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Lamb A, Fry M, Sheppard-Law S. How a critical care environment influences nurses' health and working capacity: a scoping review. Contemp Nurse 2024:1-21. [PMID: 38900743 DOI: 10.1080/10376178.2024.2367663] [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: 04/05/2024] [Accepted: 06/07/2024] [Indexed: 06/22/2024]
Abstract
BACKGROUND Internationally, the nursing workforce is ageing. Chronic conditions are becoming more prevalent amongst the ageing nursing workforce. With an increase in chronic conditions and an ageing nursing workforce, understanding environmental influences on nurses' health and work capacity is vital to supporting this workforce. AIM A scoping review was conducted to explore the influence of a critical care environment on nurses' health and work capacity. DESIGN A scoping review was conducted according to PRISMA-ScR guidelines. METHODS Database extraction occurred in June 2023 and included MEDLINE Complete, PubMed, Scopus, CINAHL, and Embase. RESULTS Eight studies met the inclusion criteria. Studies were conducted internationally with sample sizes from 20 to 500 critical care nurses (CCNs). CONCLUSIONS Findings identified the critical care environment had an impact on nurses' health and working capacity. Many CCNs self-reported having a chronic condition that influenced their nursing practice. Further research is needed to explore how to mitigate the influence of a chronic condition to support this valuable workforce.
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Affiliation(s)
- Aimee Lamb
- School of Nursing and Midwifery, University of Technology Sydney, Sydney, Australia
- School of Nursing and Midwifery, Western Sydney University, Sydney, Australia
| | - Margaret Fry
- Faculty of Health, School of Nursing and Midwifery, University of Technology Sydney, Sydney, Australia
| | - Suzanne Sheppard-Law
- Faculty Health, School of Nursing and Midwifery, University of Technology Sydney The Prince of Wales Hospital & Sydney Hospital & Sydney Eye Hospital, Sydney, Australia
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Boone A, Lavreysen O, De Vries N, De Winter P, Mazzucco W, Matranga D, Maniscalco L, Miceli S, Savatteri A, Kowalska M, Szemik S, Baranski K, Godderis L. Retaining Healing Hands: A Transnational Study on Job Retention Interventions for the Healthcare Workforce. QUALITATIVE HEALTH RESEARCH 2024:10497323241254253. [PMID: 38857417 DOI: 10.1177/10497323241254253] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/12/2024]
Abstract
Healthcare organizations worldwide face challenges in retaining their healthcare workforce, with individual and organizational factors influencing their intentions to leave. This study conducted eight online co-creation workshops and four Delphi sessions to gain qualitative and in-depth insights into job retention interventions, involving healthcare workers, hospital managers, and policymakers. A thematic analysis was conducted, resulting in multiple interventions that were clustered in four pre-defined themes: professional and personal support, education, financial incentives, and regulatory measures. Professional and personal support interventions included regular interprofessional team meetings, leadership training programs, self-scheduling and sabbaticals, support for administrative and non-clinical work, and the provision of psychological counselling. Educational interventions encompassed facilitating development opportunities, periodic evaluations, onboarding, mentorship programs, and peer support groups. Financial incentives included the provision of competitive salaries, adequate infrastructure, extra benefits, transport possibilities, and permanent employment contracts. Regulatory measures addressed the need for complementary legislation across various levels, fixed healthcare worker-to-patient ratio, and instruments to monitor workload. To optimize retention strategies, healthcare organizations should tailor these interventions to address the unique factors influencing their workforce's intentions to leave within their specific context. The study concludes that combining personal and professional support, educational opportunities, financial incentives, and regulatory measures is necessary because there is no one-size-fits-all solution.
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Affiliation(s)
- Anke Boone
- Centre for Environment and Health, University of Leuven (KU Leuven), Leuven, Belgium
| | - Olivia Lavreysen
- Centre for Environment and Health, University of Leuven (KU Leuven), Leuven, Belgium
| | - Neeltje De Vries
- Department of Internal Medicine, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands
- Spaarne Gasthuis Academy, Haarlem and Hoofdorp, The Netherlands
| | - Peter De Winter
- Spaarne Gasthuis Academy, Haarlem and Hoofdorp, The Netherlands
- Department of Paediatrics, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands
- Leuven Child and Health Institute, University of Leuven (KU Leuven), Leuven, Belgium
- Department of Development and Regeneration, University of Leuven (KU Leuven), Leuven, Belgium
| | - Walter Mazzucco
- Clinical Epidemiology Unit and Regional Reference Laboratory, University Hospital "P. Giaccone", Palermo, Italy
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties "G. D'Alessandro" (PROMISE), University of Palermo, Palermo, Italy
| | - Domenica Matranga
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties "G. D'Alessandro" (PROMISE), University of Palermo, Palermo, Italy
| | - Laura Maniscalco
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties "G. D'Alessandro" (PROMISE), University of Palermo, Palermo, Italy
| | - Silvana Miceli
- Department of Psychology, Educational Science and Human Movement, University of Palermo, Palermo, Italy
| | - Alessandra Savatteri
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties "G. D'Alessandro" (PROMISE), University of Palermo, Palermo, Italy
| | - Małgorzata Kowalska
- Department of Epidemiology, School of Medicine in Katowice, Medical University of Silesia, Katowice, Poland
| | - Szymon Szemik
- Department of Epidemiology, School of Medicine in Katowice, Medical University of Silesia, Katowice, Poland
| | - Kamil Baranski
- Department of Epidemiology, School of Medicine in Katowice, Medical University of Silesia, Katowice, Poland
| | - Lode Godderis
- Centre for Environment and Health, University of Leuven (KU Leuven), Leuven, Belgium
- IDEWE, External Service for Prevention and Protection at Work, Leuven, Belgium
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Kim JS, Kim S, Chung HIC. Male nurses' adaptation experiences after turnover to community institutions in Korea: A grounded theory methodology. PLoS One 2024; 19:e0302819. [PMID: 38713684 DOI: 10.1371/journal.pone.0302819] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/12/2023] [Accepted: 04/14/2024] [Indexed: 05/09/2024] Open
Abstract
We aimed to develop a substantive theory according to the associations between adaptation experience-related factors identified in male nurses after turnover to community institutions. From April through August 2019, data were collected through direct observations and in-depth interviews of 22 male nurse participants who were recruited purposively and analyzed simultaneously with the method proposed by Strauss and Corbin. Furthermore, 29 subcategories were derived from 11 categories, including: (1) leaving the clinical sector and changing jobs, (2) shaking while settling, (3) characteristics of the new job, (4) personal disposition, (5) support system, (6) finding my place, (7) solidifying my place, (8) demonstrating my professional competence, (9) stable settlement in my place, (10) preparing for a better future, and (11) still confused. The core category was identified as "putting down roots in another place for myself." The verification of this theory in this study's results indicates a need for research into the evaluation and development of professional development programs and related policies to provide support to male nurses who are pursuing opportunities in community institutions to maintain their nursing identity and further their efforts for developing a nursing specialty.
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Affiliation(s)
- Ja-Sook Kim
- Department of Nursing, Kunsan National University, Gunsan, Jeollabuk-do, Republic of Korea
| | - Suhyun Kim
- Department of Nursing, Mokpo National University, Gwangju, Republic of Korea
| | - Hyang-In Cho Chung
- College of Nursing, Chonnam National University, Gwangju, Republic of Korea
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Huang H, Wang L, Qian R, Zhang Y. A cross-sectional study on turnover intention of nurses in eastern China. BMC Health Serv Res 2024; 24:425. [PMID: 38570847 PMCID: PMC10993491 DOI: 10.1186/s12913-024-10849-9] [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: 04/06/2023] [Accepted: 03/11/2024] [Indexed: 04/05/2024] Open
Abstract
BACKGROUND This study aimed to investigate the turnover intention among nurses in eastern China and explore the association between turnover intention and personal characteristics, family factors, and work-related factors. METHODS A total of 2504 nurses participated in a cross-sectional survey administered in 26 hospitals in Eastern China from October to November 2017. In December 2021, a survey was conducted on nurses who resigned between December 2017 and November 2021. RESULTS The turnover intention score of in-service nurses was 15 (12-17), and 43% of nurses had a high turnover intention, which was mainly due to the following reasons: age < 40 years, raising two or more children, monthly income of USD786.10-1572.20 or < USD786.10, occupation was assigned or selected according to parental wishes, ≤ 1 or ≥ 2-night shifts per week, contractual or third-party personnel agents, full-time nurses with part-time jobs, and high job stress. Among 102 retired nurses, 80.4% reported family reasons for leaving, 39.2% for work reasons, and 21.6% for other personal reasons. CONCLUSION Nurses' intention to leave their occupation is high in Eastern China. Age < 40 years old, > 1 child, low income, involuntary career selection, frequent night shifts, informal employment, part-time, and high job stress are significant factors associated with nurses' willingness to leave. Government and hospital administrators should consider ways to address these factors to retain nurses in hospitals in eastern China and improve the quality of nursing services.
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Affiliation(s)
- Haolian Huang
- Department of Nursing, Affiliated Nanjing Brain Hospital, Nanjing Medical University, Nanjing, China
| | - Liping Wang
- Department of Geriatric Neurology, Affiliated Nanjing Brain Hospital, Nanjing Medical University, Nanjing, China
| | - Ruilian Qian
- Department of Nursing, Affiliated Nanjing Brain Hospital, Nanjing Medical University, Nanjing, China.
| | - Yanhong Zhang
- Department of Nursing, Affiliated Nanjing Brain Hospital, Nanjing Medical University, Nanjing, China.
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Yousefnezhad M, Shareinia H, Kheirkhah EL, Sajjadi M. Translation and psychometric evaluation of the Persian version of the nurses' quality of life scale: a validation study in Iran. BMC Nurs 2024; 23:183. [PMID: 38494485 PMCID: PMC10946089 DOI: 10.1186/s12912-024-01839-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/15/2024] [Accepted: 03/03/2024] [Indexed: 03/19/2024] Open
Abstract
BACKGROUND The quality of life for nurses can be significantly impacted by various occupational factors that Influence their working conditions and professional performance. The current study aimed to translate and validate the Persian version of the Nurses' Quality of Life Scale. MATERIAL AND METHOD In this cross-sectional research, the Nurses' Quality of Life Scale (NQOLS) was utilized to assess the quality of life among 500 employed nurses in hospitals in the cities of Gonabad and Sabzevar. The translation process of the NQOLS followed the model proposed by Wild et al. The content validity of the Persian version of the scale was evaluated using the Content Validity Index (CVI) and Content Validity Ratio (CVR). Structural validity was assessed using exploratory and confirmatory factor analyses. Internal consistency reliability was assessed using Cronbach's alpha, while test-retest reliability was determined using the Intraclass Correlation Coefficient (ICC). Data analysis was conducted using SPSS version 26 and LISREL version 8.8 software. RESULTS The exploratory factor analysis of the Persian version of NQOLS revealed six factors that accounted for 62.15% of the total variance. The structural validity of the extracted factors was confirmed through confirmatory factor analysis. The Cronbach's alpha coefficient and ICC for the entire questionnaire were 0.91 and 0.95, respectively. CONCLUSION The findings of the present study suggest that the Persian version of the NQOLS exhibits sufficient validity and reliability. Therefore, it can be used as an effective tool for measuring and examining the quality of life among nurses in Iran.
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Affiliation(s)
- Mehrdad Yousefnezhad
- Department of Medical Surgical Nursing, School of Nursing, Gonabad University of Medical Sciences, Gonabad, Iran
| | - Habib Shareinia
- Department of Gerontology, School of Nursing, Social Development and Health Promotion Research Center, Gonabad University of Medical Sciences, Gonabad, Iran
| | - Elahe Lal Kheirkhah
- Department of Nursing and midwifery, sabzevar university of medical sciences, sabzevar, Iran
| | - Moosa Sajjadi
- Department of Medical-Surgical Nursing, Faculty of Nursing, Nursing Research Center, Gonabad University of Medical Sciences, Gonabad, Iran.
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Chen JP, Dai YM, Qin Y, Liang SP, Cheng G, Liu Y, Yang CZ, He HG, Shen Q. Factors influencing turnover intention among male nurses in China: A large-scale descriptive correlational study. Int Nurs Rev 2024; 71:13-19. [PMID: 36708510 DOI: 10.1111/inr.12827] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/07/2021] [Accepted: 12/27/2022] [Indexed: 01/29/2023]
Abstract
AIM This study examined the correlation among turnover intention, emotional intelligence and job burnout in male nurses and determined its influencing factors. BACKGROUND The number of male nurses has increased in China; however, the turnover rate is very high. Nurses' turnover intention is related to job burnout and emotional intelligence. INTRODUCTION Recent studies have shown that job burnout and emotional intelligence are related to medical and health institution employees' intention to leave their jobs. It is not clear if the same conclusions can be drawn about male nurses. METHODS For this cross-sectional study, 627 male nurses were recruited from across China between May and July 2018. Data were collected through an online questionnaire, and Pearson's product-moment correlation coefficient and multiple linear regression were performed to analyse the data. RESULTS There was a weak negative, moderate positive and moderate negative correlation between turnover intention and emotional intelligence, turnover intention and job burnout, and emotional intelligence and job burnout, respectively. Factors that significantly affected turnover intention among male nurses included job burnout, young age, lack of interest in nursing and working in the emergency department. CONCLUSION The study revealed the factors that affected male nurses' turnover intention and the relationships between turnover intention, emotional intelligence and job burnout. IMPLICATIONS FOR NURSING MANAGEMENT AND SOCIAL POLICY Hospital managers should provide necessary help and support to reduce male nurse turnover rates and incorporate emotional intelligence training. The policy should eliminate the unfair college admission practices for students choosing nursing majors, raise the nursing profession's salaries and vigorously develop specialty nursing. In addition, diversified values should be promoted, and stereotypes of male nurses in nursing should be broken.
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Affiliation(s)
- Jiang-Ping Chen
- Department of Nursing, School of Medicine, Xiamen University, Xiamen, China
- Renmin University, Beijing, China
| | - Yu-Mei Dai
- Department of Nursing, School of Medicine, Xiamen University, Xiamen, China
- School of Nursing, Fudan University, Shanghai, China
| | - Yong Qin
- Operation room, The First Affiliated Hospital of Xiamen University, Xiamen, China
| | - Sheng-Peng Liang
- Department of Critical Care Medicine, Xiang'an Hospital of Xiamen University, Xiamen, China
| | - Gen Cheng
- The National Clinical Research Center for Mental Disorders & Beijing Key Laboratory of Mental Disorders, Beijing Anding Hospital, Capital Medical University
| | - Yang Liu
- Department of Nursing, School of Medicine, Xiamen University, Xiamen, China
| | - Cheng-Zu Yang
- Department of Nursing, Shigatse People's Hospital, Tibet, China
| | - Hong-Gu He
- Alice Lee Centre for Nursing Studies, Yong Loo Lin School of Medicine, National University of Singapore, National University Health System, Singapore
| | - Qu Shen
- Department of Nursing, School of Medicine, Xiamen University, Xiamen, China
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Tang C, Zhou S, Liu C, Min R, Cai R, Lin T. Turnover intention of nurses in public hospitals and its association with quality of working life: a cross-sectional survey in six provinces in China. Front Public Health 2023; 11:1305620. [PMID: 38170143 PMCID: PMC10759228 DOI: 10.3389/fpubh.2023.1305620] [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: 11/28/2023] [Indexed: 01/05/2024] Open
Abstract
Objectives High turnover intention can exacerbate the workforce shortage of nurses. This study aimed to determine the level of turnover intention of public hospital nurses in China and its associated factors. Methods A cross-sectional questionnaire survey of 2,863 nurses was conducted in 48 public hospitals across six provinces in mainland China, measuring the sociodemographic (gender, age, marital status, and monthly basic salary) and work characteristics (professional title, workload, night sleep deprivation, and workplace violence) of respondents, their quality of working life (QWL), and turnover intention. Multivariate logistic regression models were established to determine the association between QWL and turnover intention after adjustment for variations of the sociodemographic and work characteristics. Results Overall, 42.8% of respondents reported turnover intention. Higher QWL scores (AOR = 0.824 for job and career satisfaction, p < 0.001; AOR = 0.894 for professional pride, p < 0.001; AOR = 0.911 for balance between work and family, p < 0.05) were associated with lower turnover intention. Workplace violence was the strongest predictor of higher turnover intention (AOR = 3.003-4.767) amongst the sociodemographic and work characteristics, followed by an age between 30 and 40 years (AOR = 1.457 relative to <30 years), and night sleep deprivation (AOR = 1.391-1.808). Senior professional title had a protective effect (AOR = 0.417 relative to no title) on turnover intention. Conclusion High levels of turnover intention are evident across China in nurses employed by public hospitals, in particular in those aged between 30 and 40 years. Low QWL and poor work environment are significant predictors of turnover intention.
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Affiliation(s)
- Changmin Tang
- School of Management, Hubei University of Chinese Medicine, Wuhan, Hubei, China
- Research Center for the Development of Traditional Chinese Medicine, Key Research Institute of Humanities and Social Sciences of Hubei Province, Wuhan, Hubei, China
| | - Sitong Zhou
- School of Management, Hubei University of Chinese Medicine, Wuhan, Hubei, China
| | - Chaojie Liu
- School of Psychology and Public Health, La Trobe University, Melbourne, VIC, Australia
| | - Rui Min
- Tongji Medical College, Huazhong University of Science and Technology, Wuhan, Hubei, China
| | - Ruipeng Cai
- Tongji Medical College, Huazhong University of Science and Technology, Wuhan, Hubei, China
| | - Taoyu Lin
- People’s Hospital of Suzhou New District, Suzhou, China
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Yasmeen A, Khan MM, Ahmed SS. A hurting embrace does not last long: toxicity of abusive supervision erodes leader and organizational identification to cause turnover intention. J Health Organ Manag 2023; ahead-of-print. [PMID: 38047490 DOI: 10.1108/jhom-03-2023-0082] [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] [Indexed: 12/05/2023]
Abstract
PURPOSE The study aims to investigate the mediating roles of leadership identification and organizational identification linking abusive supervision to employees' turnover intention. DESIGN/METHODOLOGY/APPROACH Using a self-administer survey design, data were collected from 229 nursing workforce employed in hospitals located in Karachi. FINDINGS The research findings show that abusive supervision has a considerably positive influence on turnover intention. The findings also show that abusive supervision negatively affects nurses' leadership identification and organizational identification. Leadership identification and organizational identification were found to be negatively related to nurses' turnover intention. Finally, leadership identification and organizational identification were found to parallelly mediate the relationship between abusive supervision and turnover intention. ORIGINALITY/VALUE This study helped uncover the previously unknown parallel mediating mechanism of organizational identification and leadership identification. Additionally, abusive supervision was found to negatively affect employees' leadership identification.
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Affiliation(s)
- Atiya Yasmeen
- Department of Management Sciences, Bahria University-Karachi Campus, Karachi, Pakistan
| | - Muhammad Mumtaz Khan
- Business Studies Department, Bahria University-Karachi Campus, Karachi, Pakistan
| | - Syed Saad Ahmed
- Business Studies Department, Bahria University-Karachi Campus, Karachi, Pakistan
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Min Y, Jizu L, Wenjing Q, Yanyu G, Yong Y. Research on the influence of role stressors on unsafe behavior among construction workers in China. INTERNATIONAL JOURNAL OF OCCUPATIONAL SAFETY AND ERGONOMICS 2023; 29:1416-1422. [PMID: 36194063 DOI: 10.1080/10803548.2022.2132005] [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] [Indexed: 10/10/2022]
Abstract
Individuals' unsafe behavior is identified as one of the important reasons leading to construction industry accidents. The purpose of the present study is to explore the mechanism of role stressors' impact on unsafe behavior, the mediating role of psychological strain and the moderating role of empowering leadership among construction workers. The sample used for the analyses in this study includes 600 employees from 10 different construction companies in China. Bootstrap analysis was performed to explore the mediating role of psychology strain, and hierarchical linear regression analysis was performed to explore the moderating role of empowering leadership. The results showed that role stressors were positively related to unsafe behavior; psychology strain mediates the relationship between role stressors and unsafe behavior; and empowering leadership moderates the relationship between psychological strain and unsafe behavior. The findings indicate that empowering leadership can decrease unsafe behavior.
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Affiliation(s)
- Yu Min
- School of Economic & Management, Taiyuan University of Technology, People's Republic of China
| | - Li Jizu
- School of Economic & Management, Taiyuan University of Technology, People's Republic of China
| | - Qin Wenjing
- School of Economic & Management, Taiyuan University of Technology, People's Republic of China
| | - Guo Yanyu
- School of Economic & Management, Taiyuan University of Technology, People's Republic of China
| | - Yan Yong
- School of Economic & Management, Taiyuan University of Technology, People's Republic of China
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Si X, Xue H, Song X, Liu X, Zhang F. The relationship between ethical leadership and nurse well-being: The mediating role of workplace mindfulness. J Adv Nurs 2023; 79:4008-4021. [PMID: 37226654 DOI: 10.1111/jan.15719] [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: 11/20/2022] [Revised: 04/21/2023] [Accepted: 05/11/2023] [Indexed: 05/26/2023]
Abstract
AIM The purpose of this study was to explore the relationship between nurses' well-being and their ethical leadership, and the mediating role of workplace mindfulness in this relationship. DESIGN This was a quantitative cross-sectional study. METHODS This cross-sectional study was conducted in three tertiary hospitals in central China from May 2022 to July 2022, and the Nurses' Workplace Mindfulness, Ethical Leadership and Well-Being Scale were distributed and collected via the Internet. A total of 1579 nurses volunteered to participate in this study. SPSS 26.0 statistical software was used to analyse the data by Z-test and Spearman's rank correlation; the internal mechanism of workplace mindfulness and ethical leadership on nurses' well-being was completed by AMOS 23.0 statistical software. RESULTS The scores of nurses' well-being, workplace mindfulness and ethical leadership were 93.00 (81.00, 108.00), 96.00 (80.00, 112.00) and 73.00 (67.00, 81.00) respectively. The professional title, age and department atmosphere affect their well-being. Spearman's analysis showed that nurses' well-being was positively correlated with ethical leadership (r = .507, p < .01) and workplace mindfulness (r = .600, p < .01); workplace mindfulness partially mediated the relationship between ethical leadership and nurses' well-being accounting for 38.5% of the total effect ratio [p < .001, 95% CI = (0.215, 0.316)]. CONCLUSION Nurses' well-being was at a medium level, and had a higher score in ethical leadership and workplace mindfulness, and workplace mindfulness played a partial mediating role between ethical leadership and nurses' well-being. IMPACT This suggests that nursing managers need to pay attention to clinical nurses' well-being experience, actively focus on the relationship among ethical leadership, workplace mindfulness and well-being and integrate core values such as positivity and morality into nurses' daily routines, so as to improve the work enthusiasm and well-being experience of clinical nurses, enhancing the nursing quality and stabilizing the nursing team.
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Affiliation(s)
- Xiaona Si
- People's Hospital of Henan University of Traditional Chinese Medicine, Zhengzhou, Henan, China
| | - Huiyuan Xue
- People's Hospital of Henan University of Traditional Chinese Medicine, Zhengzhou, Henan, China
| | - Xiaoren Song
- People's Hospital of Henan University of Traditional Chinese Medicine, Zhengzhou, Henan, China
| | - Xiaoli Liu
- People's Hospital of Henan University of Traditional Chinese Medicine, Zhengzhou, Henan, China
| | - Fen Zhang
- People's Hospital of Henan University of Traditional Chinese Medicine, Zhengzhou, Henan, China
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11
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Wang X, Zong K, Gao Y, Li B, Wang S, Zhang L. The impact of COVID-19 lockdown on the quality of life of Chinese football referees: the chain mediating role of occupational stress and job burnout. BMC Public Health 2023; 23:1314. [PMID: 37430258 DOI: 10.1186/s12889-023-16248-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/24/2023] [Accepted: 07/05/2023] [Indexed: 07/12/2023] Open
Abstract
BACKGROUND COVID-19 lockdown measures have had a great negative impact on the development of sports competition in China, as well as on the quality of life of football referees. This study aims to explore the impact of lockdown measures implemented in response to the COVID-19 pandemic on the quality of life of football referees in China and its mechanism of action. METHODS The Impact of Event Scale-Revised (IES-R), the Effort-Reward Imbalance Scale (ERI), the Maslach Burnout Inventory General Survey (MBI-GS), and the World Health Organization Quality of Life Brief Version (WHOQOL-BREF). The scale was used from August to September 2022. Using an online questionnaire, 350 questionnaires were sent out and 338 were returned, for a return rate of 96.57%. Invalid questionnaires were excluded, and 307 football referees with referee grades in 29 provinces registered with the CFA were surveyed. SPSS 24.0 and Mplus 8.0 were used for data analysis and structural equation model testing in this study. RESULTS The results showed that the COVID-19 lockdown had no significant impact on the quality of life of Chinese football referees. However, the COVID-19 lockdown can affect the quality of life of Chinese football referees through occupational stress or job burnout. Occupational stress and job burnout also play a chain intermediary role between the COVID-19 lockdown and the quality of life of Chinese football referees. In addition, this study further explores the quality of life by dividing it into four dimensions (physical, social, psychological, and environmental). The results show that all four dimensions satisfy the chain mediation model. CONCLUSIONS Therefore, the quality of life of Chinese football referees can be improved by reducing their occupational stress and job burnout during the COVID-19 lockdown.
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Affiliation(s)
- Xianliang Wang
- School of Physical Education, Shandong University, Jinan, 250061, China
| | - Kehao Zong
- School of Physical Education, Shandong University, Jinan, 250061, China
| | - Yubo Gao
- School of Physical Education, Shandong University, Jinan, 250061, China
| | - Bochen Li
- School of Physical Education, Shandong University, Jinan, 250061, China
| | - Shuzhen Wang
- School of Physical Education, Shandong University, Jinan, 250061, China
| | - Liguo Zhang
- School of Physical Education, Shandong University, Jinan, 250061, China.
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Habibpour Z, Ghorbani-Sani S, Seyed-Mohammadi N, Ghader-Jola K, Mostafazadeh A. Resilience and its relationship with occupational stress and professional quality of life during COVID-19 pandemic. PSYCHOL HEALTH MED 2023; 28:1977-1984. [PMID: 35510906 DOI: 10.1080/13548506.2022.2072917] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/22/2022] [Accepted: 04/27/2022] [Indexed: 10/18/2022]
Abstract
This study aimed to assess resilience and its relationship with occupational stress (OS) and PQOL among nurses in COVID-19 isolation wards. This is a descriptive-analytical research design involving 158 frontline nurses in the Iran. Four standardized scales were used for data collection. The total mean scores of resilience and OS were 26.19 ± 6.2 and 73.3 ± 14.5, respectively. The mean scores of participants' resilience and OS had no significant relationship with their demographic characteristics (P > 0.05). Resilience had significant negative relationship with OS (r = - 0.376, P < 0.001) and significant positive relationship with the compassion satisfaction dimension of PQOL (r = 0.373; P < 0.001). Resilience was also a significant predictor of OS and the compassion satisfaction dimension of PQOL (P < 0.001). Nurses' OS can be reduced through resilience-promoting strategies such as development of their social support network, improvement of their optimism, and provision of resilient role models and quality resilience-related education.
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Affiliation(s)
- Zeinab Habibpour
- Department of Psychiatric Nursing, School of Nursing, Khoy University of Medical Sciences, Khoy, Iran
| | - Somayyeh Ghorbani-Sani
- Department of Emergency Nursing, School of Nursing and Midwifery, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Najmadin Seyed-Mohammadi
- Department of Health Information Technology, School of Management and Medical Informatics, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Kazhal Ghader-Jola
- Piranshahr Imam Khomeini Hospital, Urmia University of Medical Sciences, Urmia, Iran
| | - Ali Mostafazadeh
- Department of Medical Surgical Nursing, School of Nursing, Khoy University of Medical Sciences, Khoy, Iran
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13
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Wang Q, He P, Tian Y, Zhu Y, Qin Y, Qiu X, Liu Y, Xu X, Hu W, Shi Z. Experiences of healthcare workers following occupational exposure to COVID-19 at the early stages of the pandemic: A phenomenological qualitative study. Nurs Open 2023; 10:3696-3706. [PMID: 36719737 PMCID: PMC10170954 DOI: 10.1002/nop2.1623] [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: 09/25/2021] [Revised: 11/29/2022] [Accepted: 01/13/2023] [Indexed: 02/01/2023] Open
Abstract
AIM To explore the experiences of healthcare workers (HCWs) following occupational exposure to coronavirus disease 2019 (COVID-19) during the early stage of the pandemic. DESIGN A Husserl descriptive phenomenological study design was employed. METHODS Convenient and snowball sampling was used. In-depth semi-structured telephone interviews were conducted from February to March 2020 with the frontline HCWs who were exposed to COVID-19 during work. Data analysis was conducted following the 7-step analysis method developed by Colaizzi. RESULTS Fifteen HCWs participated in the study. Four themes were identified, including (1) traumatic experiences since the occupational exposure; (2) getting through the hard time; (3) struggling to return to work; (4) reflections on occupational exposures. CONCLUSION The HCWs had traumatic and painful experiences after the occupational exposure. But they returned to work with strong resilience, professional obligation and social support. Training and supervision, and adequate supply of personal protective equipment are suggested to prevent professional exposure. Social and organizational support should be provided for the exposed HCWs.
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Affiliation(s)
- Qun Wang
- School of NursingShenzhen UniversityShenzhenChina
| | - Peiqin He
- The Affiliated Hospital of Hunan Normal University (Hunan Provincial People's Hospital)ChangshaChina
- Guangzhou Women and Children‘s Medical CenterGuangzhou Medical UniversityGuangzhouChina
| | - Yu Tian
- North Sichuan Medical CollegeNanchongChina
| | - Yimin Zhu
- Hunan Institute of Emergency MedicineChangshaChina
| | - Yuelan Qin
- Hunan Provincial People's HospitalChangshaChina
| | | | - Yanhui Liu
- Xiangya Hospital Central South UniversityChangshaChina
| | - Xiaoping Xu
- Hunan Provincial People's HospitalChangshaChina
| | - Wanqin Hu
- Hunan Provincial People's HospitalChangshaChina
| | - Zeya Shi
- Hunan Provincial People's HospitalChangshaChina
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14
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Xu G, Zeng X, Wu X. Global prevalence of turnover intention among intensive care nurses: A meta-analysis. Nurs Crit Care 2023; 28:159-166. [PMID: 34261191 DOI: 10.1111/nicc.12679] [Citation(s) in RCA: 27] [Impact Index Per Article: 27.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/16/2021] [Revised: 06/22/2021] [Accepted: 06/23/2021] [Indexed: 01/02/2023]
Abstract
BACKGROUND Nurse turnover is considered a major cause of nurse shortage, representing problems for health care systems in terms of both quality and cost of care for patients, and intention to leave is the strongest practical predictor variable of actual turnover. AIM This systematic review and meta-analysis aims at exploring the global prevalence of turnover intention in intensive care nurses. DESIGN This was a systematic literature review. METHODS A systematic review of empirical quantitative studies on turnover intention in nurses of intensive care units (ICUs), published in English till March 2021, was conducted. The databases PubMed, Embase, ISI Web of Knowledge, and CINAHL were searched. Eligible studies were observational or descriptive studies that reported the prevalence of turnover intention among nurses in all types of ICUs. The quality of studies was assessed using a modified Newcastle-Ottawa Scale. A random effect meta-analysis was conducted to estimate the pooled prevalence of turnover intention among ICU nurses. RESULTS We identified 18 cross-sectional studies investigating a total of 23 140 intensive care nurses from 23 countries. The intention to leave rate was ranged from 3.0% to 75.0%. The pooled prevalence of turnover intention was 27.7% (95% confidence interval: 21.6%-34.3%). CONCLUSIONS This meta-analysis showed that more than 27% of the intensive care nurses had the intention to leave worldwide. In the current context of nursing shortage, efforts should be made to improve conditions for this important group of care providers. RELEVANCE TO CLINICAL PRACTICE The prevalence of turnover intention is relatively high among intensive care nurses. Nurse managers should take this intention seriously, as the intention to leave may lead to an actual decision to leave the profession.
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Affiliation(s)
- Guoilian Xu
- Department of teaching management, Department of nursing, Jiangxi College of Traditional Chinese Medicine, Fuzhou, JiangXi, China
| | - Xiaoying Zeng
- Department of nursing, Jiangxi College of Traditional Chinese Medicine, FuZhou, JiangXi, China
| | - Xiaohua Wu
- Operating room of Nanfeng Hospital of traditional Chinese Medicine, FuZhou, JiangXi, China
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15
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Maleki R, Janatolmakan M, Fallahi M, Andayeshgar B, Khatony A. Intention to leave the profession and related factors in nurses: A cross-sectional study in Kermanshah, Iran. Nurs Open 2023. [PMID: 36808821 DOI: 10.1002/nop2.1670] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/23/2022] [Revised: 12/09/2022] [Accepted: 02/05/2023] [Indexed: 02/22/2023] Open
Abstract
AIM To investigate the intention to leave the profession and its related factors among nurses in Kermanshah, western Iran. DESIGN Cross-sectional study. METHODS A total of 377 nurses were enrolled in a stratified random sampling method. Data were collected by the Anticipated Turnover Scale and a sociodemographic information form. and analysed by descriptive and inferential statistics (logistic regression analysis). RESULTS The results showed that 49.6% (n = 187) of nurses tended to leave the profession and the mean score of intention to leave was 36.6 ± 0.5 of 60. There were no statistically significant differences between nurses who intended to leave and those who did not in terms of age, marital status, gender, type of employment, type of shift and work experience. But a statistically significant association was found between workplace (p = 0.041, adjusted OR = 2.07) and job title (p = 0.016, adjusted OR = 0.58) and intention to leave the profession. PATIENT OR PUBLIC CONTRIBUTION No.
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Affiliation(s)
- Raheleh Maleki
- Social Development and Health Promotion Research Center, Health Institute, Kermanshah University of Medical Sciences, Kermanshah, Iran
| | - Maryam Janatolmakan
- Social Development and Health Promotion Research Center, Health Institute, Kermanshah University of Medical Sciences, Kermanshah, Iran
| | - Masoud Fallahi
- School of Nursing and Midwifery, Kermanshah University of Medical Sciences, Kermanshah, Iran
| | - Bahare Andayeshgar
- School of Health, Kermanshah University of Medical Sciences, Kermanshah, Iran
| | - Alireza Khatony
- Social Development and Health Promotion Research Center, Health Institute, Kermanshah University of Medical Sciences, Kermanshah, Iran.,Infectious Diseases Research Center, Kermanshah University of Medical Sciences, Kermanshah, Iran
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16
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Clinical education-related stressors and emotional states during clinical education among physical therapy students. Physiother Theory Pract 2023; 39:405-413. [PMID: 34913405 DOI: 10.1080/09593985.2021.2017091] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/19/2023]
Abstract
BACKGROUND While clinical education-related stressors in other healthcare professions have been reported, clinical education stressors in physical therapy students are not yet clear. PURPOSE This study aimed to identify clusters of stressors associated with clinical education among Japanese physical therapy students and determine the association between these clusters and emotional states. METHODS Participants were physical therapy students who had completed five weeks of clinical education. In addition to demographic data, the survey included the Brief Job Stress Questionnaire (BJSQ) and the Stress Reaction Scale (SRS-18). Exploratory factor analysis was used to extract latent variables for sub-items of the BJSQ. Spearman's correlation coefficients between the extracted latent variables and the subscales of the SRS-18 were calculated. RESULTS Data from 114 individuals (median age 21 years, 68 men and 46 women) were analyzed. The variables identified as clusters of stressors were: 1) "adaptation to clinical education"; 2) "task burden"; and 3) "appropriate work environment." These three clusters of stressors were significantly but only weakly correlated with the subscales of the SRS-18 (|rs| ≤ |-.39|). CONCLUSION The stressors associated with physical therapy clinical education need to be understood in terms of the students' active attitude toward clinical education, the burden of practice tasks, and the physical environment during practice.
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Tang C, Guan C, Liu C. Quality of working life of medical doctors and associated risk factors: a cross-sectional survey in public hospitals in China. BMJ Open 2022; 12:e063320. [PMID: 36396318 PMCID: PMC9677010 DOI: 10.1136/bmjopen-2022-063320] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [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
OBJECTIVES To assess the quality of working life (QWL) of medical doctors and associated risk factors. SETTING AND PARTICIPANTS A cross-sectional questionnaire survey of 2915 medical doctors from 48 hospitals was conducted in China. METHODS The QWL-7-32 scale was adopted to assess seven domains of QWL: physical health, mental health, job and career satisfaction, work passion and initiative, professional pride, professional competence, and balance between work and family. PRIMARY AND SECONDARY OUTCOME MEASURES Data were analysed using SPSS V.19.0. Analysis of variance tests and multivariate linear regression analyses were performed to identify the sociodemographic characteristics and job factors associated with overall QWL and its seven subdomain scores. RESULTS On average, the respondents reported an overall QWL score of 92.51 (SD=17.74) of a possible 160. Over 35% of respondents reported more than 60 hours of weekly working time; 59.9% experienced night sleep deprivation frequently; 16.6% encountered workplace violence frequently. The multivariate regression models revealed that the eastern region (β≤-2.887 for non-eastern regions, p<0.001), shorter working hours (β≤-2.638 for over 40 hours a week, p<0.01), less frequent night sleep deprivation (β≤-5.366 for sometimes or frequent, p<0.001), higher income (β≥2.795 for lower income, p<0.001) and less frequent encounters of workplace violence (β≤-9.267 for sometimes or frequent, p<0.001) were significant predictors of higher QWL. Night sleep deprivation and workplace violence were common predictors (p<0.05) for all seven domains of QWL. CONCLUSION The low QWL of medical doctors working in public hospitals in China is evident, which is associated with high workloads, low rewards and workplace violence. There are also significant regional differences in the QWL of medical doctors, with the eastern developed region featuring better QWL. Public hospitals in China are facing serious challenges in occupational health and safety, which needs to be addressed through a systems approach.
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Affiliation(s)
- Changmin Tang
- School of Management, Hubei University of Chinese Medicine, Wuhan, Hubei, China
- Key Research Institute of Humanities and Social Sciences of Hubei Province, Wuhan, Hubei, China
| | - Cuiling Guan
- School of Management, Hubei University of Chinese Medicine, Wuhan, Hubei, China
- Key Research Institute of Humanities and Social Sciences of Hubei Province, Wuhan, Hubei, China
| | - Chaojie Liu
- Department of Public Health, School of Psychology and Public Health, La Trobe University, Melbourne, Victoria, Australia
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18
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Wang T, Chen Y, He Y, Shen L, Wang P, Zhu M, Zhu J, Li M. Stressors, coping strategies and intention to leave the nursing profession: A cross-sectional nationwide study in China. J Nurs Manag 2022; 30:4398-4408. [PMID: 36208138 DOI: 10.1111/jonm.13865] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/15/2022] [Revised: 08/04/2022] [Accepted: 10/02/2022] [Indexed: 12/30/2022]
Abstract
AIMS This study aims to investigate the association between stressors, coping strategies and intention to leave the nursing profession among nurses. BACKGROUND Job stressors and coping strategies are believed to affect turnover intention among nurses, but no large-scale study has been conducted on these associations in China yet. METHOD A cross-sectional secondary analysis was conducted among 51,406 nurses from 1858 hospitals. Univariable and multivariable logistic regression analyses were carried out, and odds ratios were reported. RESULTS Overall, 49.58% nurses had an intention to leave the profession. It is found that stress from health condition, family, occupational injuries, nurse-patient tension, high job demands, strict leaders and colleague relationships were significantly associated with higher intention to leave. Coping strategies such as talking to family and friends, talking to leaders, doing outdoor activities, engaging in hobbies and attending on-the-job training were significantly associated with lower intention, but social gathering, psychological counselling and suffering in silence had an opposite effect. CONCLUSIONS Our study provides new insights into the association between stressors, coping strategies and turnover intention among nurses in China. IMPLICATIONS FOR NURSING MANAGEMENT Evidence from this study indicates that policies promoting a safe and supportive work environment should be developed to help nurses cope with stress.
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Affiliation(s)
- Tingting Wang
- School of Nursing, Peking University, Beijing, China.,China-Japan Friendship Hospital, Beijing, China
| | - Yanhua Chen
- Vanke School of Public Health, Tsinghua University, Beijing, China.,School of Medicine, Tsinghua University, Beijing, China
| | - Yanrong He
- Vanke School of Public Health, Tsinghua University, Beijing, China
| | - Lijun Shen
- Vanke School of Public Health, Tsinghua University, Beijing, China.,School of Medicine, Tsinghua University, Beijing, China
| | - Peicheng Wang
- Vanke School of Public Health, Tsinghua University, Beijing, China.,School of Medicine, Tsinghua University, Beijing, China
| | - Mingzhen Zhu
- School of Nursing, Peking University, Beijing, China.,China-Japan Friendship Hospital, Beijing, China
| | - Jiming Zhu
- Vanke School of Public Health, Tsinghua University, Beijing, China.,Institute for Healthy China, Tsinghua University, Beijing, China
| | - Mingzi Li
- School of Nursing, Peking University, Beijing, China
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19
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Wang XX, Wang LP, Wang QQ, Fang YY, Lv WJ, Huang HL, Yang TT, Qian RL, Zhang YH. Related factors influencing Chinese psychiatric nurses' turnover: A cross-sectional study. J Psychiatr Ment Health Nurs 2022; 29:698-708. [PMID: 35716343 DOI: 10.1111/jpm.12852] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/12/2021] [Revised: 05/05/2022] [Accepted: 06/10/2022] [Indexed: 12/01/2022]
Abstract
WHAT IS KNOWN ON THE SUBJECT Because of increasingly stressful, dangerous and unpredictable psychiatric nursing work, psychiatric nurses have experienced higher job stress than general ward nurses. Little is known about the factors that affect the turnover intention of Chinese psychiatric nurses. Understanding the influencing factors of nurses' turnover intention will help to formulate targeted measures to stabilize psychiatric nursing teams. WHAT DOES THIS PAPER ADD TO EXISTING KNOWLEDGE The results showed that 70.2% of psychiatric nurses had higher turnover intention. The strong turnover intention of Chinese psychiatric nurses is a problem that needs to be considered by managers. The results showed that having more children, between 31 and 39 years old, and having a part-time job were strongly associated with turnover intention. In addition, "job stress" was also an important factor, psychiatric nurses' turnover intention decreased as their job stress level decreased. WHAT ARE THE IMPLICATIONS FOR PRACTICE Nursing managers should pay attention to nurses who have more children, between 31 and 39 years old, and take on part-time jobs. Additionally, nursing managers should reduce job stress and implement targeted programmes to prevent psychiatric nurses' turnover. Experience-sharing meetings and mindfulness-based stress reduction training are also useful to improve the mental health status of psychiatric nurses with great job stress. Nursing managers should arrange human resources and shifts appropriately to give nurses with more children more time with their families. Provide more development opportunities for psychiatric nurses between 31 and 39 years old. Managers explore the reasons why nurses take on part-time jobs and take targeted interventions (such as increasing income) to reduce the behaviour that happens. ABSTRACT Introduction Nurses' turnover is the main cause of nursing shortages, greatly affected by nurses' intention to leave. Nurses' turnover rate is particularly high in psychiatric wards. Several factors influencing the turnover intention of psychiatric nurses have not been well identified in China, and the association between job stress and turnover intention is still limited. Aims To examine the relationship between job stress and turnover intention and identify the influencing factors of psychiatric nurses' turnover intention. Methods Data were collected from 2355 psychiatric Chinese nurses using a cross-sectional design with an online questionnaire investigation. Results Psychiatric nurses had higher turnover intention. Significant factors influencing their turnover intention were job stress, having more children, age between 31 and 39 years old, part-time jobs, education, income and patient-to-nurse ratio. Discussion Demographics and job-related factors should be considered when developing strategies to reduce the turnover intention of psychiatric nurses. Implications for practice Nursing managers should pay attention to nurses with higher job stress levels and different demographic characteristics. Effective measures should be taken to reduce psychiatric nurses' job stress and turnover intention, such as arranging reasonable shifts, implementing targeted family-friendly policies, increasing their occupational possibilities and promoting mental health.
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Affiliation(s)
- Xiao-Xiao Wang
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Li-Ping Wang
- Geriatrics Department, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Qing-Qing Wang
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Yuan-Yuan Fang
- Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Wen-Jun Lv
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Hao-Lian Huang
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Tian-Ting Yang
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Rui-Lian Qian
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Yan-Hong Zhang
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
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20
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Yuan D, Gazi MAI, Rahman MA, Dhar BK, Rahaman MA. Occupational stress and health risk of employees working in the garments sector of Bangladesh: An empirical study. Front Public Health 2022; 10:938248. [PMID: 36052007 PMCID: PMC9424988 DOI: 10.3389/fpubh.2022.938248] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/07/2022] [Accepted: 07/18/2022] [Indexed: 01/25/2023] Open
Abstract
The present study was conducted with a view to examining the impact of occupational stress on employees' health risk. A total number of 350 garment employees (114 supervisors and 236 workers) were selected from 25 readymade garment factories of Dhaka, Narayanganj, and Gazipur industrial areas of Bangladesh on a random sampling basis. Occupational stress was estimated using an ERIs modified questionnaire; when self-reported health problems, work related information and socio-demographic information were obtained using face-to-face interviews using a pre-formed questionnaire. The survey was conducted for 2 years from January 2020 to December 2021 in Dhaka, Narayanganj and Gazipur districts where most of the garment industries in Bangladesh are located. All data were processed by using Statistical Package for Social Sciences (SPSS) and Decision Analyst Stats, Version 2.0. For analyzing data, suitable statistical tools such as two-way ANOVA, z-test, chi-square test, Pearson's product-moment correlation, stepwise multiple regressions, and descriptive statistics were used. The results of the present study reveal that the occupational stress had a significant positive influence on health risk. The findings also reveal that both the male and female employees perceived garment job highly stressful and risky for their health causes many dies and sickness, but it was higher among the female employees than their counterparts. Study suggests that due to major illness and diseases garments' employees are lacks of sound health that have to consider remedying for reducing occupational stress and health risk.
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Affiliation(s)
- Deli Yuan
- School of Management, Jiujiang University, Jiujiang, China
| | - Md. Abu Issa Gazi
- School of Management, Jiujiang University, Jiujiang, China,*Correspondence: Md. Abu Issa Gazi
| | | | - Bablu Kumar Dhar
- Mahidol University International College, Mahidol University, Nakhon Pathom, Thailand
| | - Md. Atikur Rahaman
- School of Management, Jiujiang University, Jiujiang, China,Md. Atikur Rahaman
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21
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Ki J, Choi-Kwon S. Health problems, turnover intention, and actual turnover among shift work female nurses: Analyzing data from a prospective longitudinal study. PLoS One 2022; 17:e0270958. [PMID: 35802575 PMCID: PMC9269367 DOI: 10.1371/journal.pone.0270958] [Citation(s) in RCA: 14] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/12/2021] [Accepted: 06/22/2022] [Indexed: 11/18/2022] Open
Abstract
Aims
This study investigated health problems, turnover intention, and actual turnover among shift work nurses. While turnover intention is often used as a proxy variable for turnover, the relationship between these variables requires clarification. This study tested for relevant associations using prospective longitudinal data with a time lag of 12 months. We also tested for associations between health problems (sleep disturbance, fatigue, and depression) and turnover intentions/turnover, with a focus on the mediating role of turnover intention.
Methods
This study conducted a secondary analysis of data from the Shift Work Nurses’ Health and Turnover project, which is a prospective longitudinal cohort study. We analyzed health problems, turnover intention, and actual turnover. The data were analyzed via descriptive statistics, the Pearson’s chi-squared test, independent t-test, univariable logistic regression, multiple logistic regression, and causal mediation.
Results
Participants included 491 shift work female nurses. Of these, 112 (22.8%) had turnover intention, while 38 (7.7%) left their jobs within the 12-month period of investigation. Of the 112 with turnover intention, 22 left their jobs (OR 5.68. 95% CI 2.84–11.36). The logistic regression analysis showed that sleep disturbance and fatigue were associated with turnover intentions and actual turnover, while depression was only associated with turnover intention. The causal mediation analysis showed that turnover intention mediated the relationship between health problems (sleep disturbance and fatigue) and actual turnover (sleep disturbance OR 1.31, 95%CI = 1.02–1.60; fatigue OR 2.11, 95%CI = 1.50–2.68); sleep disturbance had a natural direct effect on actual turnover (OR 2.66, 95%CI,2.07–3.21).
Conclusion
Turnover intention strongly predicted actual turnover. Sleep disturbances may result in turnover, even in cases without existing turnover intention. These findings highlight the need for early interventions aimed at preventing and alleviating sleep disturbances for shift work female nurses.
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Affiliation(s)
- Jison Ki
- The Research Institute of Nursing Science, Seoul National University, Seoul, Republic of Korea
| | - Smi Choi-Kwon
- College of Nursing, The Research Institute of Nursing Science, Seoul National University, Seoul, Republic of Korea
- * E-mail:
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22
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Al Sabei SD, Labrague LJ, Al-Rawajfah O, AbuAlRub R, Burney IA, Jayapal SK. Relationship between interprofessional teamwork and nurses' intent to leave work: The mediating role of job satisfaction and burnout. Nurs Forum 2022; 57:568-576. [PMID: 35152423 DOI: 10.1111/nuf.12706] [Citation(s) in RCA: 11] [Impact Index Per Article: 5.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/15/2021] [Revised: 12/20/2021] [Accepted: 02/02/2022] [Indexed: 06/14/2023]
Abstract
BACKGROUND Reducing nurse turnover is a top priority for nursing management globally. While evidence has demonstrated that working in a favorable environment with greater interprofessional teamwork is essential in increasing nurse retention, few studies have explored the mechanism underlying this relationship. AIM To examine the direct and indirect effects of interprofessional teamwork on nurses' intentions to leave their jobs via the intermediary roles of job satisfaction and burnout. METHODS A cross-sectional study was conducted to collect data from 2113 nurses working in 21 hospitals in Oman. Data were collected using a survey questionnaire measuring teamwork, job satisfaction, burnout, and intention to leave. Logistic regression was used to investigate the direct effect of teamwork on intent to leave. A sequential mediation model was conducted to examine the mediating role of job satisfaction and burnout. RESULTS Interprofessional teamwork was directly associated with nurses' intentions to leave. The influence of teamwork on intention to leave was indirectly mediated by both job satisfaction and job burnout. CONCLUSION Findings illustrate the potential benefits of enhancing interprofessional teamwork in reducing nurses' intentions to leave. Interventions intended to foster teamwork could create satisfying workplaces, reduce perceived burnout, and ultimately contribute to organizational strategy for reducing nursing shortages.
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Affiliation(s)
- Sulaiman D Al Sabei
- Department of Fundamentals and Administration, College of Nursing, Sultan Qaboos University, Muscat, Oman
| | - Leodoro J Labrague
- Department of Fundamentals and Administration, College of Nursing, Sultan Qaboos University, Muscat, Oman
| | - Omar Al-Rawajfah
- Department of Adult and Critical Care, College of Nursing, Sultan Qaboos University, Muscat, Oman
- Department of Adult, College of Nursing, Al al-Bayt University, Mafraq, Jordan
| | - Raeda AbuAlRub
- Department of Community and Mental Health Nursing, Faculty of Nursing, Jordan University of Science and Technology, Irbid, Jordan
| | - Ikram A Burney
- Medical Oncology, Women's Health Program, The Sultan Qaboos Comprehensive Cancer Care and Research Center, Muscat, Oman
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23
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An M, Heo S, Hwang YY, Kim J, Lee Y. Factors Affecting Turnover Intention among New Graduate Nurses: Focusing on Job Stress and Sleep Disturbance. Healthcare (Basel) 2022; 10:healthcare10061122. [PMID: 35742172 PMCID: PMC9223151 DOI: 10.3390/healthcare10061122] [Citation(s) in RCA: 14] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/28/2022] [Revised: 06/12/2022] [Accepted: 06/13/2022] [Indexed: 11/16/2022] Open
Abstract
Despite the high prevalence of nurses’ turnover and the turnover intention of new nurses, there are insufficient studies examining turnover intention at the time when job orientation is completed and independent nursing commences. Thus, this study examined turnover intention levels and identified the factors affecting turnover intention of new Generation Z nurses, focusing on job stress and sleep disturbance, at the eighth week after completing job orientation. This was a cross-sectional descriptive correlational study. Using a convenient sampling method, 133 new nurses were recruited. Data were collected using a structured questionnaire consisting of demographic and occupational characteristics, job stress, sleep disturbance, and turnover intention. Descriptive statistics were computed to describe the sample and interest variables. Logistic regression analysis was performed to examine the association of job stress and sleep disturbance with turnover intention. Most nurses were women (91.7%) and approximately two-thirds worked in the surgical ward (n = 61, 45.9%). Turnover intention was 12.8%, average job stress was 40.11 ± 90.7, and average sleep disturbance was 42.39 ± 15.27. New graduate nurses’ turnover intention was associated with job stress (OR = 1.07, 95% CI = 1.02–1.12) and sleep disturbance (OR = 1.19, 95% CI = 1.05–1.35), and this model explained 47.7% of the variance. Study findings determine that job stress and sleep disturbance were significant predictors of turnover intention in new nurses at the eighth week after joining the hospital. Therefore, nursing administrators should focus on new nurses’ job stress and sleep disturbance, and provide them with timely assessment and management to reduce turnover intention.
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Affiliation(s)
- Minjeong An
- College of Nursing, Chonnam National University, Gwangju 61469, Korea;
| | - Seongkum Heo
- Georgia Baptist College of Nursing, Mercer University, Atlanta, GA 30341, USA;
| | | | - JinShil Kim
- College of Nursing, Gachon University, Incheon 21936, Korea;
| | - Yeonhu Lee
- Department of Trauma Ward, Chonnam National University Hospital, Gwangju 61469, Korea
- Correspondence: ; Tel.: +82-10-9405-7399
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24
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Alkorashy HA, Al-Hothaly WA. Quality of nursing care in Saudi's healthcare transformation era: A nursing perspective. Int J Health Plann Manage 2022; 37:1566-1582. [PMID: 35083782 DOI: 10.1002/hpm.3425] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/27/2020] [Revised: 11/30/2021] [Accepted: 01/15/2022] [Indexed: 11/12/2022] Open
Abstract
BACKGROUND The Kingdom of Saudi Arabia corporates performance improvement strategies in health sector to transform hospital operations and instituting a culture of quality through performance improvement initiatives. Quality of nursing care (QNC) is a concern for nursing professionals and administration. Donabedian's 'Quality-of-Care' framework plays a vital role in transforming nursing care and determining appropriate intervention development and implementation plans. AIM To explore the nurses' perception for the QNC and find their perspectives in achievements and gaps by adopting the Donabedian model. METHODS A cross-sectional study was conducted on a convenience sample of 639 nurses from a tertiary hospital in Saudi Arabia using Karen-personnel instrument for measuring QNC. The achievements and gaps in nursing care quality determined by redistributing Karen statements to the three dimensions of the Donabedian structure, process and outcome model. FINDINGS The nurses' overall perception of the QNC was positive. According to the Donabedian model, the nurses focussed on care procedures (i.e., process-oriented) and required resources (i.e., structure-oriented), although the transformation era requires nurses' performance to focus on the outcome dimension. CONCLUSION To activate the vital roles of nurses in accomplishing health transformation initiatives, there should be collaborative efforts among nursing managers, educators and policy-makers to sustain quality of structure, process and outcome-oriented nursing care and be more outcome-oriented.
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Affiliation(s)
- Hanan A Alkorashy
- Nursing Administration & Education Department, College of Nursing, King Saud University, Riyadh, Saudi Arabia
- Nursing Administration Department, Faculty of Nursing, Alexandria University, Alexandria, Egypt
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Yan J, Wu C, Du Y, He S, Shang L, Lang H. Occupational Stress and the Quality of Life of Nurses in Infectious Disease Departments in China: The Mediating Role of Psychological Resilience. Front Psychol 2022; 13:817639. [PMID: 35401312 PMCID: PMC8992655 DOI: 10.3389/fpsyg.2022.817639] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/18/2021] [Accepted: 02/15/2022] [Indexed: 11/13/2022] Open
Abstract
Aim We aim to explore the impact of occupational stress on the quality of life of nurses in infectious disease departments and to explore the mediating role of psychological resilience on this impact. Background Sudden public health events and the prevalence of infectious diseases give nurses in infectious disease departments a heavy task load and high occupational stress, which can affect their quality of life, and which is closely related to the quality of clinical care they provide. There are few existing studies on occupational stress, psychological resilience, and the quality of life of nurses in infectious disease departments. Methods We collected data from infectious-disease-specialized hospitals or infectious disease departments of general hospitals in China. In total 1,536 nurses completed questionnaires: the Effort-Reward Imbalance Questionnaire, the Connor-Davidson Resilience Scale, and the World Health Organization Quality of Life Brief Scale. We use a structural equation model to test the mediating role of the psychological resilience in the relationship between occupational stress and quality of life. Results Among 1,536 participants, 88.2% experienced an effort-reward imbalance. The average scores for psychological resilience and quality of life were 56.06 (SD = 14.19) and 51.80 (SD = 8.23), respectively. Our results show that occupational stress is negatively correlated with psychological resilience (r = -0.28, p < 0.01) and quality of life (r = -0.44, p < 0.01). In addition, we find that psychological resilience is positively correlated with quality of life (r = 0.55, p < 0.01) and that the indirect effect of occupational stress on quality of life through psychological resilience is significant (β = -0.036, 95% CI: 0.027 to 0.426), indicating at least a partial mediating role of psychological resilience. Conclusion A high proportion of nurses in infectious disease departments felt that their jobs' effort-reward imbalance was high. These nurses' scores for psychological resilience were in the middle level among Chinese people generally, but their quality of life was lower than the Chinese norm. We conclude that occupational stress has an important impact on their quality of life, and psychological resilience plays a partial mediating role on this impact. Implications for Nursing Management Hospital managers can benefit from paying attention to the occupational stress of nurses and helping to improve the quality of life of nurses by alleviating this occupational stress and improving psychological resilience.
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Affiliation(s)
- Jiaran Yan
- Nursing Department, Fourth Military Medical University, Xi'an, China
| | - Chao Wu
- Nursing Department, Fourth Military Medical University, Xi'an, China
| | - Yanling Du
- Nursing Department, Fourth Military Medical University, Xi'an, China
| | - Shizhe He
- Nursing Department, Fourth Military Medical University, Xi'an, China
| | - Lei Shang
- Department of Health Statistics, Fourth Military Medical University, Xi'an, China
| | - Hongjuan Lang
- Nursing Department, Fourth Military Medical University, Xi'an, China
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Marceau M, Ledoux I, Lavoie S, Benyamina Douma N, Mailhot-Bisson D, Gosselin É. Exploration of the occupational and personal dimensions impacted by the COVID-19 pandemic for nurses: A qualitative analysis of survey responses. J Adv Nurs 2022; 78:2150-2164. [PMID: 35133027 PMCID: PMC9111505 DOI: 10.1111/jan.15167] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/09/2021] [Revised: 12/20/2021] [Accepted: 01/11/2022] [Indexed: 12/26/2022]
Abstract
Aim To explore the occupational and personal life dimensions that have been impacted by the COVID‐19 pandemic for registered nurses (RN) and licensed practical nurses (LPN). Design Qualitative interpretive description approach. Methods Between July and September 2020, a web‐based cross‐sectional study was conducted among RNs and LPNs in Quebec, Canada. Included in this survey was an open‐ended question allowing nurses to describe the occupational and personal life dimensions that were impacted by the COVID‐19 pandemic. Thematic analysis was used to interpret the qualitative data from this open‐ended question. Reporting followed the Standards For Reporting Qualitative Research (SRQR). Results Of the 1860 survey respondents, 774 RNs and 43 LPNs responded to the open‐ended question (total n = 819). For the occupational dimension, six themes were identified: impacts of infection control on work, change in daily work tasks, offloading and reorganization of care, deterioration of working conditions, increased stress at work and issues related to the profession. For the personal dimension, four themes were found: impacts on the family, dealing with changes about leisure and personal life, impacts on physical and psychological health. Conclusion Knowing the dimensions affected by the COVID‐19 pandemic could help to identifying appropriate interventions to support RNs and LPNs. Impact The COVID‐19 pandemic has significantly impacted the occupational and personal lives RNs and LPNs working in the Quebec healthcare system. More specifically, Quebec's nurses experienced a major reorganization of care generated by important government decisions. Knowing how the pandemic affected different life dimensions will help in the development of support adapted to nurses' realities. Even in a pandemic context, improvements in the work environment or appropriate support could lead to an improved psychological health for nurses.
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Affiliation(s)
- Mélanie Marceau
- School of Nursing, Faculty of Medicine and Health Sciences, Université de Sherbrooke, Sherbrooke, Québec, Canada
| | - Isabelle Ledoux
- School of Nursing, Faculty of Medicine and Health Sciences, Université de Sherbrooke, Sherbrooke, Québec, Canada
| | - Stéphan Lavoie
- School of Nursing, Faculty of Medicine and Health Sciences, Université de Sherbrooke, Sherbrooke, Québec, Canada
| | - Nabiha Benyamina Douma
- Health Sciences Department, Université du Québec en Abitibi-Témiscamingue, Rouyn-Noranda, Québec, Canada
| | - Didier Mailhot-Bisson
- School of Nursing, Faculty of Medicine and Health Sciences, Université de Sherbrooke, Sherbrooke, Québec, Canada
| | - Émilie Gosselin
- School of Nursing, Faculty of Medicine and Health Sciences, Université de Sherbrooke, Sherbrooke, Québec, Canada
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Tatterton MJ, Honour A, Kirkby L, Billington D. Moving and Handling Children After Death: An Inductive Thematic Analysis of the Factors That Influence Decision Making by Children's Hospice Staff. J Hosp Palliat Nurs 2022; 24:95-103. [PMID: 34840285 DOI: 10.1097/njh.0000000000000823] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
Hospices for children and adolescents in the United Kingdom provide care to the bodies of deceased children in specially designed chilled bedrooms called "cool rooms." In an effort to develop resources to support hospice practitioners to provide this specialist area of care, this study aimed to identify the factors that influence decision making when moving and handling children's bodies after death in a hospice cool bedroom. An internet-based survey was sent to all practitioners employed by 1 children's hospice. A total of 94.9% of eligible staff responded (n = 56). An inductive approach to thematic analysis was undertaken, using a 6-phase methodological framework. Three core themes were identified that inform practitioners' perception of the appropriateness of moving and handling decisions: care of the body, stages of care, and method of handling. The complexity of decision making and variation in practice was identified. Practitioners relied on both analytical and initiative decision making, with more experienced practitioners using an intuitive approach. Evidence-based policy and training influence the perception of appropriateness and the decisions and behavior of practitioners. The development of a policy and education framework would support practitioners in caring for children's bodies after death, standardizing expectations and measures of competence in relation to moving and handling tasks.
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Mosisa G, Abadiga M, Oluma A, Wakuma B. Quality of work-life and associated factors among nurses working in Wollega zones public hospitals, West Ethiopia: A cross-sectional study. INTERNATIONAL JOURNAL OF AFRICA NURSING SCIENCES 2022. [DOI: 10.1016/j.ijans.2022.100466] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/15/2022] Open
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Temiz TND, Kara (Sivuk) D, Potas N. Moderating Effects of Gender Relationship Between Quality of Work Life and Job Satisfaction: Total Quality Management Perceptions as a Mediating Factor. JOURNAL OF HEALTH MANAGEMENT 2021. [DOI: 10.1177/09720634211052358] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
The aim of this study is to examine the moderating effects of gender relationship between quality of work life and job satisfaction using total quality management perceptions as a mediating factor. Data were collected from Private and Ministry of Health Training and Research Hospitals using 515 employees in Turkey. The moderated mediation analysis was set up according to the hypothesis model. Total quality management is the mediator, and gender is the moderator. The findings showed that the relationship between quality of work life and job satisfaction, quality of work life and total quality management, total quality management and job satisfaction. With respect to the gender variable, the total quality of management decreases; job satisfaction is a little stronger in males. However, even if job satisfaction increases, it is equal in both males and females.
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Affiliation(s)
- Tuğçe Nur Dursun Temiz
- Department of Health Care Management, Sungurlu Vocational School, Hitit University, Çorum, Turkey
| | - Derya Kara (Sivuk)
- Faculty of Economics and Administrative Sciences, Department of Health Care Management, Ankara Hacı Bayram Veli University, Ankara, Turkey
| | - Nihan Potas
- Faculty of Economics and Administrative Sciences, Department of Health Care Management, Ankara Hacı Bayram Veli University, Ankara, Turkey
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Emami P, Boozari Pour M, Zahednezhad H, Khanali Mojen L, Naseri V. Investigating the relationship between workplace stressors and caring behaviours of nursing staff in inpatient wards: A cross-sectional study. J Adv Nurs 2021; 78:1066-1074. [PMID: 34642973 DOI: 10.1111/jan.15080] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/13/2021] [Revised: 09/13/2021] [Accepted: 09/30/2021] [Indexed: 02/03/2023]
Abstract
AIM The present study aimed to investigate the effects of various job stressors on caring behaviours of nursing staff. DESIGN A cross-sectional nationwide study. METHODS This cross-sectional, descriptive-correlational study was conducted on 260 nurses employed in the inpatient wards of seven teaching hospitals in Tehran, Iran during December 2019-February 2020. The participants were selected via convenience sampling. Data were collected using a demographic questionnaire, the nursing stress scale and the caring behaviours inventory. Data analysis was performed in SPSS version 20 using descriptive statistics and linear regression analysis. RESULTS The results of regression analysis indicated that job stress is correlated with nurses' caring behaviours (β = -.36; p = .001). Factors such as workload (β = -.27; p = .001), uncertainty about patient treatment (β = -.26; p = .017) and lack of emotional preparation (β = -.20; p = .017) were the important stressors associated with nurses' caring behaviours. CONCLUSIONS According to the results, high levels of perceived job stress due to workload, uncertainty about patient treatment and lack of emotional preparation are associated with lower levels of nurses' caring behaviours. IMPACTS The findings of this study showed that to provide patients with optimal caring behaviours, hospital and nursing managers should design interventions to reduce nurses' job stressors, especially in terms of their interactions with their colleagues and physicians.
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Affiliation(s)
- Payam Emami
- Department of Medical-Surgical Nursing, School of Nursing & Midwifery, Shahid Beheshti University of Medical Sciences, Tehran, Iran
| | - Mahsa Boozari Pour
- Department of Medical-Surgical Nursing, School of Nursing & Midwifery, Shahid Beheshti University of Medical Sciences, Tehran, Iran
| | - Hosein Zahednezhad
- Department of Psychiatric Nursing and Management, School of Nursing & Midwifery, Shahid Beheshti University of Medical Sciences, Tehran, Iran
| | - Leila Khanali Mojen
- Department of Medical-Surgical Nursing, School of Nursing & Midwifery, Shahid Beheshti University of Medical Sciences, Tehran, Iran.,Pediatric Congenital Hematologic Disorders Research Center, Mofid Children's Hospital, Tehran, Iran
| | - Vahid Naseri
- Department of Medical-Surgical Nursing, School of Nursing & Midwifery, Shahid Beheshti University of Medical Sciences, Tehran, Iran
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Lavoie-Tremblay M, Gélinas C, Aubé T, Tchouaket E, Tremblay D, Gagnon MP, Côté J. Influence of caring for COVID-19 patients on nurse's turnover, work satisfaction and quality of care. J Nurs Manag 2021; 30:33-43. [PMID: 34448520 PMCID: PMC8646604 DOI: 10.1111/jonm.13462] [Citation(s) in RCA: 86] [Impact Index Per Article: 28.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/03/2021] [Revised: 08/01/2021] [Accepted: 08/23/2021] [Indexed: 12/16/2022]
Abstract
Aim This study aims to examine, through the lens of the Job Demands‐Resources model, the influence of caring for COVID‐19 patients on nurse's perception of chronic fatigue, quality of care, satisfaction at work and intention to leave their organisation and the profession. Background Studies have examined how fear of COVID‐19 contributes to the mental, physical and work adjustment among nurses. To date, few studies have been conducted examining how caring for patients with COVID‐19 contributes to work outcomes among nurses. Methods This is a cross‐sectional survey involving 1705 frontline nurses and licensed practical nurses in Quebec, Canada. From these, 782 reported caring for COVID‐19 patients. Results High chronic fatigue, poor quality of care, lower work satisfaction and higher intention to leave their organisation were found for nurses caring for COVID‐19 patients. Poorly prepared and overwhelmed nurses showed higher turnover intention than those well prepared and in control. Conclusions There is an urgent need to provide support to nurses during the pandemic, with a long‐term strategy to increase their retention. Implications for Nursing Management Nurse administrators play an important role in supporting their nurses during a pandemic in the form of education, training and policy development to positively impact quality of care and retention.
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Affiliation(s)
| | - Céline Gélinas
- Ingram School of Nursing, McGill University, Montréal, Quebec, Canada
| | - Thalia Aubé
- Ingram School of Nursing, McGill University, Montréal, Quebec, Canada
| | - Eric Tchouaket
- Nursing Department, University of Quebec in Outaouais, Gatineau, Quebec, Canada
| | | | | | - José Côté
- Faculty of Nursing, Montreal University, Montréal, Quebec, Canada
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Kitila KM, Wodajo DA, Debela TF, Ereso BM. Turnover Intention and Its Associated Factors Among Health Extension Workers in Illubabora Zone, South West Ethiopia. J Multidiscip Healthc 2021; 14:1609-1621. [PMID: 34234449 PMCID: PMC8254187 DOI: 10.2147/jmdh.s306959] [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: 02/18/2021] [Accepted: 06/04/2021] [Indexed: 11/23/2022] Open
Abstract
Background The efficiency and quality of a health service can be compromised by turnover intention. Employees who intend to leave their job may identify themselves in the form of withdrawal, being predisposed to lateness, absenteeism, and declining participation. This study aimed to determine the level of turnover intention and to identify factors associated with turnover intention among health extension workers in the Illubabora zone. Methods A facility-based cross-sectional study with quantitative and qualitative methods of data collection was conducted on 125 randomly selected health posts. All health extension workers in the sampled health posts (n = 245) and 6 key informants were included from February 21 to April 20, 2020. Multiple linear regression models were used to indicate the association between dependent and independent variables. The data obtained from the in-depth interviews were coded, categorized then thematized manually, and supplemented with quantitative data. Results The prevalence of turnover intention of health extension workers was 52%. The turnover intention was highest among service length >10 years (34.4%), level IV educational status (30.5%), married health extension workers (61.7%), and age category 26–30 years (40.6%). Statistically significant variables were motivation (β=−2.801; 95% CI −5.097, to −0.505), high workload (β=−3.35; 95% CI −6.038, to −0.661) and career structure (β=−3.452; 95% CI −6.267, to −0.638). Conclusion Overall, the magnitude of health extension workers’ turnover intention of their current job was high. Among variables, high workload, lack of motivation, and limited career structure were a significant predictor of turnover intention. Therefore, an amendment of the career structure and overtime payment should be made to retain health extension workers. They should be encouraged to perform only health sector tasks. Providing transportation is another important mechanism to reduce the workload.
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Affiliation(s)
| | - Dereje Alemayehu Wodajo
- College of Health Science, School of Public Health, Mizan Tepi University, Mizan Aman, Ethiopia
| | - Tilahun Fufa Debela
- Institute of Health, Faculty of Public Health, Department of Health Management and Policy, Jimma University, Jimma, Ethiopia
| | - Berhane Megerssa Ereso
- Institute of Health, Faculty of Public Health, Department of Health Management and Policy, Jimma University, Jimma, Ethiopia
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Chegini Z, Arab-Zozani M, Rajabi MR, Kakemam E. Experiences of critical care nurses fighting against COVID-19: A qualitative phenomenological study. Nurs Forum 2021; 56:571-578. [PMID: 33895986 PMCID: PMC8250885 DOI: 10.1111/nuf.12583] [Citation(s) in RCA: 29] [Impact Index Per Article: 9.7] [Reference Citation Analysis] [Abstract] [Key Words] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/21/2020] [Revised: 04/09/2021] [Accepted: 04/13/2021] [Indexed: 12/23/2022]
Abstract
Aim This study sought to describe the experiences of critical care nurses caring for patients infected by coronavirus disease 2019 (COVID‐19). Design A qualitative phenomenological design was used. Methods We enrolled 15 nurses who provided care for patients infected by COVID‐19 purposively and through snowballing, using a phenomenological approach in critical care units of Iran's public hospitals between May and June 2020. The semi‐structured interviews were carried out either via face‐to‐face or telephone and were analyzed using the 7‐step method of Colaizzi. Results The experiences of nurses caring for patients infected with COVID‐19 were categorized into four challenges, including psychological (eight subthemes), organizational (six subthemes), social (six subthemes), and professional (five subthemes). In general, based on the current classification, there seems to be a mixture of positive and negative effects on the psychological, social, and professional challenges and the negative effect only on the organizational challenges. Conclusions Positive and negative emotions and experiences have coexisted for the critical care nurses since the COVID‐19 outbreak. Emotional support and psychological counseling play an important role in maintaining nurses' optimal mental health during the COVID‐19 crisis. Adequate protective equipment, financial and nonfinancial supports, effective communication, training and hiring of staff, and appropriate work shifts are also required to reduce nurses' negative experiences when providing care for the affected individuals.
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Affiliation(s)
- Zahra Chegini
- Social Determinants of Health Research Center, Research Institute for Prevention of Non-Communicable Diseases, Qazvin University of Medical Sciences, Qazvin, Iran
| | - Morteza Arab-Zozani
- Social Determinants of Health Research Center, Birjand University of Medical sciences, Birjand, Iran
| | | | - Edris Kakemam
- Social Determinants of Health Research Center, Research Institute for Prevention of Non-Communicable Diseases, Qazvin University of Medical Sciences, Qazvin, Iran.,Department of Health Services Management, School of Management and Medical Informatics, Tabriz University of Medical Sciences, Tabriz, Iran
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Davoodi A, Azarsa T, Shahbazpour M, Sokhanvar Z, Ghahramanian A. Relationship between quality of work life and caring behaviors among emergency nurses. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2020. [DOI: 10.1108/ijwhm-11-2019-0151] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/03/2023]
Abstract
PurposeThis study aimed to determine the relationship between quality of nurse work life (QNWL) and caring behaviors among emergency nurses.Design/methodology/approachIn this cross-sectional study, a total of 168 emergency nurses were selected from eight hospitals in the metropolitan of Tabriz, East Azerbaijan Province, Iran. Data were collected in the first six months of 2018 by Brooks' QNWL questionnaire and Wolf's Caring Behaviors Inventory. Multiple linear regression analysis was used to analyze the data.FindingsThe overall QNWL scores were low to moderate. The highest scores were related to the work design and home/ life dimensions. Nurses' care behaviors were focused on the physical aspect of care, so that the highest scores for dimensions of caring behaviors belonged to the professional knowledge and skill followed by the attentiveness to the others' experience and the lowest belonged to the positive connectedness. The results of the multiple linear regression analysis showed that the model with the three variables of work context, male gender, and age group 51–60 years was significant.Research limitations/implicationsThis study used cross-sectional data for analysis, which limits the ability to establish causality. It is therefore suggested that future studies should use longitudinal designs to strengthen the acceptability of causality. Longitudinal designs will also help to assess changes of QNWL within units of observation over time. Moreover, this study was conducted in the educational treatment centers of Tabriz. Therefore, further studies should be carried out on nurses in the ED of East Azerbaijan and the northwestern provinces of Iran to allow generalization of the research results concerning macro-policymaking to improve the QNWL of these nurses and their caring behaviors.Practical implicationsFor providing high quality care to patients, it is necessary to pay more attention to the communication and emotional aspects of patient care. Nurses' QWL, especially in the work context dimension, should be enhanced to improve the caring behaviors of nurses.Social implicationsAlso considering that the work world dimension had the lowest score in QNWL, policymakers' efforts should continue for changing public attitudes toward the nursing profession and balancing the nurses' income based on their performance in the healthcare system to maintain the social prestige of the profession among the community. The media, political and public support can play a pivotal role in improving the image of nursing in society, increasing motivation among Iranian nurses and promoting the QNWL, which will result in higher levels of quality of care as well as greater patient satisfaction.Originality/valueThe results of this study show a positive correlation between the work context and caring behaviors and suggest that the use of strategies for improving the features of work context may be able to improve nurses' caring behaviors. In order to provide holistic care for our patients, we need changes in the conditions and work context of nurses so that nurses can like the physical aspect of care, pay attention to its psychological aspect.
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Gebregziabher D, Berhanie E, Berihu H, Belstie A, Teklay G. The relationship between job satisfaction and turnover intention among nurses in Axum comprehensive and specialized hospital Tigray, Ethiopia. BMC Nurs 2020; 19:79. [PMID: 32831645 PMCID: PMC7437041 DOI: 10.1186/s12912-020-00468-0] [Citation(s) in RCA: 18] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/12/2019] [Accepted: 08/03/2020] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Nurses' turnover is a global concern which if not handled well can harm the productivity of an organization. The high turnover rate of health workers critically affects the health system, particularly in countries with limited resources. Hence, effective retention strategies require clear identification of the variables at the workplace that determines nurses' decision in staying in or leaving their employer organization. The aim of this study is to assess the relationship between job satisfaction and turnover intention among nurses in Axum Comprehensive and Specialized Hospital Tigray, Ethiopia. METHODS The research was conducted using institution based cross-sectional study design. A total of 148 nurses were included in the study using a systematic random sampling technique. The study was conducted from January 2018 to June, 2019. Data were collected using semi-structured self-administered questionnaires. It was entered into Epidemiological information version 7 and then analyzed using Statistical Package for Social Sciences version 22. Bivariate logistic regression analysis was employed to examine the statistical association between the outcome variable and selected independent variables. All variables with P value < 0.05 in the bivariate analysis were included in the multivariable analysis. RESULT Out of 148 nurses, more than half (64.9%) had the intention to leave the organization. The finding of this study showed that the level of job satisfaction was significantly associated with the overall intention. Nurses who were unsatisfied on their job autonomy were 2.55 (95% CI: 1.194, 5.466) more likely to intend to leave their workplace than nurses who reported to be satisfied. Nurses who were unsatisfied on training opportunity were also 2.55 (95% CI: 1.167, 5.571) times more likely to leave their job than nurses who reported to be satisfied. CONCLUSION The overall turnover intention of nurses was found to be high and significantly associated with dissatisfaction on autonomy, and training opportunity. Therefore, continuous effort should be made by ward managers to enhance nurses' satisfaction onjob autonomy, and training opportunity.
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Affiliation(s)
- Dawit Gebregziabher
- Department of Nursing, College of Health Sciences and Comprehensive Specialized Referral Hospital, Aksum University, Aksum, Tigray Ethiopia
| | - Eskedar Berhanie
- Department of Nursing, College of Health Sciences and Comprehensive Specialized Referral Hospital, Aksum University, Aksum, Tigray Ethiopia
| | - Hagos Berihu
- Department of Nursing, College of Health Sciences and Comprehensive Specialized Referral Hospital, Aksum University, Aksum, Tigray Ethiopia
| | - Addis Belstie
- Department of Nursing, College of Health Sciences and Comprehensive Specialized Referral Hospital, Aksum University, Aksum, Tigray Ethiopia
| | - Girmay Teklay
- Department of Nursing, College of Health Sciences and Comprehensive Specialized Referral Hospital, Aksum University, Aksum, Tigray Ethiopia
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Elder E, Johnston AN, Byrne JH, Wallis M, Crilly J. Core components of a staff wellness strategy in emergency departments: A clinician-informed nominal group study. Emerg Med Australas 2020; 33:25-33. [PMID: 32592326 DOI: 10.1111/1742-6723.13561] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/04/2020] [Revised: 05/13/2020] [Accepted: 05/16/2020] [Indexed: 11/30/2022]
Abstract
OBJECTIVE Busy, high-stress EDs prompt many work-based interventions to address staff wellness, with mixed success. The aim of the present study was to enable ED clinicians to systematically identify core components of a work-based strategy to improve their working environment and/or coping. METHODS Purposively sampled ED doctors and nurses from one health service were invited to participate in modified nominal group technique. Participants identified, from a pre-defined list, a key ED stressor and then discussed and ratified proposed core components of a work-based strategy to address or ameliorate this stressor. RESULTS Two nominal group technique sessions were held with a total of 10 participants (n = 7 nurses and n = 3 doctors). Participants proposed several strategies aimed at both individual and organisational levels to address occupational stress and coping, and support staff well-being in the workplace. These included mobile/web-based applications, group counselling sessions, yoga, social activities, team building activities and debriefing. Participants described three key components to promote staff wellness and hence enhance their ability to buffer negative aspects of occupational stress: (i) increased individual and team support; (ii) development of professional resilience; and (iii) maximising opportunities for social connection. CONCLUSIONS Ensuring appropriate systems, services and support for ED staff should be a priority at local departmental, wider organisational and governmental levels. ED clinicians are ideally placed to identify such systems, services and supports. Managers and policy makers can use these findings to inform the implementation of interventions in EDs.
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Affiliation(s)
- Elizabeth Elder
- School of Nursing and Midwifery, Griffith University, Griffith Health, Gold Coast, Queensland, Australia
| | - Amy Nb Johnston
- Department of Emergency Medicine, Princess Alexandra Hospital, Metro South Health, Brisbane, Queensland, Australia.,School of Nursing, Midwifery and Social Work, The University of Queensland, Brisbane, Queensland, Australia.,Menzies Health Institute Queensland, Griffith University, Gold Coast, Queensland, Australia
| | - Jacqueline H Byrne
- Metro North Hospital and Health Service, QIMR Berghofer, Griffith University, Gold Coast, Queensland, Australia
| | - Marianne Wallis
- Menzies Health Institute Queensland, Griffith University, Gold Coast, Queensland, Australia.,School of Nursing, Midwifery and Paramedicine, University of the Sunshine Coast, Sunshine Coast, Queensland, Australia
| | - Julia Crilly
- Menzies Health Institute Queensland, Griffith University, Gold Coast, Queensland, Australia.,Department of Emergency Medicine, Gold Coast Hospital and Health Service, Gold Coast, Queensland, Australia
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Chegini Z, Jafari‐Koshki T, Kheiri M, Behforoz A, Aliyari S, Mitra U, Islam SMS. Missed nursing care and related factors in Iranian hospitals: A cross‐sectional survey. J Nurs Manag 2020; 28:2205-2215. [DOI: 10.1111/jonm.13055] [Citation(s) in RCA: 25] [Impact Index Per Article: 6.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/25/2019] [Revised: 05/02/2020] [Accepted: 05/19/2020] [Indexed: 11/28/2022]
Affiliation(s)
- Zahra Chegini
- Social Determinants of Health Research CenterQazvin University of Medical Sciences Qazvin Iran
- National Institute for Health Research Tehran University of Medical Sciences Tehran Iran
| | - Tohid Jafari‐Koshki
- Molecular Medicine Research Center Department of Statistics and Epidemiology Faculty of Health Tabriz University of Medical Science Tabriz Iran
| | - Marzieh Kheiri
- Department of Health Education and Promotion Faculty of Health Iran University of Medical Science Tehran Iran
| | - Ali Behforoz
- Iranian Center of Excellence in Health Management School of Management and Medical Informatics Tabriz University of Medical Sciences Tabriz Iran
| | - Saeedeh Aliyari
- National Institute for Health Research Tehran University of Medical Sciences Tehran Iran
| | - Udita Mitra
- The School of Health in Social Science University of Edinburgh Edinburgh UK
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38
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Labrague LJ, De Los Santos JAA, Falguera CC, Nwafor CE, Galabay JR, Rosales RA, Firmo CN. Predictors of nurses' turnover intention at one and five years' time. Int Nurs Rev 2020; 67:191-198. [PMID: 32202329 DOI: 10.1111/inr.12581] [Citation(s) in RCA: 70] [Impact Index Per Article: 17.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/02/2019] [Revised: 02/06/2020] [Accepted: 02/13/2020] [Indexed: 12/19/2022]
Abstract
AIM This study examined the role of job dimensions, job satisfaction, psychological stress and job burnout in predicting turnover intention at one and five years' time among professional nurses in the Philippines. METHODS A cross-sectional design was utilized in the study using a convenience sample of 549 registered nurses from six hospitals in the Central Philippines during the period of October 2018 to January 2019. Five self-report scales were used in this study. RESULTS Overall, 46.1% (n = 253) and 78.9% (n = 433) of nurses reported planning to leave the organization at one and five years' time, respectively. The type of hospital, job satisfaction and job burnout explained variances for turnover intention at one and five years' time. Separately, hospital bed capacity and job stress predicted turnover intention at five years' time. None of the job dimensions accurately predicted turnover intention in nurses. CONCLUSION Higher turnover intention results at one and five years' time were dependent on nurses' psychological stress, job burnout and job satisfaction. IMPLICATIONS FOR NURSING PRACTICE AND POLICY Organizational measures aimed at reducing stress and burnout and increasing job satisfaction in nurses are critically important to enhance the retention of nurses and ensure continued quality of nursing care.
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Affiliation(s)
- L J Labrague
- College of Nursing, Sultan Qaboos University, Muscat, Sultanate of Oman
| | | | - C C Falguera
- School of Health Sciences, University of the Philippines Manila, Manila, Philippines
| | - C E Nwafor
- Department of Psychology, Nnamdi Azikiwi University, Awka, Nigeria
| | - J R Galabay
- College of Nursing and Midwifery, Isabela State University - Ilagan Campus, Ilagan, Philippines
| | - R A Rosales
- College of Nursing and Health Sciences, Samar State University, Catbalogan City, Philippines
| | - C N Firmo
- School of Health Sciences, University of the Philippines Manila, Manila, Philippines
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39
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Tashayoei N, Raeissi P, Nasiripour AA. Challenges of implementation of hospital accreditation in Iran: an exploratory factor analysis. J Egypt Public Health Assoc 2020; 95:5. [PMID: 32813055 PMCID: PMC7364711 DOI: 10.1186/s42506-019-0033-6] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/17/2019] [Accepted: 12/29/2019] [Indexed: 01/20/2023]
Abstract
BACKGROUND Today, accreditation is considered as the most commonly used health assessment approach. Considering the importance and application of the process of this approach in the hospital, this study aimed to investigate the challenges of implementation of hospital accreditation in Iran using exploratory factor analysis. METHODS A cross-sectional study design was carried out from July to December 2017, consisting of 200 managers in the seven hospitals accredited by the MOH in Tehran, Iran. Samples were selected through the purposive sampling method, and data were collected using a structured questionnaire in which validity and reliability were confirmed. Likert's five-choice range was used for the rating of items. Exploratory factor analysis was used to categorize the identified challenges and extract the mathematical model on them. RESULTS Exploratory factor analysis identified six dimensions (implementation, evaluation, content, structural, psychological, and managerial) with 40 items using a 5-point Likert scale. Each dimension accounted for greater than 63.20% of the total variance. The scale had strong content validity (indices = 0.84). Each dimension of Cronbach's alpha ranged from 0.74 to 0.94. Implementation, evaluation, content, structural, psychological, and managerial components also formed the final identified areas. CONCLUSION The present study showed that there were major challenges in the path to successful deployment of Iranian hospital accreditation, requiring serious action by managers and policymakers in this field.
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Affiliation(s)
- Narges Tashayoei
- Department of Health Services Management, School of Medical Sciences, Tehran Science and Research Branch, Islamic Azad University, Tehran, Iran
| | - Pouran Raeissi
- Department of Health Services Management, School of Health Management and Information Sciences, Iran University of Medical Sciences, Tehran, Iran.
| | - Amir Ashkan Nasiripour
- Department of Health Services Management, School of Medical Sciences, Tehran Science and Research Branch, Islamic Azad University, Tehran, Iran
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40
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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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41
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Albarran J, Scholes J. What's in this issue. Nurs Crit Care 2019; 24:249-252. [PMID: 31633278 DOI: 10.1111/nicc.12470] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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