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Yildirim D, Şenyuva E, Kaya E. Turkish nurses' psychological resilience and burnout levels during the COVID-19 pandemic: A correlational study. Int J Nurs Pract 2024; 30:e13239. [PMID: 38308441 DOI: 10.1111/ijn.13239] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/09/2022] [Revised: 12/29/2023] [Accepted: 01/06/2024] [Indexed: 02/04/2024]
Abstract
AIMS To investigate the relationship between the psychological resilience and burnout of nurses caring for COVID-19 patients and to determine the factors that affect their psychological resilience and burnout. BACKGROUND In pandemic diseases such as COVID-19, nurses experience burnout due to long working hours, decreased quality of life and anxiety/fear about their own/families' health. Psychological resilience helps to control burnout in nurses and prevent the development of a global nurse shortage. DESIGN This was a descriptive, correlational study. METHODS The sample of this study included 201 nurses in a Training and Research Hospital. The study used the Brief Resilience Scale and the Burnout Measure Short Version. Data were collected between 4 May and 1 June 2020. Statistical analysis was made with Pearson/Spearman, independent sample t test, one-way analysis of variance (ANOVA) test. RESULTS Nurses reported moderate burnout and psychological resilience, with a negative and highly significant correlation between psychological resilience and burnout levels. CONCLUSIONS In order to increase the quality of patient care/treatment, nurse managers need to reduce nurses' burnout and increase their psychological resilience. Nurses are recommended to adopt a healthy lifestyle, organize training programmes and implement psychological resilience interventions to prevent sleep disorders. Giving nurses the tools to understand what they need to manage within their locus of control will allow them to find a new sense of resilience, preventing potential burnout.
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Affiliation(s)
- Deniz Yildirim
- Graduate Education Institute, Istanbul University Cerrahpaşa, Istanbul, Turkey
| | - Emine Şenyuva
- Florence Nightingale Faculty of Nursing, Nursing Education Department, Istanbul University Cerrahpaşa, Istanbul, Turkey
| | - Ender Kaya
- Prof. Dr. Cemil Taşcıoğlu City Hospital, Clinic of Psychiatry, Istanbul, Turkey
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Chen Y, Zhou X, Bai X, Liu B, Chen F, Chang L, Liu H. A systematic review and meta-analysis of the effectiveness of social support on turnover intention in clinical nurses. Front Public Health 2024; 12:1393024. [PMID: 38903567 PMCID: PMC11187297 DOI: 10.3389/fpubh.2024.1393024] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/28/2024] [Accepted: 05/17/2024] [Indexed: 06/22/2024] Open
Abstract
Background Nurse turnover has become a salient issue in healthcare system worldwide and seriously compromises patient outcomes. Social support is considered an effective contributor to alleviate nurse turnover intention (TI). However, the degree of correlation between social support and nurse TI remains elusive. Aims This study aims to evaluate the strength of the effectiveness of social support on TI among nurses as well as its potential moderators. Design This systematic review and meta-analysis followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses. Methods To obtained qualified studies, two researchers searched Embase, PubMed, Web of science, CINAHL, CNKI, WanFang, and Chinese Medical Journal Full Text Database from inception to January 6, 2024. Meta-analysis, publication bias, and sensitivity analysis were carried out on the included studies using CMA 3.0 software, and the moderating effect was verified through meta-analysis of variance (ANOVA). Results A total of 38 studies were obtained, involving 63,989 clinical nurses. The comprehensive effect size of the random effect model showed a significant medium negative correlation between social support and TI among nurses (p < 0.001). The sample size and TI measurement tools significantly moderated the correlation between social support and TI (p < 0.050). However, nurse department, gender, data collection time, and social support measurement tools did not moderate the correlation between the two variables. Conclusion Social support is negatively associated with TI in nurses. Nursing administrators and the medical community should fully recognize the importance of social support for nurses and take corresponding measures to enhance it, thereby reducing TI and ensuring the stability of the nursing team.
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Affiliation(s)
- Yan Chen
- Department of Critical Care Medicine, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Xiang Zhou
- School of Sociology and Political Science, Shanghai University, Shanghai, China
| | - Xue Bai
- Department of Critical Care Medicine, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Beibei Liu
- Department of Critical Care Medicine, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Fengzhi Chen
- Department of Critical Care Medicine, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Lixia Chang
- Department of Critical Care Medicine, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Hongli Liu
- Department of Critical Care Medicine, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
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Alzoubi MM, Al-momani S, Al-Mugheed K, Owiedat I, Shosha GMA, Alabdullah AAS, Alsenany SA, Abdelaliem SMF. Assessment of the quality of nursing work life and its related factors among critical care nurses. Front Public Health 2024; 12:1305686. [PMID: 38384882 PMCID: PMC10879928 DOI: 10.3389/fpubh.2024.1305686] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/02/2023] [Accepted: 01/16/2024] [Indexed: 02/23/2024] Open
Abstract
Background Quality of work life (QWL) refers to the degree to which employees contribute to the organization's goals while also experiencing personal and professional satisfaction. This study conducted to evaluate the quality of nursing work life (QNWL) level and its associated factors among nurses working in critical care units. Methods A convenience sample technique among critical care nurses in Jordan by using a cross-sectional, descriptive design. A self-reported questionnaire was used. A Pittsburgh Sleep Quality Index (PSQI), and the Andersson and Lindgren questionnaires scale were used in data collection. Results The total mean scores of QNWL were M = 86.17 (SD = 35.12), which is slightly below the expected middle value (87.5). The nurses have a higher psychological relation, M = 18.28 (SD = 8.99), whereas they have the lowest competence development, M = 11.44 (SD = 5.56). There was statistical significance between workplace noise, and workplace sources of noise, quality of sleep and QNWL. Conclusion The outcomes also highlighted the significance of undertaking additional interventional research studies in the future in order to identify practical strategies to improve nurses QNWL. As a result, the nursing care given to the patients and their families may be improved.
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Affiliation(s)
- Majdi M. Alzoubi
- Faculty of Nursing, Al-Zaytoonah University of Jordan, Amman, Jordan
| | - Shaimaa Al-momani
- Faculty of Nursing, Al-Zaytoonah University of Jordan, Amman, Jordan
| | | | | | | | - Amany Anwar Saeed Alabdullah
- Department of Maternity and Child Health Nursing, College of Nursing, Princess Nourah bint Abdulrahman University, Riyadh, Saudi Arabia
| | - Samira Ahmed Alsenany
- Public Health Department, Faculty of Nursing, King Abdulaziz University, Jeddah, Saudi Arabia
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Sibuea ZM, Sulastiana M, Fitriana E. Factor Affecting the Quality of Work Life Among Nurses: A Systematic Review. J Multidiscip Healthc 2024; 17:491-503. [PMID: 38328635 PMCID: PMC10849054 DOI: 10.2147/jmdh.s446459] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/07/2023] [Accepted: 01/23/2024] [Indexed: 02/09/2024] Open
Abstract
Objective This literature review evaluates the factors that affect nurses' quality of work life with the goal of enhancing their overall well-being, work experience, and creating a more supportive and satisfying work environment in the nursing field. Methods A systematic review was conducted following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Electronic databases including Scopus, PubMed, SAGE Journal, and Springer were searched for scientific articles on the quality of work life among nurses. After screening and removal of duplicates, we analyzed the full text of the articles to identify potentially relevant studies for eligibility, and then we extracted data from the articles that matched. Results The search of the literature resulted in 68 articles. Only 20 articles that met all inclusion criteria were included in the systematic review after full text review. Conclusion The literature indicates that nurses' work life quality is affected by three primary factors: personal (socio-demographic), occupational, and psychological. Identifying the factors is critical to finding the right solution for improving work life quality and overcoming factors that decrease nurses' work life quality.
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Affiliation(s)
| | - Marina Sulastiana
- Department of Psychology, Faculty of Psychology, Universitas Padjadjaran, Bandung, Indonesia
| | - Efi Fitriana
- Department of Psychology, Faculty of Psychology, Universitas Padjadjaran, Bandung, Indonesia
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Muguerza-Florián E, García-Salirrosas EE, Villar-Guevara M, Fernández-Mallma I. Spanish Version of a Scale to Evaluate the Quality of Work Life in Teachers: An Adaptation of Walton's QWL Model in the Peruvian Context. Behav Sci (Basel) 2023; 13:982. [PMID: 38131838 PMCID: PMC10741070 DOI: 10.3390/bs13120982] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/06/2023] [Revised: 11/17/2023] [Accepted: 11/17/2023] [Indexed: 12/23/2023] Open
Abstract
Workers' job satisfaction benefits the organization, which constitutes a competitive advantage. This is why the Quality of Work Life (QoWL) study has gained relevance in recent years. For this reason, various scales have been developed to evaluate this organizational variable constantly. However, to date, there is no evidence in the scientific literature of a Spanish version that evaluates the validity and reliability of these scales in a Peruvian context. Thus, this study aimed to translate into Spanish and adapt and analyze the validity and reliability of a scale to assess the quality of work life in Peruvian teachers based on Walton's model. For this purpose, 457 regular basic education teachers from a private educational network located in the three regions of Peru were surveyed. The analyses used the Structural Equation Model (SEM) with the AMOS 24 statistical software. Confirmatory Factor Analysis provided an excellent fit model of eight factors and 31 elements (CMIN/DF = 2.351; CFI = 0.955; SRMR = 0.062; RMSEA = 0.054; Pclose = 0.052). It also demonstrated good internal consistency (α = between 0.806 and 0.938; CR = between 0.824 and 0.939; AVE = between 0.547 and 0.794). These results contribute to the study of QoWL in Peru.
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Affiliation(s)
- Edgardo Muguerza-Florián
- UPG de Ciencias Empresariales, Escuela de Posgrado, Universidad Peruana Unión, Lima 15102, Peru; (E.M.-F.); (M.V.-G.)
| | | | - Miluska Villar-Guevara
- UPG de Ciencias Empresariales, Escuela de Posgrado, Universidad Peruana Unión, Lima 15102, Peru; (E.M.-F.); (M.V.-G.)
- EP de Administración, Facultad de Ciencias Empresariales, Universidad Peruana Unión, Juliaca 21100, Peru
| | - Israel Fernández-Mallma
- EP de Ingeniería Civil, Facultad de Ingeniería y Arquitectura, Universidad Peruana Unión, Juliaca 21100, Peru;
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Xu JB, Zheng QX, Jiang XM, Zhuo Q, Nian JX, Wang JT. Mediating effects of social support, mental health between stress overload, fatigue and turnover intention among operating theatre nurses. BMC Nurs 2023; 22:364. [PMID: 37803427 PMCID: PMC10559401 DOI: 10.1186/s12912-023-01518-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/18/2023] [Accepted: 09/18/2023] [Indexed: 10/08/2023] Open
Abstract
BACKGROUND The high rate of nurses turnover and nursing staff shortage have been an ongoing concern issue and a challenge for global health systems. To explore the turnover intention among operating theatre nurses, and to test the hypothetical model for estimating the effects of stress overload and fatigue between social support, mental health and turnover intention. DESIGN a multi-center and cross-sectional online survey. METHODS This study was conducted from October 2020 to March 2021 comprised 1060 operating theatre nurses from 76 Chinese hospitals. The descriptive analysis, independent sample t test and one-way analysis of variance and Spearman correlation analysis were used to explore the relationships among variables by the SPSS software, and stepwise multiple linear regression analysis was utilized to identify influencing factors of turnover intention and its dimensions among operating theatre nurses. A structural equation model was analyzed by the AMOS software. RESULTS Social support, mental health, stress overload and fatigue were important predictors of turnover intention among operating theatre nurses. Besides, stress overload positively affected fatigue, mental health and turnover intention; fatigue negatively affected social support, however, fatigue positively affected mental health; social support negatively affected mental health and turnover intention; mental health positively affected turnover intention. Moreover, social support, mental health mediated between stress overload, fatigue and turnover intention among operating theatre nurses. CONCLUSION Social support, mental health mediated between stress overload, fatigue and turnover intention among operating theatre nurses.
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Affiliation(s)
- Jia-Bin Xu
- Nursing Department, Fujian Maternity and Child Health Hospital College of Clinical Medicine for Obstetrics & Gynecology and Pediatrics, Fujian Medical University, No.18 Daoshan Street, Gulou District, Fuzhou City, Fujian Province, China
- Fujian Branch of Shanghai Children's Medical Center, Shanghai Jiaotong University school of Medicine, Fuzhou City, Fujian Province, China
- Fujian Children's Hospital, Fuzhou City, Fujian Province, China
| | - Qing-Xiang Zheng
- Nursing Department, Fujian Maternity and Child Health Hospital College of Clinical Medicine for Obstetrics & Gynecology and Pediatrics, Fujian Medical University, No.18 Daoshan Street, Gulou District, Fuzhou City, Fujian Province, China
- Fujian Obstetrics and Gynecology Hospital, Fuzhou City, Fujian Province, China
| | - Xiu-Min Jiang
- Nursing Department, Fujian Maternity and Child Health Hospital College of Clinical Medicine for Obstetrics & Gynecology and Pediatrics, Fujian Medical University, No.18 Daoshan Street, Gulou District, Fuzhou City, Fujian Province, China.
| | - Qing Zhuo
- Nursing Department, Fujian Maternity and Child Health Hospital College of Clinical Medicine for Obstetrics & Gynecology and Pediatrics, Fujian Medical University, No.18 Daoshan Street, Gulou District, Fuzhou City, Fujian Province, China
| | - Jin-Xia Nian
- Nursing Department, Fujian Maternity and Child Health Hospital College of Clinical Medicine for Obstetrics & Gynecology and Pediatrics, Fujian Medical University, No.18 Daoshan Street, Gulou District, Fuzhou City, Fujian Province, China
| | - Jie-Ting Wang
- Nursing Department, Fujian Maternity and Child Health Hospital College of Clinical Medicine for Obstetrics & Gynecology and Pediatrics, Fujian Medical University, No.18 Daoshan Street, Gulou District, Fuzhou City, Fujian Province, China
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Liang HY, Tseng TY, Dai HD, Chuang JY, Yu S. The relationships among overcommitment, effort-reward imbalance, safety climate, emotional labour and quality of working life for hospital nurses: a structural equation modeling. BMC Nurs 2023; 22:204. [PMID: 37322498 DOI: 10.1186/s12912-023-01355-0] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/23/2022] [Accepted: 05/25/2023] [Indexed: 06/17/2023] Open
Abstract
BACKGROUND Quality of working life (QWL) is a highly important issue for nurses. Nurses with lower QWL tend to have lower job performance and intention to stay. The aim of this study was to apply a theoretical model to examine the structural relationships among overcommitment, effort-reward imbalance (ERI), safety climate, emotional labour and QWL for hospital nurses. METHODS A cross-sectional study design and a simple random sampling method were used to recruit 295 nurses in a teaching hospital and used a structured questionnaire was used to collect data. RESULTS Overall, the nurses' QWL was moderate. Our theoretical model showed a good model fit. Overcommintment had a significant direct positive effect on ERI (β = 0.35, p < 0.001) and indirect effects on safety climate (β = -0.149, p = 0.001), emotional labour (β = 0.105, p = 0.001) and QWL (β = -0.061, p = 0.004). Additionally, ERI not only had significant direct effects on safety climate (β = -0.42, p < 0.001), emotional labour (β = 0.30, p < 0.001) and QWL (β = -0.17, p < 0.001) but also indirectly affected QWL through safety climate (β = -0.304, p = 0.001) and emotional labour (β = -0.042, p = 0.005). Both safety climate (β = 0.72, p < 0.001) and emotional labour (β = -0.14, p = 0.003) showed significant direct effects on QWL. Our final model accounted for 72% of the variance in QWL. CONCLUSION Our results highlight the necessity of improving the QWL of nurses. Policymakers and hospital administrators should develop policies and strategies that encourage nurses to exhibit an appropriate level of commitment, balance effort and reward, establish a climate of safety, and reduce emotional labour to improve the QWL of hospital nurses.
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Affiliation(s)
- Hui Yu Liang
- School of Nursing, National Taipei University of Nursing and Health Sciences, Taipei, Taiwan
| | - Tzu Yi Tseng
- Department of Nursing, China Medical University Hsinchu Hospital, Hsinchu, Taiwan
| | - Hung Da Dai
- Department of Nursing, Taipei Veterans General Hospital, Taipei, Taiwan
| | - Jin Yun Chuang
- School of Nursing, National Yang Ming Chiao Tung University, Taipei, Taiwan
| | - Shu Yu
- School of Nursing, National Yang Ming Chiao Tung University, Taipei, Taiwan.
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Liu Y, Duan Y, Guo M. Turnover intention and its associated factors among nurses: a multi-center cross-sectional study. Front Public Health 2023; 11:1141441. [PMID: 37397760 PMCID: PMC10311009 DOI: 10.3389/fpubh.2023.1141441] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/10/2023] [Accepted: 05/22/2023] [Indexed: 07/04/2023] Open
Abstract
Aim The purpose of our study was to assess the turnover intention of nurses in China and examine the associated factors. Background Since the world population ages, the demand for nurses has kept growing, and the shortage of nurses and high turnover rates are concerned with the quality of care. Thus, understanding nurses' turnover intention and the relevant factors could provide nurse managers with strategies to address the modifiable factors to decrease the turnover rate of nurses. Methods A multi-center cross-sectional study was conducted on a total of 1,854 nurses working in 15 hospitals in China. Data were collected using a self-designed demographic questionnaire, the Turnover Intention Scale, the Job Satisfaction Scale, the Pay Level Satisfaction Scale, the Interpersonal Conflict at Work Scale, and a single question on the sense of belonging to the hospital. Results Most nurses (n = 1286, 69.4%) had a high level of turnover intention. Multilevel logistic regression analysis demonstrated that nurses being single (OR = 1.366, p < 0.05), with a junior college or below (OR = 0.381, p < 0.01), being a clinical nurse (OR = 1.913, p < 0.01), having higher pay level (OR = 0.596, p < 0.001), having higher job satisfaction (OR = 0.406, p < 0.001), having conflicts with colleagues (OR = 1.400, p < 0.05), and having a higher sense of belonging to the hospital (OR = 0.532, p < 0.001) proved to affect nurses' turnover intention. Conclusion This study extended the knowledge about the factors associated with nurses' intention to leave, which led to the turnover of nurses, and is one of the main contributors to the current shortage of nurses. Implications for nursing management This study provided new approaches to decreasing the turnover rate of nurses. Effective management strategies may mitigate nurses' turnover intention.
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Affiliation(s)
- Yang Liu
- Nursing Department, The Third Xiangya Hospital, Central South University, Changsha, Hunan, China
| | - Yinglong Duan
- Nursing Department, The Third Xiangya Hospital, Central South University, Changsha, Hunan, China
- Department of Emergency, The Third Xiangya Hospital, Central South University, Changsha, Hunan, China
| | - Meiying Guo
- Department of Emergency, The Third Xiangya Hospital, Central South University, Changsha, Hunan, China
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Tadesse B, Dechasa A, Ayana M, Tura MR. Intention to Leave Nursing Profession and Its Associated Factors Among Nurses: A Facility Based Cross-Sectional Study. INQUIRY : A JOURNAL OF MEDICAL CARE ORGANIZATION, PROVISION AND FINANCING 2023; 60:469580231200602. [PMID: 37746703 PMCID: PMC10521272 DOI: 10.1177/00469580231200602] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/05/2023] [Revised: 08/09/2023] [Accepted: 08/23/2023] [Indexed: 09/26/2023]
Abstract
Nurses' intention of leaving their profession is the main challenge for healthcare and hospital administrators in many countries. It has significant impact on the performance, stability and productivity of health facilities. However, there is limited evidence on the nurses' intention to leave their profession and associated factors among nurses in developing countries including Ethiopia. This study was aimed to assess intention to leave nursing profession and its associated factors among nurses working in West Shoa Zone public Hospitals, Oromia region, Central Ethiopia, 2020. Institution based cross-sectional study was conducted among 393 nurses working in West Shoa zone public hospitals, Ethiopia from May 1 to 30, 2020. Simple random sampling technique was used to select the study participants. Structured self- administered questionnaire was used to collect data. Data were cleaned and entered into Epi-data version 3.1 then exported to SPSS version 25 for analysis. Descriptive statistics such as frequency mean and standard deviation was computed to describe variables of the study. All covariates that were significant at P value <0.25 in bivariate logistic regression analysis were considered for further multivariable logistic regression analysis. Backward stepwise logistic regression model was fitted, crude ratio and odds ratio were calculated for factors at 95% confidence interval (CI). Level of statistical significance was declared at P value <0.05. In this study, the overall nurses' intention to leave nursing profession was 61.3% [95% CI (56.5%, 66.2%)]. Nurses' educational status, age, working experience, working position, professional commitment, job stress, job satisfaction and organizational factor were significantly associated with nurses' intention to leave their profession. The overall nurses' intention to leave their profession was high. Reducing this level of leaving intention needs collaborative intervention related to factors like safety of working environment, job related stress, job satisfaction, professional commitment and education opportunities which are a big homework for managers on health sectors of West Shoa zone public Hospitals and higher level health sector managers.
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Affiliation(s)
| | | | - Mulatu Ayana
- Department of Public Health, College of Medicine and Health Sciences, Ambo University, Ethiopia
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Li P, Wang Y, Zhang M. Translation and validation of the Work-Related Quality of Life Scale (WRQoLS-2) in a nursing cohort. Contemp Nurse 2022; 58:435-445. [PMID: 36377362 DOI: 10.1080/10376178.2022.2147849] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
OBJECTIVES The purpose of this study was to translate the Work-Related Quality of Life Scale (WRQoLS-2) into Chinese and validate the capacity of the tool to effectively measure this concept in a cohort of nursing professionals from mainland China. METHODS The Chinese version of the WRQoLS-2 (WRQoLS-2C) was developed using forward and backward language translation. In total, 639 nurses were invited to complete the WRQoLS-2C. Two weeks later, 79 (12.4%) nurses were retested. Construct validity was analysed using exploratory and confirmatory factor analysis (EFA, CFA). Cronbach's α and the intraclass correlation coefficient (ICC) were used to assess internal consistency, reliability and test-retest reliability. Correlation between the WRQoLS-2C and the Quality of Nursing Work Life scale (QNWL) total score was used to assess criterion-relation validity. RESULTS A seven-factor structure was revealed and confirmed using EFA (explaining 70.3% of the variance) and CFA (χ2 = 680.39, df = 413, χ2/df = 1.65, p < 0.001). The goodness-of-fit index was 0.88, and adjusted goodness-of-fit index 0.86 indicating a reliable model. The internal consistency (Cronbach's α = 0.94) and test-retest reliability (ICC = 0.84) of the WRQoLS-2C were high. The correlation coefficient between the WRQoLS-2C and QNWL total scores was 0.79 (p < 0.01). CONCLUSION The WRQoLS-2C was a reliable and valid instrument that can be used to assess WRQoL in the mainland China nursing profession. IMPACT STATEMENT There are few options available to assess work related quality of life in Chinese language. This study has confirmed that the WRQoLs-2C is an effective instrument to measure this concept in nurses from mainland China. PLAIN LANGUAGE SUMMARY (PLS) Work related quality of life is an important predictor of workplace turnover intension. Managers can take measures to improve work related quality of life and reduce employee attrition. There are very few tools to measure work related quality of life and fewer in Chinese language. We translated the WRQoLS-2 into Chinese according to Brislin's translation model, following cross-cultural adaption guidelines, and verified its reliability and validity in a cohort of mainland Chinese nurses. The translated instrument has good reliability and validity in nurses, but has not yet been verified in other occupational groups.
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Affiliation(s)
- Ping Li
- Emergency Department, Qilu Hospital, Cheeloo College of Medicine, Shandong University, Jinan, Shandong, People's Republic of China.,Shandong Provincial Clinical Research Center for Emergency and Critical Care Medicine, Jinan, Shandong, People's Republic of China.,Nursing Theory & Practice Innovation Research Center, Shandong University, Jinan, Shandong, People's Republic of China
| | - Yutao Wang
- Emergency Department, Qilu Hospital, Cheeloo College of Medicine, Shandong University, Jinan, Shandong, People's Republic of China.,Shandong Provincial Clinical Research Center for Emergency and Critical Care Medicine, Jinan, Shandong, People's Republic of China.,Nursing Theory & Practice Innovation Research Center, Shandong University, Jinan, Shandong, People's Republic of China
| | - Min Zhang
- Emergency Department, Qilu Hospital, Cheeloo College of Medicine, Shandong University, Jinan, Shandong, People's Republic of China.,Nursing Theory & Practice Innovation Research Center, Shandong University, Jinan, Shandong, People's Republic of China
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Zhang C, Gong X, Xiao Y, Zhong Y, Zhong Y, Chen L, Wang Y, Zhu L, Xiong W, Liao C. Relationships between self-efficacy, coping-style and quality of work-life among nursing managers in China: A cross-sectional study. J Nurs Manag 2022; 30:3236-3246. [PMID: 35943834 DOI: 10.1111/jonm.13753] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/14/2022] [Revised: 07/28/2022] [Accepted: 08/03/2022] [Indexed: 11/30/2022]
Abstract
AIM To investigate the quality of work-life among nursing managers in China and analyze the relationships between self-efficacy, coping-style, and quality of work-life. BACKGROUND Self-efficacy, coping-style, and quality of work-life play significant roles in the stability of nursing teams, the quality of clinical care, and patient safety. Although some factors influencing quality of work-life have been identified, there is no large-scale study of the relationships among self-efficacy, coping-style, and quality of work-life of nursing managers. Strategies to strengthen the quality of work-life of nursing managers should be developed by exploring the relationships between the three variables. METHODS A nationwide cross-sectional study was conducted. A total of 1498 nursing managers from 51 tertiary general hospitals in 20 provinces in China were selected for the study using multistage stratified proportional sampling. Registered full-time nursing managers with more than one year of management experience were eligible for the study. The participants completed online questionnaires to assess their self-efficacy, coping-style, and work-related quality of life. The data were analyzed using descriptive analysis, Pearson's correlation, hierarchical multiple linear regression, and structural equation modelling to verify the relationships between variables. RESULTS The quality of work-life score for the nursing managers surveyed was 3.74 ± 0.56 out of a possible five. Self-efficacy was positively correlated with quality of work-life (β = 0.484, P < 0.01) over all demographic variables. Positive coping was also positively associated with quality of work-life (β = 0.404, P < 0.01). Self-efficacy and positive coping explained 22.7% and 14.2% of the variance in the quality of work-life, respectively. Structural equation modelling indicated that self-efficacy positively and directly predicted the quality of work-life (β = 0.395, P < 0.001), and indirectly affected quality of work-life via positive coping (β = 0.186, P < 0.001), but not via negative coping (β = 0.005, P > 0.05). The final model could explain 44% of the variance in the quality of work-life. CONCLUSION Self-efficacy was positively correlated with quality of work-life among Chinese nursing managers, and positive coping partially mediated this relationship. The results suggest that self-efficacy and positive coping are pivotal facilitators for improving the quality of work-life and need to be taken into account in measures to improve the quality of work-life of nursing managers. IMPLICATIONS FOR NURSING MANAGEMENT Hospital administrators should recognize the importance of nursing managers' work-life quality to promote both the stability of nursing teams and the quality of clinical care and safety provided. They should help nursing managers foster self-efficacy and active coping abilities through incentive measures and provide positive coping training courses to enhance their quality of work-life.
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Affiliation(s)
- Cuicui Zhang
- College of Nursing, North Sichuan Medical College, Nanchong, Sichuan, China.,Department of Nursing, Zigong First People's Hospital, Zigong, Sichuan, China
| | - Xiyan Gong
- College of Nursing, North Sichuan Medical College, Nanchong, Sichuan, China.,Department of Nursing, Zigong First People's Hospital, Zigong, Sichuan, China
| | - Yue Xiao
- Department of Intensive Care Unit, Zigong First People's Hospital, Zigong, Sichuan, China
| | - Ying Zhong
- Department of Nursing, Zigong First People's Hospital, Zigong, Sichuan, China
| | - Yali Zhong
- Department of Nursing, Zigong First People's Hospital, Zigong, Sichuan, China
| | - Lin Chen
- Department of Nursing, Zigong First People's Hospital, Zigong, Sichuan, China
| | - Yao Wang
- Department of Nursing, Zigong First People's Hospital, Zigong, Sichuan, China
| | - Lili Zhu
- Department of Nursing, Zigong First People's Hospital, Zigong, Sichuan, China
| | - Wanhong Xiong
- Department of Nursing, Zigong First People's Hospital, Zigong, Sichuan, China
| | - Changju Liao
- Department of Nursing, Zigong First People's Hospital, Zigong, Sichuan, China
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AYDOĞMUŞ S, ÖZLÜK B. The Relationship between Work Environments and Intention to Leave in Nursing: A Cross-sectional and Correlational Study. CLINICAL AND EXPERIMENTAL HEALTH SCIENCES 2022. [DOI: 10.33808/clinexphealthsci.991808] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
Abstract
Objective: Unfavorable work environments are among the factors that affect nurses’ intention to leave. This study was explored to examine the relationship between nurses’ work environments and their intention to leave.
Methods: This cross-sectional and correlational design study was carried out with 547 nurses working in a university, a private hospital, and a teaching hospital between November 2016 and February 2017. The Practice Environment Scale of the Nursing Work Index and a question about intention to leave was used. Descriptive statistics, Pearson correlation and multiple linear regression analysis were used in the analysis of the data.
Results: The mean total score of scale was found to be M= 2.30±0.56 and nurses' perceptions of work environments to be unfavorable. It was found that; 13.9% of the nurses did not intend to leave, 35.5% had a low, and 50.8% had a high intention to leave. It was determined that unfavorable work environments increases intention to leave (R= .370, R2= .137, p
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Affiliation(s)
| | - Bilgen ÖZLÜK
- NECMETTİN ERBAKAN ÜNİVERSİTESİ, HEMŞİRELİK FAKÜLTESİ, HEMŞİRELİK BÖLÜMÜ, HEMŞİRELİK YÖNETİMİ ANABİLİM DALI
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13
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Perruchoud E, Weissbrodt R, Verloo H, Fournier CA, Genolet A, Rosselet Amoussou J, Hannart S. The Impact of Nursing Staffs’ Working Conditions on the Quality of Care Received by Older Adults in Long-Term Residential Care Facilities: A Systematic Review of Interventional and Observational Studies. Geriatrics (Basel) 2021; 7:geriatrics7010006. [PMID: 35076476 PMCID: PMC8788263 DOI: 10.3390/geriatrics7010006] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/15/2021] [Revised: 12/22/2021] [Accepted: 12/25/2021] [Indexed: 11/22/2022] Open
Abstract
Background: Little documentation exists on relationships between long-term residential care facilities (LTRCFs), staff working conditions and residents’ quality of care (QoC). Supporting evidence is weak because most studies examining this employ cross-sectional designs. Methods: Systematic searches of twelve bibliographic databases sought experimental and longitudinal studies, published up to May 2021, focusing on LTRCF nursing staff’s working conditions and the QoC they provided to older adults. Results: Of the 3577 articles identified, 159 were read entirely, and 11 were retained for inclusion. Higher nursing staff hours worked per resident per day (HPRD) were associated with significant reductions in pressure sores and urinary tract infections. Overall staff qualification levels and numbers of RNs had significant positive influences on QoC. Conclusions: To the best of our knowledge, this systematic review is the first to combine cohort studies with a quasi-experimental study to explore associations between LTRCF nursing staff’s working conditions and older adult residents’ QoC. Human factors (including HPRD, staff turnover, skill mix, staff ratios) and the specific working contribution of RNs had overwhelmingly significant influences on QoC. It seems essential that LTRCF supervisory and decision-making bodies should promote optimal working conditions for nursing staff because these have such a direct impact on residents’ QoC.
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Affiliation(s)
- Elodie Perruchoud
- Department of Nursing Sciences, School of Health Sciences, HES-SO Valais/Wallis, University of Applied Sciences and Arts Western Switzerland, Chemin de l’Agasse 5, CH-1950 Sion, Switzerland; (R.W.); (H.V.); (C.-A.F.); (A.G.); (S.H.)
- Correspondence: ; Tel.: +41-58-606-86-78
| | - Rafaël Weissbrodt
- Department of Nursing Sciences, School of Health Sciences, HES-SO Valais/Wallis, University of Applied Sciences and Arts Western Switzerland, Chemin de l’Agasse 5, CH-1950 Sion, Switzerland; (R.W.); (H.V.); (C.-A.F.); (A.G.); (S.H.)
| | - Henk Verloo
- Department of Nursing Sciences, School of Health Sciences, HES-SO Valais/Wallis, University of Applied Sciences and Arts Western Switzerland, Chemin de l’Agasse 5, CH-1950 Sion, Switzerland; (R.W.); (H.V.); (C.-A.F.); (A.G.); (S.H.)
- Service of Old Age Psychiatry, Department of Psychiatry, Lausanne University Hospital, Route de Cery 60, CH-1008 Lausanne, Switzerland
| | - Claude-Alexandre Fournier
- Department of Nursing Sciences, School of Health Sciences, HES-SO Valais/Wallis, University of Applied Sciences and Arts Western Switzerland, Chemin de l’Agasse 5, CH-1950 Sion, Switzerland; (R.W.); (H.V.); (C.-A.F.); (A.G.); (S.H.)
| | - Audrey Genolet
- Department of Nursing Sciences, School of Health Sciences, HES-SO Valais/Wallis, University of Applied Sciences and Arts Western Switzerland, Chemin de l’Agasse 5, CH-1950 Sion, Switzerland; (R.W.); (H.V.); (C.-A.F.); (A.G.); (S.H.)
| | - Joëlle Rosselet Amoussou
- Psychiatry Library, Education and Research Department, Lausanne University Hospital and University of Lausanne, Site de Cery, CH-1008 Lausanne, Switzerland;
| | - Stéphanie Hannart
- Department of Nursing Sciences, School of Health Sciences, HES-SO Valais/Wallis, University of Applied Sciences and Arts Western Switzerland, Chemin de l’Agasse 5, CH-1950 Sion, Switzerland; (R.W.); (H.V.); (C.-A.F.); (A.G.); (S.H.)
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Alreshidi NM, Alsharari AF. Work-life balance of expatriate nurses working in acute care settings. Nurs Open 2021; 8:3201-3211. [PMID: 34378347 PMCID: PMC8510717 DOI: 10.1002/nop2.1033] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/16/2021] [Accepted: 07/25/2021] [Indexed: 11/09/2022] Open
Abstract
Aim To examine the quality of work life of acute care expatriate nurses in multiple regions of Saudi Arabia. Methods A country‐wide cross‐sectional survey was carried out between June–August 2020 using the Brooks' quality of nursing work‐life questionnaire. Results The range of quality of nursing work‐life scores (80 to 245) was moderate, with an overall mean score of 175.3 (± 23.1). Only 723 (42.4%) of the nurses experienced a high quality of nursing work life. Multivariable regression analysis showed that 21 to 40 years' age group, being a Filipino or Indian nurse and working in the northern region were the independent predictors of low quality work life. Conclusion Most expatriate nurses were not satisfied with their quality of work life. Hospital administrators should take initiatives to enhance the quality of expatriate nurses' work life towards improving their productivity and quality of patient care.
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Affiliation(s)
- Nashi M Alreshidi
- Nursing Administration Department, General Directorate of Health Affairs, Ministry of Health, Hail Region, Saudi Arabia
| | - Abdalkarem F Alsharari
- Nursing Department, College of Applied Medical Sciences, Jouf University, Sakaka, Saudi Arabia
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15
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Khatatbeh H, Pakai A, Pusztai D, Szunomár S, Fullér N, Kovács Szebeni G, Siket A, Zrínyi M, Oláh A. Burnout and patient safety: A discriminant analysis of paediatric nurses by low to high managerial support. Nurs Open 2021; 8:982-989. [PMID: 33570274 PMCID: PMC7877129 DOI: 10.1002/nop2.708] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/17/2020] [Accepted: 11/03/2020] [Indexed: 11/11/2022] Open
Abstract
AIM To explore how levels of managerial support discriminate paediatric nurses' burnout, quality of life, intent to leave and adverse patient events. DESIGN A quantitative correlational study. METHODS A total of 225 paediatric nurses were selected from nine major hospitals across Jordan. The main measures used were the Copenhagen Burnout Inventory and the brief version of World Health Organization-Quality of Life Instrument. The study methods were compliant with the STROBE checklist. RESULTS Nurse manager support was negatively associated with adverse patient events, work-related burnout, client-related burnout, and intent to leave; and positively with physical and psychological quality of life. Frequency of nosocomial infections characterized low manager support, whereas medication errors described high support. Greater nurse manager support decreased the likelihood of adverse patient outcomes.
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Affiliation(s)
| | | | | | | | - Noémi Fullér
- Faculty of Health SciencesUniversity of PécsPécsHungary
| | | | - Adrienn Siket
- Faculty of Health SciencesUniversity of DebrecenNyiregyhazaHungary
| | - Miklós Zrínyi
- Faculty of Health SciencesUniversity of PécsPécsHungary
| | - András Oláh
- Faculty of Health SciencesUniversity of PécsPécsHungary
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Tanaka J, Koga M, Nagashima N, Kuroda H. The actual-ideal gap in work-life balance and quality of life among acute care ward nurses. J Nurs Manag 2021; 29:998-1006. [PMID: 33340174 DOI: 10.1111/jonm.13237] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/24/2020] [Revised: 12/11/2020] [Accepted: 12/14/2020] [Indexed: 11/29/2022]
Abstract
AIMS To describe the current situation of the work-life balance gap among acute care ward nurses and assess its association with quality of life (QOL). BACKGROUND Nurses who spend more time at work than on their personal lives are reported to have lower QOL. To capture the actual-ideal work-life balance gap among nurses with different backgrounds, time spent on work, family and private life must be examined. METHODS This cross-sectional study included 228 nurses from 3 Japanese acute care hospitals. RESULTS Work gap scores and family gap scores for nurses living alone were significantly higher and lower, respectively, than those for nurses living with family. Moreover, the QOL score decreased with increase in the work-life balance gap for nurses. CONCLUSIONS Nurses living alone had greater work burden than nurses living with family. Conversely, living with family may protect nurses' family lives. The work-life balance gap was associated with QOL. IMPLICATIONS FOR NURSING MANAGEMENT Addressing the gap between the actual-ideal proportions in work-life balance is important for improving nurses' QOL and work-life balance. Flexible working options and policy changes may also improve their work-life balance and QOL.
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Affiliation(s)
- Junichi Tanaka
- Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
| | - Minami Koga
- Nagasaki University Hospital, Nagasaki, Japan
| | | | - Hiromi Kuroda
- Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
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İşsever O, Bektas M. Effects of learned resourcefulness, work-life quality, and burnout on pediatric nurses' intention to leave job. Perspect Psychiatr Care 2021; 57:263-271. [PMID: 32557689 DOI: 10.1111/ppc.12557] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/27/2020] [Accepted: 06/02/2020] [Indexed: 01/25/2023] Open
Abstract
AIM This study was conducted to determine the effects of learned resourcefulness, work-life quality, and burnout level on the pediatric nurses' intention to leave work. DESIGN AND METHOD The study was conducted with 268 nurses. Data were evaluated by Pearson correlation and multiple regression analysis. FINDINGS In this study, 40.7% of nurses showed the intention to leave their jobs. Work-life quality, burnout level, and learned resourcefulness explained intention to leave the job in the rate, respectively, of 21.5%, 27.6%, and 12.1%. These three factors indicate that intention to leave the job is 41%. PRACTICE IMPLICATION Nurse managers can reduce nurses' intention to leave the job by providing safe, comfortable, accessible, appropriate working conditions, increasing the learned resourcefulness level, and supporting nurses.
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Affiliation(s)
| | - Murat Bektas
- Faculty of Nursing, Dokuz Eylul University, Inciraltı, Izmir, Turkey
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Lebni JY, Toghroli R, Abbas J, Kianipour N, NeJhaddadgar N, Salahshoor MR, Chaboksavar F, Moradi F, Ziapour A. Nurses' Work-Related Quality of Life and Its Influencing Demographic Factors at a Public Hospital in Western Iran: A Cross-Sectional Study. INTERNATIONAL QUARTERLY OF COMMUNITY HEALTH EDUCATION 2020; 42:37-45. [PMID: 33201756 DOI: 10.1177/0272684x20972838] [Citation(s) in RCA: 35] [Impact Index Per Article: 8.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/16/2022]
Abstract
BACKGROUND The quality of life as a concept beyond physical health stands one of the protuberant indexes, and various health-based studies required distinct measurements, which deemed necessary for their significant implications. The nurses fight at the front and play a leading role in providing services to patients at healthcare centers. They deserve a higher quality of life in catering to physical health services. This present study focuses on examining nurses' work-life quality standards and how demographic variables contribute to the hospital of Imam Reza in Kermanshah of Western Iran. METHODS This descriptive-analytical study recruited a sample of 271 nurses affiliated with Imam Reza Hospital and Kermanshah University of Medical Sciences by incorporating the stratified random sampling in 2019. This study used a two-part questionnaire to collect data from the targeted respondents. The first part presented the participants' demographic profiles, and the second part showed the nurses' work-related quality of life (WRQoL) on the scale developed by Van Laar et al. The study screened the data and performed analyses through the SPSS version-23. The research study conducted a descriptive analysis to measure mean and standard deviation with inferential statistics, including independent samples t-test and one-way ANOVA (P < 0.05). RESULTS The study findings specified that nurses' average quality of the work-life was at a moderate level 3.11 ± 0.47. Besides, results indicated that 57.50% of the nurses reported high standards of quality of work-life, 36.50% showed a modest and 5.20% revealed a lower level of work-life quality. The findings indicated that the quality of work-life significantly correlated with respondent'' age, marital status, education, work experience, position, department, shifts, and employment status (p < 0.05). CONCLUSION The findings of this research demonstrated that the nurses' quality of work-life was higher than the average standard. The results provide useful insight for nurses and hospital managers. The policymakers and health managers need to pay more attention to providing a better quality of work-life to the nurses.
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Affiliation(s)
- Javad Yoosefi Lebni
- Health Education and Health Promotion, Health Institute, Kermanshah University of Medical Sciences, Kermanshah, Iran
| | - Razie Toghroli
- Social Determinants in Health Promotion Research Center, Hormozgan Health Institute, Hormozgan University of Medical Sciences, Bandar Abbas, Iran
| | - Jaffar Abbas
- Antai College of Economics and Management, School of Media and Communication, Shanghai Jiao Tong University, Shanghai, China
| | - Neda Kianipour
- Students Research Committee, Kermanshah University of Medical Sciences, Kermanshah, Iran
| | - Nazila NeJhaddadgar
- Department of Health Promotion and Education, Ardabil University of Medical Sciences, Ardabil, Iran
| | - Mohammad Reza Salahshoor
- Department of Anatomical Sciences, Medical School, Kermanshah University of Medical Sciences, Kermanshah, Iran
| | - Fakhreddin Chaboksavar
- Health Education and Health Promotion, Health Institute, Kermanshah University of Medical Sciences, Kermanshah, Iran
| | - Farideh Moradi
- Clinical Research Development Center, Imam Reza Hospital, Kermanshah University of Medical Sciences, Kermanshah, Iran
| | - Arash Ziapour
- Health Education and Health Promotion, Health Institute, Kermanshah University of Medical Sciences, Kermanshah, Iran
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Cho E, Kim IS, Lee TW, Kim GS, Lee H, Min D. Effects of registered nurse staffing on quality of care and resident outcomes in nursing homes. Geriatr Nurs 2020; 41:685-691. [DOI: 10.1016/j.gerinurse.2020.04.001] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/22/2019] [Revised: 03/29/2020] [Accepted: 04/01/2020] [Indexed: 11/30/2022]
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Çamveren H, Arslan Yürümezoğlu H, Kocaman G. Why do young nurses leave their organization? A qualitative descriptive study. Int Nurs Rev 2020; 67:519-528. [DOI: 10.1111/inr.12633] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/22/2020] [Revised: 08/09/2020] [Accepted: 09/02/2020] [Indexed: 02/06/2023]
Affiliation(s)
- H. Çamveren
- Nursing Management Doctorate Programme Institute of Health Sciences Dokuz Eylül University Balçova İzmir35330Turkey
| | - H. Arslan Yürümezoğlu
- Faculty of Nursing Department of Nursing Management Dokuz Eylül University İzmir Turkey
| | - G. Kocaman
- Faculty of Nursing Department of Nursing Management Dokuz Eylül University İzmir Turkey
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Bilik O, Damar HT, Ozdagoglu G, Ozdagoglu A, Damar M. Identifying trends, patterns, and collaborations in nursing career research: A bibliometric snapshot (1980–2017). Collegian 2020. [DOI: 10.1016/j.colegn.2019.04.005] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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22
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Kitson A, Carr D, Conroy T, Feo R, Grønkjær M, Huisman-de Waal G, Jackson D, Jeffs L, Merkley J, Muntlin Athlin Å, Parr J, Richards DA, Sørensen EE, Wengström Y. Speaking Up for Fundamental Care: the ILC Aalborg Statement. BMJ Open 2019; 9:e033077. [PMID: 31822543 PMCID: PMC6924742 DOI: 10.1136/bmjopen-2019-033077] [Citation(s) in RCA: 16] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/19/2022] Open
Abstract
OBJECTIVE The International Learning Collaborative (ILC) is an organisation dedicated to understanding why fundamental care, the care required by all patients regardless of clinical condition, fails to be provided in healthcare systems globally. At its 11th annual meeting in 2019, nursing leaders from 11 countries, together with patient representatives, confirmed that patients' fundamental care needs are still being ignored and nurses are still afraid to 'speak up' when these care failures occur. While the ILC's efforts over the past decade have led to increased recognition of the importance of fundamental care, it is not enough. To generate practical, sustainable solutions, we need to substantially rethink fundamental care and its contribution to patient outcomes and experiences, staff well-being, safety and quality, and the economic viability of healthcare systems. KEY ARGUMENTS We present five propositions for radically transforming fundamental care delivery:Value: fundamental care must be foundational to all caring activities, systems and institutionsTalk: fundamental care must be explicitly articulated in all caring activities, systems and institutions.Do: fundamental care must be explicitly actioned and evaluated in all caring activities, systems and institutions.Own: fundamental care must be owned by each individual who delivers care, works in a system that is responsible for care or works in an institution whose mission is to deliver care. RESEARCH fundamental care must undergo systematic and high-quality investigations to generate the evidence needed to inform care practices and shape health systems and education curricula. CONCLUSION For radical transformation within health systems globally, we must move beyond nursing and ensure all members of the healthcare team-educators, students, consumers, clinicians, leaders, researchers, policy-makers and politicians-value, talk, do, own and research fundamental care. It is only through coordinated, collaborative effort that we will, and must, achieve real change.
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Affiliation(s)
- Alison Kitson
- College of Nursing and Health Sciences, Flinders University, Adelaide, South Australia, Australia
| | - Devin Carr
- University Hospital and Frankel Cardiovascular Center, Michigan Medicine, Ann Arbor, Michigan, USA
| | - Tiffany Conroy
- College of Nursing and Health Sciences, Flinders University, Adelaide, South Australia, Australia
| | - Rebecca Feo
- College of Nursing and Health Sciences, Flinders University, Adelaide, South Australia, Australia
| | - Mette Grønkjær
- Department of Clinical Medicine, Aalborg University, Aalborg, Denmark
- Clinical Nursing Research Unit, Aalborg University Hospital, Aalborg, Denmark
| | - Getty Huisman-de Waal
- Radboud Institute for Health Sciences, IQ Healthcare, Radboud University Medical Center, Nijmegen, The Netherlands
| | - Debra Jackson
- Faculty of Health, University of Technology Sydney, Sydney, New South Wales, Australia
| | - Lianne Jeffs
- Lunenfeld-Tananbaum Research Institute, Sinai Health System, Toronto, Ontario, Canada
- Lawrence S. Bloomberg Faculty of Nursing, University of Toronto, Toronto, Ontario, Canada
| | - Jane Merkley
- Lawrence S. Bloomberg Faculty of Nursing, University of Toronto, Toronto, Ontario, Canada
- Lunenfeld-Tananbaum Research Institute, Sinai Health System, Toronto, Ontario, Canada
| | - Åsa Muntlin Athlin
- Department of Medical Sciences, Uppsala University, Uppsala, Sweden
- Department of Emergency Care and Internal Medicine, Uppsala University Hospital, Uppsala, Sweden
| | - Jennifer Parr
- Patient Experience and Nursing, Counties Manukau District Health Board, Auckland, New Zealand
| | - David A Richards
- College of Medicine and Health, University of Exeter, Exeter, UK
| | - Erik Elgaard Sørensen
- Department of Clinical Medicine, Aalborg University, Aalborg, Denmark
- Clinical Nursing Research Unit, Aalborg University Hospital, Aalborg, Denmark
| | - Yvonne Wengström
- Division of Neurobiology Care Science and Society, Nursing, Karolinska Institutet, Stockholm, Sweden
- Theme Cancer, Karolinska University Hospital, Stockholm, Sweden
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Raeissi P, Rajabi MR, Ahmadizadeh E, Rajabkhah K, Kakemam E. Quality of work life and factors associated with it among nurses in public hospitals, Iran. J Egypt Public Health Assoc 2019; 94:25. [PMID: 32813080 PMCID: PMC7364675 DOI: 10.1186/s42506-019-0029-2] [Citation(s) in RCA: 18] [Impact Index Per Article: 3.6] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/29/2019] [Accepted: 10/25/2019] [Indexed: 04/29/2023]
Abstract
BACKGROUND There is an acute shortage of nurses worldwide including Iran. Quality of work life is important for nurses as it affects the safety and quality of care provided for patients as well as organizational factors. The aim of this study was to describe the status of quality of work life and to explore its predictors among nurses in Iran. METHODS A cross-sectional study was conducted on 2391 nurses in 85 Iranian public hospitals, selected through the convenience sampling. Data were collected using demographic information and the quality of work life questionnaires. RESULTS The mean score for total quality of work life was 2.58, indicating a low level of self-reported quality of work life, with 69.3% of nurses dissatisfied with their work life. The major influencing factors were inadequate and unfair payment, lack of solving staff problems by organization and poor management support, job insecurity, high job stress, unfair promotion policies, and inadequate involvement in the decision-making. Significant predictors in the multivariate analysis for lower quality of work life were male gender, being single, older age, having lower educational levels, and working in teaching hospitals. CONCLUSION The quality of nursing work life was at a low level and needs improvement interventions. The predictors identified allow for more targeted interventions. Nursing managers and policymakers should develop and implement successful strategies appropriately to improve the quality of work life. This includes the payments, organizational and managerial support, job security, fair promotion policies, and measures to reduce job stress.
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Affiliation(s)
- Pouran Raeissi
- Department of Health Services Management, School of Health Management and Information Sciences, Iran University of Medical Sciences, Tehran, Iran
| | - Mohammad Reza Rajabi
- Department of Nephrology and Cardiology, Faculty of Medicine, Shahed University, Tehran, Iran
| | - Elahe Ahmadizadeh
- Department of Health Management and Economics, School of Public Health, Tehran University of Medical Sciences, Tehran, Iran
| | - Kourosh Rajabkhah
- Health Services Management Research Center, Institute for Futures Studies in Health, Kerman University of Medical Sciences, Kerman, Iran
| | - Edris Kakemam
- Department of Health Management and Economics, School of Public Health, Tehran University of Medical Sciences, Tehran, Iran
- Iranian Center of Excellence in Health Management, School of Management and Medical Informatics, Tabriz University of Medical Sciences, Tabriz, Iran
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Alharbi MF, Alahmadi BA, Alali M, Alsaedi S. Quality of nursing work life among hospital nurses in Saudi Arabia: A cross‐sectional study. J Nurs Manag 2019; 27:1722-1730. [DOI: 10.1111/jonm.12863] [Citation(s) in RCA: 18] [Impact Index Per Article: 3.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/10/2019] [Revised: 08/24/2019] [Accepted: 09/03/2019] [Indexed: 11/30/2022]
Affiliation(s)
- Manal F. Alharbi
- Maternity and Child Health Department College of Nursing King Saud University Riyadh Saudi Arabia
| | - Bader A. Alahmadi
- Neurosurgical & Orthopedic Units in King Fahad Hospital Ministry of Health Madinah Saudi Arabia
| | - Madaniaha Alali
- Pediatric Emergency at Maternity & Children Hospital Ministry of Health Madinah Saudi Arabia
| | - Sameer Alsaedi
- Acute Psychiatric Unit, Alamal Complex Ministry of Health Madinah Saudi Arabia
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Akter N, Akter MK, Turale S. Barriers to quality of work life among Bangladeshi nurses: a qualitative study. Int Nurs Rev 2019; 66:396-403. [PMID: 31393005 DOI: 10.1111/inr.12540] [Citation(s) in RCA: 18] [Impact Index Per Article: 3.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/11/2022]
Abstract
AIM To explore and provide understanding of the barriers to quality of work life among registered nurses in Bangladesh. BACKGROUND Globally, there is growing interest in the working environments of nurses, especially at a time of nursing shortages and with the focus on safety and care quality in health systems. In a low socio-economic country like Bangladesh, nurses struggle in a grossly underfunded healthcare system to deliver care to the people but no studies have been conducted on their quality of work life. METHODS This qualitative descriptive study was conducted at three Bangladeshi tertiary hospitals in May 2015-January 2016. Three focus group discussions were held with 30 registered nurses exploring their perceived barriers to quality of work life. Data were analysed with content analysis. FINDINGS Seven barriers to their work-life arose: heavy workloads; lack of government accommodation and transportation; poor health status; lack of support from nursing supervisors; lack of promotion opportunities; incomplete hospital policies and procedures; and lack of night shift and risk allowances. DISCUSSION Participants described many issues and barriers impacting on their work-life. They perceived little reward for their hard work, felt that their health suffered from their working conditions and described a low QWL. CONCLUSION AND POLICY IMPLICATIONS Findings provide information for nursing and health policymakers and leaders to reduce barriers to improve work-life quality among nurses that can contribute better to quality of nursing care, and nursing retention and satisfaction. Work policies and practices, and funding and other resources need to be scrutinized to ensure better working conditions for Bangladeshi nurses. LIMITATIONS Interviews were conducted with nurses only in tertiary hospitals in the Bangladeshi capital, and understanding of barriers to work-life quality of nurses in other health settings and regions needs to be explored.
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Affiliation(s)
- N Akter
- Fouzder Hat Nursing College, Chittagong, Bangladesh
| | - M K Akter
- Nursing Institute Mitford, Dhaka, Bangladesh
| | - S Turale
- Chiang Mai University, Chiang Mai, Thailand
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26
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Özer Ö, Uğurluoğlu Ö, Sungur C, Çirakli Ü. The Relationship Between Authentic Leadership, Performance and Intention to Quit the Job of Nurses. Hosp Top 2019; 97:73-79. [PMID: 31116689 DOI: 10.1080/00185868.2019.1614893] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Abstract
This study examines the relationships between of nurses' perception of their authentic leadership, intention to quit, and employee performance. The implementation part of the study was conducted with nurses working in a public hospital in the city of Yozgat, Turkey. The data were collected in December 2017 from 189 participants. The results of the analyses showed that relationships between authentic leadership dimensions and intention to quit were not significant. While the all dimensions of authentic leadership explained 6.8% of the variance for the employee performance; explained 3.7% of the variance for the intention to quit. According to these results, improving authentic leadership perception of nurses will improve nurse performance.
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Affiliation(s)
- Özlem Özer
- a Department of Healthcare Management, Faculty of Economics and Administrative Sciences , Burdur Mehmet Akif Ersoy University , Burdur , Turkey
| | - Özgür Uğurluoğlu
- b Department of Healthcare Management, Faculty of Economics and Administrative Sciences , Hacettepe University , Ankara , Turkey
| | - Cuma Sungur
- c Department of Healthcare Management, Faculty of Economics and Administrative Sciences , Kahramanmaras Sutcu Imam University , Kahramanmaras , Turkey
| | - Ümit Çirakli
- d Department of Healthcare Management, Faculty of Economics and Administrative Sciences , Yozgat Bozok University , Yozgat , Turkey
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27
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Sasso L, Bagnasco A, Catania G, Zanini M, Aleo G, Watson R. Push and pull factors of nurses' intention to leave. J Nurs Manag 2019; 27:946-954. [PMID: 30614593 DOI: 10.1111/jonm.12745] [Citation(s) in RCA: 124] [Impact Index Per Article: 24.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/24/2018] [Revised: 12/11/2018] [Accepted: 01/02/2019] [Indexed: 11/28/2022]
Abstract
AIM To expand knowledge about the predictive factors of nurses' intention to leave their job and consequently to turnover. BACKGROUND Nurse turnover is costly and negatively influences quality of care. Understanding the association between intention to leave and modifiable features of hospital organisation may inform strategies to reduce turnover. METHODS A cross-sectional survey of 3,667 medical and surgical nurses was conducted in Italy. Measures included intention to leave; work environment; burnout; job satisfaction; and missed care using the RN4CAST instruments. Descriptive, logistic regression analysis was used. RESULTS Due to job dissatisfaction, 35.5% of the nurses intended to leave their current job, and of these, 33.1%, the nursing profession. Push factors included the following: understaffing, emotional exhaustion, poor patient safety, performing non-nursing care and being male. Pull factors included the following: positive perception of quality and safety of care, and performing core nursing activities. CONCLUSION The present study expands knowledge about the predictive factors of nurses' intention to leave their job and consequently to turnover, which is one of today's major issues contributing to the shortage of nurses. IMPLICATIONS FOR NURSING MANAGEMENT Nurses' intention to leave their job is the consequence of a poor work environment, characterized by factors such as understaffing and performance of non-nursing activities.
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Affiliation(s)
- Loredana Sasso
- Department of Health Sciences, University of Genoa, Genoa, Italy
| | | | - Gianluca Catania
- Department of Health Sciences, University of Genoa, Genoa, Italy
| | - Milko Zanini
- Department of Health Sciences, University of Genoa, Genoa, Italy
| | - Giuseppe Aleo
- Department of Health Sciences, University of Genoa, Genoa, Italy
| | - Roger Watson
- Faculty of Health Sciences, University of Hull, Hull, UK
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Higbee MR, Chilton JM, El-Saidi M, Duke G, Haas BK. Nurses Consuming Energy Drinks Report Poorer Sleep and Higher Stress. West J Nurs Res 2019; 42:24-31. [DOI: 10.1177/0193945919840991] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/03/2023]
Abstract
The energy drink consumption habits of nurses working in clinical settings is unknown. Utilizing a descriptive-comparison design, researchers examined the caffeine and energy drink habits of clinical nurses and relationships or differences that existed with their sleep quantity, sleep quality, and perceived stress levels. Data were analyzed using descriptive and inferential statistics. Significant relationships existed between energy drink consumption and sleep quality, sleep quantity, and perceived stress levels. Nurses who consumed energy drinks had poorer sleep quality and fewer sleep hours compared with caffeine-only consumers and noncaffeine consumers. Nurses who consumed energy drinks also had increased levels of perceived stress than noncaffeine consumers. Educating nurses regarding energy drink ingredients and relationships that exist between energy drink consumption, sleep, and perceived stress could be beneficial. Future studies are needed to examine motivational factors related to energy drink consumption as well as any health or safety implications that might be associated.
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29
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Aharon AA, Madjar B, Kagan I. Organizational commitment and quality of life at work among public health nurses in Israel. Public Health Nurs 2019; 36:534-540. [PMID: 30950128 DOI: 10.1111/phn.12611] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/28/2018] [Revised: 03/02/2019] [Accepted: 03/12/2019] [Indexed: 11/29/2022]
Abstract
OBJECTIVE To test the relationship between job satisfaction, professional self-image, work environment, organizational commitment (OC), and quality of life at work (QoLW) among public health nurses in Israel. To determine which variables can predict OC and QoLW among public health nurses. DESIGN AND SAMPLE One hundred and thirty-two public health nurses participated in this cross-sectional study with a structured self-administered questionnaire that examined OC, professional self-image, job satisfaction, nursing work environment, and QoLW. Pearson correlation tested correlations between variables and multiple regression was conducted to predict OC and QoLW. MEASUREMENTS The five measurements (job satisfaction, professional self-image, work environment, OC, and QoLW) based on validity questionnaires with high internal confident. RESULTS All five variables showed a significant positive correlation. Job satisfaction (t = 5.77, p < 0.001) and nursing work environment (t = 4.55, p < 0.001), contributed significantly to the explanation of OC and QoLW variance. Nursing work environment (t = 6.42, p < 0.01) and job satisfaction (t = 2.99, p < 0.01) were the variables that predicted QoLW. CONCLUSIONS Nursing managers should be proactive and create a professional environment for nurses to encourage their OC and QoLW as factors that may influence public health nurses.
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Affiliation(s)
- Anat A Aharon
- Sackler Faculty of Medicine, Nursing Department, Tel Aviv University, Tel Aviv, Israel
| | | | - Ilya Kagan
- Sackler Faculty of Medicine, Nursing Department, Tel Aviv University, Tel Aviv, Israel
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30
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Chang H, Lee I, Chu T, Liu Y, Liao Y, Teng C. The role of professional commitment in improving nurses’ professional capabilities and reducing their intention to leave: Two‐wave surveys. J Adv Nurs 2019; 75:1889-1901. [DOI: 10.1111/jan.13969] [Citation(s) in RCA: 20] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/20/2018] [Revised: 10/31/2018] [Accepted: 01/25/2019] [Indexed: 12/13/2022]
Affiliation(s)
- Hao‐Yuan Chang
- School of Nursing National Taiwan University Taipei Taiwan
- Department of Nursing National Taiwan University Hospital Taipei Taiwan
| | - I‐Chen Lee
- Department of Industrial and Business Management Chang Gung University Taoyuan Taiwan
- Chang Gung Craniofacial Center Chang Gung Memorial Hospital Linkou Taiwan
| | - Tsung‐Lan Chu
- Quality Management Department Administration Center Chang Gung Memorial Hospital Taoyuan Taiwan
| | - Ying‐Chen Liu
- Department of Industrial and Business Management Chang Gung University Taoyuan Taiwan
| | - Yen‐Ni Liao
- Department of Health Care 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 New Taipei City Taiwan
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Van der Heijden BI, Peeters MC, Le Blanc PM, Van Breukelen JWM. Job characteristics and experience as predictors of occupational turnover intention and occupational turnover in the European nursing sector. JOURNAL OF VOCATIONAL BEHAVIOR 2018. [DOI: 10.1016/j.jvb.2018.06.008] [Citation(s) in RCA: 19] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
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32
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Kaiser S, Patras J, Martinussen M. Linking interprofessional work to outcomes for employees: A meta-analysis. Res Nurs Health 2018; 41:265-280. [DOI: 10.1002/nur.21858] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/18/2017] [Revised: 12/12/2017] [Accepted: 12/20/2017] [Indexed: 11/06/2022]
Affiliation(s)
- Sabine Kaiser
- Faculty of Health Sciences, Regional Center for Child and Youth Mental Health-North (RKBU-North); UiT The Arctic University of Norway; Tromsø Norway
| | - Joshua Patras
- Faculty of Health Sciences, Regional Center for Child and Youth Mental Health-North (RKBU-North); UiT The Arctic University of Norway; Tromsø Norway
| | - Monica Martinussen
- Faculty of Health Sciences, Regional Center for Child and Youth Mental Health-North (RKBU-North); UiT The Arctic University of Norway; Tromsø Norway
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Makabe S, Kowitlawakul Y, Nurumal MS, Takagai J, Wichaikhum OA, Wangmo N, Yap SF, Kunaviktikul W, Komatsu J, Shirakawa H, Kimura Y, Asanuma Y. Investigation of the key determinants of Asian nurses' quality of life. INDUSTRIAL HEALTH 2018; 56:212-219. [PMID: 29491251 PMCID: PMC5985460 DOI: 10.2486/indhealth.2017-0066] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/08/2017] [Accepted: 12/14/2017] [Indexed: 06/08/2023]
Abstract
The study aimed to compare nurses' quality of life and investigate key determinants among Asian countries with different economic status. A cross-sectional survey was conducted across five Asian countries (Japan, Singapore, Malaysia, Thailand, and Bhutan). Quality of life (WHOQOL-BREF), job stress (National Institute of Occupational Safety and Health questionnaire), and demographic data were assessed. Stepwise multivariate linear regression analysis was performed to identify the key determinants of quality of life. Participants were 3,829 nurses (response rate: 82%) with a mean age of 33 ± 10 yr and majority were women (92%). Regarding quality of life, Bhutan yielded the highest scores, followed by Malaysia, Thailand, Singapore, and Japan, and these results were statistically significant. The key determinants that were significantly related to quality of life were "stress coping ability," "life satisfaction," "Japan," "social support," "job stress," and "Singapore" (adjusted R2=0.46). In conclusion, nurses' quality of life differs across Asian countries and is not linked to the country's economic development. To maintain a good quality of life for nurses, an international exchange program like international nursing conferences for work environment and staff coping strategies is recommended to broaden institution' minds and share experiences and exchange views to be able to realize their own problems and discover global solutions to them.
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Affiliation(s)
- Sachiko Makabe
- Department of Clinical Nursing, Akita University Graduate School of Health Sciences, Japan
| | - Yanika Kowitlawakul
- Alice Lee Centre for Nursing Studies, National University of Singapore, Singapore
| | - Mohd Said Nurumal
- Department of Nursing, International Islamic University Malaysia, Malaysia
| | - Junko Takagai
- Department of Clinical Nursing, Akita University Graduate School of Health Sciences, Japan
| | | | - Neyzang Wangmo
- Medical Education Center for Research Innovation and Training, Khesar Gyalpo University of Medical Sciences of Bhutan, Bhutan
| | - Suk Foon Yap
- Department of Nursing, Khoo Teck Puat Hospital, Singapore
| | | | | | | | - Yutaka Kimura
- Department of Managementt Science and Engineering, Akita Prefectural University, Japan
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Lo WY, Chien LY, Hwang FM, Huang N, Chiou ST. From job stress to intention to leave among hospital nurses: A structural equation modelling approach. J Adv Nurs 2017; 74:677-688. [PMID: 29047163 DOI: 10.1111/jan.13481] [Citation(s) in RCA: 61] [Impact Index Per Article: 8.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 10/03/2017] [Indexed: 12/14/2022]
Abstract
AIMS The aim of this study was to examine the structural relationships linking job stress to leaving intentions through job satisfaction, depressed mood and stress adaptation among hospital nurses. BACKGROUND High turnover among nurses is a global concern. Structural relationships linking job stress to leaving intentions have not been thoroughly examined. DESIGN Two nationwide cross-sectional surveys of full-time hospital staff in 2011 and 2014. METHODS The study participants were 26,945 and 19,386 full-time clinical nurses in 2011 and 2014 respectively. Structural equation modelling was used to examine the interrelationships among the study variables based on the hypothesized model. We used cross-validation procedures to ensure the stability and validity of the model in the two samples. RESULTS There were five main paths from job stress to intention to leave the hospital. In addition to the direct path, job stress directly affected job satisfaction and depressed mood, which in turn affected intention to leave the hospital. Stress adaptation mitigated the effects of job stress on job satisfaction and depressed mood, which led to intention to leave the hospital. Intention to leave the hospital preceded intention to leave the profession. Those variables explained about 55% of the variance in intention to leave the profession in both years. CONCLUSION The model fit was good for both samples, suggesting validity of the model. Strategies to decrease turnover intentions among nurses could focus on creating a less stressful work environment, increasing job satisfaction and stress adaptation and decreasing depressed mood. Hospitals should cooperate in this issue to decrease nurse turnover.
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Affiliation(s)
- Wen-Yen Lo
- Department of Nursing, Taipei City Hospital, Taipei, Taiwan
| | - Li-Yin Chien
- Institute of Community Health Care, National Yang-Ming University, Taipei, Taiwan
| | - Fang-Ming Hwang
- Department of Education, National Chiayi University, Chiayi, Taiwan
| | - Nicole Huang
- Institute of Hospital and Health Care Administration, National Yang-Ming University, Taipei, Taiwan
| | - Shu-Ti Chiou
- School of Medicine, National Yang-Ming University, Taipei, Taiwan.,Cheng Hsin General Hospital, Taipei, Taiwan
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35
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Perry L, Xu X, Duffield C, Gallagher R, Nicholls R, Sibbritt D. Health, workforce characteristics, quality of life and intention to leave: The 'Fit for the Future' survey of Australian nurses and midwives. J Adv Nurs 2017; 73:2745-2756. [PMID: 28543428 DOI: 10.1111/jan.13347] [Citation(s) in RCA: 31] [Impact Index Per Article: 4.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 05/03/2017] [Indexed: 11/30/2022]
Abstract
AIM To examine the quality of life of nurses and midwives in New South Wales, Australia and compare values with those of the Australian general population; to determine the influence of workforce, health and work life characteristics on quality of life and its effect on workforce intention to leave. BACKGROUND Few studies have examined nurses' and midwives' quality of life and little is known of its effects on workforce longevity. DESIGN This was a cross-sectional survey conducted in 2014-2015. METHOD The "Fit for the Future" electronic survey, delivered to nurses and midwives, examined demographic, work and health-related factors, which were compared with Australian general population normative values for physical and mental components of quality of life (the Short Form-12). Univariate and multivariate logistic regression models assessed associations with workforce intention to leave. RESULT Physical and mental component scores, calculated for 4,592 nurses and midwives, revealed significantly higher physical but lower mental component scores than the general population. Physical component scores decreased with increasing age; higher scores were seen in nurses with better health indices and behaviours. Mental well-being scores increased with increasing age; in nurses who reported job satisfaction, no work injury, sleep problems or frequent pain and non-smokers. The odds of intention to leave decreased with increasing mental well-being. CONCLUSION Managers and decision-makers should heed study recommendations to implement health promotion strategies for nurses and midwives, aiming to improve mental health, specifically to promote workforce retention.
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Affiliation(s)
- Lin Perry
- Faculty of Health, University of Technology Sydney, NSW, Australia
| | - Xiaoyue Xu
- Faculty of Health, University of Technology Sydney, NSW, Australia.,Faculty of Health and Medicine, University of Newcastle, NSW, Australia
| | - Christine Duffield
- Faculty of Health, Centre for Health Services Management, University of Technology Sydney, NSW, Australia.,School of Nursing and Midwifery, Edith Cowan University, Perth, WA, Australia
| | - Robyn Gallagher
- Sydney Nursing School, Charles Perkins Centre, University of Sydney, NSW, Australia
| | - Rachel Nicholls
- Faculty of Health, University of Technology Sydney, NSW, Australia
| | - David Sibbritt
- Faculty of Health, University of Technology Sydney, NSW, Australia
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36
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Ng LP, Chen IC, Ng HF, Lin BY, Kuar LS. Influence of job demands and job control on work-life balance among Taiwanese nurses. J Nurs Manag 2017; 25:438-448. [DOI: 10.1111/jonm.12482] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 02/13/2017] [Indexed: 02/03/2023]
Affiliation(s)
- Lee-Peng Ng
- Faculty of Business and Finance; Universiti Tunku Abdul Rahman; Perak Malaysia
| | - I-Chi Chen
- Faculty of Business and Finance; Universiti Tunku Abdul Rahman; Perak Malaysia
| | - Hui-Fuang Ng
- Faculty of Information Communication and Technology; Universiti Tunku Abdul Rahman; Perak Malaysia
| | | | - Lok-Sin Kuar
- Faculty of Business and Finance; Universiti Tunku Abdul Rahman; Perak Malaysia
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Abstract
BACKGROUND Burnout has been described as a prolonged response to chronic emotional and interpersonal stress on the job that is often the result of a period of expending excessive effort at work while having too little recovery time. Healthcare workers who work in a stressful medical environment, especially in an intensive care unit (ICU), may be particularly susceptible to burnout. In healthcare workers, burnout may affect their well-being and the quality of professional care they provide and can, therefore, be detrimental to patient safety. The objectives of this study were: to determine the prevalence of burnout in the ICU setting; and to identify factors associated with burnout in ICU professionals. METHODS The original articles for observational studies were retrieved from PubMed, MEDLINE, and Web of Science in June 2016 using the following MeSH terms: "burnout" and "intensive care unit". Articles that were published in English between January 1996 and June 2016 were eligible for inclusion. Two reviewers evaluated the abstracts identified using our search criteria prior to full text review. To be included in the final analysis, studies were required to have employed an observational study design and examined the associations between any risk factors and burnout in the ICU setting. RESULTS Overall, 203 full text articles were identified in the electronic databases after the exclusion of duplicate articles. After the initial review, 25 studies fulfilled the inclusion criteria. The prevalence of burnout in ICU professionals in the included studies ranged from 6% to 47%. The following factors were reported to be associated with burnout: age, sex, marital status, personality traits, work experience in an ICU, work environment, workload and shift work, ethical issues, and end-of-life decision-making. CONCLUSIONS The impact of the identified factors on burnout remains poorly understood. Nevertheless, this review presents important information, suggesting that ICU professionals may suffer from a high level of burnout, potentially threatening patient care. Future work should address the effective management of the factors negatively affecting ICU professionals.
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Affiliation(s)
- Chien-Huai Chuang
- Department of Medical Education, National Taiwan University Hospital
| | | | - Chun-Yu Lin
- Graduate Institute of Medical Education & Bioethics, National Taiwan University College of Medicine, Taipei, Taiwan
| | - Kuan-Han Lin
- Graduate Institute of Medical Education & Bioethics, National Taiwan University College of Medicine, Taipei, Taiwan
| | - Yen-Yuan Chen
- Department of Medical Education, National Taiwan University Hospital
- Graduate Institute of Medical Education & Bioethics, National Taiwan University College of Medicine, Taipei, Taiwan
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Affiliation(s)
- Richard H. Savel
- Richard H. Savel is coeditor in chief of the American Journal of Critical Care. He is director, surgical critical care at Maimonides Medical Center and a professor of clinical medicine at the Albert Einstein College of Medicine, both in New York City. Cindy L. Munro is coeditor in chief of the American Journal of Critical Care. She is associate dean for research and innovation at the University of South Florida, College of Nursing, Tampa, Florida
| | - Cindy L. Munro
- Richard H. Savel is coeditor in chief of the American Journal of Critical Care. He is director, surgical critical care at Maimonides Medical Center and a professor of clinical medicine at the Albert Einstein College of Medicine, both in New York City. Cindy L. Munro is coeditor in chief of the American Journal of Critical Care. She is associate dean for research and innovation at the University of South Florida, College of Nursing, Tampa, Florida
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Wendsche J, Hacker W, Wegge J, Rudolf M. High Job Demands and Low Job Control Increase Nurses’ Professional Leaving Intentions: The Role of Care Setting and Profit Orientation. Res Nurs Health 2016; 39:353-63. [DOI: 10.1002/nur.21729] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 05/06/2016] [Indexed: 11/09/2022]
Affiliation(s)
- Johannes Wendsche
- Department of Psychology; TU Dresden, Germany
- Federal Institute for Occupational Safety and Health; Dresden Germany
| | | | - Jürgen Wegge
- Department of Psychology; TU Dresden; Dresden Germany
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Leineweber C, Chungkham HS, Lindqvist R, Westerlund H, Runesdotter S, Smeds Alenius L, Tishelman C. Nurses' practice environment and satisfaction with schedule flexibility is related to intention to leave due to dissatisfaction: A multi-country, multilevel study. Int J Nurs Stud 2016; 58:47-58. [PMID: 27087297 DOI: 10.1016/j.ijnurstu.2016.02.003] [Citation(s) in RCA: 62] [Impact Index Per Article: 7.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/26/2015] [Revised: 02/05/2016] [Accepted: 02/08/2016] [Indexed: 10/22/2022]
Abstract
BACKGROUND Nursing turnover is a major issue for health care managers, notably during the global nursing workforce shortage. Despite the often hierarchical structure of the data used in nursing studies, few studies have investigated the impact of the work environment on intention to leave using multilevel techniques. Also, differences between intentions to leave the current workplace or to leave the profession entirely have rarely been studied. OBJECTIVE The aim of the current study was to investigate how aspects of the nurse practice environment and satisfaction with work schedule flexibility measured at different organisational levels influenced the intention to leave the profession or the workplace due to dissatisfaction. DESIGN Multilevel models were fitted using survey data from the RN4CAST project, which has a multi-country, multilevel, cross-sectional design. The data analysed here are based on a sample of 23,076 registered nurses from 2020 units in 384 hospitals in 10 European countries (overall response rate: 59.4%). Four levels were available for analyses: country, hospital, unit, and individual registered nurse. Practice environment and satisfaction with schedule flexibility were aggregated and studied at the unit level. Gender, experience as registered nurse, full vs. part-time work, as well as individual deviance from unit mean in practice environment and satisfaction with work schedule flexibility, were included at the individual level. Both intention to leave the profession and the hospital due to dissatisfaction were studied. RESULTS Regarding intention to leave current workplace, there is variability at both country (6.9%) and unit (6.9%) level. However, for intention to leave the profession we found less variability at the country (4.6%) and unit level (3.9%). Intention to leave the workplace was strongly related to unit level variables. Additionally, individual characteristics and deviance from unit mean regarding practice environment and satisfaction with schedule flexibility were related to both outcomes. Major limitations of the study are its cross-sectional design and the fact that only turnover intention due to dissatisfaction was studied. CONCLUSIONS We conclude that measures aiming to improve the practice environment and schedule flexibility would be a promising approach towards increased retention of registered nurses in both their current workplaces and the nursing profession as a whole and thus a way to counteract the nursing shortage across European countries.
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Affiliation(s)
- Constanze Leineweber
- Stress Research Institute, Stockholm University, Stockholm, Sweden; Karolinska Institutet, Department of Learning, Informatics, Management and Ethics, Medical Management Center, Stockholm, Sweden.
| | - Holendro Singh Chungkham
- Stress Research Institute, Stockholm University, Stockholm, Sweden; Indian Statistical Institute, North-East Centre, Tezpur, India
| | - Rikard Lindqvist
- Karolinska Institutet, Department of Learning, Informatics, Management and Ethics, Medical Management Center, Stockholm, Sweden
| | - Hugo Westerlund
- Stress Research Institute, Stockholm University, Stockholm, Sweden
| | - Sara Runesdotter
- Karolinska Institutet, Department of Learning, Informatics, Management and Ethics, Medical Management Center, Stockholm, Sweden
| | - Lisa Smeds Alenius
- Karolinska Institutet, Department of Learning, Informatics, Management and Ethics, Medical Management Center, Stockholm, Sweden
| | - Carol Tishelman
- Karolinska Institutet, Department of Learning, Informatics, Management and Ethics, Medical Management Center, Stockholm, Sweden
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Bordignon M, Monteiro MI. Validade aparente de um questionário para avaliação da violência no trabalho. ACTA PAUL ENFERM 2015. [DOI: 10.1590/1982-0194201500098] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022] Open
Abstract
Resumo Objetivo Elaborar um questionário para avaliação da violência no trabalho sofrida ou testemunhada por trabalhadores de enfermagem e avaliar sua validade aparente. Métodos Estudo metodológico com participação de cinco juízes selecionados a critério de competência. Os juízes avaliariam o questionário segundo os critérios abrangência, objetividade, organização e pertinência. Foi apresentado, por meio da estatística descritiva, o porcentual de presença ou ausência dos critérios, em cada item avaliado, na primeira e segunda rodada de avaliação. Resultados O questionário foi estruturado em 5 seções, com 54 questões, e teve como referência de estrutura e conteúdo alguns dos instrumentos existentes e a literatura especializada sobre violência no trabalho. Na segunda rodada de avaliação, obteve-se avaliação favorável dos juízes quanto à presença dos critérios por item avaliado. Conclusão Espera-se que o questionário possa representar, aos interessados, mais uma possibilidade de mensuração da ocorrência de violência no ambiente de trabalho na enfermagem e na saúde.
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Arslan Yurumezoglu H, Kocaman G. Predictors of nurses’ intentions to leave the organisation and the profession in Turkey. J Nurs Manag 2015; 24:235-43. [DOI: 10.1111/jonm.12305] [Citation(s) in RCA: 35] [Impact Index Per Article: 3.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 03/09/2015] [Indexed: 12/01/2022]
Affiliation(s)
| | - Gulseren Kocaman
- Dokuz Eylül University; Institute of Health Science; İzmir Turkey
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Flinkman M, Salanterä S. Early career experiences and perceptions - a qualitative exploration of the turnover of young registered nurses and intention to leave the nursing profession in Finland. J Nurs Manag 2014; 23:1050-7. [DOI: 10.1111/jonm.12251] [Citation(s) in RCA: 78] [Impact Index Per Article: 7.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 06/16/2014] [Indexed: 11/28/2022]
Affiliation(s)
- Mervi Flinkman
- Department of Nursing Science; University of Turku; Turku Finland
| | - Sanna Salanterä
- University of Turku; Turku Finland
- Turku University Hospital; Turku Finland
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