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Ren Z, Sun Y, Li X, He M, Shi H, Zhao H, Li Y, Pu Y, Liu H, Zhang X. How Do Presenteeism and Family Functioning Affect the Association Between Chinese Nurses' Job Stress and Intention to Stay? J Am Psychiatr Nurses Assoc 2024; 30:559-568. [PMID: 36457173 DOI: 10.1177/10783903221140329] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/03/2022]
Abstract
BACKGROUND Despite a great deal of existing research on nurses' job stress and intention to stay, it is still unclear how the association between Chinese nurses' job stress and intention to stay is affected by presenteeism and family functioning. AIMS This study aimed to investigate the correlations of Chinese nurses' job stress, presenteeism, and family functioning with their intention to stay and clarify the mediating effect of presenteeism and the moderating effect of family functioning on the association between their job stress and intention to stay. METHOD A cross-sectional study of 1,008 nurses was performed in a major general hospital in Qiqihar City, Heilongjiang Province, China. The participants were invited to engage in a questionnaire survey regarding job stress, presenteeism, family functioning, and intention to stay. A moderated mediation analysis was conducted through multiple linear regression analysis and the PROCESS macro. RESULTS Job stress and presenteeism were negatively correlated with intention to stay, whereas family functioning was positively correlated with intention to stay. The effect of job stress on intention to stay was partially mediated by presenteeism (Effect = -0.147, 95% CI = [-0.305, -0.003]). In addition, family functioning moderated the direct effect of job stress on intention to stay (Index = -0.134, 95% CI = [-0.274, -0.001]). CONCLUSIONS Presenteeism and family functioning were found to play mediating and moderating roles, respectively, in the relationship between job stress and intention to stay. Relevant interventions or family-friendly programs should be developed to enhance nurses' intention to stay.
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Affiliation(s)
- Zheng Ren
- Zheng Ren, PhD, Jilin University, Changchun, China
| | - Yan Sun
- Yan Sun, MD, RN, Jilin University, Changchun, China; The First Hospital of Qiqihar City, Qiqihar, China
| | - Xiangrong Li
- Xiangrong Li, PhD, Jilin University, Changchun, China
| | - Minfu He
- Minfu He, PhD, Jilin University, Changchun, China
| | - Hong Shi
- Hong Shi, PhD, Jilin University, Changchun, China
| | - Hanfang Zhao
- Hanfang Zhao, MD, Jilin University, Changchun, China
| | - Yuyu Li
- Yuyu Li, MD, Jilin University, Changchun, China
| | - Yajiao Pu
- Yajiao Pu, MD, Jilin University, Changchun, China
| | - Hongjian Liu
- Hongjian Liu, PhD, Jilin University, Changchun, China
| | - Xiumin Zhang
- Xiumin Zhang, PhD, Jilin University, Changchun, China
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Alzoubi MM, KS H, AM R, Al-Zoubi KM, AL-Mugheed K, Alsenany SA, Oweidat I, Abdelaliem SM. Effect of total quality management intervention on nurse commitment and nurse performance: A quasi-experimental study. Medicine (Baltimore) 2023; 102:e35390. [PMID: 37800832 PMCID: PMC10552992 DOI: 10.1097/md.0000000000035390] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 05/11/2023] [Accepted: 09/05/2023] [Indexed: 10/07/2023] Open
Abstract
BACKGROUND The purpose of this study is to design, implement, and evaluate the impact of a total quality management intervention on job performance and commitment among Jordanian nurses working in government hospitals. METHODS A quasi-experimental multiple time series was conducted starting in September 2017 and ending in June 2018. 140 nurses were sampled using the proportionate stratified random sampling technique; 132 were completed the study 67 the intervention group, while 65 in the control group. RESULTS There were no significant differences in nurses' job performance or commitment between the 2 groups (control and intervention). A repeated measure MANOVA test for both groups revealed that the interaction between group and time was statistically significant (F (4, 127) = 144.841; P = .001; Wilk's Λ = 0.180; η2 = .820), indicating that groups had a significantly different pattern of job performance and commitment over time. A repeated test The MANCOVA test for both groups across time revealed significant differences in nurses' job performance and nurses' commitment at a less than 0.05 significance level (F (2127) = 320.724; P = .001; Wilk's Λ = 0.165; η2 = 0.835), and the overall effect of time was significant for all dependent variables (F (4125) = 36.879; P = .001; Wilk's Λ = 0.459; η2 = 0.541). CONCLUSION The educational intervention was effective in improving nursing job performance among the study sample. The improved commitment of respondents in the intervention group was attributed to the improvement in job performance.
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Affiliation(s)
- Majdi M. Alzoubi
- Faculty of Nursing, Al-Zaytoonah University of Jordan, Amman, Jordan
| | - Hayati KS
- Faculty of Medicine and Health Sciences, Community Health Department, Universiti Putra Malaysia, Malasia
| | - Rosliza AM
- Faculty of Medicine and Health Sciences, Community Health Department, Universiti Putra Malaysia, Malasia
| | - Khaled M. Al-Zoubi
- Department of Banking and Financial Sciences, Irbid National University, Irbid, Jordan
| | | | - Samira A. Alsenany
- Department of Community Health Nursing, College of Nursing, Princess Nourah bint Abdulrahman University, Riyadh, Saudi Arabia
| | - Islam Oweidat
- Department of Nursing Management, Zarqa University, Zarqa, Jordan
| | - Sally M.F. Abdelaliem
- Department of Nursing Management and Education, College of Nursing, Princess Nourah bint Abdulrahman University, Riyadh, Saudi Arabia
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Cardiff S, Gershuni O, Giesbergen-Brekelmans A. How local, first-line nurse leaders can positively influence nurse intent to stay and retention: A realist review. J Clin Nurs 2023; 32:6934-6950. [PMID: 37421611 DOI: 10.1111/jocn.16813] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/04/2022] [Revised: 06/06/2023] [Accepted: 06/19/2023] [Indexed: 07/10/2023]
Abstract
AIMS AND OBJECTIVES To explore evidence on how local nurse leaders can positively influence nurse retention. BACKGROUND Nurse turnover and retention is a wicked problem with multiple interrelated factors and no one solution. Local nurse leadership has the potential to positively influence nurse intent to stay directly or via various factors. DESIGN A realist review. METHODS Having designed a search strategy based on a tentive programme theory, 1386 initial hits in three databases were screened and reduced to 48 research articles published between 2010-2021. The articles' content were coded for findings that supported, refined or contradicted four ContextMechanismOutcome configurations. RESULTS Sufficient evidence was found to support four guiding lights encouraging local nurse leaders to: (1) foster relational connectedness; (2) enable professional practice autonomy; (3) cultivate healthful workplace cultures; (4) support professional growth and development. Mutuality and reciprocity is also key if leaders themselves are to experience wellbeing and growth. CONCLUSIONS Person-centred, transformational and resonant local nurse leaders can positively influence nurse intent to stay within the workplace or organisation. REPORTING METHOD Conform JCN guideline 'What to cover in the main tekst by article type' for reviews. PATIENT OR PUBLIC CONTRIBUTION No Patient or Public Contribution.
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Affiliation(s)
- Shaun Cardiff
- School of People & Healthcare Studies, Fontys University of Applied Sciences, Eindhoven, The Netherlands
| | - Olga Gershuni
- School of People & Healthcare Studies, Fontys University of Applied Sciences, Eindhoven, The Netherlands
| | - Anne Giesbergen-Brekelmans
- School of People & Healthcare Studies, Fontys University of Applied Sciences, Eindhoven, The Netherlands
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Lee DY, Jo Y. The job demands-resource model and performance: the mediating role of employee engagement. Front Psychol 2023; 14:1194018. [PMID: 37425190 PMCID: PMC10323440 DOI: 10.3389/fpsyg.2023.1194018] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/26/2023] [Accepted: 06/08/2023] [Indexed: 07/11/2023] Open
Abstract
In case of a major social crisis, such as the coronavirus pandemic, the most important measure is to identify the determinants influencing employee health and well-being, which are directly linked to workplace job performance. Many studies have explored the role of employee engagement in the relationship between job resources, psychological capital, and job performance; however, only a few have investigated the relationships reflecting rapid changes in the work environment represented by digital transformation and a major social crisis. Considering this, this study examines how job autonomy and psychological well-being, which lower employee anxiety about health and welfare, influence in-role performance in the form of proactive employee characteristics as well as extra-role performance in the form of prosocial behavior, as mediated by employee engagement. The results of the data analysis of 1,092 corporate employees in Korea supported this model. Specifically, job autonomy and psychological well-being influence job performance (i.e., personal initiative and prosocial behavior) through improvements in employee engagement. Based on these findings, the study also discusses the implications of the results, future directions, and limitations.
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Affiliation(s)
- Da Ye Lee
- College of Liberal Arts, The University of Suwon, Hwaseong, Republic of Korea
| | - Yunseong Jo
- Social Science Korea Research Team, Chung-Ang University, Seoul, Republic of Korea
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Pressley C, Garside J. Safeguarding the retention of nurses: A systematic review on determinants of nurse's intentions to stay. Nurs Open 2023; 10:2842-2858. [PMID: 36646646 PMCID: PMC10077373 DOI: 10.1002/nop2.1588] [Citation(s) in RCA: 12] [Impact Index Per Article: 12.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/02/2022] [Revised: 12/02/2022] [Accepted: 12/16/2022] [Indexed: 01/18/2023] Open
Abstract
AIM To explore factors that influence registered nurses' intention to stay working in the healthcare sector. DESIGN A systematic review and narrative synthesis. METHODS CINAHL, Medline and Cochrane library databases were searched from Jan 2010 to Jan 2022 inclusive and research selected using a structured criterion, quality appraisal and data extraction and synthesis were guided by Campbell's Synthesis Without Meta-analysis. RESULTS Thirty-four studies identified that nurses stay if they have job satisfaction and/or if they are committed to their organizations. The factors permeating these constructs weigh differently through generations and while not an infallible explanation, demonstrate stark differences in workplace needs by age, which influence the intention to stay, job satisfaction, organizational commitment and ultimately nurse turnover. PUBLIC CONTRIBUTION Environmental, relational and individual factors have bearing on improving nurse satisfaction and commitment. Understanding why nurses stay through a generational behavioural and career stage lens can bolster safeguarding nurse retention.
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Mantas‐Jiménez S, Lluch‐Canut MT, Roldán‐Merino J, Reig‐Garcia G, Juvinyà‐Canal D. Resilience and job satisfaction among out-of-hospital emergency medical service professionals: A cross-sectional multi-centric study. J Nurs Manag 2022; 30:2084-2092. [PMID: 35478423 PMCID: PMC9796465 DOI: 10.1111/jonm.13645] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/22/2021] [Revised: 03/29/2022] [Accepted: 04/25/2022] [Indexed: 02/03/2023]
Abstract
AIM We aim to describe the relationship between job satisfaction and compare levels of resilience among out-of-hospital emergency medical service professionals. BACKGROUND The study of the impact of the working environment on health professionals has raised great interest. Job-related variables and resilience can be a protective factor against stressful and demanding events at work. METHODS A cross-sectional survey comprising sociodemographic and job-related variables was conducted among 406 workers (doctors, nurses, psychologists, and ambulance technicians) from the out-of-hospital emergency medical system in Spain. Resilience was self-reported using the Connor-Davidson Resilience Scale. RESULTS Nursing professionals were less resilient compared with ambulance technicians (score difference 1.709, p = .008). As age increased, resilience was lower (r = -.118). Professionals with higher resilience scores were more satisfied in their work (OR = 1.06, 95% CI: 1.02-1.11), and professionals with higher psychological strength, gained from working with other colleagues, also showed greater job satisfaction (OR = 5.47, 95% CI: 2.55-11.73). CONCLUSION There was a positive association between resilience, job satisfaction and collaborative work. Professionals with greater psychological strength, gained from working with other colleagues, also showed higher levels of job satisfaction. IMPLICATIONS FOR NURSING MANAGEMENT Managers can use these results to influence the work environment to enhance job satisfaction and hence improve the resilience of the out-of-hospital emergency health care professionals.
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Affiliation(s)
| | - Maria Teresa Lluch‐Canut
- Department of Psychosocial and Mental Health, School of Nursing, Faculty of Medicine and Health SciencesUniversity of BarcelonaBarcelonaSpain,Research Group GEIMAC (Consolidated Group 2014‐1139: Group of Studies of Invarianza of the Instruments of Measurement and Analysis of Change in the Social and Health Areas) (Barcelona), Research Group GIRISAME (International Researchers Group of Mental Health Nursing Care)MadridSpain
| | - Juan Roldán‐Merino
- Research Group GEIMAC (Group Consolidat 2014‐1139: Grupo de Estudios de Invarianza de los Instrumentos de Medida y Análisis del Cambio en los Ámbitos Social y de la Salud)BarcelonaSpain,Research Group GIRISAME (International Researchers Group of Mental Health Nursing Care)BarcelonaSpain,Campus Docent Sant Joan de Déu‐Fundació Privada, School of NursingUniversity of BarcelonaBarcelonaSpain
| | | | - Dolors Juvinyà‐Canal
- University of Girona (Girona)GironaSpain,Department of Health PromotionUniversity of Girona (Girona)GironaSpain
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7
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House S, Wilmoth M, Stucky C. Job satisfaction among nurses and physicians in an Army hospital: A content analysis. Nurs Outlook 2022; 70:601-615. [DOI: 10.1016/j.outlook.2022.03.012] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/28/2021] [Revised: 03/22/2022] [Accepted: 03/26/2022] [Indexed: 10/17/2022]
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8
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Okuhara M, Sato K, Kodama Y. The nurses' occupational stress components and outcomes, findings from an integrative review. Nurs Open 2021; 8:2153-2174. [PMID: 33635606 PMCID: PMC8363363 DOI: 10.1002/nop2.780] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/22/2020] [Revised: 01/26/2021] [Accepted: 01/31/2021] [Indexed: 12/20/2022] Open
Abstract
AIM To identify, evaluate and summarize the components, factors and outcomes of nurses' occupational stress published between 2009-2019. DESIGN Integrative literature review. METHODS A literature search was conducted on PubMed, CINAHL and PsycINFO databases for articles published in English, between 2009-2019. RESULTS The review included 132 studies. Most studies were conducted in the Confucian Asia and Anglo countries, but a growing number of studies were done in other countries. Almost all studies used a quantitative design, and changes in the use of scales indicated an increasing attention to career-related components. Factors were categorized into sociodemographic, work environment and personal resources. Sociodemographic factors were inconsistent across countries. Outcomes were categorized into health status, capability, affective and behavioural responses to work, and organizational performance with generally consistent results. Model validation studies showed the non-linear or non-direct associations between stress and outcomes.
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Affiliation(s)
- Mihoka Okuhara
- Department of NursingUniversity Medical HospitalTokyo Medical and Dental UniversityTokyoJapan
| | - Kana Sato
- Graduate School of Health Care SciencesTokyo Medical and Dental UniversityTokyoJapan
| | - Yoshimi Kodama
- School of Nursing and Rehabilitation SciencesShowa UniversityYokohamaJapan
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9
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Afshari D, Nourollahi-Darabad M, Chinisaz N. Psychosocial Factors Associated With Resilience Among Iranian Nurses During COVID-19 Outbreak. Front Public Health 2021; 9:714971. [PMID: 34422753 PMCID: PMC8373242 DOI: 10.3389/fpubh.2021.714971] [Citation(s) in RCA: 12] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/26/2021] [Accepted: 07/05/2021] [Indexed: 12/17/2022] Open
Abstract
Background: In the face of COVID-19, healthcare workers need to cope with the ongoing stressors at play and keep psychological distress at a minimum level. This study examined the psychosocial and demographic factors associated with nurse's resilience in the hospitals of Ahvaz that is one of the top cities infected with COVID-19 in Iran. Methods: The present cross-sectional study was conducted on 387 Iranian nurses in Ahvaz city. For data collection purposes, three online questionnaires (including Copenhagen Psychosocial, Demographic, and Connor–Davidson Resilience Scale) were distributed among the participants. Results: The mean resilience score was equal to 61.8 ± 14.8 for 387 nurses. Resilience had a statistically significant negative correlation with quantitative demand (r = −0.273, P < 0.008), work pace (r = −0.262, P < 0.011), emotional demand (r = −0.226, P < 0.030), stress (r = −0.458, P < 0.000), and burnout (r = −0.287, P < 0.005). Multiple linear regression analysis indicated that stress, job satisfaction, burnout and age were the main predictors of nurses' resilience during the (COVID-19) pandemic (R2 = 0.45). Conclusions: We identified psychosocial and demographic predictive factors that may contribute to greater resilience among nurses during the COVID-19 outbreak. The findings of this study can be used to implement psychosocial interventions to amplify the resilience of medical staff during the COVID-19 outbreak.
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Affiliation(s)
- Davood Afshari
- Department of Occupational Health Engineering, School of Public Health, Ahvaz Jundishapur University of Medical Sciences, Ahvaz, Iran
| | - Maryam Nourollahi-Darabad
- Department of Occupational Health Engineering, School of Public Health, Ahvaz Jundishapur University of Medical Sciences, Ahvaz, Iran
| | - Niloofar Chinisaz
- Department of Occupational Health Engineering, School of Public Health, Ahvaz Jundishapur University of Medical Sciences, Ahvaz, Iran
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10
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Thapa DK, Levett-Jones T, West S, Cleary M. Burnout, compassion fatigue, and resilience among healthcare professionals. Nurs Health Sci 2021; 23:565-569. [PMID: 33860606 DOI: 10.1111/nhs.12843] [Citation(s) in RCA: 11] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/02/2021] [Revised: 03/12/2021] [Accepted: 04/08/2021] [Indexed: 11/27/2022]
Affiliation(s)
- Deependra K Thapa
- College of Health and Medicine, University of Tasmania, Sydney, New South Wales, Australia
| | - Tracy Levett-Jones
- School of Nursing & Midwifery, University of Technology Sydney, Faculty of Health, Ultimo, New South Wales, Australia
| | - Sancia West
- College of Health and Medicine, University of Tasmania, Sydney, New South Wales, Australia
| | - Michelle Cleary
- College of Health and Medicine, University of Tasmania, Sydney, New South Wales, Australia
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11
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Loft MI, Jensen CS. What makes experienced nurses stay in their position? A qualitative interview study. J Nurs Manag 2020; 28:1305-1316. [DOI: 10.1111/jonm.13082] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/23/2020] [Revised: 06/18/2020] [Accepted: 06/21/2020] [Indexed: 12/24/2022]
Affiliation(s)
| | - Claus Sixtus Jensen
- Department of Paediatrics and Adolescent MedicineAarhus University Hospital Aarhus N Denmark
- Research Center for Emergency MedicineAarhus University Hospital Aarhus N Denmark
- Department of Clinical MedicineAarhus University, Health Aarhus N Denmark
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12
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Park E, Meyer RML, Gold JI. The Role of Medical Specialization on Posttraumatic Symptoms in Pediatric Nurses. J Pediatr Nurs 2020; 53:22-28. [PMID: 32339973 DOI: 10.1016/j.pedn.2020.03.019] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/23/2019] [Revised: 03/31/2020] [Accepted: 03/31/2020] [Indexed: 11/25/2022]
Abstract
PURPOSE Comparison of medical specialization of repeated exposure to secondary trauma and Post-Traumatic Stress Disorder (PTSD) symptoms in pediatric nurses was examined. DESIGN AND METHODS The PTSD Checklist-Civilian Version (PCL-C) was administered to 182 nurses over their first year on the job at a pediatric hospital (three time-points: baseline, 3 month follow-up, and 1 year follow-up). Demographic characteristics (age groups, gender, education, and race) and previous healthcare experience on whether nurses met criteria for no, partial, or full PTSD across all three time-points was examined. Differences in unit assignment on total PTSD symptoms and symptoms of each criterion of PTSD (re-experiencing, avoidance, and arousal) were also examined. RESULTS No significant differences of both demographic characteristics and previous healthcare experience were found on these PTSD categories. However, both ICU and Hematology/Oncology units were more at risk for developing partial and full PTSD, respectively compared to other units. Nurses in the rehabilitation units had significantly higher re-experiencing, avoidance, and arousal symptoms than those assigned to medical/surgical and intensive care units. CONCLUSIONS Results demonstrate a need for hospitals to assess why nurses from certain units are reporting more PTSD symptoms and screen for PTSD symptoms and other mental health concerns throughout their career. PRACTICE IMPLICATIONS Being aware of which units may be more at-risk should inform unit-specific prevention and intervention programs to decrease negative outcomes, including burnout, compassion fatigue, and job dissatisfaction.
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Affiliation(s)
- Elizabeth Park
- The Saban Research Institute at Children's Hospital Los Angeles, Department of Anesthesiology Critical Care Medicine, University Center of Excellence in Developmental Disabilities, United States of America
| | - Rika M L Meyer
- California State University, Northridge, Department of Child and Adolescent Development, United States of America
| | - Jeffrey I Gold
- The Saban Research Institute at Children's Hospital Los Angeles, Department of Anesthesiology Critical Care Medicine, University Center of Excellence in Developmental Disabilities, United States of America; Keck School of Medicine, Departments of Anesthesiology, Pediatrics, and Psychiatry & Behavioral Sciences, University of Southern California, United States of America.
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13
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Rees CS, Eley R, Osseiran-Moisson R, Francis K, Cusack L, Heritage B, Hegney D. Individual and environmental determinants of burnout among nurses. J Health Serv Res Policy 2020; 24:191-200. [PMID: 31291766 DOI: 10.1177/1355819619840373] [Citation(s) in RCA: 14] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Objective Burnout is a significant problem affecting the nursing workforce and is associated with significant personal suffering and high rates of nurse turnover. Efforts to further understand the variables that explain burnout are needed. The aim of this cross-sectional study was to examine both environmental and individual factors that may explain burnout among nurses. Method We recruited 1848 Australian nurses to complete several online questionnaires measuring the practice environment (Practice Environment Scale of the Nursing Work Index), burnout (Professional Quality of Life Scale), trait negative affect ( Spielberger State-Trait Anxiety Inventory form Y2) and resilience (Connor Davidson Resilience Scale). Correlational analysis as well as hierarchical regression was used to determine the relative importance of variables in explaining burnout scores. Results All of the practice environment scales were significantly related to burnout in the negative direction, and these relationships were above .3 for all except the relationship scale ( r = –.256) and the participation in hospital affairs scale ( r = –.285). Overall, the regression model accounted for 62% of the variance in nurse burnout scores. Trait negative affect, resilience and two aspects of practice environment (Manager sub-scale and Staffing sub-scale) all explained significant variance in burnout scores. The largest contribution came from the two individual variables (resilience and trait negative affect) that together explained 55% of the variance in burnout scores. Conclusions Findings suggest that health service administrators should provide nursing staff with education and support to build individual resilience. Workplaces that attend to staffing and resource issues and have managers who provide high levels of support to their staff appear to be essential strategies to help prevent nurse burnout.
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Affiliation(s)
- Clare S Rees
- 1 Professor of Clinical Psychology, School of Psychology, Faculty of Health Sciences, Curtin University, Australia
| | - Robert Eley
- 2 Director (Research Training), Faculty of Medicine, University of Queensland, Australia
| | | | - Karen Francis
- 4 Professor, School of Nursing Midwifery and Paramedicine, Australian Catholic University, Australia
| | - Lynette Cusack
- 5 Associate Professor Nursing, Adelaide Nursing School, The University of Adelaide, Australia
| | - Brody Heritage
- 6 Lecturer in Organisational Psychology, School of Psychology and Exercise Science, Murdoch University, Australia
| | - Desley Hegney
- 7 Professorial Research Fellow, Research Division, Central Queensland University, Brisbane.,8 Adjunct Professor of Nursing, University of Adelaide, Australia
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ERTEM M, ÇAPA S, KARAKAŞ M, ENSARİ H, KOÇ A. INVESTIGATION OF THE RELATIONSHIP BETWEEN NURSES’ BURNOUT AND PSYCHOLOGICAL RESILIENCE LEVELS. CLINICAL AND EXPERIMENTAL HEALTH SCIENCES 2020. [DOI: 10.33808/clinexphealthsci.600924] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
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15
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Nowrouzi-Kia B, Fox MT. Factors Associated With Intent to Leave in Registered Nurses Working in Acute Care Hospitals: A Cross-Sectional Study in Ontario, Canada. Workplace Health Saf 2019; 68:121-128. [PMID: 31872795 DOI: 10.1177/2165079919884956] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Background: The work environment factors associated with nurses' intention to leave their jobs are not well understood because most studies have used non-probabilistic sampling methods, thus restricting the generalizability of the results. This study examined the relationship between work environment factors and intent to leave among nurses working in acute care hospitals in Ontario, Canada. Methods: This study included a random sample of 1,427 registered nurses who were part of a larger cross-sectional study and who responded to a mailed survey that included measures of resource availability, interprofessional collaboration, job satisfaction, and demographics. Results: Most of the respondents were female (94.8%), with an average age of 45.6 years, and 14.5 years of nursing experience at their current workplace, which included mostly urban (94.6%) and non-teaching hospitals (61.8%). In the multivariate model, we observed that the work environment variables explained 45.5% of the variance in nurses' intent to leave scores, F(9, 1362) =125.41, p < .01, with an R2 of .455 or 45.5%. Job satisfaction (p < .01), flexible interprofessional collaborative relationships (p = .030), and resource availability (p < .01) were significantly associated with nurses' intent to leave scores. Conclusion/Application to Practice: Nurses who reported greater job satisfaction, flexible interprofessional relationships, and resource availability were less likely to express an intent to leave their hospital workplaces. Employers and health policy makers may use these findings as part of a broader strategy to improve the work environment of nurses. Occupational health nurses are ideally positioned to demonstrate leadership in promoting retention efforts in the workplace by advocating for the importance of job satisfaction, flexible interprofessional relationships, and resources.
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16
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Ching SSY, Cheung K, Hegney D, Rees CS. Stressors and coping of nursing students in clinical placement: A qualitative study contextualizing their resilience and burnout. Nurse Educ Pract 2019; 42:102690. [PMID: 31881460 DOI: 10.1016/j.nepr.2019.102690] [Citation(s) in RCA: 61] [Impact Index Per Article: 12.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/18/2018] [Revised: 05/05/2019] [Accepted: 12/15/2019] [Indexed: 11/25/2022]
Abstract
The aim of this study was to explore the stressors and coping of nursing students with differing levels of resilience and burnout during clinical placement. A qualitative descriptive study was conducted with twenty-four final-year baccalaureate nursing students, who were identified in the quantitative phase of the study as having scores indicating either: a) low resilience and high burnout; or b) high resilience and low burnout. Ten focus group interviews were conducted using a semi-structured interview guide. A thematic analysis of the data identified two main themes: a) stressors arising from the students aligning their expectations with the demands of the clinical placement (i.e., practice demands in busy wards, striving for learning opportunities, and discovering the social rules), and b) coping as a process of fitting into the ward culture. Those students with high resilience and low burnout scores had self-directed goals and coped by using self-regulation strategies. Those with low resilience and high burnout adopted external orientation and self-blame strategies. As suggested by the findings, the following approaches are recommended: offering interventions to enable students to fit actively into the clinical environment; encouraging engagement in reflection to facilitate self-awareness; and encouraging flexible use of personal and external resources.
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Affiliation(s)
- Shirley Siu Yin Ching
- School of Nursing, The Hong Kong Polytechnic University, Hung Hom, Kowloon, Hong Kong, China.
| | - Kin Cheung
- School of Nursing, The Hong Kong Polytechnic University, Hong Kong, China.
| | - Desley Hegney
- Research Division, Central Queensland University, Australia; School of Nursing, University of Adelaide, Australia.
| | - Clare S Rees
- School of Psychology and Speech Pathology, Curtin University, Australia.
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Costello H, Cooper C, Marston L, Livingston G. Burnout in UK care home staff and its effect on staff turnover: MARQUE English national care home longitudinal survey. Age Ageing 2019; 49:74-81. [PMID: 31665204 PMCID: PMC6939288 DOI: 10.1093/ageing/afz118] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/17/2019] [Revised: 07/23/2019] [Accepted: 08/27/2019] [Indexed: 11/12/2022] Open
Abstract
BACKGROUND staff burnout and turnover lead to care home residents receiving poorer quality care. Burnout is thought to cause turnover, but this has never been investigated. We know little about which care home staffs are burnt out. AIMS to explore burnout's relationship with staff turnover and prevalence and predictors of burnout. METHOD we calculated the relationship between Maslach Burnout Inventory scores and future staff turnover (12-month number of staff leaving/number employed). We explored staff, resident and care home predictors of burnout, measured as emotional exhaustion (EE), depersonalisation (DP) and personal accomplishment (PA). RESULTS two-thousand sixty-two care staff in 97 care home units participated. Median yearly staff turnover was 22.7%, interquartile range (IQR) 14.0-37.7%. Care staff recorded low median burnout (median EE: 14, IQR: 7-22; DP: 1, IQR: 0-5; PA 42, IQR: 36-45). We found no association between staff burnout and turnover rate. Younger staff age was associated with higher burnout (EE coefficient - 0.09; 95% confidence interval (CI): -0.13, -0.05; DP -0.02; 95% CI: -0.04, -0.01; PA 0.05; 95% CI: 0.02, 0.08). Speaking English as a second language predicted higher EE (1.59; 95% CI: 0.32, 2.85), males had higher DP (0.02; 95% CI: 0.01, 0.04) and staff working only night shifts lower PA (-2.08; 95% CI: -4.05, -1.30). CONCLUSIONS we found no association between care homes staff burnout level and staff turnover rates. It is a myth that burnout levels are high. Interventions for burnout could focus on at-risk groups. Future studies could consider turnover at an individual level.
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Affiliation(s)
- Harry Costello
- Division of Psychiatry, University College London, London W1T 7NF, UK
| | - Claudia Cooper
- Division of Psychiatry, University College London, London W1T 7NF, UK
| | - Louise Marston
- Division of Psychiatry, University College London, London W1T 7NF, UK
| | - Gill Livingston
- Division of Psychiatry, University College London, London W1T 7NF, UK
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Hetzel-Riggin MD, Swords BA, Tuang HL, Deck JM, Spurgeon NS. Work Engagement and Resiliency Impact the Relationship Between Nursing Stress and Burnout. Psychol Rep 2019; 123:1835-1853. [PMID: 31510876 DOI: 10.1177/0033294119876076] [Citation(s) in RCA: 24] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Nursing is a stressful occupation, and consequently, nurses are at risk for work-related burnout. This is highly problematic, as numerous negative consequences are associated with burnout. Most notably, burnout may result in nurses leaving the profession, thereby exacerbating the nursing shortage. The purpose of the present study was to advance the understanding of burnout in the nursing profession. Specifically, three types of work engagement (i.e., vigor, dedication, and absorption) and resiliency were hypothesized to mediate the relationship between work-related stress and burnout. Nurses and nursing students were recruited through a college and a state nursing association, and participants (N = 76) completed a series of online surveys. Mediation models were assessed using multiple regression analyses and the bootstrapping method of testing indirect effects. Results indicated that vigor, dedication, absorption, and resiliency partially mediated the relationship between work-related stress and burnout, although the exact pattern of results varied depending on the specific type of burnout (Emotional Exhaustion, Depersonalization, and Reduced Personal Accomplishment). These results could be useful in helping to prevent burnout in the nursing profession and should be taken into consideration when designing employee training and support programs.
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Affiliation(s)
- Melanie D Hetzel-Riggin
- School of Humanities and Social Science, Penn State Erie, The Behrend College, Erie, PA, USA
| | - Brett A Swords
- School of Humanities and Social Science, Penn State Erie, The Behrend College, Erie, PA, USA
| | - Hau L Tuang
- School of Humanities and Social Science, Penn State Erie, The Behrend College, Erie, PA, USA
| | - Joshua M Deck
- School of Humanities and Social Science, Penn State Erie, The Behrend College, Erie, PA, USA
| | - Nicholas S Spurgeon
- School of Humanities and Social Science, Penn State Erie, The Behrend College, Erie, PA, USA
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19
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Hand M, Margolis J, Staffileno B. Massage Chair Sessions: Favorable Effects on Ambulatory Cancer Center Nurses’ Perceived Level of Stress, Blood Pressure, and Heart Rate. Clin J Oncol Nurs 2019; 23:375-381. [DOI: 10.1188/19.cjon.375-381] [Citation(s) in RCA: 16] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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20
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Personal and work-related factors associated with nurse resilience: A systematic review. Int J Nurs Stud 2019; 93:129-140. [DOI: 10.1016/j.ijnurstu.2019.02.014] [Citation(s) in RCA: 114] [Impact Index Per Article: 22.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/05/2018] [Revised: 01/23/2019] [Accepted: 02/25/2019] [Indexed: 01/08/2023]
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21
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Frey R, Robinson J, Wong C, Gott M. Burnout, compassion fatigue and psychological capital: Findings from a survey of nurses delivering palliative care. Appl Nurs Res 2018; 43:1-9. [PMID: 30220354 DOI: 10.1016/j.apnr.2018.06.003] [Citation(s) in RCA: 39] [Impact Index Per Article: 6.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/06/2017] [Revised: 05/03/2018] [Accepted: 06/14/2018] [Indexed: 12/28/2022]
Abstract
BACKGROUND Ageing populations worldwide and a concomitant increase in chronic conditions translates into an increased demand for the delivery of palliative and end of life care by nurses. This increasing demand for palliative care provision may produce stressors resulting in negative outcomes such as burnout and compassion fatigue. AIM The purpose of this study was to explore burnout and compassion fatigue, as well as potential protective factors, among nurses in New Zealand. METHODS An online survey was conducted with 256 registered nurses (between January 2016 and February 2017) recruited through nursing organisations and a large tertiary level hospital. Data analysis consisted of descriptive statistics, multivariate analysis of variance, Pearson correlations, and hierarchical multiple regression. RESULTS Psychological empowerment and the commitment and challenge components of psychological hardiness significantly predicted lower scores for the burnout while previous palliative care education and challenge predicted lower scores for the secondary traumatic stress component of compassion fatigue. Significant predictors of compassion satisfaction included previous palliative care education, psychological empowerment and both the commitment and challenge components of psychological hardiness. CONCLUSION Nurses draw upon unique combinations of "psychological capital" to deal with caring for patients with life-limiting illnesses. Any interventions to increase nurse palliative care education uptake must be tailored to develop and support these internal resources.
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Affiliation(s)
- Rosemary Frey
- School of Nursing, Faculty of Medical and Health Sciences, University of Auckland, Auckland, New Zealand.
| | - Jackie Robinson
- School of Nursing, Faculty of Medical and Health Sciences, University of Auckland, Auckland, New Zealand.
| | - Clariss Wong
- School of Nursing, Faculty of Medical and Health Sciences, University of Auckland, Auckland, New Zealand.
| | - Merryn Gott
- School of Nursing, Faculty of Medical and Health Sciences, University of Auckland, Auckland, New Zealand.
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22
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Improving Teamwork and Resiliency of Burn Center Nurses Through a Standardized Staff Development Program. J Burn Care Res 2018; 38:e708-e714. [PMID: 27828789 DOI: 10.1097/bcr.0000000000000461] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
For many acute care nursing units, such as the Burn Progressive Care Unit (BPCU) at the U.S. Army Burn center, staff stress and burnout is always a concern for leaders. Job stress not only contributes to nursing turnover, but can have a negative impact on patient care. The purpose of this project was to develop a training platform for nursing staff education and teambuilding with the intent of improving nurse satisfaction, increasing resiliency, building unit cohesion, enhancing morale, and increasing staff awareness of unit performance. All nursing staff were given an 8-hour training day, half of which was focused on education and the other half on teambuilding and resiliency. At the end of the staff development day (SDD), participants were encouraged to complete an evaluation; all activities were scored on a 10-point scale, with 10 representing the most informative. In total, 46 of 48 staff (96%) participated in the first two SDDs. During the first iteration (Spring 2015), participants scored all activities very high, with a total average score of 9.15 ± 0.26 (n = 246). In the Fall of 2015, the SDD program was again rated well, with an average score of 9.36 ± 0.13 (n = 276). The SDD program has been successful in supporting teamwork and resiliency among BPCU staff. Staff feedback supported success in meeting the objectives of building unit cohesion and increasing satisfaction and morale.
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23
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Brown R, Wey H, Foland K. The Relationship Among Change Fatigue, Resilience, and Job Satisfaction of Hospital Staff Nurses. J Nurs Scholarsh 2018. [DOI: 10.1111/jnu.12373] [Citation(s) in RCA: 34] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Robin Brown
- Phi , Assistant Professor, College of Nursing; South Dakota State University; Brookings SD USA
| | - Howard Wey
- Associate Professor, College of Nursing; South Dakota State University; Brookings SD USA
| | - Kay Foland
- Phi , Professor, College of Nursing; South Dakota State University; Rapid City SD USA
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24
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Liu Y, Aungsuroch Y. Factors influencing nurse-assessed quality nursing care: A cross-sectional study in hospitals. J Adv Nurs 2017; 74:935-945. [DOI: 10.1111/jan.13507] [Citation(s) in RCA: 43] [Impact Index Per Article: 6.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 10/19/2017] [Indexed: 01/01/2023]
Affiliation(s)
- Ying Liu
- School of Nursing; Dalian Medical University; Dalian China
- Faculty of Nursing; Chulalongkorn University; Bangkok Thailand
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25
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Ayala Calvo JC, García GM. Hardiness as moderator of the relationship between structural and psychological empowerment on burnout in middle managers. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2017. [DOI: 10.1111/joop.12194] [Citation(s) in RCA: 26] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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26
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Meng H, Luo Y, Huang L, Wen J, Ma J, Xi J. On the relationships of resilience with organizational commitment and burnout: a social exchange perspective. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2017. [DOI: 10.1080/09585192.2017.1381136] [Citation(s) in RCA: 22] [Impact Index Per Article: 3.1] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Hui Meng
- School of Psychology and Cognitive Science, East China Normal University, Shanghai, PR China
| | - Yang Luo
- School of Psychology and Cognitive Science, East China Normal University, Shanghai, PR China
| | - Lu Huang
- School of Psychology and Cognitive Science, East China Normal University, Shanghai, PR China
| | - Jianbing Wen
- School of Psychology and Cognitive Science, East China Normal University, Shanghai, PR China
| | - Jizhu Ma
- School of Psychology and Cognitive Science, East China Normal University, Shanghai, PR China
| | - Juzhe Xi
- School of Psychology and Cognitive Science, East China Normal University, Shanghai, PR China
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Abstract
BACKGROUND Multiple environmental changes were experienced in a large level III neonatal intensive care unit (NICU) causing a perception of work-related stress leading to high nurse turnover, decreased engagement, and decreased satisfaction. PURPOSE To identify a preintervention measure of perceived stress resiliency and ranking of interpretive styles in a population of neonatal, bedside registered nurses faced with a change in the physical practice environment. METHODS A descriptive, cross-sectional, correlational design was used to measure stress resiliency. The Stress Resiliency Profile (SRP) questionnaire was administered to a convenience sample of 48 neonatal bedside nurses. The SRP identifies 3 distinct interpretive styles as constructs of stress resiliency including deficiency focusing (negative thinking), necessitating (managing forced change), and skill recognition. Statistical analysis was used to describe associations between ages, years of experience, and resiliency. RESULTS Results showed skill recognition to be significantly lower than expected in participants 40 years and older. Also, participants with greater than 5 years of NICU experience revealed low to moderate levels of resiliency. IMPLICATIONS FOR PRACTICE Although skill is critical in nursing, it may not be the key factor in reducing the perception of work-related stress. Implementation of interventions targeting interpretative styles known to enhance resiliency may promote positive coping and quality change management. IMPLICATIONS FOR RESEARCH Baseline resiliency data are necessary to guide unit leaders to manage future challenges found in evolving NICU nurse practice environments. More research is warranted to determine the generalizability of study results as healthcare organizations strive to implement best practices, control costs, and deliver safe, quality care.
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28
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Alilu L, Zamanzadeh V, Valizadeh L, Habibzadeh H, Gillespie M. A Grounded theory study of the intention of nurses to leave the profession. Rev Lat Am Enfermagem 2017; 25:e2894. [PMID: 28591301 PMCID: PMC5479374 DOI: 10.1590/1518-8345.1638.2894] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/08/2016] [Accepted: 03/13/2017] [Indexed: 11/21/2022] Open
Abstract
Objective this study explores the process of the development of an intention to leave bedside nursing. Method the process was studied from the perspective of 21 nurses using the grounded theory method. Data were collected using semi-structured interviews and the constant comparative method of Corbin and Strauss was used for data analysis. Results according to the participants, the two main categories, "social image of nursing", and "culture and structure of the bedside", were the contextual factors that influence why nurses are leaving bedside care provision. Disappointment with a perceived lack of progress or improvement in the clinical experience formed primary psychosocial concerns for the participants. Competence and a process of self-control were steps taken by the participants. These, associated with interventional conditions produced the outcomes of the loss of professional commitment and desire to leave bedside nursing. "Failure to integrate personal expectations with organizational expectations: in search of escape" was the central category of the study that linked the categories together. Conclusion the findings of this study provide useful information about the needs of nurses for overcoming the intention to leave bedside care. The identification of this process can help in recognizing emerging problems and providing solutions for them.
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Affiliation(s)
- Leyla Alilu
- PhD, Assistant Professor, Department of Medical Surgical Nursing, Faculty of Nursing and Midwifery, Urmia University of Medical Sciences, Urmia, Iran
| | - Vahid Zamanzadeh
- PhD, Professor, Department of Medical Surgical Nursing, Faculty of Nursing and Midwifery, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Leila Valizadeh
- PhD, Associate Professor, Department of Pediatric Nursing, Faculty of Nursing and Midwifery, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Hosein Habibzadeh
- PhD, Assistant Professor, Department of Medical Surgical Nursing, Faculty of Nursing and Midwifery, Urmia University of Medical Sciences, Urmia, Iran
| | - Mark Gillespie
- MEd, Nursing Lecturer, School of Health Nursing and Midwifery, University of the West of Scotland, Paisley, Scotland
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29
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Rabie T, Klopper HC, Coetzee SK. Creating positive practice environments in a primary health care setting. Int J Nurs Pract 2017; 23. [PMID: 28556407 DOI: 10.1111/ijn.12555] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/11/2016] [Revised: 02/15/2017] [Accepted: 04/15/2017] [Indexed: 11/29/2022]
Abstract
AIM The aim of this study was to explore and describe the perceptions of nurse managers, nurses, and a physician in the community health centre with the most positive practice environment in a province of South Africa. METHODS Ten (N = 10) semistructured individual interviews were conducted with personnel of the community health centre with the most positive practice environment. RESULTS Personnel cited the following as the most important characteristics of a positive practice environment in a primary health care setting: support, leadership and governance, collegial nurse-physician relationships, and quality of care. CONCLUSION In a primary health care setting, it is important to train, appoint, and support managers who in turn will be able to train and support their personnel. Furthermore, reciprocal community involvement must be encouraged between personnel of the community health centre and stakeholders in the community to improve the health status of the community. Finally, group cohesions between all health care workers and managers at different organisational levels should be encouraged, as this enhances teamwork and a culture of teaching-learning and improves the competence of all staff.
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Affiliation(s)
- Tinda Rabie
- Potchefstroom Campus, School of Nursing Science, INSINQ Research Unit, North-West University, Potchefstroom, South Africa
| | - Hester C Klopper
- Potchefstroom Campus, School of Nursing Science, INSINQ, Research Unit, Potchefstroom, South Africa
| | - Siedine K Coetzee
- Potchefstroom Campus, School of Nursing Science, INSINQ Research Unit, North-West University, Potchefstroom, South Africa
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30
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Cope VC, Jones B, Hendricks J. Residential aged care nurses: portraits of resilience. Contemp Nurse 2016; 52:736-752. [DOI: 10.1080/10376178.2016.1246950] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Vicki Catherine Cope
- School of Nursing and Midwifery, Edith Cowan University, Joondalup, Western Australia, Australia
| | - Bronwyn Jones
- School of Nursing and Midwifery, Edith Cowan University, Joondalup, Western Australia, Australia
| | - Joyce Hendricks
- School of Nursing and Midwifery, Edith Cowan University, Joondalup, Western Australia, Australia
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32
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Clendon J, Walker L. The juxtaposition of ageing and nursing: the challenges and enablers of continuing to work in the latter stages of a nursing career. J Adv Nurs 2016; 72:1065-74. [PMID: 26776947 DOI: 10.1111/jan.12896] [Citation(s) in RCA: 21] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 11/24/2015] [Indexed: 11/30/2022]
Abstract
AIMS To identify why some nurses cope well with continuing to work as they age and others struggle. BACKGROUND There is a need to understand better the challenges older nurses face and how they manage them. DESIGN Secondary analysis of existing data. METHODS Data collected in two separate studies were analysed. The first study (2012) was an online, anonymous survey that collected free text (qualitative) and categorical data (n = 3273, 57·6% response rate). The second (2014) was an explorative, descriptive study that collected data through focus groups and interviews (n = 46). Qualitative data from both studies were analysed using David Thomas' () general inductive approach. Research Ethics Committee approval was gained for the 2012 and 2014 studies. RESULTS Data were categorised in two themes: the challenges of ageing and nursing; and factors that enable nurses to continue to practice. Physical challenges, fatigue, guilt, ageism and demands to complete continuing education were considered challenges. Maintaining personal fitness, self care, flexible working and a strong belief in their ability to contribute to the profession were present in older nurses who continued to practice. CONCLUSION While older nurses face growing physical and cognitive challenges as they age, they demonstrate strong resilience in the face of these challenges. It is recommended nurses seek support from their workplaces early to address challenges. Organisations must address ageism in the workplace and provide practical interventions such as supporting changes to work hours, shifting nurses to less physical roles and providing career planning to support resilience in older workers.
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Affiliation(s)
- Jill Clendon
- New Zealand Nurses Organisation, Wellington, New Zealand.,Graduate School of Nursing and Midwifery, Victoria University of Wellington, New Zealand
| | - Léonie Walker
- New Zealand Nurses Organisation, Wellington, New Zealand.,Graduate School of Nursing and Midwifery, Victoria University of Wellington, New Zealand
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33
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Brandis S, Fisher R, McPhail R, Rice J, Eljiz K, Fitzgerald A, Gapp R, Marshall A. Hospital employees’ perceptions of fairness and job satisfaction at a time of transformational change. AUST HEALTH REV 2016; 40:292-298. [DOI: 10.1071/ah15031] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/14/2015] [Accepted: 07/20/2015] [Indexed: 11/23/2022]
Abstract
Objective This study examines the relationships between job satisfaction and organisational justice during a time of transformational change. Methods Data collection occurred immediately before a major regional hospital’s move to a greenfield site. Existing measures of job satisfaction and organisational justice were used. Data were analysed (n = 316) using descriptive, correlation and regression methods together with interactions between predictor variables. Results Correlation coefficients for satisfaction and organisational justice variables were high and significant at the P < 0.001 level. Results of a robust regression model (adjusted R2 = 0.568) showed all three components of organisational justice contributed significantly to employee job satisfaction. Interactions between the predictor variables showed that job satisfaction increased as the interactions between the predictor variables increased. Conclusions The finding that even at a time of transformational change staff perceptions of fair treatment will in the main result in high job satisfaction extends the literature in this area. In addition, it was found that increasing rewards for staff who perceive low levels of organisational justice does not increase satisfaction as much as for staff who perceive high levels of fairness. If people feel negative about their role, but feel they are well paid, they probably still have negative feelings overall. What is known about the topic? Despite much research highlighting the importance of job satisfaction and organisational justice in healthcare, no research has examined the influence of transformational change, such as a healthcare organisational relocation, on these factors. What does this paper add? The research adds to academic literature relating to job satisfaction and organisational justice. It highlights the importance of organisational justice in influencing the job satisfaction of staff. What are the implications for practitioners? Financial rewards do not necessarily motivate staff but low rewards do demotivate. Shortages of health professionals are often linked to a lack of job satisfaction, and recruitment and retention strategies are often based on salary.
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Abstract
BACKGROUND Published theoretical models of nurses' intent to stay (ITS) report inconsistent outcomes, and not all hypothesized models have been adequately tested. Research has focused on cognitive rather than emotional determinants of nurses' ITS. PURPOSE The aim of this study was to empirically verify a complex theoretical model of nurses' ITS that includes both affective and cognitive determinants and to explore the influence of relational leadership on staff nurses' ITS. METHODOLOGY The study was a correlational, mixed-method, nonexperimental design. A subsample of the Quality Work Environment Study survey data 2009 (n = 415 nurses) was used to test our theoretical model of clinical nurses' ITS as a structural equation model. RESULTS The model explained 63% of variance in ITS. Organizational commitment, empowerment, and desire to stay were the model concepts with the strongest effects on nurses' ITS. Leadership practices indirectly influenced ITS. PRACTICE IMPLICATIONS How nurses evaluate and respond to their work environment is both an emotional and rational process. Health care organizations need to be cognizant of the influence that nurses' feelings and views of their work setting have on their intention decisions and integrate that knowledge into the development of retention strategies. Leadership practices play an important role in staff nurses' perceptions of the workplace. Identifying the mechanisms by which leadership influences staff nurses' intentions to stay presents additional focus areas for developing retention strategies.
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Shahpouri S, Namdari K, Abedi A. Mediating role of work engagement in the relationship between job resources and personal resources with turnover intention among female nurses. Appl Nurs Res 2015; 30:216-21. [PMID: 27091281 DOI: 10.1016/j.apnr.2015.10.008] [Citation(s) in RCA: 32] [Impact Index Per Article: 3.6] [Reference Citation Analysis] [Abstract] [Key Words] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/09/2015] [Revised: 09/28/2015] [Accepted: 10/22/2015] [Indexed: 10/22/2022]
Abstract
BACKGROUND One of the latest models proposed with regard to work engagement is the detailed model put forward by Bakker and Demerouti (2007). The present study aims at investigating the effect of job resources and personal resources on turnover intention with the mediator role of work engagement among female nurses at Isfahan Alzahra Hospital. In the current study, job and personal resources were considered as the predictors of job turnover and work engagement was considered as the mediator variable among predictive and criterion variables. METHOD The data of the present study were collected from 208 female nurses who were selected by systematic random sampling. As for the analysis of the collected data, structural equations model, normal distribution method, and Bootstrap method in Macro, Preacher and Hayes, (2004) program were deployed. FINDING The findings showed that the personal resources affect the turnover intention both directly and indirectly (through work engagement); however, job resources are just associated with turnover intention with the mediating role of work engagement. CONCLUSION The results of the study have important implications for organizations' managers about improving work engagement.
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Affiliation(s)
- Samira Shahpouri
- Department of Psychology, School of Psychology, University of Isfahan, HezarJerib Avenue, Isfahan, Iran.
| | - Kourosh Namdari
- Department of Psychology, School of Psychology, University of Isfahan, HezarJerib Avenue, Isfahan, Iran.
| | - Ahmad Abedi
- Department of Psychology, School of Psychology, University of Isfahan, HezarJerib Avenue, Isfahan, Iran.
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36
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Liu Y, Aungsuroch Y, Yunibhand J. Job satisfaction in nursing: a concept analysis study. Int Nurs Rev 2015; 63:84-91. [PMID: 26492403 DOI: 10.1111/inr.12215] [Citation(s) in RCA: 74] [Impact Index Per Article: 8.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Abstract
AIM This study aims to undertake a concept analysis of job satisfaction in the nursing profession. BACKGROUND Around current global shortage of nurses, it is important to stabilize the nursing workforce. Nurses' job satisfaction has been found to be related to intention to leave. INTRODUCTION In the nursing profession, there is a lack of evidence to support the attributes of nurses' job satisfaction. METHODS Walker and Avant's approach of concept analysis was used. RESULTS The main attributes of job satisfaction from this study are (1) fulfillment of desired needs within the work settings, (2) happiness or gratifying emotional responses towards working conditions, and (3) job value or equity. These attributes are influenced by antecedent conditions like demographic, emotional, work characteristics and environmental variables. Additionally, the consequences of nurses' job satisfaction have a significant impact on both nurses and patients. DISCUSSION This study integrated both the content and process of motivational theories to generate the attributes of job satisfaction in nursing that overcome the limitation of the previous studies, which looked only at the definitions of nurses' job satisfaction based on content motivational theories. CONCLUSION AND IMPLICATIONS FOR NURSING AND HEALTH POLICY The findings of this study can facilitate both nursing researchers to develop a cultural adaption instrument and policy makers to improve clinical nursing practice. This analysis provides nurse managers with a new perspective to deal with nurses' job satisfaction by taking into account all the attributes that influence it in the nursing field.
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Affiliation(s)
- Y Liu
- Faculty of Nursing, Chulalongkorn University, Bangkok, Thailand.,School of Nursing, Dalian Medical University, Dalian, China
| | - Y Aungsuroch
- Faculty of Nursing, Chulalongkorn University, Bangkok, Thailand
| | - J Yunibhand
- Faculty of Nursing, Chulalongkorn University, Bangkok, Thailand
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Tian X, Liu C, Zou G, Li G, Kong L, Li P. Positive resources for combating job burnout among Chinese telephone operators: Resilience and psychological empowerment. Psychiatry Res 2015; 228:411-5. [PMID: 26165957 DOI: 10.1016/j.psychres.2015.05.073] [Citation(s) in RCA: 16] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/27/2014] [Revised: 05/22/2015] [Accepted: 05/24/2015] [Indexed: 11/26/2022]
Abstract
Job burnout is a major concern within the service industry. However, there is a lack of research exploring positive resources for combating burnout among telephone operators. The purpose of this study was to examine the associations between resilience, psychological empowerment, and job burnout, and the mediating role of psychological empowerment. A cross-sectional survey of 575 telephone operators was conducted in 2 call centers in Shandong Province, China. Self-report questionnaires were used to assess job burnout symptoms, resilience, and psychological empowerment. Hierarchical linear regression was performed to analyze the degree to which resilience and psychological empowerment are associated with job burnout, and the mediating role of psychological empowerment. The results showed that resilience and psychological empowerment had significant "net effects" on job burnout, which may represent positive resources for combating job burnout. Psychological empowerment may partially mediate the relationship between resilience and job burnout. Thus, interventions focused on resilience and psychological empowerment may be useful options for managers concerned about burnout.
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Affiliation(s)
- Xiaohong Tian
- School of Nursing, Shandong University, Jinan, China
| | - Chunqin Liu
- School of Nursing, Shandong University, Jinan, China
| | - Guiyuan Zou
- School of Nursing, Shandong University, Jinan, China
| | - Guopeng Li
- School of Nursing, Shandong University, Jinan, China
| | - Linghua Kong
- School of Nursing, Shandong University, Jinan, China
| | - Ping Li
- School of Nursing, Shandong University, Jinan, China.
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Li A, Early SF, Mahrer NE, Klaristenfeld JL, Gold JI. Group cohesion and organizational commitment: protective factors for nurse residents' job satisfaction, compassion fatigue, compassion satisfaction, and burnout. J Prof Nurs 2015; 30:89-99. [PMID: 24503320 DOI: 10.1016/j.profnurs.2013.04.004] [Citation(s) in RCA: 85] [Impact Index Per Article: 9.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/19/2011] [Indexed: 11/29/2022]
Abstract
Stress can have detrimental effects on nurse residents' levels of job satisfaction, compassion, fatigue, and burnout. This can lead to high turnover rates and poor quality of care among novice nurses. Therefore, it is critical to identify protective factors to prevent the onset of negative nurse outcomes (compassion fatigue, burnout, and job dissatisfaction) and to promote positive nurse outcomes (job satisfaction, compassion satisfaction). This study aimed to determine whether factors such as group cohesion and organizational commitment would be protective and moderate the association between stress exposure and posttraumatic stress symptoms and other negative nurse outcomes, thus facilitating positive outcomes. Findings showed that group cohesion was effective in moderating the negative effects of current stress exposure and posttraumatic stress symptoms on negative nurse outcomes, specifically on increased compassion fatigue and burnout, and reduced compassion satisfaction. In addition, organizational commitment was determined to promote positive nurse outcomes such as job satisfaction and compassion satisfaction. The study findings are promising, as retention of quality nurses is a significant problem for hospitals. Nurse managers and hospital administrators should be aware of the benefits of group cohesion and organizational commitment and strive to make the promotion of these factors a priority.
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Affiliation(s)
- Angela Li
- Student, Ph.D. in Clinical Psychology, University of Colorado, Boulder, CO
| | - Sean F Early
- Assistant Vice President, Business Analytics and Research, Versant, Redwood City, CA
| | - Nicole E Mahrer
- Student, Ph.D. in Clinical Psychology, Arizona State University, Phoenix, AZ
| | - Jessica L Klaristenfeld
- Manager, Versant RN Residency in Pediatrics, Children's Hospital Los Angeles, Los Angeles, CA
| | - Jeffrey I Gold
- Associate Professor, Anesthesiology & Pediatrics, Keck School of Medicine, University of Southern California, Los Angeles, CA.
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Xue Y. Racial and ethnic minority nurses’ job satisfaction in the U.S. Int J Nurs Stud 2015; 52:280-7. [DOI: 10.1016/j.ijnurstu.2014.10.007] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/15/2014] [Revised: 10/14/2014] [Accepted: 10/17/2014] [Indexed: 11/29/2022]
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Meng L, Liu Y, Liu H, Hu Y, Yang J, Liu J. Relationships among structural empowerment, psychological empowerment, intent to stay and burnout in nursing field in mainland China-based on a cross-sectional questionnaire research. Int J Nurs Pract 2014; 21:303-12. [PMID: 25521424 DOI: 10.1111/ijn.12279] [Citation(s) in RCA: 43] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
The aim of the study was to explore the relationship among perceived structural empowerment, psychological empowerment, burnout and intent to stay by nurses in mainland China.With the shortage of nurses in many countries, including China, intent to stay is a dominant factor to influence the quality of care. Also, burnout is identified to negatively affect the quality of care. Empowered clinical nurse practical environment is related to intent to stay and burnout. In the current literature, there is a lack of data based on empowering environment discussing the relationship between burnout and intent to stay. The study used an anonymous questionnaire, filled voluntarily by 219 nurses from different sections in a city in mainland China, 2012.Structural equation modelling (SEM) was used to test the proposed hypotheses. Based on the SEM model, structural empowerment and psychological empowerment had significant positive effects on intent to stay of nurses and negative effects on burnout. Burnout had a significant negative effect on intent to stay. The final modified models yielded χ(2) = 58.580, P > 0.05, χ(2) /df = 1.046, root mean square error of approximation = 0.015, Tucker-Lewis Index = 0.996, comparative fit index = 0.998,which indicated good fit indices. Creating a positive empowering workplace can encourage nurses to stay long and prevent burnout. Therefore, higher level of empowering environment is required.
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Affiliation(s)
- Lina Meng
- School of Nursing, Tianjin University of Traditional Chinese Medicine, Tianjin, China
| | - Yanhui Liu
- School of Nursing, Tianjin University of Traditional Chinese Medicine, Tianjin, China
| | - Hongwei Liu
- School of Management, Tianjin University, Tianjin, China
| | - Yu Hu
- School of Traditional Chinese Medicine, Tianjin University of Traditional Chinese Medicine, Tianjin, China
| | - Jipeng Yang
- School of Acupuncture, Tianjin University of Traditional Chinese Medicine, Tianjin, China
| | - Jingying Liu
- School of Nursing, Tianjin University of Traditional Chinese Medicine, Tianjin, China
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Fewster-Thuente L. A Contemporary Method to Teach Collaboration to Students. J Nurs Educ 2014; 53:641-5. [DOI: 10.3928/01484834-20141027-02] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/27/2014] [Accepted: 07/28/2014] [Indexed: 11/20/2022]
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Hunter B, Warren L. Midwives׳ experiences of workplace resilience. Midwifery 2014; 30:926-34. [PMID: 24742637 DOI: 10.1016/j.midw.2014.03.010] [Citation(s) in RCA: 93] [Impact Index Per Article: 9.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/21/2014] [Revised: 03/12/2014] [Accepted: 03/17/2014] [Indexed: 11/28/2022]
Abstract
BACKGROUND many UK midwives experience workplace adversity resulting from a national shortage of midwives, rise in birth rate and increased numbers of women entering pregnancy with complex care needs. Research evidence suggests that workplace pressures, and the emotional demands of the job, may increase midwives׳ experience of stress and contribute to low morale, sickness and attrition. Much less is known about midwives who demonstrate resilience in the face of adversity. Resilience has been investigated in studies of other health and social care workers, but there is a gap in knowledge regarding midwives׳ experiences. OBJECTIVE to explore clinical midwives׳ understanding and experience of professional resilience and to identify the personal, professional and contextual factors considered to contribute to or act as barriers to resilience. DESIGN an exploratory qualitative descriptive study. In Stage One, a closed online professional discussion group was conducted over a one month period. Midwives discussed workplace adversity and their resilient responses to this. In Stage Two, the data were discussed with an Expert Panel with representatives from midwifery workforce and resilience research, in order to enhance data interpretation and refine the concept modelling. SETTING the online discussion group was hosted by the Royal College of Midwives, UK online professional networking hub: 'Communities'. PARTICIPANTS 11 practising midwives with 15 or more years of 'hands on clinical experience', and who self-identified as being resilient, took part in the online discussion group. FINDINGS thematic analysis of the data identified four themes: challenges to resilience, managing and coping, self-awareness and building resilience. The participants identified 'critical moments' in their careers when midwives were especially vulnerable to workplace adversity. Resilience was seen as a learned process which was facilitated by a range of coping strategies, including accessing support and developing self-awareness and protection of self. The participants identified the importance of a strong sense of professional identity for building resilience. KEY CONCLUSIONS this study provides important new insights into resilience within UK midwifery, of relevance to the wider profession. Some findings echo those of other resilience studies; however, there are new insights such as the importance of professional identity which may be relevant to other health care workers. Through understanding more about resilience, it may be possible to facilitate positive adaptation by midwives and ameliorate the effects of workplace adversity. IMPLICATIONS FOR PRACTICE This study indicates that resilience is a complex phenomenon, which warrants serious consideration from clinical midwives, managers, educators and researchers.
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Affiliation(s)
- Billie Hunter
- School of Health Care Sciences, Cardiff University, Cardiff, UK.
| | - Lucie Warren
- School of Health Care Sciences, Cardiff University, Cardiff, UK
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Montero-Marin J, Piva Demarzo MM, Pereira JP, Olea M, García-Campayo J. Reassessment of the psychometric characteristics and factor structure of the 'Perceived Stress Questionnaire' (PSQ): analysis in a sample of dental students. PLoS One 2014; 9:e87071. [PMID: 24466330 PMCID: PMC3900726 DOI: 10.1371/journal.pone.0087071] [Citation(s) in RCA: 32] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/04/2013] [Accepted: 12/23/2013] [Indexed: 01/14/2023] Open
Abstract
Background The training to become a dentist can create psychological distress. The present study evaluates the structure of the ‘Perceived Stress Questionnaire’ (PSQ), its internal consistency model and interrelatedness with burnout, anxiety, depression and resilience among dental students. Methods The study employed a cross-sectional design. A sample of Spanish dental students (n = 314) completed the PSQ, the ‘Goldberg Anxiety and Depression Scale’ (GADS), ‘Connor-Davidson Resilience Scale’ (10-item CD-RISC) and ‘Maslach Burnout Inventory-Student Survey’ (MBI-SS). The structure was estimated using Parallel Analysis from polychoric correlations. Unweighted Least Squares was the method for factor extraction, using the Item Response Theory to evaluate the discriminative power of items. Internal consistency was assessed by squaring the correlation between the latent true variable and the observed variable. The relationships between the PSQ and the other constructs were analysed using Spearman’s coefficient. Results The results showed a PSQ structure through two sub-factors (‘frustration’ and ‘tenseness’) with regard to one general factor (‘perceived stress’). Items that did not satisfy discriminative capacity were rejected. The model fit were acceptable (GFI = 0.98; RSMR = 0.06; AGFI = 0.98; NFI = 0.98; RFI = 0.98). All the factors showed adequate internal consistency as measured by the congeneric model (≥0.91). High and significant associations were observed between perceived stress and burnout, anxiety, depression and resilience. Conclusions The PSQ showed a hierarchical bi-factor structure among Spanish dental students. Using the questionnaire as a uni-dimensional scale may be useful in perceived stress level discrimination, while the sub-factors could help us to refine perceived stress analysis and improve therapeutic processes.
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Affiliation(s)
- Jesús Montero-Marin
- Faculty of Health and Sport Sciences, University of Zaragoza, Zaragoza, Spain
- Primary Care Prevention and Health Promotion Research Network (RedIAPP), Zaragoza, Spain
- * E-mail:
| | | | - Joao Paulo Pereira
- Departament of Psychology, Instituto Superior da Maia, Castelo da Maia, Portugal
| | - Marina Olea
- Faculty of Health and Sport Sciences, University of Zaragoza, Zaragoza, Spain
| | - Javier García-Campayo
- Miguel Servet University Hospital, Zaragoza, Spain
- Primary Care Prevention and Health Promotion Research Network (RedIAPP), Zaragoza, Spain
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Abstract
TOPIC Concept analysis and job satisfaction in nursing. PURPOSE In this article, Walker and Avant's concept analysis methodology is used to examine and clarify the phenomenon of job satisfaction in nursing. SOURCES Published literature. CONCLUSION A review of the published nursing literature suggests that job satisfaction is an affective reaction to a job that results from the incumbent's comparison of actual outcomes with those that are desired, expected, and deserved. In health care, specifically nursing in a hospital setting, job satisfaction can be measured and identified. Job satisfaction is compromised of three attributes: autonomy, interpersonal relationships, and patient care.
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Brewer CS, Kovner CT, Obeidat RF, Budin WC. Positive work environments of early-career registered nurses and the correlation with physician verbal abuse. Nurs Outlook 2013; 61:408-16. [DOI: 10.1016/j.outlook.2013.01.004] [Citation(s) in RCA: 21] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/10/2012] [Revised: 12/20/2012] [Accepted: 01/13/2013] [Indexed: 10/27/2022]
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Lux KM, Hutcheson JB, Peden AR. Ending disruptive behavior: staff nurse recommendations to nurse educators. Nurse Educ Pract 2013; 14:37-42. [PMID: 23890487 DOI: 10.1016/j.nepr.2013.06.014] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/04/2012] [Revised: 04/16/2013] [Accepted: 06/29/2013] [Indexed: 11/20/2022]
Abstract
The purpose of this qualitative descriptive study was to identify educational strategies that can prepare new graduates to manage disruptive behavior (DB) in the workplace. DB is any inappropriate behavior, confrontation, or conflict - ranging from verbal abuse to sexual harassment - that harms or intimidates others to the extent that quality of care or patient safety could be compromised. Individual interviews were conducted with nine staff nurses currently in practice in acute care settings in the United States. Staff nurses recommended educational strategies that focused on communication skills for professional practice. These included learning how to communicate with hostile individuals, and giving and receiving constructive criticism. Descriptions that participants provided about their work culture were an unexpected finding that has relevance for nurse educators as they prepare students for transition to practice Nurses described lack of management support and intervention for DB situations, personality clashes with coworkers, and devaluation of nursing work as affecting professional practice.
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Affiliation(s)
- Kathleen M Lux
- Department of Nursing, Capital University, 1 College and Main St., 323 Battelle Hall, Columbus, OH 43209, USA.
| | - Jane B Hutcheson
- Department of Nursing, Capital University, 1 College and Main St., 323 Battelle Hall, Columbus, OH 43209, USA
| | - Ann R Peden
- Department of Nursing, Capital University, 1 College and Main St., 323 Battelle Hall, Columbus, OH 43209, USA
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Khamisa N, Peltzer K, Oldenburg B. Burnout in relation to specific contributing factors and health outcomes among nurses: a systematic review. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2013; 10:2214-40. [PMID: 23727902 PMCID: PMC3717733 DOI: 10.3390/ijerph10062214] [Citation(s) in RCA: 187] [Impact Index Per Article: 17.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/01/2013] [Revised: 05/16/2013] [Accepted: 05/24/2013] [Indexed: 11/16/2022]
Abstract
Nurses have been found to experience higher levels of stress-related burnout compared to other health care professionals. Despite studies showing that both job satisfaction and burnout are effects of exposure to stressful working environments, leading to poor health among nurses, little is known about the causal nature and direction of these relationships. The aim of this systematic review is to identify published research that has formally investigated relationships between these variables. Six databases (including CINAHL, COCHRANE, EMBASE, MEDLINE, PROQUEST and PsyINFO) were searched for combinations of keywords, a manual search was conducted and an independent reviewer was asked to cross validate all the electronically identified articles. Of the eighty five articles that were identified from these databases, twenty one articles were excluded based on exclusion criteria; hence, a total of seventy articles were included in the study sample. The majority of identified studies exploring two and three way relationships (n = 63) were conducted in developed countries. Existing research includes predominantly cross-sectional studies (n = 68) with only a few longitudinal studies (n = 2); hence, the evidence base for causality is still very limited. Despite minimal availability of research concerning the small number of studies to investigate the relationships between work-related stress, burnout, job satisfaction and the general health of nurses, this review has identified some contradictory evidence for the role of job satisfaction. This emphasizes the need for further research towards understanding causality.
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Affiliation(s)
- Natasha Khamisa
- School of Health Sciences, Department of Public Health, Monash South Africa, 144 Peter Road, Roodepoort, Johannesburg 1725, South Africa
- Faculty of Medicine, Nursing and Health Sciences, Monash University, Victoria, Melbourne 3800, Australia; E-Mail:
| | - Karl Peltzer
- Human Science Research Council, 134 Pretorius Street, Pretoria 0002, South Africa; E-Mail:
- University of Limpopo, University Street, Turfloop, Sovenga, Polokwane 0727, South Africa
- ASEAN Institute for Health Development, Mahidol University, Salaya 73170, Thailand
| | - Brian Oldenburg
- Faculty of Medicine, Nursing and Health Sciences, Monash University, Victoria, Melbourne 3800, Australia; E-Mail:
- Monash Alfred Hospital Campus, Level 3 Burnet Tower, 89 Commercial Road, Melbourne 3004, Australia
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Zhang A, Tao H, Ellenbecker CH, Liu X. Job satisfaction in mainland China: comparing critical care nurses and general ward nurses. J Adv Nurs 2012; 69:1725-36. [PMID: 23075123 DOI: 10.1111/jan.12033] [Citation(s) in RCA: 27] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 09/15/2012] [Indexed: 11/28/2022]
Abstract
AIM To explore the level of nurses' job satisfaction and compare the differences between critical care nurses and general ward nurses in Mainland China. BACKGROUND Hospitals continue to experience high nurse turnover. Job satisfaction is a key factor to retain skilled nurses. The differences in job satisfaction among critical care nurses and general ward nurses are unknown. DESIGN A cross-sectional design was selected for this descriptive correlation study. METHODS Cross-sectional study of critical care nurses (n = 446) and general ward nurses (n = 1118) in 9 general hospitals by means of questionnaires that included the Chinese Nurses Job Satisfaction Scale and demographic scale. The data were collected from June 2010-November 2010. RESULTS Chinese nurses had moderate levels of job satisfaction, were satisfied with co-workers and family/work balance; and dissatisfied with pay and professional promotion. Critical care nurses were younger; less educated and had less job tenure when compared with nurses working on general wards. Critical care nurses were significantly less satisfied than general ward nurses with many aspects of their job. CONCLUSION Levels of nurses' job satisfaction can be improved. The lower job satisfaction of critical care nurses compared with general ward nurses should warn the healthcare administrators and managers of potentially increasing the critical care nurses turn over. Innovative and adaptable managerial interventions need to be taken to improve critical care nurse' job satisfaction and retain skilled nurse.
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Affiliation(s)
- Aihua Zhang
- School of Nursing, Second Military Medical University, Shanghai, China
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Affiliation(s)
- Julie Taw
- Englewood Hospital and Medical Center, Englewood, NJ, USA
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