Impact of intelligent healthscape quality on nurse job outcomes and job satisfaction: A test of the moderating effect of innovativeness

Invisible Erosion of Human Capital: The Impact of Emotional Blackmail and Emotional Intelligence on Nurses' Job Satisfaction and Turnover Intention

Emotion is a compelling factor in the retention and job satisfaction of professionals, and the impacts of emotional feelings and reactions have become an indispensable issue in the nursing workforce. Drawing on the cognitive theory of emotions, this study bridges the research gap to investigate the relationships among emotional blackmail, emotional intelligence, job satisfaction, and turnover intentions of nurses. A cross-sectional design was used to collect data from a sample of 374 full-time nurses in Northern Taiwan. Hypotheses were tested and analyzed by means of SPSS 22, structural equation modeling (SEM), and PROCESS v3.3. The results revealed the direct relationships between emotional blackmail, job satisfaction, and turnover intentions, and job satisfaction partially mediated the relationship between emotional blackmail and turnover intentions. However, there is no statistical support that emotional intelligence moderates the relationships between emotional blackmail and job satisfaction and turnover intentions. Healthcare organizations must take the initiative and form strategies that will help balance nurses' work stresses. These strategies should aim to reduce unnecessary demands from supervisors, patients, and co-workers, as well as in the socio-emotional domain.

The Effects of Motivational Messages Sent to Emergency Nurses During the COVID-19 Pandemic on Job Satisfaction, Compassion Fatigue, and Communication Skills: A Randomized Controlled Trial

INTRODUCTION

During the COVID-19 pandemic, emergency nurses have been adversely affected physically, socially, and psychologically by factors such as increased workload, longer working hours, isolation from family, and limited resources. This study aimed to investigate the effect of motivational messages sent to emergency nurses during the COVID-19 pandemic on their job satisfaction, compassion fatigue, and communication skills.

METHODS

This was a randomized controlled experimental study. The study was conducted with 60 emergency nurses in 2 training and research hospitals in Istanbul between July 31 and August 31, 2021. The participants were randomly assigned to the intervention and control groups. Participants in the intervention group (n = 30) received daily motivational messages to their mobile phones by short message service for 21 days; those in the control group (n = 30) received no motivational messages. The Job Satisfaction Scale, Compassion Fatigue Scale, and Communication Skills Scale were administered before and after the intervention.

RESULTS

The mean age was 29.8 (SD = 7.5) and 28.7 years (SD = 6.9) in the intervention and control groups, respectively. Before the intervention, there were no significant differences in the groups' scores for job satisfaction (P = .561), compassion fatigue (P = .687), or communication skills (P = .355). After the intervention, the intervention group had significantly higher scores for job satisfaction (P < .001) and communication skills (P < .001) and significantly lower compassion fatigue scores than the control group (P < .001).

DISCUSSION

Our results suggest that motivational messages sent to emergency nurses during the COVID-19 pandemic increase job satisfaction and improve communication skills while reducing compassion fatigue.

Maternity Healthscapes: Conceptualization and Index Development

OBJECTIVES

This article provides a conceptualization and an index of the multidimensional concept of maternity healthscapes (MHS).

BACKGROUND

Healthscape has emerged as a potential key aspect to improve patient experience. Surprisingly, there has been little effort to delineate the concept of MHS from a design perspective, while maternity wards have unique characteristics and particular challenges. Indeed, patients in maternity wards are usually not acutely ill but can feel highly vulnerable due to the pain, stress, and the many uncertainties surrounding labor and delivery-which can heighten patients' need for intimacy, supporter comfort, and additional supporting services. Thus, healthscapes need to be designed to account for the specificities of childbearing and needs of those patients and their family.

METHODS

A multidisciplinary literature review and 39 in-depth interviews were conducted with various stakeholders-mothers, midwives, heads of midwives, and chief executives.

RESULTS

The authors develop a conceptualization to establish a comprehensive understanding of the dimensionality of MHSs. Based on that comprehensive conceptualization, the authors develop an index providing a census of the aspects in the MHS that various stakeholders-such as healthcare providers, designers, and architects-should take into account when conceiving MHS.

CONCLUSIONS

Healthcare providers, designers, and architects can use this conceptualization and index to closely monitor and measure for evaluations and further improvements of the MHS, thereby enhancing patient experience in maternity wards.

Exploring the impact of the physical work environment on service employees: an analysis of literature

Purpose

The recent COVID-19 emergency has brought to light issues connected to physical work environment, particularly to offices and to its impact on service employees’ internal responses, behaviors and outcomes. As the topic is characterized by fragmented theoretical approaches as well as a lack in consolidated empirical research, this study aims at providing a clear understanding of the main – as well as the most recent – issues debated in academic literature today.

Design/methodology/approach

The study is a systematic literature review. Specifically, 124 papers, retrieved by Scopus, Web of Science and EBSCOhost research databases, are here systematically analyzed.

Findings

The main findings are connected to the prevalence of studies investigating employees’ satisfaction and productivity as main outcomes, the increasing attention by academics to new workplace designs, characterized by peculiar attributes such as flexibility and nonterritoriality, and finally, the lower interest in nonoffice working environments.

Originality/value

The review sheds light on the current knowledge of the relation between physical work environment and service employees to identify the main issues debated in academic literature and make suggestions for further research. First, the need to explore aspects of the physical work environment and employees’ outcomes that have not been adequately studied. Second, the relevance to investigate the above relation in public sector. Moreover, the importance of careful planning of the physical and virtual work environment in the context of the COVID-19 emergency.

Nurses' turnover intention, hope and career identity: the mediating role of job satisfaction

Background

A high turnover rate has become a critical issue in the field of nursing and how to tackle the problem of nursing turnover has received increased attention worldwide. Hope, career identity, job satisfaction may be useful for reducing turnover. The aim of this study is to explore the relationships among career identity, hope, job satisfaction, and the turnover intention of nurses, and to test the mediating role of job satisfaction on the associations of hope and career identity with turnover intention.

Methods

A descriptive cross-sectional design was used. A total of 500 nurses were recruited from five comprehensive tertiary hospitals using convenience sampling. The questionnaire included items about sociodemographic information as well as the Adult Dispositional Hope Scale, Nursing Career Identity Scale, Job Satisfaction Index Scale, and Nurse Turnover Intention Scale. Pearson’s correlation, multiple linear regression, and structural equation modeling were used to analyze the data. We describe the study in accordance with the STROBE statement.

Results

Hope (r = − 0.227, p < 0.001) and career identity (r = − 0.342, p < 0.001) were negatively correlated with turnover intention. Job satisfaction played a completely mediating role on the associations of hope and career identity with turnover intention (β₁ = − 0.09, β₂ = − 0.33).

Conclusions

Job satisfaction mediated the associations of career identity and hope with turnover intention. Thus, effective measures can be taken to enhance nurses’ hope and career identity in order to improve their job satisfaction and thereby reduce their turnover intention. Providing nurses with more support, helping them find a spiritual foundation, and holding mindful activities that stimulate positive emotions are helpful. In addition, colleges should pay more attention to instilling nursing students with career identity and nursing values.

Depressive symptoms and professional satisfaction in Greek nursing personnel in the realm of European financial crisis

BACKGROUND

The ongoing economic crisis in Europe, including Greece, has been linked with increased psychiatric morbidity and financial rewards reduction, both related to job dissatisfaction.

AIM

We explored among Greek nursing personnel the degree of satisfaction from wages, and associations with depressive symptoms and total professional satisfaction. Also, associations with socio-demographic, educational and employment variables were explored.

METHODS

A cross-sectional study was applied (July to August 2015). A census sample of 66 members of nursing personnel employed in a randomly selected Greek public hospital completed the Index of Work Satisfaction and the Center for Epidemiological Studies-Depression scale. Descriptive and inferential statistics were applied.

RESULTS

The response rate was 73.4%. The degree of satisfaction from wages was low [mean (SD) = 2.1(0.13)-scale range/item 1-7], and strongly positively associated with total professional satisfaction (r = 0.419, P = 0.005). Also, those working in morning shift reported higher degree of work satisfaction from wages (P = 0.05) compared to those working in rotation shifts. Total professional satisfaction was moderate [mean (SD)/item = 3.93(0.05)-scale range/item: 1-7]. Higher depressive symptom values were observed in deputy head nurses compared to nursing assistants (P = 0.011) and staff nurses (P = 0.02), as well as in employees working in morning shifts compared to those working in rotation shifts (P = 0.013).

CONCLUSIONS

An association between satisfaction from wages and total professional satisfaction was noted; yet, there was no link of depressive symptoms with satisfaction from wages, or total professional satisfaction. Instead, satisfaction from wages and intensity of depressive symptoms were associated with organizational/administrative polices and employment variables.

Nurses' preparedness and response to COVID-19

Introduction

Coronavirus disease is the most striking pandemic across the world that every country is addressing and talking about it now. Nurses deliver the highest level of functioning in the health care team. Nurses need to understand the COVID-19 preparedness and response process. Therefore, it becomes very important to assess a nurse's knowledge of preparedness and response to Corona Virus Disease (Covid-19).

Methods

The research approach was quantitative in nature by using the descriptive cross-sectional survey among nurses working under MOH Hospitals in Najran region, KSA. The sample participated in the survey was 594 and the tool used for the study was a modified questionnaire on Nurse's preparedness and response to COVID-19. The questionnaire contained five parts and the first part included basic information of the nurses and the second part was composed of yes or no questions assessing the nurse's Knowledge on COVID-19 preparedness and the third part composed of facility and response readiness to triage screening and the fourth part consist of nurses preparedness and readiness on COVID and fifth part composed of nurse's preparedness and readiness on peroneal protective equipment's and the study was approved by Institutional Review Board (IRB). Data was presented by using descriptive and inferential statistics.

Results

Our study results found that overall knowledge of COVID preparedness was adequate. However, the nurse's preparedness on personal protective equipment was moderate. Majority of respondents were Registered Nurses 587(98.9%)and most of the respondents were employed by the Ministry of Health 586(98.7%)and the nurse's knowledge of preparedness was 456(76.8%) and the facilities preparedness and response readiness was 549(92.4) and adequate supply of personal protective equipment (PPE) 519(87. 3%).

Conclusion

The findings of the study exhibit that nurses have an adequate level of knowledge towards the preparedness and response to coronavirus diseases.

Association between psychological capital and spiritual care competencies of clinical nurses: A multicentre cross-sectional study

AIMS

To investigate the status of spiritual care competencies among clinical nurses and their relationships with psychological capital.

BACKGROUND

Limited knowledge is about the influence of positive personal characteristics on nurses' spiritual care competencies.

METHODS

A multicentre cross-sectional study. A total of 1717 nurses were recruited from nine separate Chinese hospitals. Online questionnaires were delivered through a local nursing association to assess socio-demographics, spiritual care competencies and psychological capital of nurses.

RESULTS

Nurses had mild-to-moderate levels of spiritual care competencies and moderate levels of psychological capital. Psychological capital and its two metrics (self-efficacy and hope), spiritual care education, professional qualification and shift work were the main predictors of spiritual care competencies (each p < .05).

CONCLUSION

The findings of the study show a positive relationship between psychological capital and spiritual care competencies of clinical nurses. Strengthening nurses' psychological capital could improve their spiritual care competencies.

IMPLICATIONS FOR NURSING MANAGERS

Nurse managers and hospital administrators should better understand the value of psychological capital for nurses' capacity development. Effective interventions need to be implemented separately or combined with spiritual care education programmes to improve nurses' psychological capital and spiritual care competencies.

Small Garden, Big Impact: Emotional and Behavioral Responses of Visitors to a Rooftop Atrium in a Major Hospital

PURPOSE

To measure hospital visitors' satisfaction with a rooftop atrium and its resultant impact on the visitors' behavioral intentions toward the healing garden, the hospital, and overall satisfaction with the hospital.

BACKGROUND

There is a significant lack of empirical research that links the emotional and behavioral responses toward healing gardens and the hospitals providing them.

METHODS

A purposeful sample of 96 visitors to the healing garden in the rooftop atrium of a surgery building in a major hospital in the Southeastern United States completed a survey based on Roger Ulrich's Theory of Supportive Gardens and the Stimulus, Organism, Response (S-O-R) paradigm.

RESULTS

Findings of this study suggest visitors' experience with the healing garden can lead to overall satisfaction with the hospital and behavioral intentions toward the hospital. Visitors' satisfaction with the healing garden significantly predicted their satisfaction with the hospital, their intend to revisit the hospital, and their intend to recommend it.

CONCLUSIONS

This study demonstrates that a small healing garden can be a powerful enough space to impact visitors' overall satisfaction with the hospital and their intentions regarding their future behavior toward the hospital, such as revisiting or recommending the hospital.

Effects of Optimism on Work Satisfaction Among Nurses: A Mediation Model Through Work-Family Conflict

Background: Nurses are suffering from various stressors which adversely impact their work satisfaction and mental health. Research is scarce on optimism, one of the positive psychological resource which may reduce work-family conflict and improve work satisfaction. Objectives: This study aims to assess work satisfaction among Chinese nurses and to observe and illustrate the relationships among optimism, work-family conflict, and work satisfaction. Methods: This study was designed as a cross-sectional study with stratified sampling. From September 2019 to December 2020, a self-administered WeChat questionnaire was collected from 768 nurses online in China to evaluate the nurses' work satisfaction, optimism, and work-family conflict. Spearman correlation and hierarchical multiple regression analysis were applied to examine associated factors of work satisfaction. A structural equation model was employed to test the mediating effect of work-family conflict in the relationship between optimism and work satisfaction. Results: Optimism were observed to have a positive correlation with work satisfaction while the correlation between work-family conflict and work satisfaction was observed to be negative. Optimism and work-family conflict explained 4.8 and 9.2% of the incremental variances of work satisfaction, respectively. Work-family conflict served as a mediator in the relationship between optimism and work satisfaction. Conclusions: Nurses in China experienced high levels of work satisfaction. Optimism could increase the chance of higher work satisfaction while work-family conflict increased the risk of lower work satisfaction. Psychological interventions and improvement of working conditions are essential to relieve work-family conflicts and enhance work satisfaction.