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Kim E, Kim H, Lee T. How are new nurses satisfied with their jobs? From the work value perspective of Generations Y and Z nurses. BMC Nurs 2024; 23:252. [PMID: 38643129 PMCID: PMC11032593 DOI: 10.1186/s12912-024-01928-7] [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: 12/08/2023] [Accepted: 04/09/2024] [Indexed: 04/22/2024] Open
Abstract
BACKGROUND Job satisfaction has garnered significant interest across multiple disciplines as it plays a vital role in shaping human resource strategies. In the field of nursing, enhancing job satisfaction can help prevent workforce shortages. Work values and job-related characteristics are significant predictors of job satisfaction. However, the influence of factors may change as younger generations join the nursing workforce. Although research on generational commonalities and differences in work values is increasing, there is insufficient information on generational differences in the interplay between work values and job satisfaction. This study investigated the factors associated with job satisfaction of new nurses in each generational group based on a work value perspective. METHODS A total of 280 new nurses (151 from Generation Y and 129 from Generation Z) were selected from the Graduates Occupational Mobility Survey. Multiple linear regression analyses were performed to determine the factors associated with job satisfaction in both groups. RESULTS Most participants graduated with a diploma (61.1%), were paid less than the average salary of each group (60.4%), and conducted shift (72.9%) and overtime work (64.3%). Work values and job satisfaction levels were not significantly different between the two groups. Multiple linear regression analyses showed that career growth and task work values were associated with job satisfaction for Generation Z, while task, reputation, and environment work values were associated with job satisfaction for Generation Y. Among the job-related characteristics, nurses' job tenure was associated with job satisfaction in both groups; salary and overtime had varying relationships with job satisfaction between the two generations. CONCLUSIONS Understanding generational differences is crucial for improving the effective management of new generational nurses. Our study findings support that different work value dimensions and job-related characteristics were associated with job satisfaction in each generation. Accordingly, it is essential to develop distinct initiatives, such as a well-structured program, to support the continued career growth of the new Generation Z nurses, thereby enhancing their job satisfaction. Furthermore, providing a conducive working environment that helps new-generation nurses overcome challenges and ensures personal lives should be considered.
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Affiliation(s)
- Eunkyung Kim
- College of Nursing, Eulji University, 712 Dongil-Ro, Uijeongbu-Si, Gyeonggi-Do, 11759, South Korea
| | - Heejung Kim
- Mo-Im Kim Nursing Research Institute, College of Nursing, Yonsei University, 50-1 Yonsei-Ro, Seodaemun-Gu, Seoul, 03722, South Korea
| | - Taewha Lee
- Mo-Im Kim Nursing Research Institute, College of Nursing, Yonsei University, 50-1 Yonsei-Ro, Seodaemun-Gu, Seoul, 03722, South Korea.
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Blake H, Mancini H, Coyne E, Cooper J, Stanulewicz-Buckley N. Workforce wellbeing centres and their positive role for wellbeing and presenteeism in healthcare workers during the COVID-19 pandemic: secondary analysis of COVID-Well data. BMC Health Serv Res 2024; 24:302. [PMID: 38448919 PMCID: PMC10918935 DOI: 10.1186/s12913-024-10730-9] [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: 11/28/2022] [Accepted: 02/15/2024] [Indexed: 03/08/2024] Open
Abstract
BACKGROUND Supported wellbeing centres established during the COVID-19 pandemic provided high quality rest spaces and access to peer-to-peer psychological first aid for healthcare workers (HCWs). The centres were well accessed and valued by HCWs, but their relationship with wellbeing and job-related factors is not well established. The aim of this study was to explore the relationship between wellbeing centre use, HCWs wellbeing and job-related factors (job stressfulness, job satisfaction, presenteeism, turnover intentions). METHODS Secondary analysis of data from 819 HCWs from an acute hospital trust who completed an online survey in April-July 2020, as part of the COVID-Well study. Measures included the Warwick Edinburgh Mental Wellbeing Scale, and four single-item global measures of job stressfulness, job satisfaction, presenteeism and turnover intentions. ANCOVA models and regression analyses were conducted on these data. RESULTS HCWs who had not accessed the wellbeing centres had lower wellbeing (β = 0.12, p < .001), higher job stressfulness (β = - 0.22, p < .001), lower job satisfaction (β = 0.39, p < .001), higher presenteeism (β = - 0.22, p < .001) and were of younger age (β = 0.09, p = .002). Centre use was associated with wellbeing irrespective of job stressfulness. Those reporting presenteeism and who accessed the centre (M = 3.30, SE = 0.04) had higher wellbeing than those who accessed the centre but did not report presenteeism (M = 3.06, SE = 0.04) (F(1, 791) = 18.65, p < .001, ηp2 = 0.02). Centre use was not significantly associated with turnover intentions (B = - 0.30, p = .13; Wald = 2.26; odds = 0.74), while job stress and job satisfaction showed significant effects. CONCLUSIONS Accessing wellbeing centres was associated with higher wellbeing of HCWs, particularly for those reporting presenteeism. Therefore, the centres may have provided greatest respite and restoration for those present at work but not in optimal health. Younger workers were disproportionately affected in terms of wellbeing, and targeted support for this population is needed. Strategies to decrease presenteeism and maximise job satisfaction are urgently required. Healthcare organisations should provide rest spaces and psychological support to HCWs for the long-term, as part of a systems-wide approach to improving workforce health and wellbeing.
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Affiliation(s)
- Holly Blake
- School of Health Sciences, University of Nottingham, Nottingham, UK.
- NIHR Nottingham Biomedical Research Centre, Nottingham, UK.
| | - Helen Mancini
- Human Resources, Nottingham University Hospitals NHS Trust, Nottingham, UK
| | - Emma Coyne
- Clinical Psychology Department, Nottingham University Hospitals NHS Trust, Nottingham, UK
| | - Joanne Cooper
- Nursing and Midwifery, Nottingham University Hospitals NHS Trust, Nottingham, UK
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Xu Z, Zhao B, Zhang Z, Wang X, Jiang Y, Zhang M, Li P. Prevalence and associated factors of secondary traumatic stress in emergency nurses: a systematic review and meta-analysis. Eur J Psychotraumatol 2024; 15:2321761. [PMID: 38426665 PMCID: PMC10911249 DOI: 10.1080/20008066.2024.2321761] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 12/07/2023] [Accepted: 02/09/2024] [Indexed: 03/02/2024] Open
Abstract
Background: Nurses in emergency departments are at a high risk of experiencing secondary traumatic stress because of their frequent exposure to trauma patients and high-stress environments.Objective: This systematic review and meta-analysis aimed to determine the overall prevalence of secondary traumatic stress among emergency nurses and to identify the contributing factors.Method: We conducted a systematic search for cross-sectional studies in databases such as PubMed, Web of Science, Embase, CINAHL, Wanfang Database, and China National Knowledge Internet up to October 21, 2023. The Joanna Briggs Institute's appraisal checklists for prevalence and analytical cross-sectional studies were used for quality assessment. Heterogeneity among studies was assessed using Cochrane's Q test and the I2 statistic. A random effects model was applied to estimate the pooled prevalence of secondary traumatic stress, and subgroup analyses were performed to explore sources of heterogeneity. Descriptive analysis summarized the associated factors.Results: Out of 345 articles retrieved, 14 met the inclusion criteria, with 11 reporting secondary traumatic stress prevalence. The pooled prevalence of secondary traumatic stress among emergency nurses was 65% (95% CI: 58%-73%). Subgroup analyses indicated the highest prevalence in Asia (74%, 95% CI: 72%-77%), followed by North America (59%, 95% CI: 49%-72%) and Europe (53%, 95% CI: 29%-95%). Nine studies identified associated factors, including personal, work-related, and social factors. In the subgroup of divided by recruitment period, emergency department nurses in the COVID-19 outbreak period had a higher prevalence of secondary traumatic stress (70%, 95% CI: 62%-78%).Conclusions: Secondary traumatic stress prevalence is notably high among emergency department nurses, with significant regional variations and period differences. The factors affecting secondary traumatic stress also varied across studies. Future research should focus on improving research designs and sample sizes to pinpoint risk factors and develop prevention strategies.Registration: PROSPERO CRD42022301167.
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Affiliation(s)
- Zhiyong Xu
- School of Nursing and Rehabilitation, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
- Department of Emergency, Qilu Hospital, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
- Department of Nursing, Qilu Hospital, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
- Nursing Theory & Practice Innovation Research Center, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
| | - Bingnan Zhao
- School of Nursing and Rehabilitation, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
| | - Zhen Zhang
- School of Nursing and Rehabilitation, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
- Department of Emergency, Qilu Hospital, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
- Department of Nursing, Qilu Hospital, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
- Nursing Theory & Practice Innovation Research Center, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
| | - Xuan Wang
- School of Nursing and Rehabilitation, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
| | - Yifan Jiang
- School of Nursing and Rehabilitation, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
| | - Min Zhang
- School of Nursing and Rehabilitation, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
- Department of Emergency, Qilu Hospital, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
- Department of Nursing, Qilu Hospital, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
- Nursing Theory & Practice Innovation Research Center, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
| | - Ping Li
- Department of Emergency, Qilu Hospital, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
- Department of Nursing, Qilu Hospital, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
- Nursing Theory & Practice Innovation Research Center, Cheeloo College of Medicine, Shandong University, Jinan, People’s Republic of China
- Shandong Provincial Clinical Research Center for Emergency and Critical Care Medicine, Jinan, People’s Republic of China
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Hendy A, Abdel Fattah HA, Abouelela MA, Atia GAE, Alshammari MSS, Hables RMM, Alzahrani NS, Hendy A, Almarwani AM. Nursing Professional Commitment as a Mediator of the Relationship Between Work Environment and Missed Nursing Care Among Nurses: A Cross-Sectional Analysis. SAGE Open Nurs 2024; 10:23779608231226063. [PMID: 38250456 PMCID: PMC10798127 DOI: 10.1177/23779608231226063] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/05/2023] [Revised: 12/12/2023] [Accepted: 12/22/2023] [Indexed: 01/23/2024] Open
Abstract
Introduction Nursing care plays a pivotal role in promoting patient well-being and optimizing health outcomes. The nursing profession is characterized by its commitment to delivering high-quality care to patients. Objective The purpose of the study was to explore the role of nursing professional commitment as a mediator between the work environment and missed nursing care. Methods A cross-sectional analysis study "STROBE guideline" used an online structured questionnaire to collect data. It was conducted on a sample of 813 nurses who worked at seven governmental hospitals in Egypt, in the hospital wards, operating rooms, intensive care unit (ICU) or outpatient clinics, during a 4-month period from April to August 2022. Researchers used Characteristics of nurses, Nursing Work Index-Revised, Nursing Professional Commitment Scale, and MISSCARE Questionnaire to collect the data. Structural equation modeling by AMOS was used for testing nursing professional commitment as a mediator between the work environment and missed nursing care. Nurses' professional commitment was used as a mediator between work environment and missing nursing care. Results The working environment has a direct impact of -0.175, an indirect impact of -0.139, and a total impact of -0.314. Furthermore, professional commitment has a direct impact of -0.421. Additionally, when the working environment increases by 1, professional commitment increases by 0.33. Similarly, when the working environment increases by 1, missed care decreases by 0.175. Moreover, when professional commitment, as a mediating factor, increases by 1, missed care decreases by 0.421. Conclusion In conclusion, the findings of this study highlight the significant role of professional commitment as an intermediary factor between the working environment and missed nursing care. According to these results, it is necessary to formulate and implement intervention strategies to improve nurses' professional commitment and working environment, which is the key to reducing their missed nursing care.
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Affiliation(s)
- Abdelaziz Hendy
- Pediatric Nursing Department, Faculty of Nursing, Ain Shams University, Cairo, Egypt
| | | | | | - Gehan Abd elfattah Atia
- Medical-Surgical Nursing Department, Faculty of Nursing, Jouf University, Sakākā, Saudi Arabia
- Medical-Surgical Nursing Department, Faculty of Nursing, Menoufia University, Menoufia, Egypt
| | | | - Reda Mhmoud Mohamed Hables
- Department of Obstetrics and Gynecology Nursing, Faculty of Nursing, Alexandria University, Alexandria, Egypt
- College of Applied Medical Science, University of Hafar Albatin, Hafar Albatin, Saudi Arabia
| | - Naif S. Alzahrani
- Department of Medical – Surgical Nursing, College of Nursing, Taibah University, Medina, Saudi Arabia
| | - Ahmed Hendy
- Department of Computational Mathematics and Computer Science, Institute of Natural Sciences and Mathematics, Ural Federal University, Yekaterinburg, Russian Federation
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Xie J, Luo X, Zhou Y, Zhang C, Li L, Xiao P, Duan Y, Cheng Q, Liu X, Cheng AS. Relationships between depression, self-efficacy, and professional values among Chinese oncology nurses: a multicenter cross-sectional study. BMC Nurs 2023; 22:140. [PMID: 37101145 PMCID: PMC10134546 DOI: 10.1186/s12912-023-01287-9] [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: 08/09/2022] [Accepted: 04/03/2023] [Indexed: 04/28/2023] Open
Abstract
OBJECTIVES Many factors are related to oncology nurses' professional values. However, the evidence on the relevance of professional values among oncology nurses in China remains sparse. This study aims to investigate the relationship between depression, self-efficacy, and professional values among Chinese oncology nurses and analyze the mediating effect of self-efficacy on this association. METHODS It was a multicenter cross-sectional study designed with the STROBE guidelines. An anonymous online questionnaire recruited 2530 oncology nurses from 55 hospitals in six provinces of China between March and June 2021. Measures included self-designed sociodemographic and fully validated instruments. Pearson correlation analysis was employed to explore the associations between depression, self-efficacy, and professional values. Bootstrapping analysis by the PROCESS macro was used to examine the mediating effect of self-efficacy. RESULTS The total scores of depression, self-efficacy, and professional values of Chinese oncology nurses were 52.75 ± 12.62, 28.39 ± 6.33, and 101.55 ± 20.43, respectively. About 55.2% of Chinese oncology nurses were depressed. Chinese oncology nurses' professional values were generally intermediate. Their professional values were negatively related to depression and positively correlated with self-efficacy, while depression was negatively related to self-efficacy. Moreover, self-efficacy partially mediated the relationship between depression and professional values, accounting for 24.8% of the total effect. CONCLUSIONS Depression negatively predicts self-efficacy and professional values, and self-efficacy positively predicts professional values. Meanwhile, depression in Chinese oncology nurses has an indirect effect on their professional values through self-efficacy. Nursing managers and oncology nurses themselves should develop strategies aimed at relieving depression and improving self-efficacy to strengthen their positive professional values.
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Affiliation(s)
- Jianfei Xie
- Nursing Department, The Third Xiangya Hospital, Central South University, Changsha, Hunan, China
| | - Xiaofei Luo
- Nursing Department, The Third Xiangya Hospital, Central South University, Changsha, Hunan, China.
- Xiangya Nursing School, Central South University, Changsha, Hunan, China.
| | - Yi Zhou
- Xiangya Nursing School, Central South University, Changsha, Hunan, China
| | - Chun Zhang
- Xiangya Nursing School, Central South University, Changsha, Hunan, China
| | - Lijun Li
- Xiangya Nursing School, Central South University, Changsha, Hunan, China
| | - Panpan Xiao
- Xiangya Nursing School, Central South University, Changsha, Hunan, China
| | - Yinglong Duan
- Nursing Department, The Third Xiangya Hospital, Central South University, Changsha, Hunan, China.
| | | | - Xiangyu Liu
- Hunan Cancer Hospital, Changsha, Hunan, China
| | - Andy Sk Cheng
- Department of Rehabilitation Sciences, The Hong Kong Polytechnic University, Hong Kong, China
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Wang S, Li L, Liu C, Huang L, Chuang YC, Jin Y. Applying a multi-criteria decision-making approach to identify key satisfaction gaps in hospital nurses’ work environment. Heliyon 2023; 9:e14721. [PMID: 37101491 PMCID: PMC10123212 DOI: 10.1016/j.heliyon.2023.e14721] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/02/2022] [Revised: 02/23/2023] [Accepted: 03/15/2023] [Indexed: 03/29/2023] Open
Abstract
Aim A decision analysis model was constructed to explore the key factors affecting the job satisfaction of hospital nurses and to analyze the key satisfaction gaps in the case hospital. Background In China, medical institutions are facing greater pressure and challenges in the normalization of epidemic prevention and control. Nurses play a critical role in the delivery of medical care services. Past studies have shown that improving job satisfaction among hospital nurses is important for both reducing nurse turnover and improving the quality of care. Methods McCloskey/Mueller satisfaction scale (MMSS-31) was used to survey 25 nursing specialists in a case hospital in Zhejiang. Then, the Consistent Fuzzy Preference Relation (CFPR) method was used to analyze the degree of importance of dimensions and corresponding sub-criteria. Finally, the importance-performance analysis method was applied to identify critical satisfaction gaps for the case hospital. Results In terms of local weight for dimensions, "Control/Responsibility (C 8)" ≻ "Praise/Recognition (C 7)" ≻ "Extrinsic Rewards (C 1)" are the top three key factors for nurses' work environment satisfaction in the case of a hospital. In addition, the sub-criteria "Salary (C 11)", "Benefits (C 13)", "Child care (C 33)", "Recognition-peers (C 73)", "Encouragement/feedback (C 74)", and "Decision making (C 85)" are the key factors for improving clinical nursing satisfaction in the case hospital. Conclusion The issues that nurses care about but for which they have not attained expectations mainly involved extrinsic rewards, recognition/encouragement and control over their working process. The findings of this study could offer an academic reference for management and remind them to consider the above factors in exploring future reform, further improving nurses' job satisfaction and motivating them to provide better nursing services.
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Ronnie L. Managing in Critical Care Settings: A Qualitative Study of South African Nurse Unit Managers and the Psychological Contract. SAGE Open Nurs 2023; 9:23779608231210115. [PMID: 38020315 PMCID: PMC10631315 DOI: 10.1177/23779608231210115] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/14/2023] [Revised: 07/31/2023] [Accepted: 09/29/2023] [Indexed: 12/01/2023] Open
Abstract
Introduction Little is written about the management of psychological contracts by nurse unit managers (NUMs) in critical care settings and how this perspective contributes to the performance, experiences, and views of nurses and nursing teams. Psychological contracts are important regulators of the employer-employee relationship, with managers (NUMs) being the embodiment of the employer in managing the contract. Objectives This qualitative study answers a call for research on the NUM perspective of the psychological contract given the role they play in the wellbeing of critical care nurses and quality of care provided. The study aims to understand the expectations and obligations that constitute the psychological contract NUMs have with their nursing teams, the nature of the contract, and how NUMs practically manage these aspects on their teams. Methods Using an interpretive qualitative research design and a purposive sampling technique, semi-structured interviews were conducted with 10 of the 14 NUMs from a public health facility about critical incidents relating to their obligations and expectations of managing critical care nurses. Results A thematic analysis of their responses revealed five main themes that represent the contents of their psychological contracts with critical care nurses: professional commitment and obligation; leading by example; trust and support; teamwork; and on-the-job training and further development. In their discussion of these components, the NUMs also revealed how they manage the psychological contract with nurses. Conclusion Based on the expectations and obligations NUMs hold with their staff, their psychological contracts were found to be largely relational, with elements of the balanced type, suggesting that they rely on interpersonal connection and coordination, as well as knowledge dissemination, to uphold the contract. This contract appears to be effective in inculcating the commitment of nurses to their profession and professional standards through the building of trust and offering of support. However, recommendations are offered to ensure NUMs are best prepared to sustain these psychological contracts and continue to support nurse wellbeing and related patient care.
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Affiliation(s)
- Linda Ronnie
- University of Cape Town, Cape Town, Rondebosch, South Africa
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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.
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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
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Bolandian-Bafghi S, Adib-Hajbaghery M, Zandi M. Nurses' experiences of the role of organizational and environmental factors in the development of love of the profession: a qualitative study. BMC Nurs 2022; 21:334. [PMID: 36447251 PMCID: PMC9707018 DOI: 10.1186/s12912-022-01117-4] [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: 11/21/2021] [Accepted: 11/21/2022] [Indexed: 12/05/2022] Open
Abstract
BACKGROUND Love of the profession has significant relationship with nurses' job motivation and care quality. However, there is limited information about organizational and environmental factors affecting love of the profession among nurses. AIM This study aimed at exploring nurses' experiences of the role of organizational and environmental factors in the development of love of the profession. METHODS This qualitative study was conducted in 2020-2021 using the conventional content analysis approach. Participants were Fifteen Iranian nurses with deep love of the profession, nursing instructors, and nursing managers purposefully selected from different healthcare and academic settings in seven large cities of Iran. Data were gathered via semi-structured interviews and were analyzed via the conventional content analysis method proposed by Graneheim and Lundman. RESULTS Organizational and environmental factors affecting the development of love of the profession were grouped into three main categories: The social context of the profession (with two subcategories), family support (with two subcategories), and organizational health (with four subcategories). Subcategories were respectively historical context of the profession, the evolving context, emotional family support, instrumental family support, quality of interpersonal relationships in the organization, level of organizational justice, level of authority delegation to nurses, and level of organizational support. CONCLUSION Different organizational and environmental factors can affect nurses' love of the profession development. Improving public image of nursing, providing nurses with stronger support, improving organizational climate, and strengthening interpersonal relationships in healthcare settings are recommended to develop nurses' Love of the profession.
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Affiliation(s)
- Shahnaz Bolandian-Bafghi
- grid.412505.70000 0004 0612 5912Research Center for Nursing and Midwifery Care, Shahid Sadoughi University of Medical Sciences, Yazd, Iran
| | - Mohsen Adib-Hajbaghery
- grid.444768.d0000 0004 0612 1049Trauma Nursing Research Center, Kashan University of Medical Sciences, Kashan, Iran
| | - Mitra Zandi
- grid.411600.2Medical Surgical Nursing Department, School of Nursing and Midwifery, Shahid Beheshti University of Medical Sciences, Tehran, Iran
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Caricati L, De vito M, Panari C. The role of group identification, self‐ and collective efficacy on secondary traumatic stress and general health in a sample of emergency medical service volunteers. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2022. [DOI: 10.1111/jasp.12946] [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]
Affiliation(s)
- Luca Caricati
- Department of Humanities, Social Sciences and Cultural Industries University of Parma Parma Italy
| | - Martina De vito
- Department of Humanities, Social Sciences and Cultural Industries University of Parma Parma Italy
| | - Chiara Panari
- Department of Economics and Management University of Parma Parma Italy
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Facilitators for and barriers to nurses' work-related health-a qualitative study. BMC Nurs 2022; 21:218. [PMID: 35931988 PMCID: PMC9356503 DOI: 10.1186/s12912-022-01003-z] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/04/2022] [Accepted: 07/29/2022] [Indexed: 11/12/2022] Open
Abstract
Background Work-related health problems, such as work stress, fatigue, and burnout constitute a global challenge within the nursing profession. Work-related health among nurses is not yet a prioritized phenomenon in Nepal. Health-promoting approaches to maintaining and sustaining nurses’ health are therefore essential. The aim of this study was to explore and thereby gain a deeper understanding of how nurses in Nepal’s hospitals experience their everyday work, with a focus on promoting and sustaining their work-related health. Methods A qualitative design with semi-structured individual interviews were used. Nineteen registered nurses working at hospitals in Kathmandu Valley, Nepal, were individually interviewed between October 6 and December 5, 2018. Transcribed interviews were analyzed through thematic analysis. Results Four main themes with belonging eight subthemes were constructed from the analysis: (1) “Sense of meaningfulness and belongingness in work culture” with subthemes; “Open environment” and “Sharing attitude and cooperating for the entire team” (2) “Support and rewards from the management team” with subthemes; “Lacking managerial support” and “Fair evaluation and job promotion opportunities”(3) “Workload and protection against work-related hazards” with subthemes; “Stressful and multitasking in workload” and “Lacking equipment for own health and caring”, and (4) “Motivation through opportunities and activities” with subthemes; “Employment benefits that motivate work”, and “Activities outside of work needed to recover”. These main themes and subthemes described nurses’ facilitators for and barriers to their work environment and health. Conclusion Our study highlighted nurses’ experiences with facilitators and barriers to their work-related health. Nurses’ work-related health was positively affected by support from colleagues, managers, and the organization. Conversely, less support from managers, lack of equipment, and unfair judgment were barriers to nurses’ work-related health. This study adds new knowledge about nurses’ work-related health from the context of Nepal. Hospital organizations and nursing managers in similar cultural and healthcare settings can apply the results of our study to develop strategies to promote and sustain nurses’ health and prevent work-related illness.
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Value Alignment's Role in Mitigating Resistance to IT Use: The Case of Physicians'Resistance to Electronic Health Record Systems. INFORMATION & MANAGEMENT 2022. [DOI: 10.1016/j.im.2022.103702] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
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Niks IMW, Veldhuis GA, van Zwieten MHJ, Sluijs T, Wiezer NM, Wortelboer HM. Individual Workplace Well-Being Captured into a Literature- and Stakeholders-Based Causal Loop Diagram. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19158925. [PMID: 35897299 PMCID: PMC9331132 DOI: 10.3390/ijerph19158925] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/16/2022] [Revised: 07/14/2022] [Accepted: 07/15/2022] [Indexed: 02/01/2023]
Abstract
This study demonstrates an innovative approach to capture the complexity of individual workplace well-being, improving our understanding of multicausal relationships and feedback loops involved. The literature shows that a high number of interacting factors are related to individual workplace well-being. However, many studies focus on subsets of factors, and causal loops are seldomly studied. The aim of the current study was, therefore, to capture individual workplace well-being in a comprehensive conceptual causal loop diagram (CLD). We followed an iterative, qualitative, and transdisciplinary systems-thinking approach including literature search, group model building sessions, retrospective in-depth interviews with employees, and group sessions with human resource professionals, managers, job coaches, and management consultants. The results were discussed with HR and well-being officers of twelve organizations for their critical reflection on the recognizability and potential of the developed CLD. The final result, a conceptual individual workplace well-being CLD, provides a comprehensive overview of multiple, measurable key factors relating to individual workplace well-being and of the way these factors may causally interact over time, either improving or deteriorating workplace well-being. In future studies, the CLD can be translated to a quantitative system dynamics model for simulating workplace well-being scenarios. Ultimately, these simulations could be used to design effective workplace well-being interventions.
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Affiliation(s)
- Irene M. W. Niks
- Department Work, Health & Technology, The Netherlands Organization for Applied Scientific Research (TNO), 2301 DA Leiden, The Netherlands; (M.H.J.v.Z.); (N.M.W.)
- Correspondence:
| | - Guido A. Veldhuis
- Department Defense, Safety & Security, The Netherlands Organization for Applied Scientific Research (TNO), 2509 JG The Hague, The Netherlands;
| | - Marianne H. J. van Zwieten
- Department Work, Health & Technology, The Netherlands Organization for Applied Scientific Research (TNO), 2301 DA Leiden, The Netherlands; (M.H.J.v.Z.); (N.M.W.)
| | - Teun Sluijs
- Department Microbiology and Systems Biology, The Netherlands Organization for Applied Scientific Research (TNO), 3700 AJ Zeist, The Netherlands; (T.S.); (H.M.W.)
| | - Noortje M. Wiezer
- Department Work, Health & Technology, The Netherlands Organization for Applied Scientific Research (TNO), 2301 DA Leiden, The Netherlands; (M.H.J.v.Z.); (N.M.W.)
| | - Heleen M. Wortelboer
- Department Microbiology and Systems Biology, The Netherlands Organization for Applied Scientific Research (TNO), 3700 AJ Zeist, The Netherlands; (T.S.); (H.M.W.)
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Caricati L, Cera V, Panari C, Bonetti C, Sollami A, Monacelli N. Short report: social identification, quality of professional life and emotional maladjustment in healthcare providers during the first wave of the COVID-19 emergency. PSYCHOL HEALTH MED 2022; 28:1181-1189. [PMID: 35837676 DOI: 10.1080/13548506.2022.2099557] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
Abstract
This research analyzed the effect of professional, organizational and care-unit identifications on both healthcare professionals' quality of professional life and mental health. This research was done in a local hospital in a region of northern Italy which was one of the first regions to be impacted by the first wave of the pandemic. Using a cross-sectional research, a web-based questionnaire was sent to the healthcare professionals. Professional quality of life, professional identifications as well as emotional maladjustment in terms of stress, anxiety and depression were measured. Results indicated that professional and care unit identification were positively linked to increased compassion satisfaction and reduced burnout. Professional identification was negatively associated with secondary traumatic stress as well, while care unit identification was positively associated with vicarious trauma. The negative dimension of the professional quality of life had positive relations with emotional maladjustment. Professional and care unit identifications appeared to have an indirect effect via professional quality of life on maladjustment.
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Affiliation(s)
- Luca Caricati
- Department of Humanities, Social Sciences and Cultural Industries, University of Parma, Parma, Italy
| | - Valentina Cera
- Department of Humanities, Social Sciences and Cultural Industries, University of Parma, Parma, Italy
| | - Chiara Panari
- Department of Economics and Management, University of Parma, Parma, Italy
| | - Chiara Bonetti
- Department of Humanities, Social Sciences and Cultural Industries, University of Parma, Parma, Italy
| | - Alfonso Sollami
- Direzione delle Professioni Sanitarie, Azienda Ospedaliero-Universitaria di Parma, Parma, Italy
| | - Nadia Monacelli
- Department of Economics and Management, University of Parma, Parma, Italy
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Panari C, Caricati L, Gallo G, Bonetti C, Bonini A, Monacelli N, Sollami A. Perceptions of Safety and Stress Among Health Professionals: The Role of Care Unit Identification as a Protective Factor During the COVID-19 Pandemic. Front Psychol 2022; 13:863581. [PMID: 35707661 PMCID: PMC9189408 DOI: 10.3389/fpsyg.2022.863581] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/27/2022] [Accepted: 05/02/2022] [Indexed: 11/16/2022] Open
Abstract
The present study aimed to investigate the role of motivational process and coping resources in health professionals during the COVID-19 emergency examining the role of Care Unit Identification and safety climate perception as resources that can help nurses to cope with stressors. A cross-sectional research design was used and 218 nurses completed a self-report questionnaire measuring: Perception of safety, Care Unit identification, Work Engagement, Psychological Distress, and Burnout. Results revealed that Work Engagement was significantly related with Burnout (b = −0.209, 95%CI [−0.309; −0.109]) and Distress (b = −0.355, 95%CI [−0.529; −0.18]) especially when the Care Unit identification is high (b = −0.303, 95%CI [−0.448; −0.157] and b = −0.523, 95%CI [−0.772; −0.275], respectively). The safety perception was positively related to Work Engagement (b = 0.315, 95%CI [0.198; 0.433]) and had an indirect effect on psychological Distress (b = −0.112, 95%CI [−0.181; −0.042]) and Burnout (b = −0.066, 95%CI [−0.105; −0.027]). High levels of both Care Unit identification and perception of safety, along with personal work engagement, appear to protect nurses from burnout and psychological distress. Findings suggest that the effort to improve teamwork identification and ensures an adequate degree of perceived safety for healthcare professionals need to be maintained and reinforced as they positively impact nurses’ wellbeing.
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Affiliation(s)
- Chiara Panari
- University of Parma, Department of Economics and Management, Parma, Italy
- *Correspondence: Chiara Panari,
| | - Luca Caricati
- University of Parma, Department of Humanities, Social Sciences and Cultural Industries, Parma, Italy
| | - Gaetano Gallo
- Azienda Unità Sanitaria Locale of Piacenza, Piacenza, Italy
| | - Chiara Bonetti
- University of Parma, Department of Humanities, Social Sciences and Cultural Industries, Parma, Italy
| | - Alice Bonini
- University of Parma, Department of Economics and Management, Parma, Italy
- Alice Bonini,
| | - Nadia Monacelli
- University of Parma, Department of Economics and Management, Parma, Italy
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Mause L, Hoffmann J, Ohnhäuser T, Gunkel S, Stöcker A, Scholten N. Work climate in pandemic times: which burdens do German physicians in primary care report? Fam Pract 2022; 39:46-51. [PMID: 34448474 PMCID: PMC8499791 DOI: 10.1093/fampra/cmab085] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
BACKGROUND In Germany, general practitioners (GPs) provide basic and primary care in the ambulatory sector and refer patients to other specialists when necessary. Often, GPs present the first point of contact for patients in the German healthcare system. During the COVID-19 pandemic, GPs and other medical specialists in the ambulatory setting suddenly were confronted with unprecedented challenges. OBJECTIVE To answer the following research questions: How did COVID-19-related challenges affect the work climate? Do physicians with deteriorated work climate simultaneously report a worsened provision of patient care? Which challenges were the most burdening? METHODS In the course of the project COVID-GAMS more than 18 000 physicians of various specialties had been invited to a quantitative cross-sectional online survey (in Summer 2020). Analyses were conducted separately for the groups of GPs and other medical specialists. Group differences were analysed statistically and burdening factors were identified. RESULTS 1703 participants were included in the analysis. 22.2% of GPs (other medical specialists: 19.9%) stated, their work climate had deteriorated. Physicians with a deteriorated work climate showed a tendency towards poorer personal provision of patient care (M = 3.75, SD = 0.98 versus M = 3.93, SD = 0.99) compared to unchanged or improved work climate. The lack of protective material in March/April 2020, changes in practice management and possible economic impacts on the practice were the most burdening factors reported by GPs. CONCLUSION GPs who reported a negative impact on the work climate in the course of the first pandemic lockdown also tend to see own deficits in the provision of patient care.
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Affiliation(s)
- Laura Mause
- Institute of Medical Sociology, Health Services Research, and Rehabilitation Science (IMVR), Faculty of Human Sciences and Faculty of Medicine at the University of Cologne, University Hospital Cologne, Eupener Str. 129, Cologne 50933, Germany
| | - Jan Hoffmann
- Institute of Medical Sociology, Health Services Research, and Rehabilitation Science (IMVR), Faculty of Human Sciences and Faculty of Medicine at the University of Cologne, University Hospital Cologne, Eupener Str. 129, Cologne 50933, Germany
| | - Tim Ohnhäuser
- Institute of Medical Sociology, Health Services Research, and Rehabilitation Science (IMVR), Faculty of Human Sciences and Faculty of Medicine at the University of Cologne, University Hospital Cologne, Eupener Str. 129, Cologne 50933, Germany
| | - Sophie Gunkel
- Institute of Medical Sociology, Health Services Research, and Rehabilitation Science (IMVR), Faculty of Human Sciences and Faculty of Medicine at the University of Cologne, University Hospital Cologne, Eupener Str. 129, Cologne 50933, Germany
| | - Arno Stöcker
- Institute of Medical Sociology, Health Services Research, and Rehabilitation Science (IMVR), Faculty of Human Sciences and Faculty of Medicine at the University of Cologne, University Hospital Cologne, Eupener Str. 129, Cologne 50933, Germany
| | - Nadine Scholten
- Institute of Medical Sociology, Health Services Research, and Rehabilitation Science (IMVR), Faculty of Human Sciences and Faculty of Medicine at the University of Cologne, University Hospital Cologne, Eupener Str. 129, Cologne 50933, Germany
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Janíková E, Bužgová R. Satisfaction with supervision of healthcare workers in relation to job satisfaction and selected characteristics of supervision. CENTRAL EUROPEAN JOURNAL OF NURSING AND MIDWIFERY 2021. [DOI: 10.15452/cejnm.2021.12.0004] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/05/2022] Open
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Revisiting Job Satisfaction and Intention to Stay: A Cross-sectional Study among Hospital Nurses in the Philippines. NURSE MEDIA JOURNAL OF NURSING 2021. [DOI: 10.14710/nmjn.v11i2.36557] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
Abstract
Background: The global shortage of nurses and the rapid turnover of nurses remain crucial issues and areas of concern that call for immediate attention. Job satisfaction is a recognized determinant of nurses’ decision to stay in their current workplace. However, while nurses’ job satisfaction has received considerable attention among scholars, the results of studies are still mixed.Purpose: The purpose of this study was to revisit and assess the job satisfaction and intention to stay of nurses in two selected hospitals in the Philippines.Methods: A cross-sectional research design was used in this study. A sample of 120 nurses in a public and private hospital in the Philippines responded to the Job Satisfaction Survey and Intent to Stay Scale questionnaires. Descriptive statistics, t-test, one-way ANOVA, and Pearson’s r were employed for data analysis.Results: Results show that the majority (58.3%) of the nurses were neither satisfied nor dissatisfied with their job. Also, nurses intended to neither stay nor quit in their current workplace with only a few (9.2%) had high intention to stay. Nurses were most satisfied in terms of the nature of their job (18.95+2.50) but were dissatisfied with the fringe benefits (12.69+4.11) and operating conditions (12.18+2.58) at work. Nurses in the public hospital (p=0.040) and those with higher salaries (p=0.015) had significantly higher intentions to stay. Job satisfaction and intention to stay were significantly related (p=0.002).Conclusion: Nurses’ job satisfaction is positively linked with their intention to stay in their current workplace. This study highlights that efforts should be made to improve nurses’ job satisfaction to encourage nurses to remain in their current workplace. Also, increasing nurses’ salary particularly those nurses in the private sector is a focal point of consideration to ensure that there is enough supply of nurses in the country.
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Hara Y, Asakura K. Concept analysis of nurses' work values. Nurs Forum 2021; 56:1029-1037. [PMID: 34322885 DOI: 10.1111/nuf.12638] [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: 11/03/2020] [Revised: 03/03/2021] [Accepted: 07/17/2021] [Indexed: 11/30/2022]
Abstract
This study aimed to clarify the nature and definition of nurses' work values. To this end, we adopted Walker and Avant's (2019) concept analysis procedure. We searched PubMed, CINAHL, Scopus, and Web of Science for previous literature that sampled nurses and nursing students published before September 2020. From 104 studies, 30 were analyzed. Citation sources for the definition of work values were also included in the target literature. After clarifying all usages of the concept, important attributes were determined, and model cases, borderline cases, related cases, antecedents, consequences, and empirical referents were identified. Nurses' work values were defined as: enduring beliefs about the preferable conditions and outcomes nurses desire through their work, that place importance on their work, and that are the principles and standards that guide attitudes, judgments, and behaviors. Additionally, the antecedents for nurses' work values included basic human values, gender, and generation, and the consequences comprised attitudes, judgments, and behaviors related to work. Clarification of the concept enables the proper utilization of knowledge regarding nurses' work values and the development of a related theory.
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Affiliation(s)
- Yukari Hara
- Graduate School of Medicine, Tohoku University, Sendai, Miyagi, Japan
| | - Kyoko Asakura
- Graduate School of Medicine, Tohoku University, Sendai, Miyagi, Japan
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Martin-Ferreres ML, Wennberg-Capellades L, Rodríguez E, Llaurado-Serra M, de Juan Pardo MA. Challenges for hospital management in supporting nurses to deliver humanized care. Nurs Inq 2021:e12422. [PMID: 34076311 DOI: 10.1111/nin.12422] [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: 06/16/2020] [Accepted: 04/24/2021] [Indexed: 11/26/2022]
Abstract
Hospitals are paying increasing attention to the delivery of humanized care. The purpose of this study was to explore from the nursing perspective what hospital managers might do to facilitate this. A secondary analysis from a primary ethnographic study regarding dignity in nursing practice was conducted. Twenty interviews of internal medicine nurses from four hospitals were analyzed, and three main themes were identified: Management of nursing teams, Management of ethical values, and Management of the context. It is important for institutional values to be closely aligned with those of the nursing profession, and nurse managers play a key role in ensuring that the latter are applied in practice. The proposed actions offer a cost-effective framework through which nurses and managers may promote the delivery of humanized care.
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Affiliation(s)
- Maria Luisa Martin-Ferreres
- Nursing Department, Faculty of Medicine and Health Sciences, Universitat Internacional de Catalunya, Sant Cugat, Spain
| | - Laia Wennberg-Capellades
- Nursing Department, Faculty of Medicine and Health Sciences, Universitat Internacional de Catalunya, Sant Cugat, Spain
| | - Encarnación Rodríguez
- Nursing Department, Faculty of Medicine and Health Sciences, Universitat Internacional de Catalunya, Sant Cugat, Spain
| | - Mireia Llaurado-Serra
- Nursing Department, Faculty of Medicine and Health Sciences, Universitat Internacional de Catalunya, Sant Cugat, Spain
| | - M Angeles de Juan Pardo
- Nursing Department, Faculty of Medicine and Health Sciences, Universitat Internacional de Catalunya, Sant Cugat, Spain
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21
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Rodríguez-Fernández M, Herrera J, de las Heras-Rosas C. Model of Organizational Commitment Applied to Health Management Systems. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:4496. [PMID: 33922667 PMCID: PMC8122969 DOI: 10.3390/ijerph18094496] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/21/2021] [Revised: 04/15/2021] [Accepted: 04/22/2021] [Indexed: 12/17/2022]
Abstract
In this paper, we try to build on the problems surrounding the management of human resources in health care organizations worldwide. After the analysis of the reviewed literature, we detected that the scientific community considers several recurring themes that need attention: stress, burnout, and turnover intention. Based on this, we developed a model of organizational commitment that aims to achieve performance and health quality, its main result the establishment of the appropriate management policies in order to avoid the abandonment of the organization through the search for commitment and job satisfaction. Amongst our main conclusions, we highlight the need to implement a human resources model for hospital administrators based on the relationships with "patients" not "clients" through the maintenance of a positive and strong atmosphere of staff participation. It is important to develop innovative practices related to clear job design that eliminate reasons for ambiguity and stress in executing the tasks of the healthcare system. Finally, we urge training programs in transformational leadership to promote the well-being and organizational commitment of employees.
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Affiliation(s)
| | - Juan Herrera
- Department of Economics and Business Administration, Universidad de Málaga, 29071 Málaga, Spain
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22
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Karlberg Traav M, Forsman H, Eriksson M. Registered nurses' self-rated research utilization in relation to their work climate: Using cluster analysis to search for patterns. Int J Nurs Pract 2021; 28:e12944. [PMID: 33837609 DOI: 10.1111/ijn.12944] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/13/2019] [Revised: 02/16/2021] [Accepted: 03/21/2021] [Indexed: 11/30/2022]
Abstract
AIM To describe and study the association between registered nurses' self-rated research utilization and their perception of their work climate. BACKGROUND Research utilization is an important part of evidence-based nursing, and registered nurses value a work climate that supports the possibility to work evidence-based. METHOD This cross-sectional study was conducted using the Creative Climate Questionnaire together with three questions measuring instrumental, conceptual and persuasive research utilization. The analysis was done using variable- and pattern-oriented approaches. RESULTS An association was found between research utilization and experience of dynamism/liveliness. Women reported higher use of conceptual research utilization. Regarding work climate, younger registered nurses and registered nurses with less work experience gave higher scores for playfulness/humour and conflicts. The results showed an association between having a Bachelor's or Master's degree and higher instrumental research utilization. DISCUSSION Research utilization was higher in registered nurses with higher academic education. Low users of research tended to experience a lack of dynamism and liveliness, which indicates the importance of improving the work climate by creating a climate that allows opinions and initiate discussions. CONCLUSION The findings support the importance of creating a work climate that encourages reflection and discussion among registered nurses, and to promote academic education for nurses plus an optimal work-place staffing-mix. SUMMARY STATEMENT What is already known about this topic? Research utilization is an important part of evidence-based nursing. Registered nurses value a work climate that supports the possibility to work evidence-based. Little is known about the association between how nurses use research in clinical work and how they perceive their work climate. What this paper adds? Low research users tended to experience low dynamism and liveliness in their work climate, showing the importance of improving the work climate in health care organizations to support clinical nurses' ability to express opinions and initiate discussions. The association between work climate and the use of research among nurses needs further investigation. Our findings support previous research showing that a higher academic level is associated with increased research among registered nurses working clinically, and therefore benefits patient outcomes. The implications of this paper: The association between low research utilization and experience of low dynamism and liveliness indicates the importance of improving the work climate by creating an atmosphere where nurses can express their opinions and initiate discussions. There is a need to support clinical registered nurses to maintain their research utilization throughout their working career. The health care sector and the individual workplace should support registered nurses in furthering their academic level.
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Affiliation(s)
- Malin Karlberg Traav
- Faculty of Medicine and Health, School of Health Sciences, Örebro University, Örebro, Sweden
| | - Henrietta Forsman
- School of Education, Health and Social Studies, Dalarna University, Falun, Sweden
| | - Mats Eriksson
- Faculty of Medicine and Health, School of Health Sciences, Örebro University, Örebro, Sweden
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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.
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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
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Zhang W, Zheng Z, Pylypchuk R, Zhao J, Sznajder KK, Cui C, Yang X. Effects of Optimism on Work Satisfaction Among Nurses: A Mediation Model Through Work-Family Conflict. Front Psychiatry 2021; 12:779396. [PMID: 34899434 PMCID: PMC8656394 DOI: 10.3389/fpsyt.2021.779396] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/18/2021] [Accepted: 11/01/2021] [Indexed: 02/05/2023] Open
Abstract
Background: Nurses are suffering from various stressors which adversely impact their work satisfaction and mental health. Research is scarce on optimism, one of the positive psychological resource which may reduce work-family conflict and improve work satisfaction. Objectives: This study aims to assess work satisfaction among Chinese nurses and to observe and illustrate the relationships among optimism, work-family conflict, and work satisfaction. Methods: This study was designed as a cross-sectional study with stratified sampling. From September 2019 to December 2020, a self-administered WeChat questionnaire was collected from 768 nurses online in China to evaluate the nurses' work satisfaction, optimism, and work-family conflict. Spearman correlation and hierarchical multiple regression analysis were applied to examine associated factors of work satisfaction. A structural equation model was employed to test the mediating effect of work-family conflict in the relationship between optimism and work satisfaction. Results: Optimism were observed to have a positive correlation with work satisfaction while the correlation between work-family conflict and work satisfaction was observed to be negative. Optimism and work-family conflict explained 4.8 and 9.2% of the incremental variances of work satisfaction, respectively. Work-family conflict served as a mediator in the relationship between optimism and work satisfaction. Conclusions: Nurses in China experienced high levels of work satisfaction. Optimism could increase the chance of higher work satisfaction while work-family conflict increased the risk of lower work satisfaction. Psychological interventions and improvement of working conditions are essential to relieve work-family conflicts and enhance work satisfaction.
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Affiliation(s)
- Weiyu Zhang
- Department of Social Medicine, College of Health Management, China Medical University, Shenyang, China
| | - Zhen Zheng
- Department of Intensive Care Unit, Cancer Hospital of China Medical University, Liaoning Cancer Hospital and Institute, Shenyang, China
| | - Romana Pylypchuk
- Faculty of Medical and Health Sciences, School of Population Health, The University of Auckland, Auckland, New Zealand
| | - Jinfeng Zhao
- Faculty of Medical and Health Sciences, School of Population Health, The University of Auckland, Auckland, New Zealand
| | - Kristin K Sznajder
- Department of Public Health, Pennsylvania State University College of Medicine, Hershey, PA, United States
| | - Can Cui
- Department of Social Medicine, College of Health Management, China Medical University, Shenyang, China
| | - Xiaoshi Yang
- Department of Social Medicine, College of Health Management, China Medical University, Shenyang, China
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Alfuqaha OA, Al-Hairy SS, Al-Hemsi HA, Sabbah AA, Faraj KN, Assaf EM. Job rotation approach in nursing profession. Scand J Caring Sci 2020; 35:659-667. [PMID: 33326130 DOI: 10.1111/scs.12947] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/28/2020] [Revised: 11/09/2020] [Accepted: 11/29/2020] [Indexed: 11/28/2022]
Abstract
BACKGROUND The nursing profession still needs more attention from decision-makers to enhance satisfaction and commitment in the work environment. AIMS AND OBJECTIVES This study aims to explore the perceived level of job rotation, job satisfaction, job commitment, job turnover and job conflict among nurses who previously had job rotation experience in Jordan. The study also investigates the correlation between studied variables and job rotation approach based on the type of hospitals. Furthermore, it also evaluates the contribution of job rotation, job commitment and many demographic factors in predicting job satisfaction among nurses who had job rotation experience in Jordan. DESIGN The study adopted the cross-sectional survey design of the correlational type. METHODS The study was performed on a stratified convenience sample of 786 nurses from five hospitals in Jordan. The scales used to explore the perceived level of studied variables were obtained from previously published studies, translated to Arabic language and then checked for validity and reliability before being used. RESULTS Results show that job rotation, job satisfaction, job commitment, job turnover and job conflict are all found to be at high levels. Job rotation approach among nurses seems necessary since job satisfaction and job commitment are positively correlated with job rotation. Also, job commitment, job rotation and gender are identified as significant predictors of job satisfaction among nurses in Jordan. CONCLUSION Nurses who experienced job rotation are found have high levels of job satisfaction and job commitment. However, job turnover is also found to be at high level which should be emphasised. Nurse leaders are advised to apply the job rotation approach by moving nurses between different departments in a planned manner to increase the level of job satisfaction and job commitment.
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Affiliation(s)
- Othman A Alfuqaha
- Department of Nursing, Jordan University Hospital, The University of Jordan, Amman, Jordan
| | - Sakher S Al-Hairy
- Department of Nursing, Jordan University Hospital, The University of Jordan, Amman, Jordan
| | - Haifa A Al-Hemsi
- Department of Nursing, Jordan University Hospital, The University of Jordan, Amman, Jordan
| | - Afaf A Sabbah
- Department of Nursing, Jordan University Hospital, The University of Jordan, Amman, Jordan
| | - Khadeejeh N Faraj
- Department of Nursing, Jordan University Hospital, The University of Jordan, Amman, Jordan
| | - Eyad M Assaf
- Department of Nursing, Jordan University Hospital, The University of Jordan, Amman, Jordan
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Siket Ujváriné A, Gál M, Harcsa Jakabné E, Sárváry A, Zrínyi M, Fullér N, Oláh A. Staying with nursing: the impact of conflictual communication, stress and organizational problem-solving. Int Nurs Rev 2020; 67:495-500. [PMID: 32893346 DOI: 10.1111/inr.12619] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/06/2019] [Revised: 07/23/2020] [Accepted: 07/29/2020] [Indexed: 11/29/2022]
Abstract
AIM To predict nurses' intent to stay on the job as a function of organizational culture. BACKGROUND Organizational climate significantly contributes to retention of nurses. Communication by conflict and organizational control over problem-solving has not thoroughly been studied. METHODS A cross-sectional design was used with a randomly selected final sample of 367 nurses from regional hospitals in Hungary. Organizational climate, perceived stress, locus of control and self-esteem were assessed as main measures. Nurses indicated their intent to stay for the next 5 years. Spearman correlation coefficients were calculated to evaluate associations. Bivariate logistic regression was performed to predict intent to stay in nursing. FINDINGS Organizational climate was negatively correlated with perceived stress and personal locus of control and positively with personal self-esteem. Organizational level internal locus of control (belief that employees have control over problem-solving) doubled the probability of staying on the job. Conflictual communication and perceived stress both decreased intent to stay by 50%. DISCUSSION AND CONCLUSIONS Organizational internal locus of control, stress and conflictual communication were main predictors of intent to stay. The belief that nurses had collective control over problem-solving capabilities had a positive and greater impact on nurse retention compared to other measures. IMPLICATION FOR NURSING POLICY Healthcare organizations should routinely scan workplace culture for conflictual communication, stress and organizational problem-solving capacities. Graduate nurse and nurse manager training should include practices that enable developing positive work atmospheres. Hospital managements should allocate training budget to stimulate and achieve cultural change. IMPLICATIONS FOR NURSING PRACTICE Nurse managers should promote internal trainings to help staff nurses adopt techniques that minimize conflict and emphasize positive impact of collaborative problem-solving.
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Affiliation(s)
- A Siket Ujváriné
- Nursing, Faculty of Health, University of Debrecen, Nyíregyháza, Hungary
| | - M Gál
- Nursing, University of Debrecen Clinical Center, Debrecen, Hungary
| | | | - A Sárváry
- Education, Faculty of Health, University of Debrecen, Nyíregyháza, Hungary
| | - M Zrínyi
- Nursing, Faculty of Health, University of Pécs, Pécs, Hungary
| | - N Fullér
- Faculty of Health, University of Pécs, Pécs, Hungary
| | - A Oláh
- Faculty of Health, University of Pécs, Pécs, Hungary
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Almansour H, Gobbi M, Prichard J, Ewings S. The association between nationality and nurse job satisfaction in Saudi Arabian hospitals. Int Nurs Rev 2020; 67:420-426. [PMID: 32700371 DOI: 10.1111/inr.12613] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/09/2019] [Revised: 06/15/2020] [Accepted: 06/27/2020] [Indexed: 12/26/2022]
Abstract
BACKGROUND Job satisfaction is important for increasing nurse retention rates. However, there is little research examining whether there is an association between nationality and job satisfaction among nurses. AIM To examine whether there is an association between nationality and nurse job satisfaction. METHODS/DESIGN A cross-sectional survey design was utilized, and 743 nurses from three major government hospitals in Saudi Arabia participated in the survey. Job satisfaction was measured using McCloskey/Mueller Satisfaction Scale. Data were collected between May 2014 and February 2015. RESULTS Compared with Saudi nurses, expatriate nurses had overall lower job satisfaction after controlling for other predictors. While expatriates were less satisfied than Saudi nurses about extrinsic rewards and family-work balance, however, Saudi nurses were less satisfied than expatriate nurses about their professional opportunities, praise and recognition, and co-worker relationships. CONCLUSION For some subscales, Saudi nurses were more satisfied than expatriate nurses, while for other subscales, the opposite was true. Nationality should be included in job satisfaction studies in countries with migrant workforces, as nationality-based differences may have been present but masked in earlier international studies by aggregating satisfaction across national groups. IMPLICATIONS FOR NURSING & HEALTH POLICY Policy makers in Saudi Arabia and other countries with migrant nursing workforces should have effective induction programmes that help newly employed nurses - migrant and local - clearly understand their jobs, roles and responsibilities. Policy makers must have sufficient evidence to modify the reward system to ensure fairness and equality for all.
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Affiliation(s)
- H Almansour
- Health Management Department, College of Public Health & Health Informatics, University of Ha'il, Ha'il, Saudi Arabia
| | - M Gobbi
- Faculty of Health Sciences, University of Southampton, Southampton, UK
| | - J Prichard
- Faculty of Health Sciences, University of Southampton, Southampton, UK
| | - S Ewings
- Faculty of Health Sciences, University of Southampton, Southampton, UK
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Höld J, Späth J, Kricheldorff C. What makes them happy? Professional care-givers' job satisfaction. Z Gerontol Geriatr 2020; 53:655-662. [PMID: 32666156 DOI: 10.1007/s00391-020-01759-6] [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: 11/27/2019] [Accepted: 06/23/2020] [Indexed: 11/29/2022]
Abstract
BACKGROUND Nurses' job dissatisfaction can be seen as an early warning indicator of occupational change and (early) termination intentions. A better understanding of job satisfaction and its determinants can help to prevent nurses from leaving their profession. AIM We assessed the impact of nurses' perception of job characteristics on their overall job satisfaction in order to identify the most relevant factors. We also investigated the potential mechanisms through which the most relevant factor influences job satisfaction. METHOD We used multiple regression analysis based on a standardized survey of about 800 registered nurses (in long-term care facilities) in both inpatient care and outpatient care in Germany as well as qualitative content analysis of about 50 semi-structured interviews with nurses. RESULTS We found that collaboration with the team and supervisor to be the most relevant factor associated with job satisfaction. A good team can create professional support and ideational support for professional caregivers and enhance their professional development and the quality of care. DISCUSSION Our results point to the importance of leadership training, team building methods and other measures for establishing and cultivating a pleasant working atmosphere with flexible shift handovers and team meetings.
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Affiliation(s)
- Janka Höld
- Catholic University of Applied Sciences - Institut für Angewandte Forschung, Entwicklung und Weiterbildung (IAF), Freiburg, Germany
| | - Jochen Späth
- Institute for Applied Economic Research, Tübingen, Germany
| | - Cornelia Kricheldorff
- Katholische Hochschule Freiburg, Catholic University of Applied Sciences, Karlstr. 63, 79104, Freiburg, Germany.
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Hou Y, Zhou Q, Li D, Guo Y, Fan J, Wang J. Preparedness of Our Emergency Department During the Coronavirus Disease Outbreak from the Nurses' Perspectives: A Qualitative Research Study. J Emerg Nurs 2020; 46:848-861.e1. [PMID: 32962844 PMCID: PMC7359786 DOI: 10.1016/j.jen.2020.07.008] [Citation(s) in RCA: 24] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/30/2020] [Revised: 07/08/2020] [Accepted: 07/09/2020] [Indexed: 11/29/2022]
Abstract
Introduction This study explores the preparedness of our emergency department during the COVID-19 outbreak from the nurses’ perspectives, providing a reference and basis for our emergency department’s response to public health emergencies. Methods Using qualitative research methods, semistructured interviews were conducted with 12 emergency nurses who met the inclusion criteria, and Colaizzi analysis was used for data analysis, summary, and induction. Results A cluster of 4 themes that involved preparedness of the emergency department during the COVID-19 outbreak was extracted: organizational preparedness, personal preparedness, patient and family preparedness, and deficiencies and challenges. Discussion Organizations, individuals, patients, and family members were actively prepared to respond to novel coronavirus pneumonia outbreak in the emergency department. The emergency nurses said that the trusted organization guaranteed personal preparedness, and the active cooperation from patients and families was a motivator for personal preparedness. In addition, our study showed that there were deficiencies in both multidisciplinary collaboration efforts and efforts to rapidly diagnose and treat patients with fever in critical condition.
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Caricati L, Panari C, Melleri M. Group identification and self‐efficacy associated with quality of life in emergency medical services volunteers: A cross‐sectional investigation. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2020. [DOI: 10.1111/jasp.12675] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/29/2022]
Affiliation(s)
- Luca Caricati
- Department of Humanities, Social Sciences and Cultural Industries University of Parma Parma Italy
| | - Chiara Panari
- Department of Economics and Management University of Parma Parma Italy
| | - Marta Melleri
- Department of Humanities, Social Sciences and Cultural Industries University of Parma Parma Italy
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Portero de la Cruz S, Cebrino J, Herruzo J, Vaquero-Abellán M. A Multicenter Study into Burnout, Perceived Stress, Job Satisfaction, Coping Strategies, and General Health among Emergency Department Nursing Staff. J Clin Med 2020; 9:jcm9041007. [PMID: 32252444 PMCID: PMC7230883 DOI: 10.3390/jcm9041007] [Citation(s) in RCA: 45] [Impact Index Per Article: 11.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/22/2020] [Revised: 03/25/2020] [Accepted: 03/31/2020] [Indexed: 12/20/2022] Open
Abstract
Burnout is a major problem among nurses working in emergency departments and is closely related to a high turnover of personnel, nursing errors, and patient dissatisfaction. The aims of this study were to estimate burnout, perceived stress, job satisfaction, coping and general health levels experienced by nurses working in emergency departments in Spain and to analyze the relationships between sociodemographic, occupational, and psychological variables and the occurrence of burnout syndrome among these professionals. A cross-sectional study was conducted in four emergency departments in Andalusia (Spain) from March to December 2016. The study sample was composed of n = 171 nurses. An ad hoc questionnaire was prepared to collect sociodemographic and work data, and the Maslach Burnout Inventory, the Perceived Stress Scale, the Font–Roja Questionnaire, the Brief Cope Orientation to Problem Experience and the General Health Questionnaire were used. The prevalence of high burnout was 8.19%. The levels of perceived stress and job satisfaction were moderate. The most frequent clinical manifestations were social dysfunction and somatic symptoms, and problem-focused coping was the strategy most used by nurses. Lack of physical exercise, gender, years worked at an emergency department, anxiety, social dysfunction, and avoidance coping were significant predictors of the dimensions of burnout.
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Affiliation(s)
- Silvia Portero de la Cruz
- Department of Nursing, Pharmacology and Physiotherapy, Faculty of Medicine and Nursing, University of Córdoba, Avda. Menéndez Pidal, S/N, 14071 Córdoba, Spain;
- Correspondence: ; Tel.: +34-957-218-093
| | - Jesús Cebrino
- Department of Preventive Medicine and Public Health, Faculty of Medicine, University of Seville, Avda. Doctor Fedriani, S/N, 41009 Seville, Spain;
| | - Javier Herruzo
- Department of Psychology, Faculty of Education, University of Cordoba, C/ San Alberto Magno, S/N, 14071 Córdoba, Spain;
| | - Manuel Vaquero-Abellán
- Department of Nursing, Pharmacology and Physiotherapy, Faculty of Medicine and Nursing, University of Córdoba, Avda. Menéndez Pidal, S/N, 14071 Córdoba, Spain;
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Iliffe S, Manthorpe J. Job dissatisfaction, 'burnout' and alienation of labour: undercurrents in England's NHS. J R Soc Med 2019; 112:370-377. [PMID: 31496344 PMCID: PMC6824002 DOI: 10.1177/0141076819855956] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/15/2018] [Accepted: 05/20/2019] [Indexed: 11/16/2022] Open
Affiliation(s)
- Steve Iliffe
- Research Department of Primary Care & Population Health, Univeristy College London, London NW3 2PF, UK
| | - Jill Manthorpe
- NIHR Health & Social Care Workforce Research Unit, King's College London WC2B 6LE, London, UK
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Ratrout HF, Hamdan-Mansour AM. Secondary traumatic stress among emergency nurses: Prevalence, predictors, and consequences. Int J Nurs Pract 2019; 26:e12767. [PMID: 31328356 DOI: 10.1111/ijn.12767] [Citation(s) in RCA: 44] [Impact Index Per Article: 8.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/27/2018] [Revised: 03/03/2019] [Accepted: 06/04/2019] [Indexed: 01/27/2023]
Abstract
BACKGROUND Nurses working in emergency units are in direct contact with traumatic events. Trauma effects do not solely affect patients and their caregivers and, rather, extend to secondarily influence nurses themselves. Secondary exposure to trauma may result in symptoms similar to symptoms experienced by the patient themselves. No previous study investigated the secondary traumatic stress among emergency nurses in Jordan. PURPOSE To identify prevalence, predictors, and consequences of secondary traumatic stress among nurses working in emergency departments. METHOD A descriptive correlation design was utilized to collect data using self-report questionnaires from 202 nurses working at eight emergency departments in Jordan. FINDINGS The study revealed that almost half of the sample reported high to severe levels of secondary traumatic stress. The analyses showed that nurses who demonstrated lower empathy (P = .016) and greater coping capacity (P < .001) tended to develop more secondary traumatic stress. Organizational factors were not significant predictors of secondary traumatic stress. CONCLUSION A significant proportion of emergency nurses suffer secondary traumatic stress that is found also to be associated with psychical factors. Emergency nurses need to consider the consequences of secondary traumatic stress on their health and quality of care provided.
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Affiliation(s)
- Hamza Fathi Ratrout
- Department of Medical Surgical Nursing, College of Nursing, King Saud University, Riyadh, Saudi Arabia
| | - Ayman M Hamdan-Mansour
- Department of Community Health Nursing, Faculty of Nursing, University of Jordan, Amman, Jordan
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Panari C, Caricati L, Pelosi A, Rossi C. Emotional exhaustion among healthcare professionals: the effects of role ambiguity, work engagement and professional commitment. ACTA BIO-MEDICA : ATENEI PARMENSIS 2019; 90:60-67. [PMID: 31292416 PMCID: PMC6776181 DOI: 10.23750/abm.v90i6-s.8481] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/15/2019] [Accepted: 05/21/2019] [Indexed: 11/23/2022]
Abstract
Background and aim: The study aims at identifying the antecedents and consequences of emotional exhaustion in health professionals and, particularly, examining the process that leads from a hindrance demand, like role ambiguity, to exhaustion and job satisfaction. Emotional exhaustion is a phenomenon that affect health professionals with negative consequence on job satisfaction, and literature has underlined that job demands could be may be a cause of this chronic stress. However, the relationship among job demands, work engagement and exhaustion has produced results not always converging. Method: A self-report questionnaire was administered to 66 health professionals. Results: The results showed that the effect of role ambiguity on emotional exhaustion was mediated by work engagement and the emotional exhaustion impairs job satisfaction when workers are not committed to their profession. Conclusions: Role ambiguity represents a psychosocial risk factor that influence workers’ wellbeing diminishing the level of motivation and this process leads to emotional exhaustion. However, professional commitment appears to be a resource that can protect professionals preventing a decrease in satisfaction. These findings suggest that human resource management should remove hindrance stressors and enhance the mission of Healthcare Professionals in order to increase employees’ work engagement and prevent exhaustion. (www.actabiomedica.it)
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36
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Lu H, Zhao Y, While A. Job satisfaction among hospital nurses: A literature review. Int J Nurs Stud 2019; 94:21-31. [DOI: 10.1016/j.ijnurstu.2019.01.011] [Citation(s) in RCA: 147] [Impact Index Per Article: 29.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/29/2018] [Revised: 01/24/2019] [Accepted: 01/25/2019] [Indexed: 10/27/2022]
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Ritter B. Senior healthcare leaders: Exploring the relationship between the rates of job satisfaction and person-job value congruence. INTERNATIONAL JOURNAL OF HEALTHCARE MANAGEMENT 2019. [DOI: 10.1080/20479700.2019.1615295] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Affiliation(s)
- Benjamin Ritter
- Graduate School of Education and Psychology, Pepperdine University, Los Angeles, CA, USA
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English-to-Spanish Translation of the Nijmegen Professionalism Scale. Res Theory Nurs Pract 2019; 33:97-110. [PMID: 30796150 DOI: 10.1891/1541-6577.33.1.97] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
BACKGROUND AND PURPOSE The aim of this investigation was to perform the cross-cultural and linguistic translation and adaptation of the Nijmegen Professionalism Scale for Spanish nursing. Originally designed by Tromp et al. (2010) for its use by general practitioners, the new Spanish version of this tool assesses professional commitment, allowing for the comparison, prevention, association, and longitudinal monitoring of commitment among nursing professionals. METHODS The linguistic translation from English to Spanish was performed using the translation-back-translation method; the process of cross-cultural adaptation to the Spanish nursing context was carried out following the recommendations given by a panel of experts comprised of 24 practicing nurses with different professional backgrounds. The data for the feasibility study were collected between December 2015 and January 2016. RESULTS The original English version of the instrument contains 106 items and was originally developed for assessing professional behavior of general practitioner trainees; the new version, with a significant reduction in the initial number of items, comprises 49 items and is now ready for pilot testing and validation in our context. IMPLICATIONS FOR PRACTICE The Nijmegen Professionalism Scale in its Spanish version will act not only as a tool for measuring professional commitment among Spanish nurses but also as a motivational resource and means for reflection which will, in turn, increase the quality of the care provided by these professionals.
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Dobnik M, Maletič M, Skela-Savič B. Work-Related Stress Factors in Nurses at Slovenian Hospitals - A Cross-sectional Study. Zdr Varst 2018; 57:192-200. [PMID: 30294360 PMCID: PMC6172526 DOI: 10.2478/sjph-2018-0024] [Citation(s) in RCA: 24] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/25/2018] [Accepted: 07/30/2018] [Indexed: 11/20/2022] Open
Abstract
BACKGROUND Surveys conducted among healthcare workers revealed that nursing staff often face various stressors associated with occupational activities, which reduce their work efficiency. The aim of the study was to establish the level of stress in nurses working at hospitals in Slovenia and to identify stress-related factors. METHODS A cross-sectional epidemiological design and a standardized instrument called the "Nursing stress scale" were used. The sample included 983 nurses from 21 Slovenian hospitals. The research was conducted in 2016. RESULTS Prevalence of high level of stress was 56.5% of respondents (M (median)=75). Prevalence of high level of stress and stress factors may be statistically significant attributable to dissatisfaction at work (p<0.001), disturbing factors at work (p<0.001), inability to take time off in lieu after working on weekend (p=0.003), shorter serving (p=0.009), fixed-term work (p=0.007), and an increased number of workdays on Sunday (p=0.030). CONCLUSION The stress rate and stress factors are substantially influenced by variables reflecting work organization, competences and skills of healthcare management to work with people. Results reflect the need for nursing management and policy makers to design strategies to ensure adequate staffing, efficient organization and an encouraging work environment.
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Affiliation(s)
- Mojca Dobnik
- University Medical Centre Maribor, Ljubljanska ul. 5, 2000Maribor, Slovenia
- University of Maribor, Faculty of Health Sciences, Žitna ulica 15, 2000Maribor, Slovenia
| | - Matjaž Maletič
- University of Maribor, Faculty of Organizational Sciences, Kidričeva cesta 55a, 4000Kranj, Slovenia
| | - Brigita Skela-Savič
- Angela Boškin Faculty of Health Care Jesenice, Spodnji Plavž 3, 4270Jesenice, Slovenia
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Pedrazza M, Berlanda S, De Cordova F, Fraizzoli M. The Changing Educators' Work Environment in Contemporary Society. Front Psychol 2018; 9:2186. [PMID: 30483193 PMCID: PMC6243055 DOI: 10.3389/fpsyg.2018.02186] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/31/2018] [Accepted: 10/23/2018] [Indexed: 12/01/2022] Open
Abstract
In this paper, we are going to address job satisfaction and perceived self-efficacy withinthe context of residential child-care. A joint report from the European Foundation for the Improvement on Living and Working Conditions and the European Agency for Safety and Health at Work revealed that managers in the field of health and education were the most concerned about the psychosocial risk of their employees, although concern is not automatically translated into tools to face the risk and to manage it. So, measuring and improving employees' job satisfaction and self-efficacy can be an important means for organizations to prevent the outcomes of psychosocial risk, and supporting high quality performance of workers. But profound changes are affecting the nature of work at large, and specifically social educator's in the field of residential care with minors. Globalization, radical technological and communication developments, as well as the pressure to frame care as a commodity, are quickly changing procedures and praxis at work, and even the meaning of job itself. All these changes are highly demanding for this category of professionals, as much as the fact that the organizational setting is vanishing as a resource to sustain their professional attitudes and behaviors. Under these circumstances, job satisfaction and self-efficacy can be hard to experience, and isolating their precursors is essential to develop healthy and effective work environments. This paper means to highlight the process of supporting self-efficacy and job satisfaction in the educational work in residential youth care that is still underrepresented in research. It presents data emerging from two studies, study 1 involving 268 educators and study 2 involving 472 educators belonging to different Italian residential child-care services. Study 1 consists of a quantitative study including the following measures: attachment style, job satisfaction, work-related self-efficacy, and length of service. Study 2 consist of a qualitative exploration deepening the sources of educators' work-satisfaction. Quantitative data support the identification of attachment style and length of service as antecedents of work-related self-efficacy and job satisfaction. Qualitative data show the importance of relational issues in shaping the educators' satisfaction at work.
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Affiliation(s)
- Monica Pedrazza
- Department of Human Sciences, University of Verona, Verona, Italy
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International Nursing: Job Satisfaction Among Critical Care Nurses in a Governmental Hospital in Saudi Arabia. Nurs Adm Q 2018; 42:E1-E9. [PMID: 29870496 DOI: 10.1097/naq.0000000000000304] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Abstract
Job satisfaction improves the outcome of health care services. Nurses' job satisfaction should receive more attention in Saudi Arabia, and worldwide. This study was undertaken to measure factors that affect job satisfaction among critical care nurses at King Khalid Hospital in Saudi Arabia. This study used a quantitative, cross-sectional method. A convenient sample of 190 critical care nurses was recruited from the main government hospital in Saudi Arabia. Job satisfaction scales were used in this study. Overall, the staff nurses were neither satisfied nor dissatisfied with their work. The majority of participating nurses were moderately satisfied with their relationships with coworkers (mean = 4.24, standard deviation [SD] = 1.66) and nature of their jobs (mean = 4.13, SD = 0.74). Their lowest satisfaction scores were related to communication (mean = 3.42, SD = 0.82), followed by pay (mean = 3.7, SD = 0.65), and supervision (mean = 3.75, SD = 0.55). Job satisfaction of staff nurses is marginal. This calls for leadership intervention. Decision-makers must consider this when adopting new policies to enhance nurses' job satisfaction.
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Sato HW. Building Healthier Workplaces by Giving Space for Work-Related Grief. AACN Adv Crit Care 2018; 29:244-245. [DOI: 10.4037/aacnacc2018111] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022]
Affiliation(s)
- Hui-wen Sato
- Hui-wen Sato is Staff Nurse, Children’s Hospital Los Angeles, 4650 Sunset Boulevard, Los Angeles, CA 90027
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Wang KY, Chou CC, Lai JCY. A structural model of total quality management, work values, job satisfaction and patient-safety-culture attitude among nurses. J Nurs Manag 2018; 27:225-232. [DOI: 10.1111/jonm.12669] [Citation(s) in RCA: 19] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/13/2017] [Revised: 05/11/2018] [Accepted: 05/16/2018] [Indexed: 11/29/2022]
Affiliation(s)
- Kuei Y. Wang
- College of Management; Chang Jung Christian University; Tainan Taiwan
- Department of Nursing; Taitung MacKay Memorial Hospital; Taitung Taiwan
| | - Chuan C. Chou
- Department of Nursing; Chang Jung Christian University; Tainan Taiwan
| | - Jerry C.-Y. Lai
- Department of Medical Research; Taitung MacKay Memorial Hospital; Taitung Taiwan
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The Role of Professional Competency in Influencing Job Satisfaction and Organizational Citizenship Behavior Among Palliative Care Nurses. J Hosp Palliat Nurs 2018; 20:377-384. [DOI: 10.1097/njh.0000000000000454] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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McKenzie AT, Addis G. Renal inpatient ward nurse experience and job satisfaction: A qualitative study. J Clin Nurs 2018; 27:4353-4360. [PMID: 29896763 DOI: 10.1111/jocn.14552] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/27/2018] [Revised: 04/27/2018] [Accepted: 06/03/2018] [Indexed: 11/30/2022]
Abstract
AIMS AND OBJECTIVES To examine the experience of registered nurses working in renal inpatients wards at an acute National Health Service (NHS) hospital Trust. Nurse perceptions of their experience particularly in relation to job satisfaction were analysed. BACKGROUND Increased understanding of workplace organisation and culture can contribute to improved nurse work experience and better patient care. Worldwide many studies conducted on nurse experience and job satisfaction show that job satisfaction level varies across work settings so analysis of job satisfaction at a local level such as in a ward is important for producing useful analysis and recommendations. METHOD Using purposive sampling, semistructured individual interviews were conducted on twelve registered nurses working on renal inpatient wards. RESULTS The study identified three themes: safe care, organisational culture and work environment. Although staffing was identified as a key element to providing safe care maintaining adequate staffing levels remained a challenge. Whilst there were opportunities for professional development more support is needed for newly qualified nurses. CONCLUSIONS Findings highlighted that renal patients were complex. It is important to maintain adequate staffing levels. Good clinical leadership is required to support and develop the positive experience of nurses. RELEVANCE TO CLINICAL PRACTICE The high turnover of newly qualified nurses is a particular problem and nurse managers need to develop strategies to retain such nurses. Regular audits on staffing levels as part of improving workforce planning and patient safety need to be conducted.
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Affiliation(s)
- Aisha Tamika McKenzie
- Renal Rapid Assessment Unit, Renal Building Hammersmith Hospital, Imperial College Healthcare NHS Trust, London, UK
| | - Gulen Addis
- Faculty of Society and Health, Buckinghamshire New University, London, UK
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Eissenstat SJ, Nadermann K. Examining the Use of Planned Happenstance With Students of Korean Cultural Backgrounds in the United States. JOURNAL OF CAREER DEVELOPMENT 2018. [DOI: 10.1177/0894845318763955] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Students of Korean cultural backgrounds seek to enter the U.S. workforce, yet they face various career development challenges. One challenge is building relationships and engaging in career networking, a crucial career development skill. Also, work values are often explored in practice, but little information exists about how work values influence networking behavior for students with Korean cultural background. This study examined the relation of intrinsic and extrinsic work values and career networking and how planned happenstance mediates these concepts. This study found that planned happenstance mediates intrinsic work and networking, but it does not mediate the relation between extrinsic work value and networking. This study suggests that applying planned happenstance theory to students of Korean cultural backgrounds may help students to expand their professional networks. Also, career intervention programs can be developed with planned happenstance theory and based on assessment of work values.
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Affiliation(s)
- SunHee Jang Eissenstat
- Department of Psychiatric Rehabilitation and Counseling Professions, Rutgers, The State University of New Jersey, Scotch Plains, NJ, USA
| | - Kristen Nadermann
- Department of Educational Psychology, Counseling, and Special Education, The Pennsylvania State University, University Park, PA, USA
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Saito Y, Igarashi A, Noguchi-Watanabe M, Takai Y, Yamamoto-Mitani N. Work values and their association with burnout/work engagement among nurses in long-term care hospitals. J Nurs Manag 2018; 26:393-402. [PMID: 29571223 DOI: 10.1111/jonm.12550] [Citation(s) in RCA: 28] [Impact Index Per Article: 4.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 08/15/2017] [Indexed: 11/29/2022]
Abstract
AIMS To examine burnout and work engagement among nurses in Japanese long-term care hospitals and their relation to nurses' and organisational work values, and nurse-organisation congruence of such values. BACKGROUND Nursing managers must help improve nurses' well-being; however, no research has considered strategies to improve staff outcomes in long-term care hospitals. We propose that individual nurse's work values and the congruence of these values with those of their organisations may influence burnout and work engagement. METHODS We conducted a cross-sectional survey of nurses in long-term care hospitals. Multiple regression analyses were conducted to examine the effects of nurses' work values and nurse-organisation congruence in these values on burnout and work engagement. RESULTS Higher individual intrinsic and altruistic work values were associated with improvements in nurses' burnout and work engagement. Nurse-organisation non-congruence in altruistic values was associated with lower work engagement, whereas that of intrinsic work values was not associated with either outcome variable. CONCLUSION Promoting intrinsic and altruistic work values among nurses could be effective for improving both burnout and work engagement. IMPLICATIONS FOR NURSING MANAGEMENT Opportunities such as case conferences could foster intrinsic and altruistic work values through the review of good care practices and communication between managers/colleagues about feelings and thoughts.
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Affiliation(s)
- Yumiko Saito
- Division of Health Sciences & Nursing, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan
| | - Ayumi Igarashi
- Division of Health Sciences & Nursing, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan
| | - Maiko Noguchi-Watanabe
- Division of Health Sciences & Nursing, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan
| | - Yukari Takai
- Gunma Prefectural College of Health Science, Maebashi, Japan
| | - Noriko Yamamoto-Mitani
- Division of Health Sciences & Nursing, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan
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Brown R, Wey H, Foland K. The Relationship Among Change Fatigue, Resilience, and Job Satisfaction of Hospital Staff Nurses. J Nurs Scholarsh 2018. [DOI: 10.1111/jnu.12373] [Citation(s) in RCA: 34] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Robin Brown
- Phi , Assistant Professor, College of Nursing; South Dakota State University; Brookings SD USA
| | - Howard Wey
- Associate Professor, College of Nursing; South Dakota State University; Brookings SD USA
| | - Kay Foland
- Phi , Professor, College of Nursing; South Dakota State University; Rapid City SD USA
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Geyer NM, Coetzee SK, Ellis SM, Uys LR. Relationship of nurses’ intrapersonal characteristics with work performance and caring behaviors: A cross-sectional study. Nurs Health Sci 2018; 20:370-379. [DOI: 10.1111/nhs.12416] [Citation(s) in RCA: 16] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/17/2017] [Revised: 12/14/2017] [Accepted: 01/01/2018] [Indexed: 11/25/2022]
Affiliation(s)
| | - Siedine K. Coetzee
- School of Nursing Science; North-West University; Potchefstroom South Africa
| | - Suria M. Ellis
- Unit for Business, Mathematics and Informatics; North-West University; Potchefstroom South Africa
| | - Leana R. Uys
- School of Nursing and Public Health; University of KwaZulu-Natal; Durban South Africa
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Kagan I, Fridman S, Shalom E, Melnikov S. The effect of working in an infection isolation room on hospital nurses’ job satisfaction. J Nurs Manag 2017; 26:120-126. [DOI: 10.1111/jonm.12516] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 05/25/2017] [Indexed: 11/27/2022]
Affiliation(s)
- Ilya Kagan
- Department of Nursing; Steyer School of Health Professions, Sackler Faculty of Medicine; Tel Aviv University; Tel Aviv Israel
| | | | | | - Semyon Melnikov
- Department of Nursing; Steyer School of Health Professions, Sackler Faculty of Medicine; Tel Aviv University; Tel Aviv Israel
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