020; 29:3108. [DOI: 10.1111/jocn.15357] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
|
31
|
Buhari MM, Yong CC, Lee ST. I Am More Committed to My Profession Than to My Organization. INTERNATIONAL JOURNAL OF HUMAN CAPITAL AND INFORMATION TECHNOLOGY PROFESSIONALS 2020. [DOI: 10.4018/ijhcitp.2020070103] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/23/2022]
Abstract
Given its knowledge centred nature, retaining key talents is essential for any IT organization. Inability to do so reflects a failure in employee-organization relationship. Since IT professionals possess unique workplace behaviours, it is presumed that they leave organizations as more committed to the profession. Thus, the study aimed to investigate the influence of professional commitment and perceived organizational support on IT professionals' turnover intention. Data was analysed using a structural equation model. A sample of 96 software engineers revealed that professional commitment negatively influences turnover intention while its effect is partially mediated by job satisfaction. Surprisingly, unlike for other employees, for IT professionals, perceived organizational support had no influence on turnover intention: instead stimulated job satisfaction. Similarly, professional commitment stimulates job satisfaction. Job satisfaction negatively influenced the turnover intention. Gender showed no moderating effect on the relationship between job satisfaction and turnover intention while career stage moderated the relationship. The comparison between the findings of professional commitment and perceived organizational support directs IT firms to re-visit presumptions about IT professionals and to re-assess what is meant by organizational support to IT professionals. Since gender had no effect on the job satisfaction-turnover intention relationship, both male and female IT professionals must be acknowledged for their equal professionalism in the industry. IT companies must take initiatives to retain talented early career staged IT professional who have proven to easily leave their organizations compared to others. Such efforts can be integrated to professional commitment and job satisfaction.
Collapse
Affiliation(s)
| | - Chen Chen Yong
- Faculty of Economics and Administration, University of Malaya, Kuala Lumpur, Malaysia
| | - Su Teng Lee
- Faculty of Business and Accountancy, University of Malaya, Kuala Lumpur, Malaysia
| |
Collapse
|
32
|
Tomagová M, Zeleníková R, Kozáková R, Žiaková K, Babiarczyk B, Turbiarz A. Violence against nurses in healthcare facilities in the Czech Republic and Slovakia. CENTRAL EUROPEAN JOURNAL OF NURSING AND MIDWIFERY 2020. [DOI: 10.15452/cejnm.2020.11.0009] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/03/2023] Open
|
33
|
Pariona‐Cabrera P, Cavanagh J, Bartram T. Workplace violence against nurses in health care and the role of human resource management: A systematic review of the literature. J Adv Nurs 2020; 76:1581-1593. [DOI: 10.1111/jan.14352] [Citation(s) in RCA: 22] [Impact Index Per Article: 5.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/08/2019] [Revised: 01/25/2020] [Accepted: 03/04/2020] [Indexed: 12/16/2022]
|
34
|
Moon B, McCluskey J, Morash M. Aggression against middle and high school teachers: Duration of victimization and its negative impacts. Aggress Behav 2019; 45:517-526. [PMID: 31157921 DOI: 10.1002/ab.21840] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/28/2018] [Revised: 04/29/2019] [Accepted: 04/30/2019] [Indexed: 12/29/2022]
Abstract
Prior research indicates that student aggression against teachers is widespread, and it has negative impacts on victimized teachers' emotional and physical well-being and job performance. However, little is known about the relationship between the recency and duration of victimization and teachers' thoughts about quitting the teaching profession and related job dissatisfaction and disconnectedness to school. Analyses of data from a longitudinal study of 1,236 US teachers fills these gaps. The study found that many teachers experienced theft/vandalism and sexual harassment victimization that was limited to just 1 year. In contrast, sizeable proportions of teachers experienced verbal abuse and nonphysical contact aggression that occurred over 2 years. Multiple regression analyses showed that teachers who reported recent or multiyear victimization had lower levels of connectedness to school, less job satisfaction, and more thoughts about ending their teaching careers. These results may indicate that unless victimization recurs, negative effects of victimization are contemporaneous and are less likely to persist. Additional research is needed to examine victimization over longer than 2 years, investigate the effects of the frequency of different types of aggression against teachers, and identify school policies and interventions that weaken the connection of victimization to negative outcomes.
Collapse
Affiliation(s)
- Byongook Moon
- Department of Criminal Justice University of Texas San Antonio San Antonio Texas
| | - John McCluskey
- Department of Criminal Justice Rochester Institute of Technology Rochester New York
| | - Merry Morash
- School of Criminal Justice Michigan State University East Lansing Michigan
| |
Collapse
|