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Enea M, Maniscalco L, de Vries N, Boone A, Lavreysen O, Baranski K, Miceli S, Savatteri A, Mazzucco W, Fruscione S, Kowalska M, de Winter P, Szemik S, Godderis L, Matranga D. Exploring the reasons behind nurses' intentions to leave their hospital or profession: A cross-sectional survey. INTERNATIONAL JOURNAL OF NURSING STUDIES ADVANCES 2024; 7:100232. [PMID: 39224233 PMCID: PMC11367642 DOI: 10.1016/j.ijnsa.2024.100232] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/26/2024] [Revised: 07/29/2024] [Accepted: 08/08/2024] [Indexed: 09/04/2024] Open
Abstract
Background Multiple factors can fuel nurses' intention to leave their employing hospital or their profession. Job dissatisfaction and burnout are contributors to this decision. Sociodemographic and work context factors can also play a role in explaining nurses' intention to leave. Objective To investigate the role of sociodemographic and work context factors, including job resources, job demands, job dissatisfaction, depersonalization, and emotional exhaustion, on nurses' intention to leave their hospital or their profession. Design Multicentre cross-sectional study. Settings Eight European hospitals, two per each country, including Belgium, the Netherlands, Italy, and Poland. Participants From May 16 to September 30, 2022, we collected 1,350 complete responses from nurses working at the selected hospitals (13 % response rate). Methods The intention to leave was assessed through two 5-Likert scale outcomes, agreeing with the intention to leave the profession and the intention to leave the hospital. Logistic regression models were used for statistical analysis. Results At the multivariable analysis, a higher intention to leave the hospital was observed for: younger age, having served on the frontline against COVID-19, lack of quipment, living in the Netherlands, emotional exhaustion, dissatisfaction with work prospects, and dissatisfaction with the use of professional abilities. There was a higher intention to leave the profession for: younger age, living in the Netherlands, having work-related health problems, depersonalization, emotional exhaustion, low possibilities of professional development, dissatisfaction with work prospects, lack of use of professional abilities, overall ob issatisfaction, and dissatisfaction with salary. Nurses living in Italy expressed the lowest intention to leave. Conclusion While confirming the role of job dissatisfaction and burnout, we found higher intention to leave for young nurses, nurses with work-related health problems, and caregivers during the COVID-19 pandemic. Dissatisfaction with work prospects, professional development, and salary also increased the intention to leave. We call for educators, managers, and policymakers to address these factors to retain at-risk nursing categories, implementing strategies to mitigate intentions to leave.
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Affiliation(s)
- Marco Enea
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, University of Palermo, Palermo, Italy
| | - Laura Maniscalco
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, University of Palermo, Palermo, Italy
| | - Neeltje de Vries
- Department of Internal Medicine, Spaarne Gasthuis, Hoofddorp, the Netherlands
- Spaarne Gasthuis Academy, Hoofddorp, the Netherlands
| | - Anke Boone
- Centre for Environment and Health, Department of Public Health and Primary Care, KU Leuven (University of Leuven), Leuven, Belgium
| | - Olivia Lavreysen
- Centre for Environment and Health, Department of Public Health and Primary Care, KU Leuven (University of Leuven), Leuven, Belgium
| | - Kamil Baranski
- Department of Epidemiology, Medical University of Silesia, Katowice, Poland
| | - Silvana Miceli
- Department of Psychology, Educational Science and Human Movement, University of Palermo, Palermo, Italy
| | - Alessandra Savatteri
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, University of Palermo, Palermo, Italy
| | - Walter Mazzucco
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, University of Palermo, Palermo, Italy
| | - Santo Fruscione
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, University of Palermo, Palermo, Italy
| | | | - Peter de Winter
- Leuven Child and Health Institute, KU Leuven, Leuven, Belgium
- Department of Development and Regeneration, KU Leuven, Leuven, Belgium
- Department of Pediatrics, Spaarne Gasthuis, Haarlem and Hoofddorp, the Netherlands
| | - Szymon Szemik
- Department of Epidemiology, Medical University of Silesia, Katowice, Poland
| | - Lode Godderis
- Centre for Environment and Health, Department of Public Health and Primary Care, KU Leuven (University of Leuven), Leuven, Belgium
- IDEWE, External Service for Prevention and Protection at Work, Interleuvenlaan 58, 3001, Heverlee, Belgium
| | - Domenica Matranga
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, University of Palermo, Palermo, Italy
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Nelson-Brantley HV, Parchment J, Chipps E, Hedenstrom L, Montgomery AP, Ruffin A, Lyman B, McHugh A. The Relationship Between Social Media Use, Nurse Characteristics, and Job Decision-Making. J Nurs Adm 2024:00005110-990000000-00084. [PMID: 39265034 DOI: 10.1097/nna.0000000000001487] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 09/14/2024]
Abstract
OBJECTIVE To describe nurses' use of social media and examine the relationship between social media use, nurse characteristics, and job decision-making. BACKGROUND Social media shares information, connects, and influences thought. A gap remains in understanding how nurses use social media for professional purposes. METHODS A national survey of RNs and advanced practice RNs included demographics, questions about which social media platforms respondents use personally and professionally, and engagement activities on each platform. Data analysis included descriptive statistics, Cramér's V test, and binomial logistic regression. RESULTS Eight hundred twelve nurses participated. Platforms and activities used by nurses varied significantly by age, job title, and employment. The majority (61%) of respondents were satisfied or highly satisfied with their job, yet about one-third intended to leave their position or organization within 1 to 12 months. CONCLUSIONS Nurse leaders should adopt a strategic, data-informed approach to leverage social media in attracting and retaining a diverse nursing workforce.
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Affiliation(s)
- Heather V Nelson-Brantley
- Author Affiliations: Associate Professor and Director (Dr Nelson-Brantley), Nurse Executive DNP Pathway, School of Nursing, University of Alabama at Birmingham; Assistant Professor (Dr Parchment), College of Nursing, University of Central Florida, Orlando; Clinical Nurse Scientist and Professor of Clinical Nursing (Dr Chipps), The Ohio State University Wexner Medical Center, The Ohio State University College of Nursing, Columbus; Assistant Professor (Dr Hedenstrom), Kennesaw State University, Georgia; Scientist and Data Analyst (Dr Montgomery), School of Public Health, University of Alabama at Birmingham; PhD Candidate (Ruffin), School of Nursing, University of Alabama at Birmingham; Associate Professor (Dr Lyman), Brigham Young University, Salt Lake City, Utah; and Assistant Clinical Professor (Dr McHugh), College of Nursing, Florida State University, Tallahassee
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Berthelsen C, Hansen CA. SHOULD I STAY OR SHOULD I GO-A rapid qualitative study of principal deteriorating factors experienced by nurses relating to their intentions to leave their current position in a medical hospital department. Scand J Caring Sci 2024; 38:692-700. [PMID: 38533749 DOI: 10.1111/scs.13246] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/25/2023] [Revised: 01/04/2024] [Accepted: 02/04/2024] [Indexed: 03/28/2024]
Abstract
BACKGROUND High nurse turnover in hospitals is a worldwide problem with dire consequences for patient care such as increased mortality and a decrease in patient safety. A specific effort to retain nurses is urgently needed due to the many vacant nursing positions, especially across the Medical hospital departments. AIM To identify the principal deteriorating factors experienced by nurses relating to their intentions to leave the medical department at a university hospital. METHODS A rapid qualitative research methodology was used. Participants comprised 22 registered nurses employed in five university hospital medical department units. The Rigorous and Accelerated Data Reduction (RADaR) technique was therefore used for data collection through qualitative semi-structured interviews and analysis. COREQ was used for reporting the study. RESULTS The RADaR analysis detected a downward spiral of five principal deteriorating factors influencing nurses' intentions to leave their position in the medical department. The factors were resignations from several nursing colleagues combined with too few and inexperienced nurses present during shifts, additional tasks assigned, a management refraining from improving the problematic issues, leading to decisive consequences for patient care and a declining feeling of professional care. CONCLUSIONS The lack of nurses in the department caused missed nursing care, which affected the nurses' job satisfaction and intentions to leave their positions. Future research initiatives must focus on evaluating successful interventions to maintain the nurses in the positions. Further knowledge, is also needed, to investigate how we can change the downward spiral to a story of retention success.
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Affiliation(s)
- Connie Berthelsen
- Department of Medicine, Zealand University Hospital, Køge, Denmark
- Institute of Regional Health Research, University of Southern Denmark, Odense, Denmark
| | - Carrinna Aviaja Hansen
- Institute of Regional Health Research, University of Southern Denmark, Odense, Denmark
- Department of Orthopaedic Surgery, Zealand University Hospital, Køge, Denmark
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Wang SM, Wei LC. Enhancing nurse retention: Insights from "SHOULD I STAY OR SHOULD I GO". Scand J Caring Sci 2024; 38:815-816. [PMID: 38682396 DOI: 10.1111/scs.13265] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/02/2024] [Accepted: 04/13/2024] [Indexed: 05/01/2024]
Affiliation(s)
- Shu-Mei Wang
- Nursing Department, Taoyuan Psychiatric Center, Republic of China Ministry of Health and Welfare, Taoyuan City, Taiwan
| | - Lien-Chung Wei
- Department of Addiction Psychiatry, Taoyuan Psychiatric Center, Republic of China Ministry of Health and Welfare, Taoyuan City, Taiwan
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Richard E, Kim SBC. Career decisions and aspirations of early-career nurses: Insights from a qualitative interpretative description study. J Adv Nurs 2024; 80:3333-3344. [PMID: 38131513 DOI: 10.1111/jan.16034] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/19/2023] [Revised: 11/13/2023] [Accepted: 12/07/2023] [Indexed: 12/23/2023]
Abstract
AIM To explore the career decisions and aspirations of early-career registered nurses in New Brunswick, Canada. DESIGN A qualitative study using an interpretive description approach was conducted. METHODS Semi-structured one-on-one interviews were conducted with a purposive sample of nurses (n = 22) currently working in New Brunswick, Canada, with up to 5 years of experience from February to April 2022. RESULTS Participants described diverse career paths and aspirations. Personal factors affecting these included the desire for meaningful work, career satisfaction, work-life balance, spending time with family, working in a preferred location, and finances. Professionally, working conditions were the dominant factor influencing early-career nurses' career decisions and aspirations. Participants described how short staffing, safety, support, and scheduling influenced their day-to-day work, mental and physical health, job and career satisfaction, and intent to leave. CONCLUSION The findings highlighted the abundant and diverse career opportunities available to nurses early in their careers. Early-career nurses are interested in finding nursing positions with a high degree of person-job fit and value opportunities for ongoing professional education and growth. IMPACT This study in New Brunswick, Canada, explores early-career nurses' career decisions and aspirations during nursing shortages and the pandemic, emphasizing the importance of person-job fit. Recommendations include improving working conditions and career pathways to enhance the sustainability of the nursing profession. REPORTING METHOD Standards for Reporting Qualitative Research (SRQR). PATIENT OR PUBLIC CONTRIBUTION No patient or public contribution.
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Affiliation(s)
- Emily Richard
- Faculty of Nursing, University of New Brunswick, Moncton, New Brunswick, Canada
| | - Su Bin Chloe Kim
- Faculty of Nursing, University of New Brunswick, Fredericton, New Brunswick, Canada
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Naserian E, Pouladi S, Bagherzadeh R, Ravanipour M. Relationship between mental workload and musculoskeletal disorders with intention to leave service among nurses working at neonatal and pediatric departments: a cross-sectional study in Iran. BMC Nurs 2024; 23:438. [PMID: 38926858 PMCID: PMC11202378 DOI: 10.1186/s12912-024-02112-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/27/2024] [Accepted: 06/18/2024] [Indexed: 06/28/2024] Open
Abstract
BACKGROUND Despite the challenge of nursing shortage in the world and its subsequent impact on care quality as well as aggravation of the situation by intention to leave service, this issue has not been properly addressed, especially among neonatal and pediatric nurses. The present study aims to identify the relationship between mental workload and musculoskeletal disorders with intention to leave the service among nurses working at neonatal and pediatric departments. METHODS This descriptive-analytical study was conducted on 145 nurses working at neonatal and pediatric departments in six hospitals in Bushehr Province using full-census method. The data were collected using national aeronautics and space administration-task load index (NASA-TLX), Cornell musculoskeletal discomfort questionnaire(CMDQ) and Mobley and Horner's voluntary turnover questionnaire. The data were analyzed using descriptive statistics, independent t-test, Mann-Whitney U test, one-way analysis of variance (ANOVA), Kruskal-Wallis test, Pearson's and Spearman correlation tests and hierarchical linear regression in simultaneous model in SPSS 19.0. RESULTS The mean score of intention to leave the service was 9.57 ± 3.20 (higher than the moderate level) and the mean mental workload was 71.65 ± 15.14 (high level). Pain in at least one of the legs (100%), back (77.3%) and knees (76.6%) was highly prevalent. However, no statistically significant correlation was found between musculoskeletal disorder categories and intention to leave the service (p > 0.05). The regression analysis results revealed among mental workload domains, only effort-induced workload was negatively and significantly correlated with intention to leave the service (p = 0.003; β=-0.078). However, the number of night shifts per month was positively and significantly correlated with intention to leave the service (p = 0.001; β = 0.176). CONCLUSIONS Planning for appropriate allocation of night shifts, investigating the etiology of musculoskeletal disorders and providing solutions for reducing mental workload should be prioritized by policymakers, while maintaining pediatric nurses' motivation for making efforts.
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Affiliation(s)
- Elham Naserian
- Student Research Committee, Department of Nursing, School of Nursing and Midwifery, Bushehr University of Medical Sciences, Bushehr, Iran
| | - Shahnaz Pouladi
- Department of Nursing, School of Nursing and Midwifery, Bushehr University of Medical Sciences, Bushehr, Iran.
| | - Razieh Bagherzadeh
- Department of Midwifery, School of Nursing and Midwifery, Bushehr University of Medical Sciences, Bushehr, Iran
| | - Maryam Ravanipour
- The Persian Gulf Tropical Medicine Research Center, The Persian Gulf Biomedical Sciences Research Institute, Bushehr University of Medical Sciences; Department of Nursing, School of Nursing and Midwifery, Bushehr University of Medical Sciences, Rishehr Street, P.O. Box: 7518759577, Bushehr, Iran.
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Kallerhult Hermansson S, Norström F, Hilli Y, Rennemo Vaag J, Bölenius K. Job satisfaction, professional competence, and self-efficacy: a multicenter cross-sectional study among registered nurses in Sweden and Norway. BMC Health Serv Res 2024; 24:734. [PMID: 38877558 PMCID: PMC11179280 DOI: 10.1186/s12913-024-11177-8] [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: 03/27/2024] [Accepted: 06/05/2024] [Indexed: 06/16/2024] Open
Abstract
BACKGROUND Healthcare organizations worldwide face persistent challenges relating to turnover and intention to leave the nursing profession among registered nurses. Factors contributing to their retention and well-being at work include high job satisfaction, professional competence, and self-efficacy. Few multicenter studies have investigated these factors in relation to work experience in a Nordic context. Therefore, this study aimed to investigate job satisfaction, professional competence, and self-efficacy among registered nurses. METHODS This multicenter cross-sectional study survey was part of a larger overarching Swedish-Norwegian project, and was conducted among registered nurses (n = 1137) in September 2021. The participants worked in a variety of health care units, e.g., hospital units, primary health care, and home care. Data was subjected to descriptive and comparative statistical analysis; chi-square test, one-way between-groups analysis of variance (ANOVA) and Kruskal-Wallis test. RESULTS The findings show that job satisfaction is reported as lowest in registered nurses with medium-term work experience as compared to newly qualified and long-term work-experienced registered nurses. Professional competence and self-efficacy are reported as higher among registered nurses with long-term work experience as compared to those with medium-term work experience and newly qualified registered nurses. However, the participants reported their professional competence as highest in relation to the same factor - "Value-based nursing care" - regardless of their work experience. CONCLUSIONS AND IMPLICATIONS This study underscores the need for continuous support and professional development for registered nurses throughout their careers. Proactive support for newly qualified nurses may improve job satisfaction as they progress to being registered nurses with medium-term work experience. Tailored interventions to address the distinct needs of both newly qualified and medium-term work-experienced registered nurses are crucial for nurturing a sustainable nursing workforce.
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Affiliation(s)
| | - Fredrik Norström
- Department of Epidemiology and Global Health, Umeå University, Umeå, 901 87, Sweden
| | - Yvonne Hilli
- Faculty of Nursing and Health Sciences, Nord University, Bodø, 8049, Norway
| | - Jonas Rennemo Vaag
- Faculty of Nursing and Health Sciences, Nord University, Bodø, 8049, Norway
| | - Karin Bölenius
- Department of Nursing, Umeå University, Umeå, 901 87, Sweden
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HakemZadeh F. Differential Relationships Between Work-Life Interface Constructs and Intention to Stay in or Leave the Profession: Evidence From Midwives in Canada. Psychol Rep 2024; 127:1381-1407. [PMID: 36240200 PMCID: PMC11067423 DOI: 10.1177/00332941221132994] [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] [Indexed: 11/16/2022]
Abstract
This paper investigates how positive and negative work-personal life interface constructs are differentially associated with intentions to stay in or leave the profession. The findings help map work-personal life interface constructs on the typology of determinants of intention to stay and intention to leave (disengagers, retainers, criticals, and neutrals). The ordered logistic regression (ologit) modelling of cross-sectional data from a representative sample (n = 601) of midwives in Canada shows that work interference with personal life is a disengager, which has a stronger association with intention to leave than with intention to stay in the profession. Among the work-personal life interface constructs, work enhancement of personal life seems to be the most critical determinant, showing the most substantive association with both intention to stay and intention to leave. This finding suggests that interventions to increase midwives' intention to stay and decrease their intention to leave should focus on amplifying the enhancing effects of working on midwives' personal lives. Interventions that aim to reduce work interference with personal life might be more effective in decreasing intention to leave the profession than increasing intention to stay.
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Affiliation(s)
- Farimah HakemZadeh
- School of Human Resources Management, York University, Toronto, ON, Canada
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Connelly DM, Hay ME, Guitar NA, Prentice K. Bridging Educational Grant in Nursing (BEGIN) students' intentions for retention in long-term, home and community care: A survey protocol. BMJ Open 2024; 14:e084744. [PMID: 38760048 PMCID: PMC11103233 DOI: 10.1136/bmjopen-2024-084744] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/27/2024] [Accepted: 05/02/2024] [Indexed: 05/19/2024] Open
Abstract
INTRODUCTION Retention of nurses in long-term care (LTC) and home and community care (HCC) settings is a growing concern. Previous evidence underscores factors which contribute to nurses' intentions for retention in these sectors. However, perspectives of nursing students preparing to enter the workforce, and their intentions for short-term and long-term retention, remain unknown. This study aims to explore relationships between short-term and long-term intentions for retention with psychological empowerment, work engagement, career commitment, burnout, prosocial motivation, self-care and personal resilience among students enrolled in nursing educational bridging programs supported by the Bridging Educational Grant in Nursing (BEGIN) program in Ontario, Canada. METHODS AND ANALYSIS This cross-sectional design study will use an open online survey to investigate perspectives of current nursing students enrolled in educational bridging programs on factors relating to psychological empowerment, work engagement, career commitment, resilience, burnout, prosocial motivation, self-care and intentions for retention. Additionally, the survey will collect demographic information, including age, gender, ethnicity, citizenship, income, family status, nursing role, and years of employment and/or education. Open-ended questions will elicit participants' perspectives on financial considerations for career planning and other factors impacting intentions for retention. Descriptive data will be presented for contextualisation of participants' demographic characteristics to enhance generalisability of the cohort. Descriptive statistics will be used to summarise participants' scores on various assessment measures, as well as their short-term and long-term intentions for retention in LTC and HCC after completion of BEGIN. A Pearson's product moment r correlation will determine relationships between intentions for retention and other measures, and linear regression will determine whether any potential correlations can be explained by regression. ETHICS AND DISSEMINATION This research protocol received ethical approval from a research-intensive university research ethics board (#123211). Findings will be disseminated to nursing knowledge users in LTC and HCC through publications, conferences, social media and newsletters.
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Affiliation(s)
- Denise M Connelly
- School of Physical Therapy, Western University, London, Ontario, Canada
| | - Melissa Erin Hay
- School of Physical Therapy, Western University, London, Ontario, Canada
| | - Nicole Ann Guitar
- School of Physical Therapy, Western University, London, Ontario, Canada
| | - Kristin Prentice
- School of Physical Therapy, Western University, London, Ontario, Canada
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Rawson H, Davies S, Ockerby C, Pipson R, Peters R, Manias E, Redley B. Work engagement, psychological empowerment and relational coordination in long-term care: A mixed-method examination of nurses' perceptions and experiences. Nurs Inq 2024; 31:e12598. [PMID: 37656636 DOI: 10.1111/nin.12598] [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: 02/03/2023] [Revised: 08/11/2023] [Accepted: 08/22/2023] [Indexed: 09/03/2023]
Abstract
Nurse engagement, empowerment and strong relationships among staff, residents and families, are essential to attract and retain a suitably qualified and skilled nursing workforce for safe, quality care. There is, however, limited research that explores engagement, empowerment and relational coordination in long-term care (LTC). Nurses from an older persons' mental health and dementia LTC unit in Australia participated in this study. Forty-one nurses completed a survey measuring psychological empowerment, work engagement and relational coordination. Twenty-nine nurses participated in individual interviews to further explore these concepts. Although nurses reported high psychological empowerment and work engagement, their relationships with key stakeholders varied. Our findings suggest that nurses in LTC require both supports and opportunities to contribute as active members of the multiprofessional care team that includes tailored education, professional development and positive interactions within the care team. Regular support is needed to enable nurses to feel empowered, foster relationships and communication, and facilitate work engagement. Based on these findings, we suggest that it is important to find ways to ensure that all who provide care perceive that they are part of the whole care team and able to contribute to the care and well-being of people in LTC.
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Affiliation(s)
- Helen Rawson
- Monash Nursing and Midwifery, Monash University, Clayton, Victoria, Australia
| | - Sarah Davies
- Residential Services, Monash Health, Cheltenham, Victoria, Australia
| | - Cherene Ockerby
- Centre for Quality and Patient Safety Research, Monash Health Partnership, Monash Health, Clayton, Victoria, Australia
- School of Nursing and Midwifery, Deakin University, Burwood, Victoria, Australia
| | - Ruby Pipson
- Residential Services, Monash Health, Cheltenham, Victoria, Australia
| | - Ruth Peters
- Residential Services, Monash Health, Cheltenham, Victoria, Australia
| | - Elizabeth Manias
- Monash Nursing and Midwifery, Monash University, Clayton, Victoria, Australia
| | - Bernice Redley
- School of Nursing and Midwifery, Deakin University, Burwood, Victoria, Australia
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Boudreau C, Rhéaume A. Impact of the Work Environment on Nurse Outcomes: A Mediation Analysis. West J Nurs Res 2024; 46:210-218. [PMID: 38343035 PMCID: PMC10903131 DOI: 10.1177/01939459241230369] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/29/2024]
Abstract
BACKGROUND The nursing workforce remains in a vulnerable state post pandemic as working conditions are difficult and exacerbated by a global nursing shortage. Identifying factors leading to turnover intentions are thus critical for health care system recovery. PURPOSE The purpose of this study was to examine the impact of nurses' work environment and the pandemic on missed nursing care, scope of practice, emotional exhaustion, and intent to leave. METHODS This study was a cross-sectional, self-reporting online survey, sent to hospital-based nurses in a Canadian province (n = 419). Mediation analysis was used to examine both direct and indirect effects of work environment and COVID-19 impact on nurse outcomes (emotional exhaustion and intent to leave) through missed care and scope of practice. RESULTS The results showed that 73% of nurses were considering leaving the profession. Several direct and indirect pathways predicted emotional exhaustion and intent to leave. A better work environment was related to both decreased emotional exhaustion and intent to leave. Nurses' scope of practice partially mediated the relationship between work environment and intent to leave. On the other hand, missed care did not mediate emotional exhaustion or intent to leave. CONCLUSIONS While considering the global nursing shortage, it is imperative to implement strategies to promote nurses' well-being and their retention within the health care system.
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Affiliation(s)
| | - Ann Rhéaume
- School of Nursing, Université de Moncton, Moncton, NB, Canada
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Sommer D, Wilhelm S, Wahl F. Nurses' Workplace Perceptions in Southern Germany-Job Satisfaction and Self-Intended Retention towards Nursing. Healthcare (Basel) 2024; 12:172. [PMID: 38255061 PMCID: PMC10815135 DOI: 10.3390/healthcare12020172] [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: 11/20/2023] [Revised: 12/26/2023] [Accepted: 01/04/2024] [Indexed: 01/24/2024] Open
Abstract
Our cross-sectional study, conducted from October 2022 to January 2023, aims to assess post-COVID job satisfaction, crucial work dimensions, and self-reported factors influencing nursing retention. Using an online survey, we surveyed 2572 nurses in different working fields in Bavaria, Germany. We employed a quantitative analysis, including a multivariable regression, to assess key influence factors on nursing retention. In addition, we evaluated open-ended questions via a template analysis to use in a joint display. In the status quo, 43.2% of nurses were not committed to staying in the profession over the next 12 months. A total of 66.7% of our surveyed nurses were found to be dissatisfied with the (i) time for direct patient care. Sources of dissatisfaction above 50% include (ii) service organization, (iii) documentation, (iv) codetermination, and (v) payment. The qualitative data underline necessary improvements in these areas. Regarding retention factors, we identified that nurses with (i) older age, (ii) living alone, (iii) not working in elder care, (iv) satisfactory working hours, (v) satisfactory career choice, (vi) career opportunities, (vii) satisfactory payment, and (viii) adequate working and rest times are more likely to remain in the profession. Conversely, dissatisfaction in (ix) supporting people makes nurses more likely to leave their profession and show emotional constraints. We uncovered a dichotomy where nurses have strong empathy for their profession but yearn for improvements due to unmet expectations. Policy implications should include measures for younger nurses and those in elderly care. Nevertheless, there is a need for further research, because our research is limited by potential bias from convenience sampling, and digitalization will soon show up as a potential solution to improve, e.g., documentation and enhanced time for direct patient time.
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Affiliation(s)
- Domenic Sommer
- Technology Campus Grafenau, Deggendorf Institute of Technology, 94481 Grafenau, Germany; (S.W.); (F.W.)
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Lee YN, Kim E. [Effects of Nursing Work Environment on Intention to Stay of Hospital Nurses: A Two-Mediator Serial Mediation Effect of Career Motivation and Job-Esteem]. J Korean Acad Nurs 2023; 53:622-621. [PMID: 38204346 DOI: 10.4040/jkan.23038] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/09/2023] [Revised: 08/03/2023] [Accepted: 10/20/2023] [Indexed: 01/12/2024]
Abstract
PURPOSE This study aimed to identify the mediating effects of career motivation and job-esteem and the effect of the nursing work environment on intention to stay among hospital nurses. METHODS Data were collected from 289 nurses working at an advanced general hospital. The research model design was based on the PROCESS macro proposed by Hayes and analyzed using SPSS 24.0 program. RESULTS The results showed a positive correlation between intention to stay and nursing work environment (r = .19, p = .001), career motivation (r= .34, p < .001), and job-esteem (r = .37, p < .001). Nursing work environment (B = 0.34 [.09~.59]) and job-esteem (B = 0.27 [.04~.49]) had a direct effect on intention to stay. There was a two-mediator sereal mediation effect of career motivation and job-esteem. The nursing work environment showed a significant effect on the intention to stay among hospital nurses through career motivation and job-esteem. CONCLUSION In order to increase the retention rate of hospital nurses, it is suggested that government and medical institutions provide multifaceted support that can increase nurses' motivation for career development and recognition of the nursing profession through improvement of the nursing work environment.
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Affiliation(s)
- Yu Na Lee
- Quality Improvement Team, Chungbuk National University Hospital, Cheongju, Korea
| | - Eungyung Kim
- Department of Nursing, Chungbuk National University, Cheongju, Korea.
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Sharif-Nia H, Marôco J, Rahmatpour P, Allen KA, Kaveh O, Hoseinzadeh E. Bullying behaviors and intention to drop-out among nursing students: the mediation roles of sense of belonging and major satisfaction. BMC Nurs 2023; 22:417. [PMID: 37940934 PMCID: PMC10631184 DOI: 10.1186/s12912-023-01584-3] [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: 09/01/2023] [Accepted: 10/30/2023] [Indexed: 11/10/2023] Open
Abstract
Bullying in academic settings has long-lasting implications on students' well-being and career prospects, particularly in fields like nursing that require a high level of interpersonal skills and emotional resilience. This study explored the relationships between experiences of bullying and intentions to drop out among Iranian nursing students, with major satisfaction and a sense of belonging serving as mediating factors. A cross-sectional research design was employed from April to June 2023. Undergraduate nursing students (n = 386) filled out a five-part questionnaire namely demographic and educational information, bullying behaviors in nursing education environments, the Belongingness scale, intention to drop out, and academic major satisfaction scale. The study confirmed that experiences of bullying positively correlated with intentions to drop out, negatively affected students' sense of belonging and major satisfaction, and established that course satisfaction and a sense of belonging acted as mediators between bullying and intentions to drop out. The findings show the urgent need for anti-bullying interventions targeting faculty behavior and educational strategies aimed at fostering a sense of belonging and course satisfaction among nursing students.
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Affiliation(s)
- Hamid Sharif-Nia
- Educational Development Center, Mazandaran University of Medical Sciences, Sari, Iran
- Department of Nursing, Amol Faculty of Nursing and Midwifery, Mazandaran University of Medical Sciences, Sari, Iran
| | - João Marôco
- William James Centre for Research ISPA - Instituto Universitário PT & FLU Pedagogy, Nord University, Bodø, NO, Norway
| | - Pardis Rahmatpour
- School of Nursing, Alborz University of Medical Sciences, Karaj, Iran.
| | - Kelly A Allen
- School of Educational Psychology and Counselling, Faculty of Education, Monash University, Clayton, Australia
- Centre for Wellbeing Science, Melbourne Graduate School of Education, University of Melbourne, Parkville, Australia
| | - Omolhoda Kaveh
- School of Nursing and Midwifery, Mazandaran University of Medical Sciences, Sari, Iran
| | - Esmaeil Hoseinzadeh
- Department of Nursing, School of Nursing and Midwifery, Gorgan Branch, Islamic Azad University, Gorgan, Iran
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Backman A, Lindkvist M, Lövheim H, Sjögren K, Edvardsson D. Exploring the impact of nursing home managers' leadership on staff job satisfaction, health and intention to leave in nursing homes. J Clin Nurs 2023; 32:7227-7237. [PMID: 37283193 DOI: 10.1111/jocn.16781] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/20/2022] [Revised: 04/03/2023] [Accepted: 05/23/2023] [Indexed: 06/08/2023]
Abstract
AIMS AND OBJECTIVES To explore the impact of nursing home leadership and staffing characteristics on staff job satisfaction, health and intention to leave. BACKGROUND The number of older people has outpaced growth in the nursing home workforce worldwide. Identifying predictors with the potential to positively impact staff job satisfaction, health and intentions to leave are important. Leadership of the nursing home manager can be one such predictor. DESIGN Cross-sectional design. METHODS A sample of 2985 direct care staff in 190 nursing homes in 43 randomly selected municipalities in Sweden completed surveys on leadership, job satisfaction, self-rated health and intention to leave (response rate 52%). Descriptive statistics and Generalised Estimating Equations were conducted. The STROBE reporting checklist was applied. RESULTS Nursing home managers' leadership was positively related to job satisfaction, self-rated health and low intention to leave. Lower staff educational levels were related to poorer health and lower job satisfaction. CONCLUSIONS Nursing home leadership plays a significant role in the job satisfaction, self-reported health and intention to leave of direct care staff. Low education levels among staff seem to negatively influence staff health and job satisfaction, suggesting that educational initiatives for less-educated staff could be beneficial for improving staff health and job satisfaction. RELEVANCE TO CLINICAL PRACTICE Managers seeking to improve staff job satisfaction can consider how they support, coach and provide feedback. Recognising staff achievement at work can contribute to high job satisfaction. One important implication for managers is to offer continuing education to staff with lower or no education, given the large amount of uneducated direct care workers in aged care and the impact this may have on staff job satisfaction and health. NO PATIENT OR PUBLIC CONTRIBUTION No patient or public contribution was required to outcome measures in this study. Direct care staff and managers contributed with data.
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Affiliation(s)
| | - Marie Lindkvist
- Department of Epidemiology and Global Health, Umeå University, Umeå, Sweden
| | - Hugo Lövheim
- Department of Community Medicine and Rehabilitation, Umeå University, Umeå, Sweden
- Wallenberg Centre for Molecular Medicine in Umeå, Umeå, Sweden
| | - Karin Sjögren
- Department of Nursing, Umeå University, Umeå, Sweden
| | - David Edvardsson
- School of Nursing and Midwifery, La Trobe University, Melbourne, Australia
- Sahlgrenska Academy, Institute of Health and Care Sciences, University of Gothenburg, Gothenburg, Sweden
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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: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 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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Eftekhari M, Ghomeishi M. Evaluation of Multisensory Interactions Between the Healing Built Environment and Nurses in Healthcare Nursing Stations: Case Study of Tehran Hospitals. HERD-HEALTH ENVIRONMENTS RESEARCH & DESIGN JOURNAL 2023; 16:210-237. [PMID: 37122127 DOI: 10.1177/19375867231166691] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 05/02/2023]
Abstract
BACKGROUND Nursing stations are important features of medical centers that are constantly in use. As nursing is an inherently stressful occupation, nursing stations should be designed to minimize stress on those who must spend time there. AIM This study evaluated the effect of environmental design factors on mitigating the stress levels on nurses in nursing stations by determining the environmental factors that most influence the perceptual senses that affect physical and psychological comfort. METHODS A quantitative approach was used to evaluate the parameters that affect the sensory perceptions of nurses in nursing stations at four hospitals in Tehran. A survey was conducted to identify environmental design parameters that affect the visual, auditory, tactile, kinesthetic, and olfactory senses. RESULTS The results revealed that the olfactory category scored highest, followed by the auditory, visual and tactile categories, which had similar scores, and kinesthetic was ranked last. CONCLUSION A connection was revealed between the educational level of the nurses and environmental factors affecting their sensory perception in terms of materials, aesthetics and the appropriate number of windows as a visual sense, and ergonomics as a kinesthetic sense. Significantly, the gender variable differed in the Furniture variable based on comfort of seating with respect structure. Based on the results of this study, a combination of olfactory, visual, and auditory factors should be required at the nursing stations to decrease the stress level of nurses.
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Affiliation(s)
- Maryam Eftekhari
- Department of Architecture, Kish International Branch, Islamic Azad University, Kish Island, Iran
| | - Mohammad Ghomeishi
- Department of Architecture, Damavand Branch, Islamic Azad University, Damavand, Iran
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Im A, Koh CK. Effect of COVID-19 Frontline Nurses' Profession Perception on Their Intention to Stay: The Mediating Role of Job Satisfaction. SAGE Open Nurs 2023; 9:23779608231186043. [PMID: 37435581 PMCID: PMC10331076 DOI: 10.1177/23779608231186043] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/19/2023] [Revised: 06/07/2023] [Accepted: 06/18/2023] [Indexed: 07/13/2023] Open
Abstract
Introduction Understanding the factors affecting the intention of frontline nurses during the coronavirus disease (COVID-19) pandemic to stay in the nursing profession is essential for developing strategies to overcome the challenges associated with the pandemic. Objectives This study aimed to examine the mediating effect of nurses' job satisfaction on the relationship between their sense of calling, job-esteem, and the intention to stay in their profession. Methods The study used a previously collected dataset, sourced from a dedicated COVID-19 hospital in Seoul City, South Korea. Original data were collected from June to July 2021. The study sample consisted of 134 nurses who provided direct care to patients. The intention to stay was measured with the following question: "Are you willing to work during this COVID-19 pandemic?". The Job Satisfaction Scale from the Korean Labor and Income Panel Study, Korean version of a Multidimensional Calling Measure, and Job-Esteem Scale for Hospital Nurses were utilized. Associations between the study variables were estimated using bivariate correlation analyses and bootstrapping mediation analyses. Results In the bivariate correlation analysis, nurses' sense of calling (r = .36, p < .001), job-esteem (r = .32, p < .001), and job satisfaction (r = .39, p < .001) were significantly associated with the intention to stay. In the mediation analysis, job satisfaction partially mediated the relationship between the sense of calling and the intention to stay (total effect; B = 0.410, p < .001) and fully mediated the relationship between job-esteem and the intention to stay (total effect; B = 0.549, p < .001). Conclusion Enhancing nurses' job satisfaction is crucial for fostering the retention of the nursing workforce amid the pandemic. Consequently, it is imperative to closely examine the job satisfaction and work environment of frontline nurses to identify areas in need of improvement. Addressing the factors that impede nurses' job satisfaction is essential to unlock the positive effects of a sense of calling and job-esteem.
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Affiliation(s)
- Ahram Im
- College of Nursing, Seoul National
University, Jongno-gu, Seoul, Korea
| | - Chin Kang Koh
- College of Nursing, Seoul National
University, Jongno-gu, Seoul, Korea
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Quality of work-life and turnover intentions among the Ghanaian nursing workforce: A multicentre study. PLoS One 2022; 17:e0272597. [PMID: 36048844 PMCID: PMC9436110 DOI: 10.1371/journal.pone.0272597] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/22/2022] [Accepted: 07/23/2022] [Indexed: 11/19/2022] Open
Abstract
Introduction
Attrition of the Nursing Workforce from low-and middle-income countries to high-resourced settings is a reality that has escalated in the current Coronavirus pandemic due to varied reasons. With increased job stress resulting from the pandemic, the Quality of Work-Life of the Nursing Workforce is affected, with its effect on poor quality care to the client. This study sought to assess the perception of the Nursing Workforce about the Quality of Work-Life, and the factors that predict turnover intention among nurses in the Kumasi Metropolis, Ghana.
Methods
A cross-sectional, descriptive design involving multiple centres was used. The participants were made up of 348 Registered Nurses working in primary, secondary, and tertiary healthcare in five (5) hospitals in the Kumasi Metropolis. Data collection was done using questionnaires adapted from the Work-Related Quality of Life Scale and the Turnover Intention Scale and analyzed using frequencies, mean, standard deviation, Pearson’s Product Moment Correlation, and Multiple Regression.
Results
The Registered Nurses perceived Quality of Work-Life as low; with close to half of them having a turnover intention. All the domains of Quality of Work-Life of the Nursing Workforce significantly correlated with Turnover intentions. Regression analysis showed that the number of years in a healthcare setting, general well-being, job control and satisfaction, and working condition of the Registered Nurse significantly predicted their turnover intentions at the p-value of 0.05.
Conclusion
The findings of the study have provided an understanding of the Quality of Work-Life, and factors that contribute to increased turnover intentions among the Nursing Workforce amid the COVID-19 pandemic. Healthcare systems must enrol in requisite programmes that provide psychological and social support through counselling to promote the Quality of Work-Life of nurses.
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Salahat MF, Al-Hamdan ZM. Quality of Nursing Work Life, Job Satisfaction, and Intent to Leave Among Jordanian Nurses: A Descriptive Study. Heliyon 2022; 8:e09838. [PMID: 35815152 PMCID: PMC9260616 DOI: 10.1016/j.heliyon.2022.e09838] [Citation(s) in RCA: 8] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/01/2022] [Revised: 05/03/2022] [Accepted: 06/27/2022] [Indexed: 11/25/2022] Open
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Danquah E, Asiamah N. Associations between physical work environment, workplace support for health, and presenteeism: a COVID-19 context. Int Arch Occup Environ Health 2022; 95:1807-1816. [PMID: 35570224 PMCID: PMC9108018 DOI: 10.1007/s00420-022-01877-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/19/2022] [Accepted: 04/25/2022] [Indexed: 11/26/2022]
Abstract
Objective Presenteeism has, in a larger sense, been viewed as a negative behaviour, although a limited body of studies suggests and reports its positive implications in an organizational context. This study assessed the association between the physical work environment (PWE) and presenteeism as well as the moderating influence of workplace support for health (WSH) on this relationship. Methods This study adopted the cross-sectional design alongside a sensitivity analysis and techniques against common methods bias. The study population was employees of private and public organizations in Accra, Ghana. A total of 590 employees participated in the study and hierarchical linear regression was used to present the results. Results PWE had a positive relationship with presenteeism (β = 0.15; t = 3.04; p < 0.05), which means that higher presenteeism was associated with larger PWE scores. WSH positively moderated the relationship between PWE and presenteeism (β = 0.23; t = 4.84; p < 0.001). Conclusions Organizations with more satisfactory work environments may serve as preferred protective places for employees during a pandemic, more so within organizations with higher WSH. Interventions rolled out to improve PWE and to provide WSH can attenuate the potential negative influences of presenteeism on individual health and organizational productivity.
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Affiliation(s)
- Emelia Danquah
- Department of Procurement and Supply Science, Koforidua Technical University, Koforidua, Eastern Region Ghana
- Department of Health Promotion, Africa Centre for Epidemiology, P. O. Box AN 16284, Accra Ghana, Accra North, Ghana
| | - Nestor Asiamah
- Division of Interdisciplinary Research and Practice, School of Health and Social Care, University of Essex, Wivenhoe Park, Colchester, CO4 3SQ UK
- Department of Health Promotion, Africa Centre for Epidemiology, P. O. Box AN 16284, Accra Ghana, Accra North, Ghana
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Shields LB, Young MW, Thornsberry JN, Nichols LA, Flanders K. Leadership Immersion and Aspiring Leader Programs Designed to Improve Nurses’ Well-Being and Competence. NURSE LEADER 2022; 20:606-613. [PMID: 35440916 PMCID: PMC9010231 DOI: 10.1016/j.mnl.2022.04.004] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 10/31/2022]
Abstract
Nurse leaders play integral roles in the health care system as they focus on patient quality of care and safety at a high level and lead teams of frontline staff. Nurse leadership turnover during COVID-19 poses challenges not only for continuity of patient care but also for organizations that may fail to meet their specific goals. When a nurse leader role is not filled, gaps in care delivery occur. Our institution developed the Leadership Immersion and Aspiring Leader Programs prior to COVID-19 that provide application to theory opportunities to new nursing leaders who are prepared to fill leadership positions.
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Organizational Commitment and Intention to Leave of Nurses in Portuguese Hospitals. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19042470. [PMID: 35206656 PMCID: PMC8878484 DOI: 10.3390/ijerph19042470] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/31/2021] [Revised: 02/13/2022] [Accepted: 02/14/2022] [Indexed: 12/31/2022]
Abstract
Intention to leave is influenced by the commitment and individual and structural factors. It is a critical dimension in health systems due to the shortage of professionals and the potential impact on the quality of care. The present paper: (i) characterizes organizational commitment and intention to leave; (ii) analyzes the relationship between structural factors (such as, work environment and nurse staffing), individual factors (age), and nurses’ organizational commitments and intention to leave; and (iii) analyzes the differences in the intention to leave and in the organizational commitment according to service specialty, nurses’ specialization, and contractual relationship in Portuguese public hospitals. A cross-sectional study was conducted with a sample of 850 nurses from 12 public hospitals units. The results show a high affective and continuance commitment of nurses with the hospital, and a reduced tendency of the intention to leave. A significant positive association was also found between the intent to leave and individual/structural factors. Organizational commitment and intention to leave levels are satisfactory, despite the influence of several factors, such as nurse staffing, work environment, or other opportunities for professional development. The results identify particularly sensitive areas that, through adequate health and management policies, can reduce nurses’ intentions to leave and promote the sustainability of the health system.
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Factors Contributing to Rationed Nursing Care in the Slovak Republic-A Secondary Analysis of Quantitative Data. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19020702. [PMID: 35055524 PMCID: PMC8775605 DOI: 10.3390/ijerph19020702] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 11/16/2021] [Revised: 01/01/2022] [Accepted: 01/07/2022] [Indexed: 02/04/2023]
Abstract
Rationed nursing care is a significant problem in healthcare facilities worldwide. Awareness of contributing factors to rationed care might support the development and implementation of strategies for reducing this phenomenon from clinical practice. The study examined the association between selected hospital, unit, and staff variables and the prevalence of rationed nursing care. Secondary analysis of cross-sectional data collected between December 2017 and July 2018 from 895 registered nurses in seven acute care hospitals in the Slovak Republic was performed. Data were collected using the questionnaire Perceived Implicit Rationing of Nursing and analyzed by descriptive and inferential statistics in the statistical program SPSS 25.0. Statistically significant associations were found between rationed nursing care and unit type, education, shift type, nurses' experience in the current unit, overtime hours, missed shifts, intention to leave the position, perceived staff adequacy, quality of patient care, and job satisfaction. Differences in rating rationed nursing care, quality of patient care, and job satisfaction were identified based on hospital type. Together with top hospital management, nurse managers should develop targeted interventions focusing on mitigating rationed nursing care from the clinical practice with a focus placed on university hospitals. Quality and safe care might be ensured through constant monitoring of the quality of patient care and job satisfaction of nurses as these factors significantly predicted the estimates of rationed nursing care.
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The moderating effect of emotional competence on job satisfaction and organisational commitment of healthcare professionals. BMC Health Serv Res 2021; 21:1257. [PMID: 34800998 PMCID: PMC8605519 DOI: 10.1186/s12913-021-07234-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/16/2020] [Accepted: 10/28/2021] [Indexed: 12/04/2022] Open
Abstract
Background Healthcare organisations, such as hospitals, are largely seen as task-oriented, width different people expected to work in interdependent teams. The objective of this study was to investigate the relevance of individual factors (job satisfaction) and individual competences (emotional competence) for organisational commitment in a sample of healthcare professionals. Methods A cross-sectional survey was conducted among 96 healthcare professionals from March to June 2018 in the catchment area of five clinics in Bavaria, Germany. The present research examined the moderating role of emotional competence on the relationship between job satisfaction and organisational commitment using moderated regression analysis and simple slope analysis. Results Multiple regression analysis indicated that emotional competence moderated the relationship between satisfaction with the job and commitment to the job. The results showed that healthcare professionals with high emotional competence are able to deal more effectively with dissatisfaction in the workplace so that organisational commitment remains unaffected. Conclusions Based on the findings of this study emotional competence of healthcare professionals is important for increasing job satisfaction and commitment to the job. Especially for healthcare professionals whose job satisfaction is low, a high level of emotional competence enables them to maintain a high level of organisational commitment. The findings of the study are discussed at the theoretical level for researchers and practical level for hospital managers interested in fostering emotional competence and improving healthcare professionals’ job satisfaction and their organisational commitment, which ultimately may lead to effective performance. Supplementary Information The online version contains supplementary material available at 10.1186/s12913-021-07234-1.
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Revisiting Job Satisfaction and Intention to Stay: A Cross-sectional Study among Hospital Nurses in the Philippines. NURSE MEDIA JOURNAL OF NURSING 2021. [DOI: 10.14710/nmjn.v11i2.36557] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
Abstract
Background: The global shortage of nurses and the rapid turnover of nurses remain crucial issues and areas of concern that call for immediate attention. Job satisfaction is a recognized determinant of nurses’ decision to stay in their current workplace. However, while nurses’ job satisfaction has received considerable attention among scholars, the results of studies are still mixed.Purpose: The purpose of this study was to revisit and assess the job satisfaction and intention to stay of nurses in two selected hospitals in the Philippines.Methods: A cross-sectional research design was used in this study. A sample of 120 nurses in a public and private hospital in the Philippines responded to the Job Satisfaction Survey and Intent to Stay Scale questionnaires. Descriptive statistics, t-test, one-way ANOVA, and Pearson’s r were employed for data analysis.Results: Results show that the majority (58.3%) of the nurses were neither satisfied nor dissatisfied with their job. Also, nurses intended to neither stay nor quit in their current workplace with only a few (9.2%) had high intention to stay. Nurses were most satisfied in terms of the nature of their job (18.95+2.50) but were dissatisfied with the fringe benefits (12.69+4.11) and operating conditions (12.18+2.58) at work. Nurses in the public hospital (p=0.040) and those with higher salaries (p=0.015) had significantly higher intentions to stay. Job satisfaction and intention to stay were significantly related (p=0.002).Conclusion: Nurses’ job satisfaction is positively linked with their intention to stay in their current workplace. This study highlights that efforts should be made to improve nurses’ job satisfaction to encourage nurses to remain in their current workplace. Also, increasing nurses’ salary particularly those nurses in the private sector is a focal point of consideration to ensure that there is enough supply of nurses in the country.
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Lavoie-Tremblay M, Gélinas C, Aubé T, Tchouaket E, Tremblay D, Gagnon MP, Côté J. Influence of caring for COVID-19 patients on nurse's turnover, work satisfaction and quality of care. J Nurs Manag 2021; 30:33-43. [PMID: 34448520 PMCID: PMC8646604 DOI: 10.1111/jonm.13462] [Citation(s) in RCA: 101] [Impact Index Per Article: 33.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/03/2021] [Revised: 08/01/2021] [Accepted: 08/23/2021] [Indexed: 12/16/2022]
Abstract
Aim This study aims to examine, through the lens of the Job Demands‐Resources model, the influence of caring for COVID‐19 patients on nurse's perception of chronic fatigue, quality of care, satisfaction at work and intention to leave their organisation and the profession. Background Studies have examined how fear of COVID‐19 contributes to the mental, physical and work adjustment among nurses. To date, few studies have been conducted examining how caring for patients with COVID‐19 contributes to work outcomes among nurses. Methods This is a cross‐sectional survey involving 1705 frontline nurses and licensed practical nurses in Quebec, Canada. From these, 782 reported caring for COVID‐19 patients. Results High chronic fatigue, poor quality of care, lower work satisfaction and higher intention to leave their organisation were found for nurses caring for COVID‐19 patients. Poorly prepared and overwhelmed nurses showed higher turnover intention than those well prepared and in control. Conclusions There is an urgent need to provide support to nurses during the pandemic, with a long‐term strategy to increase their retention. Implications for Nursing Management Nurse administrators play an important role in supporting their nurses during a pandemic in the form of education, training and policy development to positively impact quality of care and retention.
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Affiliation(s)
| | - Céline Gélinas
- Ingram School of Nursing, McGill University, Montréal, Quebec, Canada
| | - Thalia Aubé
- Ingram School of Nursing, McGill University, Montréal, Quebec, Canada
| | - Eric Tchouaket
- Nursing Department, University of Quebec in Outaouais, Gatineau, Quebec, Canada
| | | | | | - José Côté
- Faculty of Nursing, Montreal University, Montréal, Quebec, Canada
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Halcomb E, Bird S, Mcinnes S, Ashley C, Huckel K. Exploring job satisfaction and turnover intentions among general practice nurses in an Australian Primary Health Network. J Nurs Manag 2020; 29:943-952. [PMID: 33306862 DOI: 10.1111/jonm.13230] [Citation(s) in RCA: 13] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/26/2020] [Revised: 08/25/2020] [Accepted: 12/01/2020] [Indexed: 12/18/2022]
Abstract
AIM To explore the job satisfaction and turnover intentions of general practice nurses and examine factors that influence job satisfaction and turnover intention. BACKGROUND Workforce issues such as satisfaction, retention and turnover intention have been explored in acute care. However, increasingly nurses are being employed outside hospitals. General practice is a significantly different work environment to acute care. Understanding workforce issues in community settings is important for employers, managers and policymakers to sustain and grow this workforce to meet consumer demands. METHOD A descriptive survey was conducted within a single Primary Health Network in Australia. RESULTS Having an identified practice nurse leader/manager, feeling that their training and qualifications are used to the full and not feeling isolated, alone or lacking opportunities for mentoring were all significantly correlated with higher job satisfaction. The lowest average satisfaction scores related to pay. 44.9% of participants were unsure whether they would remain working in general practice. The relationship between total job satisfaction and intention to leave was significant. CONCLUSION These findings guide managers in developing strategies to recruit and retain nurses in general practice employment. IMPLICATIONS FOR NURSING MANAGEMENT Managers must consider factors influencing job satisfaction and turnover intention to maximize recruitment and retention of nurses.
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Affiliation(s)
- Elizabeth Halcomb
- School of Nursing, University of Wollongong, Wollongong, NSW, Australia
| | - Sonia Bird
- Australian Health Services Research Institute, University of Wollongong, Wollongong, NSW, Australia
| | - Susan Mcinnes
- School of Nursing, University of Wollongong, Wollongong, NSW, Australia
| | - Christine Ashley
- School of Nursing, University of Wollongong, Wollongong, NSW, Australia
| | - Karen Huckel
- South Western Sydney Primary Health Network, Campbelltown, NSW, Australia
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Arakelian E, Rudolfsson G. Reaching a tipping point: Perioperative nurse managers' narratives about reasons for leaving their employment-A qualitative study. J Nurs Manag 2020; 29:664-671. [PMID: 33128831 PMCID: PMC8247268 DOI: 10.1111/jonm.13202] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/13/2020] [Revised: 10/09/2020] [Accepted: 10/23/2020] [Indexed: 01/10/2023]
Abstract
Aim To describe reasons why nurse managers in perioperative settings decide to leave their employment. Background Current literature has shown that perioperative nurse managers’ reasons to leave their positions are formed through an interaction of factors. Methods Individual in‐depth interviews were performed with seven nurse managers, all women, in perioperative settings in Sweden. Data were analysed using systematic text condensation. Results Five key themes were identified: (a) to end where I started, as a frontline nurse; (b) I wanted to develop further to the next level in my career; (c) I ran out of ideas; (d) I lost trust in my head manager and did not believe in the new organisation and (e) I had had enough of being offended by my superior manager and my employees. Conclusion Nurse managers experienced feeling forced into a decision to leave because of being offended by their superiors or their employees. Furthermore, the findings indicate that nurse managers should be offered support from superior managers and the organisation together with time for discussions. Implications in Nursing Management The most essential element should be the influence of caritative leadership and the obvious expectation of being treated with dignity, respect and appreciation.
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Affiliation(s)
- Erebouni Arakelian
- Department of Surgical Sciences, Uppsala University Hospital, Uppsala University, Uppsala, Sweden
| | - Gudrun Rudolfsson
- Faculty of Nursing and Health Sciences, Nord University, Bodø, Norway.,Division of Nursing, Department of Health Sciences, University West, Trollhättan, Sweden
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