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Cucolo DF, de Campos Oliveira JL, Rossit RAS, Mininel VA, Perroca MG, Silva JAMD. Effects of interprofessional practice on nursing workload in hospitals: A systematic review. Int J Health Plann Manage 2024; 39:824-843. [PMID: 38353613 DOI: 10.1002/hpm.3779] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/30/2023] [Revised: 01/14/2024] [Accepted: 01/29/2024] [Indexed: 05/06/2024] Open
Abstract
OBJECTIVE To synthesise scientific evidence on interprofessional practice in hospital care and the effects on nursing workload. METHODS Systematic mixed method review, registered in PROSPERO (CRD42021225627) and conducted in the following databases: CINAHL, Medline, Web of Science and Scopus, with no restrictions on the publication period of the studies. Primary studies were recruited on nurses' interprofessional practice (actions and interactions with other professional categories) in hospitals and the effects on one or more dimensions of nursing workload (quantitative, qualitative, physical, cognitive, emotional, time and variation). Scientific articles available in open access, in English, Spanish or Portuguese, were included. The searches were carried out in January 2021. The studies were evaluated by pairs of independent researchers to verify methodological quality, through the Mixed Method Appraisal Tool, and data extraction. To summarise the studies, thematic analysis was adopted. RESULTS A total of 1774 publications were assessed for eligibility and 17 studies were included. Of these, two were mixed methods, four were qualitative, and 11 were quantitative, published between 2011 and 2020. The main scenarios investigated were Intensive Care Units and/or Inpatient Units. During data analysis, three thematic categories emerged: Interprofessional practice in coping with emotional overload; Time dedicated by nurses to professional communication; and Working conditions and patient care. The third category consisted of three subthemes: Conflict and flexibility in the context of practice; Working conditions and interprofessional practice; and Effects on patient care. CONCLUSIONS The evidence points to the emotional overload of nurses in the face of uncooperative practices. Interprofessional actions, especially communicative ones, demand nurses' time and impact the care provided. The results contribute to political decisions and health work management.
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Affiliation(s)
- Danielle Fabiana Cucolo
- Postgraduate Program, Multiprofessional Residency in Health at the Pontifícia Universidade Católica de Campinas, Campinas, Brazil
- Postgraduate Program, Masters Course in Nursing at the Medical School of São José do Rio Preto, São José do Rio Preto, Brazil
| | - João Lucas de Campos Oliveira
- Nursing School of the Federal University of Rio Grande do Sul (UFRGS), Porto Alegre, Brazil
- Postgraduate Program in Nursing at the UFRGS and Clinical Nursing Service at Hospital de Clínicas de Porto Alegre, Porto Alegre, Brazil
| | | | - Vivian Aline Mininel
- Postgraduate Nursing Program at the Federal University of São Carlos (UFSCar), Sao Carlos, Brazil
- Nursing Department at the UFSCar, Sao Carlos, Brazil
- Center de Recherche sur le Travail et le Développement, Conservatoire National des Arts et Métiers (CRDT-Cnam), Paris, France
| | - Marcia Galan Perroca
- Postgraduate Program, Masters Course in Nursing at the Medical School of São José do Rio Preto, São José do Rio Preto, Brazil
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Al-Harrasi S, Sabei SA, Omari OA, Abrawi UA. Nurses' Job Burnout and Resilience in Neonatal Intensive Care Units. J Perinat Neonatal Nurs 2024; 38:201-211. [PMID: 38758275 DOI: 10.1097/jpn.0000000000000817] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 05/18/2024]
Abstract
PURPOSE To assess the relationship between job burnout and resilience among nurses working in neonatal intensive care units (NICUs) in Oman. BACKGROUND NICUs induce a significant amount of stress that predisposes nurses to a substantial degree of burnout. Resilience can play a role in reducing the effects of job burnout. A limited number of studies have examined job burnout and resilience among NICU nurses. METHODS A cross-sectional survey design was utilized. The Maslach Burnout Inventory was used to assess burnout, and the Brief Resilience Scale was used to assess perceptions of resilience. Pearson correlation was used to assess the relationship between job burnout and resilience. RESULTS A total of 173 staff nurses participated. Participants reported low levels of emotional exhaustion and depersonalization but moderate levels on the personal accomplishment subscale. Nurses reported moderate levels of resilience. Emotional exhaustion and depersonalization were negatively correlated with resilience, while personal accomplishment was positively correlated with resilience. CONCLUSION This study demonstrated that enhancing resilience can reduce the effect of burnout among NICU nurses. IMPLICATIONS FOR PRACTICE AND RESEARCH Enhancing levels of resilience among NICU nurses, in addition to providing adequate managerial support and good collegial relations, is essential to reduce their perceived job burnout.
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Affiliation(s)
- Samhaa Al-Harrasi
- Author Affiliations: Sultan Qaboos University Hospital, Sultanate of Oman, Al-Khodh, Oman (Ms Al-Harrasi); Department of Fundamentals and Nursing Administration, College of Nursing, Sultan Qaboos University, Sultanate of Oman, Al-Khodh, Oman (Drs Al Sabei and Al Sabei); and Royal Hospital, Sultanate of Oman, Muscat, Oman (Ms Abrawi)
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Watson AL. Nurses' Professional Quality of Life and Self-Care: A Mixed-Methods Study. Am J Crit Care 2024; 33:66-69. [PMID: 38161169 DOI: 10.4037/ajcc2024714] [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: 01/03/2024]
Abstract
BACKGROUND Improving retention of nurses working in critical care is an urgent priority. Ideas on how to do this abound, but actual data are inconclusive. One common theory is that simply increasing nurse resiliency will minimize turnover. OBJECTIVE To determine whether knowledge and application of compassionate self-care practices can significantly improve nurses' professional quality of life and thereby promote their retention. METHODS This pilot study had a mixed-methods design. A training program in self-care techniques was implemented in a level IV trauma care secondary hospital, with data collected before and after the intervention by means of written surveys. Study participants were 40 nursing professionals working in an intensive care unit and a medical/surgical unit. The underlying theory was Jean Watson's framework of human caring. RESULTS The study results showed that, although the participants evaluated the training program positively and reported improved work-life balance, they did not experience a statistically significant change in professional quality of life from before the intervention to after the intervention. CONCLUSIONS The study findings are consistent with current literature indicating that prevention of compassion fatigue and burnout cannot be achieved by the efforts of individuals alone but requires collaboration between professionals and their institutions, with special attention to 3 elements: (1) a healthy work environment, (2) organizational support, and (3) nurse resiliency.
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Affiliation(s)
- Adrianna Lorraine Watson
- Adrianna Lorraine Watson is an assistant teaching professor at Brigham Young University College of Nursing, Provo, Utah
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AbuAlRub R, Al Sabei SD, Al-Rawajfah O, Labrague LJ, Burney IA. Direct and Moderating Effects of Work Environment and Structural Empowerment on Job Stress and Job Satisfaction Among Nurses in Oman. Sultan Qaboos Univ Med J 2023; 23:485-492. [PMID: 38090253 PMCID: PMC10712381 DOI: 10.18295/squmj.5.2023.031] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/25/2022] [Revised: 02/07/2023] [Accepted: 04/11/2023] [Indexed: 12/18/2023] Open
Abstract
Objectives This study aimed to explore the relationships between nurses' work environment, job stress and job satisfaction, along with the moderating effects of work environment and empowerment on the relationship between job stress and job satisfaction. Methods A descriptive correlational design was utilised for this study. The study encompassed a convenience sample of 1,796 hospital nurses from the 11 governorates in Oman. Moreover, a self-report questionnaire that included a set of instruments was used to collect the data. Results Nurses who perceived higher levels of job stress reported lower levels of satisfaction and empowerment and perceived their work environment as less favourable and supportive. The findings only confirmed the direct effects of work environment and empowerment on satisfaction, whereas no support was found for indirect or moderating effects. Furthermore, the hierarchical regression model showed that 46.5% of the variation in the level of job satisfaction was explained by the study variables. Conclusion The results of this study demonstrate the importance of implementing strategies that empower staff, provide a supportive and positive work environment and tackle job stress to enhance levels of job satisfaction.
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Affiliation(s)
- Raeda AbuAlRub
- Community and Mental Health Nursing Department, Faculty of Nursing, Jordan University of Science and Technology, Irbid, Jordan
| | - Sulaiman D. Al Sabei
- Fundamentals and Administration Department, College of Nursing, Sultan Qaboos University, Muscat, Oman
| | - Omar Al-Rawajfah
- Adult and Critical Care Department, College of Nursing, Sultan Qaboos University, Muscat, Oman
- College of Nursing, Al al-Bayt University, Jordan
| | - Leodoro J. Labrague
- Health Systems & Adult Health Nursing Department, Loyola University Chicago, USA
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Langford EC, Jain S. The importance of embedding an inclusive culture within healthcare teamwork education; an evaluation of implementation methods. Postgrad Med J 2023; 99:1027-1032. [PMID: 37130826 DOI: 10.1093/postmj/qgad032] [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: 01/25/2023] [Revised: 03/27/2023] [Accepted: 04/02/2023] [Indexed: 05/04/2023]
Abstract
Teamworking is a fundamental concept within most organisations and healthcare is no different. It is at the core of everything we do as professionals and has a multitude of impacts including on patient safety, the quality of care that we provide, and staff morale. This paper looks at why we should prioritize advancing teamwork education; argues the advantages of developing an all-encompassing, inclusive team training approach; and summarizes the different methods of how to implement teamwork education within your organisation. Key messages Good teamworking processes have significant effects on patient safety and staff well-being. Inclusive training has wide-reaching benefits for staff morale, fostering colleague relationships and breaking down hierarchies. Teamwork education should be embedded within all healthcare organisations with the method used depending on organisational culture, hierarchy gradient and learners' starting knowledge.
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Affiliation(s)
- Emily C Langford
- Leeds Teaching Hospitals NHS Trust, Leeds, LS9 7TF, United Kingdom
- Health Education England Yorkshire and the Humber, Leeds, LS1 4PL, United Kingdom
| | - Sunjay Jain
- Leeds Teaching Hospitals NHS Trust, Leeds, LS9 7TF, United Kingdom
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Lieneck C, Bair J, Ardell S, Aldridge B, Austin BJ. Facilitators Associated with Nursing Burnout in the Ambulatory Care Setting as COVID-19 Subsides: A Rapid Review. Healthcare (Basel) 2023; 11:2122. [PMID: 37570363 PMCID: PMC10418695 DOI: 10.3390/healthcare11152122] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/22/2023] [Revised: 07/16/2023] [Accepted: 07/24/2023] [Indexed: 08/13/2023] Open
Abstract
The COVID-19 pandemic has significantly impacted the healthcare industry and its workforce, particularly nurses, who have been at the forefront of patient care. As the world begins to emerge from the pandemic, attention is turning to the long-term effects of the crisis on nurses' mental health and well-being, and specifically nursing burnout. Prevalent risk factors related to nursing burnout often historically involve high workload, insufficient support and/or resources, work-life imbalance, and even lack of autonomy and organization climate challenges. Understanding the factors that contribute to nursing burnout to help mitigate it is vital to ensuring the ongoing health and well-being of the nursing workforce, especially since the ongoing waning of coronavirus (COVID-19). This rapid review identifies 36 articles and explores the latest research on nursing burnout in outpatient (ambulatory care) healthcare facilities as the global pandemic continues to subside, and therefore identifies constructs that suggest areas for future research beyond previously identified contributing factors of nursing burnout while the pandemic virus levels were high.
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Affiliation(s)
- Cristian Lieneck
- School of Health Administration, Texas State University, San Marcos, TX 78666, USA
| | - Jolene Bair
- School of Health Sciences, Southern Illinois University-Carbondale, Carbondale, IL 62901, USA; (J.B.); (S.A.); (B.A.); (B.J.A.)
| | - Stephanie Ardell
- School of Health Sciences, Southern Illinois University-Carbondale, Carbondale, IL 62901, USA; (J.B.); (S.A.); (B.A.); (B.J.A.)
| | - Brittany Aldridge
- School of Health Sciences, Southern Illinois University-Carbondale, Carbondale, IL 62901, USA; (J.B.); (S.A.); (B.A.); (B.J.A.)
| | - B. J. Austin
- School of Health Sciences, Southern Illinois University-Carbondale, Carbondale, IL 62901, USA; (J.B.); (S.A.); (B.A.); (B.J.A.)
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De Vries N, Lavreysen O, Boone A, Bouman J, Szemik S, Baranski K, Godderis L, De Winter P. Retaining Healthcare Workers: A Systematic Review of Strategies for Sustaining Power in the Workplace. Healthcare (Basel) 2023; 11:1887. [PMID: 37444721 DOI: 10.3390/healthcare11131887] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/31/2023] [Revised: 06/22/2023] [Accepted: 06/26/2023] [Indexed: 07/15/2023] Open
Abstract
The shortage of healthcare workers is a growing concern. The COVID-19 pandemic and retirement wave have accelerated turnover rates. This systematic review aimed to identify and analyse the existing interventions for job retention of healthcare workers, in terms of nurses and physicians, in a hospital setting. A comprehensive search was conducted within three electronic databases, guided by the preferred reporting items for systematic review and meta-analyses (PRISMA) and synthesis without meta-analysis (SWiM) guidelines, this resulted in 55 records that met the inclusion criteria. The intervention outcomes are categorized into substantial themes: onboarding, transition program to a different unit, stress coping, social support, extra staffing, coping with the demands of patient care, work relationships, development opportunities and department resources, job environment, work organization, recruitment approach, and technological innovations. Considering the literature, onboarding programs and mentoring for nurses and physicians are recommended. Additionally, other interventions described in this review could positively affect the retention of nurses and physicians. When selecting an intervention for implementation, managers and human resources should consider the intervention that matches the determinant of intention to leave of their healthcare workers and the hospital's mission, vision, and values. Sharing the success stories of implemented interventions may benefit healthcare organizations.
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Affiliation(s)
- Neeltje De Vries
- Department of Internal Medicine, Spaarne Gasthuis, P.O. Box 417, 2000 AK Haarlem and Hoofddorp, The Netherlands
- Spaarne Gasthuis Academy, P.O. Box 417, 2000 AK Haarlem and Hoofdorp, The Netherlands
| | - Olivia Lavreysen
- Centre for Environment and Health, University of Leuven (KU Leuven), P.O. Box 952, 3000 Leuven, Belgium
| | - Anke Boone
- Centre for Environment and Health, University of Leuven (KU Leuven), P.O. Box 952, 3000 Leuven, Belgium
| | - José Bouman
- Spaarne Gasthuis Academy, P.O. Box 417, 2000 AK Haarlem and Hoofdorp, The Netherlands
| | - Szymon Szemik
- Department of Epidemiology, School of Medicine in Katowice, Medical University of Silesia, 40-055 Katowice, Poland
| | - Kamil Baranski
- Department of Epidemiology, School of Medicine in Katowice, Medical University of Silesia, 40-055 Katowice, Poland
| | - Lode Godderis
- Centre for Environment and Health, University of Leuven (KU Leuven), P.O. Box 952, 3000 Leuven, Belgium
- IDEWE, External Service for Prevention and Protection at Work, 3000 Leuven, Belgium
| | - Peter De Winter
- Spaarne Gasthuis Academy, P.O. Box 417, 2000 AK Haarlem and Hoofdorp, The Netherlands
- Department of Paediatrics, Spaarne Gasthuis, P.O. Box 417, 2000 AK Haarlem and Hoofddorp, The Netherlands
- Leuven Child and Health Institute, University of Leuven (KU Leuven), P.O. Box 3717, 3000 Leuven, Belgium
- Department of Development and Regeneration, University of Leuven (KU Leuven), P.O. Box 611, 3000 Leuven, Belgium
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Wills A, Krassikova A, Keatings M, Escrig-Pinol A, Bethell J, McGilton KS. Assessing the implementation of nurse practitioner-led huddles in long-term care using the Consolidated Framework for Implementation Research (CFIR). BMC Nurs 2023; 22:193. [PMID: 37286987 DOI: 10.1186/s12912-023-01354-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/25/2022] [Accepted: 05/23/2023] [Indexed: 06/09/2023] Open
Abstract
BACKGROUND The COVID-19 pandemic created major challenges in long-term care (LTC) homes across Canada and globally. A nurse practitioner-led interdisciplinary huddle intervention was developed to support staff wellbeing in two LTC homes in Ontario, Canada. The objective of this study was to identify the constructs strongly influencing the process of implementation of huddles across both sites, capturing the overall barriers and facilitators and the intervention's intrinsic properties. METHODS Nineteen participants were interviewed about their experiences, pre-, post-, and during huddle implementation. The Consolidated Framework for Implementation Research (CFIR) was used to guide data collection and analysis. CFIR rating rules and a cross-comparison analysis was used to identify differentiating factors between sites. A novel extension to the CFIR analysis process was designed to assess commonly influential factors across both sites. RESULTS Nineteen of twenty selected CFIR constructs were coded in interviews from both sites. Five constructs were determined to be strongly influential across both implementation sites and a detailed description is provided: evidence strength and quality; needs and resources of those served by the organization; leadership engagement; relative priority; and champions. A summary of ratings and an illustrative quote are provided for each construct. CONCLUSION Successful huddles require long-term care leaders to consider their involvement, the inclusion all team members to help build relationships and foster cohesion, and the integration of nurse practitioners as full-time staff members within LTC homes to support staff and facilitate initiatives for wellbeing. This research provides an example of a novel approach using the CFIR methodology, extending its use to identify significant factors for implementation when it is not possible to compare differences in success.
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Affiliation(s)
- Aria Wills
- KITE Research Institute, Toronto Rehabilitation Institute - University Health Network, 500 University Avenue, Toronto, ON, Canada
- Bruyère Research Institute, 43 Bruyère Street, Ottawa, ON, Canada
| | - Alexandra Krassikova
- KITE Research Institute, Toronto Rehabilitation Institute - University Health Network, 500 University Avenue, Toronto, ON, Canada
| | - Margaret Keatings
- KITE Research Institute, Toronto Rehabilitation Institute - University Health Network, 500 University Avenue, Toronto, ON, Canada
| | - Astrid Escrig-Pinol
- KITE Research Institute, Toronto Rehabilitation Institute - University Health Network, 500 University Avenue, Toronto, ON, Canada
- ESIMar (Mar Nursing School), Parc de Salut Mar, Universitat Pompeu Fabra-affiliated, Barcelona, Spain
- SDHEd (Social Determinants and Health Education Research Group), IMIM (Hospital del Mar Medical Research Institute), Barcelona, Spain
| | - Jennifer Bethell
- KITE Research Institute, Toronto Rehabilitation Institute - University Health Network, 500 University Avenue, Toronto, ON, Canada
- Institute of Health Policy, Management and Evaluation, University of Toronto, 155 College Street, Toronto, ON, Canada
| | - Katherine S McGilton
- KITE Research Institute, Toronto Rehabilitation Institute - University Health Network, 500 University Avenue, Toronto, ON, Canada.
- Lawrence S Bloomberg Faculty of Nursing, University of Toronto, 155 College Street, Toronto, ON, Canada.
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Al-Rawajfah OM, AlBashayreh A, Sabei SDA, Al-Maqbali M, Yahyaei AA. Role transition from education to practice and its impact on the career futures of Omani nurses. Nurse Educ Pract 2023; 68:103594. [PMID: 36889168 DOI: 10.1016/j.nepr.2023.103594] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/27/2022] [Revised: 01/03/2023] [Accepted: 02/15/2023] [Indexed: 03/06/2023]
Abstract
AIM The aim of this study was to examine new Omani graduate nurses' role transition from education to practice. We also sought to describe factors that may affect the effective transition of new Omani graduates to their professional nurse role. BACKGROUND There is a substantial literature on the process of transition from graduation to being a professional nurse in countries across the globe; however, little is known about new Omani graduate nurses' role transition from education to practice. DESIGN This study had a descriptive cross-sectional design. METHODS Data were collected from nurses who at the time of the study had been working for at least 3 months but not longer than 2 years. Role transition was assessed with the Comfort and Confidence subscale of the Casey-Fink Graduate Nurse Experience Survey (Casey et al., 2004). The survey consists of a 24-items that are rated on a 4-point Likert scale. We conducted a multivariate regression analysis to assess the factors that influence nurses' role transition. These factors included participants' demographic information, employment orientation durations, preceptorship duration and length of time before employment. RESULTS The total sample consisted of 405 nurses working in 13 hospitals in Oman. Most (68.89%) had worked as a nurse for less than 6 months. The average internship and orientation durations were approximately 6 months (SD = 1.58) and 2 weeks (SD = 1.79), respectively. The number of preceptors assigned to new graduate nurses ranged from none to four. The average score on the Comfort and Confidence subscale was 2.96 (SD = 0.38). Results from the regression analysis demonstrated that age (β = 0.029, SE = 0.012, p = .021), waiting time before employment (β = -0.035, SE = 0.013, p = .007) and employment orientation duration (β = -0.007, SE = 0.003, p = .018) were statistically significant factors influencing role transition experience among newly joined nurses. CONCLUSION The results suggest that appropriate intervention strategies at the national level are needed to enhance the transition of nursing school graduates to their professional role. Strategies directed toward shortening the waiting time before employment and improving the internship experience are examples of priority-level tactics that can enhance Omani nursing graduates' transition to their professional role.
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Affiliation(s)
- Omar M Al-Rawajfah
- College of Nursing, Al al-Bayt University, P.O. BOX 130040, Al-Mafraq 25113, Jordan; College of Nursing, Sultan Qaboos University, P.O. BOX 66, Al-Khoud, 123 Muscat, Oman
| | - Alaa AlBashayreh
- College of Nursing, University of Iowa, 50 Newton Rd, Iowa City, IA 52242, United States
| | | | - Majid Al-Maqbali
- Ministry of Health, Sultanate of Oman, P.O. Box 393, 100 Muscat, Oman
| | - Asma Al Yahyaei
- College of Nursing, Sultan Qaboos University, P.O. BOX 66, Al-Khoud, 123 Muscat, Oman
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Bragadóttir H, Kalisch BJ, Flygenring BG, Tryggvadóttir GB. The Relationship of Nursing Teamwork and Job Satisfaction in Hospitals. SAGE Open Nurs 2023; 9:23779608231175027. [PMID: 37214231 PMCID: PMC10192802 DOI: 10.1177/23779608231175027] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/02/2022] [Revised: 01/19/2023] [Accepted: 04/23/2023] [Indexed: 05/24/2023] Open
Abstract
Introduction Teamwork is identified as a key contributor to patient safety and good teamwork is recognized as one of the presumptions of healthy work environment in nursing. The importance of job satisfaction in nursing has repeatedly been confirmed, but only recently has the association of job satisfaction and nursing teamwork been identified. Objective To identify the level of nursing teamwork in hospitals in Iceland and its relationship with job satisfaction. Methods This was a quantitative descriptive cross-sectional study. Data were collected with the Nursing Teamwork Survey administered to nursing staff in medical, surgical, and intensive care units in hospitals in Iceland. This study is based on data from 567 participants. Results A logistic regression analysis indicated that work experience on current unit and perceived staffing adequacy contributes to job satisfaction and when controlling for unit type, role, experience on current unit and staffing adequacy, those reporting better teamwork are significantly more likely to be satisfied with their current position. With an additional unit for overall nursing teamwork, participants are almost five times likelier to be satisfied with their current position. Conclusion Study findings show that there is a significant relationship between nursing teamwork and job satisfaction. The findings of this study confirm the importance of adequate staffing and good teamwork for nurses' job satisfaction. Staffing however, will remain the most challenging part of the equation as lack of nursing staff is foreseen globally in the coming decades turning the spotlight to teamwork. All stakeholders, including clinical nurse leaders, administrators, and instructors, need to emphasize on strengthening nursing teamwork. Good teamwork with increased job satisfaction may prevent turnover and shortage of nurses, an issue expected to grow during and following the COVID-19 pandemic. Facilitating good teamwork should be one of the priorities of every nurse leader.
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Affiliation(s)
- Helga Bragadóttir
- Faculty of Nursing and Midwifery,
University of Iceland, Eirberg, Reykjavik, Iceland
- Landspitali University
Hospital, Hringbraut, Reykjavik, Iceland
| | | | - Birna G. Flygenring
- Faculty of Nursing and Midwifery,
University of Iceland, Eirberg, Reykjavik, Iceland
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Alilyyani B, Kerr MS, Wong C, Wazqar DY. The influence of authentic leadership on nurses' turnover intentions and satisfaction with quality of care in Saudi Arabia: A structural equation modelling study. J Nurs Manag 2022; 30:4262-4273. [PMID: 36326612 DOI: 10.1111/jonm.13895] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/28/2022] [Revised: 10/01/2022] [Accepted: 10/27/2022] [Indexed: 11/06/2022]
Abstract
AIM(S) The study aimed to test a model that examined the relationships between authentic leadership, psychological safety, work engagement and team effectiveness and subsequent effects of team effectiveness on job turnover intentions and nurse satisfaction with quality of care. BACKGROUND Nurse leaders who exhibit authentic leadership have been shown to contribute to the development of healthy work environments. In workplaces with demonstrated authentic leadership, nurses are more engaged and have lower job turnover intentions. METHOD(S) A non-experimental, cross-sectional design was used to test the hypothesized model via structural equation modelling. A total of 456 nurses were included. RESULTS Structural equation modelling analysis indicated a good fit for the hypothesized model. Authentic leadership had a positive, significant and direct relationship with team effectiveness, nurses' work engagement and psychological safety. Team effectiveness was found to be negatively related to job turnover intentions but positively related to nurse satisfaction with quality of care. CONCLUSION(S) Results of this study may help nursing leaders have a better understanding of the essential role of leadership style in increasing healthy work environments. IMPLICATIONS FOR NURSING MANAGEMENT Applying authentic leadership style in nursing practice could help to reduce the shortage of nurses stemming from the high turnover intentions of nurses.
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Affiliation(s)
- Bayan Alilyyani
- Nursing Department, College of Applied Medical Sciences, Taif University, Taif, Saudi Arabia
| | - Michael S Kerr
- Arthur Labatt Family School of Nursing, Faculty of Health Sciences, Western University, London, Ontario, Canada
| | - Carol Wong
- Arthur Labatt Family School of Nursing, Faculty of Health Sciences, Western University, London, Ontario, Canada
| | - Dhuha Y Wazqar
- Oncology Nursing and Palliative Care at Faculty of Nursing, King Abdulaziz University, Jeddah, Saudi Arabia
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12
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Kleier JA, Lawrence C, Cavanaugh G, Schivinski E, Holland S, Bruewer J. Professional Commitment, Resilience, and Intent to Leave the Profession among Nurses During the COVID-19 Pandemic. J Nurs Manag 2022; 30:2577-2584. [PMID: 36063406 PMCID: PMC9538467 DOI: 10.1111/jonm.13788] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/08/2022] [Revised: 08/31/2022] [Accepted: 09/01/2022] [Indexed: 11/29/2022]
Abstract
Aim The three‐component model of commitment, resilience and selected nurse characteristics were tested as predictors of nurses' intent to leave the profession. Background In the wake of the COVID‐19 pandemic, news reports suggest that a mass exodus of nursing professionals is occurring. Method This nonexperimental, descriptive, correlational, predictive study used a cross‐sectional approach to collect survey data from a convenience sample of 189 registered nurses (RNs) who were providing direct patient care in adult inpatient units with a high likelihood of admitting patients diagnosed with COVID‐19 and met other eligibility requirements. Results Most (73.5%) plan to remain in the nursing profession and feel highly resilient. Only affective commitment demonstrated a significant relationship to the intention to leave the nursing profession. Conclusions The study was conducted after the pandemic had been in effect for a prolonged time, and it is likely the nurses with the intent to leave the profession had already left. The findings provide a glimpse of a sample of nurses drawn from a population likely much different from only a few months prior. Implications for Nursing Management Strategies to retain nurses should include efforts to strengthen professional commitment and build resilience.
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Affiliation(s)
- Jo Ann Kleier
- Ron & Kathy Assaf College of Nursing, Nova Southeastern University
| | | | | | | | - Susan Holland
- Ron & Kathy Assaf College of Nursing, Nova Southeastern University
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Al Sabei SD, Al-Rawajfah O, AbuAlRub R, Labrague LJ, Burney IA. Nurses' job burnout and its association with work environment, empowerment and psychological stress during COVID-19 pandemic. Int J Nurs Pract 2022; 28:e13077. [PMID: 35770445 PMCID: PMC9349741 DOI: 10.1111/ijn.13077] [Citation(s) in RCA: 15] [Impact Index Per Article: 7.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/03/2021] [Revised: 06/01/2022] [Accepted: 06/12/2022] [Indexed: 02/06/2023]
Abstract
AIM The aim of this study was to assess the influence of perceived work environment, empowerment and psychological stress on job burnout among nurses working at the time of the COVID-19 pandemic. BACKGROUND Nurses experienced high levels of job burnout during the pandemic, which impacted their mental health and well-being. Studies investigating the influence of work environment, empowerment and stress on burnout during the time of COVID-19 are limited. DESIGN The study utilized a cross-sectional design. METHODS Data were collected from 351 nurses in Oman between January and March 2021. The Maslach Burnout Inventory, the Practice Environment Scale of the Nursing Work Index, the Conditions of Work Effectiveness Questionnaire and the Perceived Stress Scale were used to assess study variables. RESULTS About two-thirds of the nurses (65.6%) reported high levels of job burnout. Nurse managers' ability, leadership and support; staffing and resources adequacy; and nurses' access to support were significant factors associated with a reduced level of burnout. CONCLUSION Supporting nurses during the crisis, ensuring adequate staffing levels and providing sufficient resources are critical to lower job burnout. Creating a positive and empowered work environment is vital to enhance nurses' retention during the pandemic.
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Affiliation(s)
- Sulaiman Dawood Al Sabei
- Fundamentals and Administration Department, College of nursing, Sultan Qaboos University, Muscat, Oman
| | - Omar Al-Rawajfah
- Adult and Critical Care Department, College of Nursing, Sultan Qaboos University, Muscat, Oman.,College of Nursing, Al al-Bayt University, Mafraq, Jordan
| | - Raeda AbuAlRub
- Community and Mental Health Nursing Department, Faculty of Nursing, Jordan University of Science and Technology, Irbid, Jordan
| | - Leodoro J Labrague
- Fundamentals and Administration Department, College of Nursing, Sultan Qaboos University, Muscat, Oman
| | - Ikram Ali Burney
- The Sultan Qaboos Comprehensive Cancer Care and Research Center, Muscat, Oman
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