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Toyin-Thomas P, Ikhurionan P, Omoyibo EE, Iwegim C, Ukueku AO, Okpere J, Nnawuihe UC, Atat J, Otakhoigbogie U, Orikpete EV, Erhiawarie F, Gbejewoh EO, Odogu U, Akhirevbulu ICG, Kwarshak YK, Wariri O. Drivers of health workers' migration, intention to migrate and non-migration from low/middle-income countries, 1970-2022: a systematic review. BMJ Glob Health 2023; 8:bmjgh-2023-012338. [PMID: 37156560 PMCID: PMC10174016 DOI: 10.1136/bmjgh-2023-012338] [Citation(s) in RCA: 7] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/17/2023] [Accepted: 04/25/2023] [Indexed: 05/10/2023] Open
Abstract
BACKGROUND The migration of healthcare workers (HWs) from low/middle-income countries (LMICs) is a pressing global health issue with implications for population-level health outcomes. We aimed to synthesise the drivers of HWs' out-migration, intention to migrate and non-migration from LMICs. METHODS We searched Ovid MEDLINE, EMBASE, CINAHL, Global Health and Web of Science, as well as the reference lists of retrieved articles. We included studies (quantitative, qualitative or mixed-methods) on HWs' migration or intention to migrate, published in either English or French between 1 January 1970 and 31 August 2022. The retrieved titles were deduplicated in EndNote before being exported to Rayyan for independent screening by three reviewers. RESULTS We screened 21 593 unique records and included 107 studies. Of the included studies, 82 were single-country studies focusing on 26 countries, while the remaining 25 included data from multiple LMICs. Most of the articles focused on either doctors 64.5% (69 of 107) and/or nurses 54.2% (58 of 107). The UK (44.9% (48 of 107)) and the USA (42% (45 of 107)) were the top destination countries. The LMICs with the highest number of studies were South Africa (15.9% (17 of 107)), India (12.1% (13 of 107)) and the Philippines (6.5% (7 of 107)). The major drivers of migration were macro-level and meso-level factors. Remuneration (83.2%) and security problems (58.9%) were the key macro-level factors driving HWs' migration/intention to migrate. In comparison, career prospects (81.3%), good working environment (63.6%) and job satisfaction (57.9%) were the major meso-level drivers. These key drivers have remained relatively constant over the last five decades and did not differ among HWs who have migrated and those with intention to migrate or across geographical regions. CONCLUSION Growing evidence suggests that the key drivers of HWs' migration or intention to migrate are similar across geographical regions in LMICs. Opportunities exist to build collaborations to develop and implement strategies to halt this pressing global health problem.
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Affiliation(s)
- Patience Toyin-Thomas
- Department of Pediatrics, Geisel School of Medicine, Dartmouth College, Hanover, New Hampshire, USA
- The Dartmouth Institute for Health Policy and Clinical Practice, Lebanon, New Hampshire, USA
| | - Paul Ikhurionan
- Department of Child Health, University of Benin Teaching Hospital, Benin City, Nigeria
| | - Efe E Omoyibo
- Department of Paediatrics, Federal Medical Centre, Asaba, Nigeria
| | - Chinelo Iwegim
- Fraser Health Authority, Surrey, British Columbia, Canada
| | - Avwebo O Ukueku
- Department of Obstetrics and Gynaecology, University of Port Harcourt Teaching Hospital, Port Harcourt, Nigeria
| | - Jermaine Okpere
- Department of Clinical Research, Alpha Research Clinic, Edmonton, Alberta, Canada
| | - Ukachi C Nnawuihe
- Department of Clinical Services, Intercountry Centre for Oral Health for Africa, Jos, Nigeria
| | - Josephine Atat
- Department of Restorative Dentistry, University of Benin Teaching Hospital, Benin City, Nigeria
| | - Uwaila Otakhoigbogie
- Department of Oral Pathology and Oral Medicine, University of Nigeria, Enugu, Nigeria
| | | | - Franca Erhiawarie
- Department of Pediatrics, Baylor College of Medicine, Houston, Texas, USA
| | | | - Uyoyo Odogu
- Department of Preventive Dentistry, Lagos University Teaching Hospital, Lagos, Nigeria
| | | | | | - Oghenebrume Wariri
- Vaccines and Immunity Theme, Medical Research Council Unit The Gambia at the London School of Hygiene and Tropical Medicine, Fajara, Gambia
- Infectious Disease Epidemiology, London School of Hygiene and Tropical Medicine, London, UK
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Abdul Salam H, Dumit NY, Clinton M, Mahfoud Z. Transformational leadership and predictors of resilience among registered nurses: a cross-sectional survey in an underserved area. BMC Nurs 2023; 22:37. [PMID: 36759906 PMCID: PMC9912636 DOI: 10.1186/s12912-023-01192-1] [Citation(s) in RCA: 5] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/05/2022] [Accepted: 01/30/2023] [Indexed: 02/11/2023] Open
Abstract
BACKGROUND High resilience increases nurses' ability to cope with job-related stressors and enhances job satisfaction and, consequently, their retention. The study aims to identify resilience predictors and perceptions of transformational leadership in a convenience sample of registered nurses in Lebanon. METHODS An anonymous cross-sectional survey of a convenience sample of 240 registered nurses working for more than a year at three private hospitals in an underserved area in South Lebanon was used. The survey instrument included demographic questions, the True Resilience Scale ©, and the Global Transformational Leadership Scale. Multiple linear regression was used to assess the predictors of resilience after a descriptive analysis of the study variables. RESULTS The survey response rate was 85%. The nurses' mean resilience score was 119.4 (SD 15.3), and their perception of transformational leadership score was M = 25.0, SD = 6.8. Compared to bedside nurses, nurse managers, nurses with more than five years of experience, and nurses in critical nursing units had statistically significant higher resilience scores (p < 0.05). Resilience scores and perception of global transformational leadership were moderately correlated (r = 0.53, p < 0.05). In the final multiple linear regression model, 30% of the variation in resilience scores was explained by designation (p < 0.05) and perception of Global Transformational Leadership (p < 0.01). Perception of global transformational leadership scores explained 29% of the variance in resilience scores. Designation and perception of global transformational leadership predicted resilience in this sample. CONCLUSIONS A national survey of the Lebanese nursing workforce is needed to achieve an improved predictive model and support policy developments to increase resilience among bedside nurses and retain them in the nursing workforce. Nurse administrators can help by strengthening their transformational leadership behaviors. Consistent use of transformational leadership styles will strengthen bedside nurses' resilience, increase nurse retention, and help sustain the Lebanese nursing workforce.
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Affiliation(s)
- Hana'a Abdul Salam
- Hariri School of Nursing, American University of Beirut, P.O. Box: 11-0236, Riad El Solh, Beirut, 1107 2020, Lebanon
| | - Nuhad Yazbik Dumit
- Hariri School of Nursing, American University of Beirut, P.O. Box: 11-0236, Riad El Solh, Beirut, 1107 2020, Lebanon.
| | - Michael Clinton
- Hariri School of Nursing, American University of Beirut, P.O. Box: 11-0236, Riad El Solh, Beirut, 1107 2020, Lebanon
| | - Ziyad Mahfoud
- Weill Cornell Medicine-Qatar, P.O. Box: 24144, Doha, Qatar
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Kunnumbrath N, Kodali PB. Exploring migration intention among registered pharmacists in Kerala: a mixed-methods study. INTERNATIONAL JOURNAL OF PHARMACY PRACTICE 2023; 31:243-249. [PMID: 36738275 DOI: 10.1093/ijpp/riad006] [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: 09/26/2022] [Accepted: 01/16/2023] [Indexed: 02/05/2023]
Abstract
OBJECTIVES This study investigated the intention to migrate among pharmacists in Kerala and explored the factors driving pharmacist migration in Kerala. METHODS A sequential mixed-methods study was carried out to explore the intention to migrate among pharmacists in Kerala, India. A survey of 256 registered pharmacists and in-depth interviews with 15 pharmacists having high migration intentions were undertaken. Quantitative data were analysed employing univariate approaches and binary logistic regression. Qualitative data were analysed employing thematic analysis. KEY FINDINGS About 44.5% (n = 114) of pharmacists expressed a high intention to migrate. Younger age of up to 30 years (AOR = 8.31, 95% CI = 2.24-30.82), more opportunities abroad (AOR = 4.28, 95% CI = 1.87-9.80), better salaries (AOR = 2.48, 95% CI = 1.04-5.95) and a general negative outlook towards a pharmacy career in Kerala (AOR = 2.83, 95% CI = 1.22-6.56) predicted a high level of intention to migrate among pharmacists. Lower incomes, working conditions, respect and recognition in the society, professional conflict and social connections were observed to be major push factors influencing pharmacists' migration intentions. CONCLUSIONS Just under half of the registered pharmacists in Kerala has a high intention to migrate abroad. Economic factors, workplace factors, lack of opportunities, social status and so on, were influencers of the intention to migrate among pharmacists. Ensuring implementation of equitable wage policies, preventing unlicensed pharmacy practice, improving societal awareness and providing clear job roles for pharmacists with PharmD and MPharm degrees are needed.
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Affiliation(s)
- Navaneeth Kunnumbrath
- Department of Public Health and Community Medicine, Central University of Kerala, Kasaragod, India
| | - Prakash Babu Kodali
- Department of Public Health and Community Medicine, Central University of Kerala, Kasaragod, India
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Professional values and job satisfaction neonatal intensive care unit nurses and influencing factors: A descriptive correlational study. INTERNATIONAL JOURNAL OF AFRICA NURSING SCIENCES 2022. [DOI: 10.1016/j.ijans.2022.100512] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/14/2022] Open
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Alilyyani B, Kerr MS, Wong C, Wazqar DY. The influence of authentic leadership on nurses' turnover intentions and satisfaction with quality of care in Saudi Arabia: A structural equation modelling study. J Nurs Manag 2022; 30:4262-4273. [PMID: 36326612 DOI: 10.1111/jonm.13895] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/28/2022] [Revised: 10/01/2022] [Accepted: 10/27/2022] [Indexed: 11/06/2022]
Abstract
AIM(S) The study aimed to test a model that examined the relationships between authentic leadership, psychological safety, work engagement and team effectiveness and subsequent effects of team effectiveness on job turnover intentions and nurse satisfaction with quality of care. BACKGROUND Nurse leaders who exhibit authentic leadership have been shown to contribute to the development of healthy work environments. In workplaces with demonstrated authentic leadership, nurses are more engaged and have lower job turnover intentions. METHOD(S) A non-experimental, cross-sectional design was used to test the hypothesized model via structural equation modelling. A total of 456 nurses were included. RESULTS Structural equation modelling analysis indicated a good fit for the hypothesized model. Authentic leadership had a positive, significant and direct relationship with team effectiveness, nurses' work engagement and psychological safety. Team effectiveness was found to be negatively related to job turnover intentions but positively related to nurse satisfaction with quality of care. CONCLUSION(S) Results of this study may help nursing leaders have a better understanding of the essential role of leadership style in increasing healthy work environments. IMPLICATIONS FOR NURSING MANAGEMENT Applying authentic leadership style in nursing practice could help to reduce the shortage of nurses stemming from the high turnover intentions of nurses.
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Affiliation(s)
- Bayan Alilyyani
- Nursing Department, College of Applied Medical Sciences, Taif University, Taif, Saudi Arabia
| | - Michael S Kerr
- Arthur Labatt Family School of Nursing, Faculty of Health Sciences, Western University, London, Ontario, Canada
| | - Carol Wong
- Arthur Labatt Family School of Nursing, Faculty of Health Sciences, Western University, London, Ontario, Canada
| | - Dhuha Y Wazqar
- Oncology Nursing and Palliative Care at Faculty of Nursing, King Abdulaziz University, Jeddah, Saudi Arabia
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Al-Nusair H, Alnjadat R. Investigation of the Experience of Immigrant Nurses in a Diverse Cultural Setting. J Nurs Res 2022; 30:e213. [PMID: 35446284 DOI: 10.1097/jnr.0000000000000488] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022] Open
Abstract
BACKGROUND Work-related stress (WRS) is one of the most common stressors in healthcare workplace settings. PURPOSE This research study was designed to examine and discuss perceived WRS, job performance, social support, and the desire of immigrant nurses to work in a multicultural workplace. METHODS A case research mixed-methodology approach, a quantitative survey, and semistructured qualitative interviews were used in this research study. Three hundred twenty-one respondents were invited, of which 246 (76.6%) returned valid questionnaires. A purposeful sampling technique was used in the qualitative portion of the study. A semistructured interviewing system was used on 20 nurses. RESULTS "Workload" was the most common traumatic occurrence, whereas "treatment" and "death and dying" were the least common traumatic occurrences. Similarly, the mean of the social support scale, as defined using the McCain and Marklin Social Integration Scale, was moderate to high, suggesting that most of the participants received strong social support from their colleagues. The qualitative research found that the participants faced high pressures related to work and have struggled to acquire cultural skills, while having difficulties meeting their patients' cultural and spiritual needs and sustaining high-quality nursing care. CONCLUSIONS The findings of this study support that immigrant nurses working in the Kingdom of Saudi Arabia are stressed. A significant difference between the qualitative and quantitative results was found. The findings further contribute to our understanding of WRS, social support, job performance, and intention to stay among immigrant nurses in the Kingdom of Saudi Arabia.
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Affiliation(s)
- Hussam Al-Nusair
- PhD, RN, Nursing Department Stakeholders Advisory Board Committee Chairman, Fatima College of Health Sciences, United Arab Emirates
| | - Rafi Alnjadat
- PhD, RN, Lecturer, Department of Allied Health Sciences, Irbid University College, Al-Balqa Applied University, Jordan
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Mansour W, Arjyal A, Hughes C, Gbaoh ET, Fouad FM, Wurie H, Kyaw HK, Tartaggia J, Hawkins K, Than KK, Kallon LH, Saad MA, Chand O, Win PM, Yamout R, Regmi S, Baral S, Theobald S, Raven J. Health systems resilience in fragile and shock-prone settings through the prism of gender equity and justice: implications for research, policy and practice. Confl Health 2022; 16:7. [PMID: 35189938 PMCID: PMC8860254 DOI: 10.1186/s13031-022-00439-z] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/29/2021] [Accepted: 02/08/2022] [Indexed: 02/04/2023] Open
Abstract
Fragile and shock-prone settings (FASP) present a critical development challenge, eroding efforts to build healthy, sustainable and equitable societies. Power relations and inequities experienced by people because of social markers, e.g., gender, age, education, ethnicity, and race, intersect leading to poverty and associated health challenges. Concurrent to the growing body of literature exploring the impact of these intersecting axes of inequity in FASP settings, there is a need to identify actions promoting gender, equity, and justice (GEJ). Gender norms that emphasise toxic masculinity, patriarchy, societal control over women and lack of justice are unfortunately common throughout the world and are exacerbated in FASP settings. It is critical that health policies in FASP settings consider GEJ and include strategies that promote progressive changes in power relationships. ReBUILD for Resilience (ReBUILD) focuses on health systems resilience in FASP settings and is underpinned by a conceptual framework that is grounded in a broader view of health systems as complex adaptive systems. The framework identifies links between different capacities and enables identification of feedback loops which can drive or inhibit the emergence and implementation of resilient approaches. We applied the framework to four different country case studies (Lebanon, Myanmar, Nepal and Sierra Leone) to illustrate how it can be inclusive of GEJ concerns, to inform future research and support context responsive recommendations to build equitable and inclusive health systems in FASP settings.
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Affiliation(s)
- Wesam Mansour
- Department of International Public Health, Liverpool School of Tropical Medicine, Pembroke Place, Liverpool, L3 5QA, UK.
| | | | | | - Emma Tiange Gbaoh
- College of Medicine and Allied Health Sciences, University of Sierra Leone, Freetown, Sierra Leone
| | - Fouad Mohamed Fouad
- Faculty of Health and Sciences, American University in Beirut, Beirut, Lebanon
| | - Haja Wurie
- College of Medicine and Allied Health Sciences, University of Sierra Leone, Freetown, Sierra Leone
| | | | | | | | | | - Lansana Hassim Kallon
- College of Medicine and Allied Health Sciences, University of Sierra Leone, Freetown, Sierra Leone
| | - Maya Abou Saad
- Faculty of Health and Sciences, American University in Beirut, Beirut, Lebanon
| | | | | | - Rouham Yamout
- Faculty of Health and Sciences, American University in Beirut, Beirut, Lebanon
| | | | | | - Sally Theobald
- Department of International Public Health, Liverpool School of Tropical Medicine, Pembroke Place, Liverpool, L3 5QA, UK
| | - Joanna Raven
- Department of International Public Health, Liverpool School of Tropical Medicine, Pembroke Place, Liverpool, L3 5QA, UK
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Ofei AMA, Paarima Y. Nurse managers leadership styles and intention to stay among nurses at the unit in Ghana. Int J Health Plann Manage 2022; 37:1663-1679. [PMID: 35150018 DOI: 10.1002/hpm.3433] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/16/2020] [Revised: 10/29/2021] [Accepted: 01/27/2022] [Indexed: 11/12/2022] Open
Abstract
INTRODUCTION Enabling effective leadership is significant in contemporary healthcare delivery. Nurse Managers' (NMs) leadership styles are a major predictor of nurses' retention. Using the 'Full Range Leadership' model as the organising framework, this study explored NMs leadership styles and their influence on intention to stay among nurses in Ghana. METHODS A quantitative cross-sectional design using the Multifactor Leadership Questionnaire (MLQ-5x), was used to explore nurses' intention to stay at their current workplace. Data were collected from 348 nurses in 38 selected hospitals and analysed using Pearson correlation and multiple linear regression. RESULTS NMs exhibited different leadership styles based on the circumstance, but mostly used a participative leadership style, followed by transformational and transactional leadership styles. Nurses showed a high level of intention to stay. The intention to stay at the current workplace was high (3.26 out of 4) among nurses. The findings show that 85.6% of the nurses had intended to stay. The leadership styles of NMs jointly predicted 20.9% of the variance in intention to stay among nurses. CONCLUSION Regular in-service training programs in leadership is critical for NMs to strengthen their leadership skills. NMs should be encouraged to widely use participative leadership styles to foster inclusiveness of staff in the unit.
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Affiliation(s)
- Adelaide Maria Ansah Ofei
- Department of Research, Education and Administration, School of Nursing and Midwifery, University of Ghana, Accra, Ghana
| | - Yennuten Paarima
- Department of Research, Education and Administration, School of Nursing and Midwifery, University of Ghana, Accra, Ghana
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Internal Quality and Job Satisfaction in Health Care Services. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19031496. [PMID: 35162517 PMCID: PMC8835078 DOI: 10.3390/ijerph19031496] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/15/2021] [Revised: 01/22/2022] [Accepted: 01/24/2022] [Indexed: 02/04/2023]
Abstract
(1) Background: The main purpose of this study was to evaluate the health services' internal quality level in Greek public hospitals and to investigate whether there is a relation between internal quality and health care professionals' job satisfaction. (2) Material and Methods: A cross-sectional study was conducted in six public hospitals (four general and two specialized hospitals). The following tools were used to collect data: (a) the SERVQUAL questionnaire, which is designed to measure service quality through five dimensions, and (b) the Job Satisfaction Survey (JSS) questionnaire, which is designed to measure employees' job satisfaction. Convenience sampling was used as a sampling technique. (3) Results: The level of internal quality service was found to be low as regards the dimensions of: reliability, assurance, responsiveness, and empathy, while the "tangibles" dimension was the only one which was assessed as having a satisfactory internal quality level. Τhe results also revealed a positive correlation between the job satisfaction subscales and the quality dimensions. Regarding demographic characteristics and their effect on employees' perceptions of internal quality dimensions, the study found that the gender and the educational factor had no effect while younger employees have a more positive perception of the quality of responsiveness dimension in the health organizations where they work. In terms of profession, administrative staff had a lower perception of the quality of tangibles dimension than doctors and nurses. Concerning years of experience, the results indicated that employees with more previous working experience had a worse perception of the quality of reliability, responsiveness, and assurance dimensions. (4) Conclusions: According to the results, establishing a sense of trust and understanding between management and health professionals through effective communication, transparent evaluation, and reward is critical to developing, enhancing, and promoting an internal quality culture in a hospital setting.
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Growth and challenges of China's nursing workforce from 1998 to 2018: A retrospective data analysis. Int J Nurs Stud 2021; 124:104084. [PMID: 34551370 DOI: 10.1016/j.ijnurstu.2021.104084] [Citation(s) in RCA: 12] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/20/2021] [Revised: 08/22/2021] [Accepted: 08/28/2021] [Indexed: 11/20/2022]
Abstract
BACKGROUND Nurses play a vitally important role in promoting equitable and essential care. China undertook bold reforms in its education and healthcare systems since 1990s. The effect of these reforms on the nursing workforce has not been assessed systematically. OBJECTIVE This study aims to assess the changing trends and the underlying challenges of the nursing workforce in Mainland China in the period of 1998-2018. DESIGN Retrospective data analysis. METHODS Data were acquired from the National Health Statistics Yearbook from 1999 to 2019. Descriptive statistics were used to analyze the nature of the nursing workforce in terms of quantity, quality, and structure. Non-parametric tests were used to compare doctors and nurses in terms of number and work experiences. Global Moran's I index and hotspot analysis were applied to compare the equity in distribution of nurses at national and provincial levels. RESULTS From 1998 to 2018, the number of nurses increased from 1.22 to 4.10 million with an average rate of increase of 6.3% per annum. The ratio of doctors to nurses changed from 1: 0.61 to 1: 1.14, reaching 1: 1 in 2013. The main educational level of registered nurses elevated to associated degree (48.9%), and nurses with advanced titles increased at the most rapid rate. In 2018, 60.3% of nurses were younger than 35 years old. The Global Moran's I index ranged from 0.211 to 0.198 (Z > 1.96, P < 0.05). Hotspot analysis showed the distribution of nurses was unequally concentrated in the northern region and with the highest distribution in Beijing. CONCLUSIONS Great improvement on the scale and the quality of nursing workforce over the past 20 years has been witnessed in China. However, the shortage of nurses, outflow of younger nurses and the imbalance distribution of nursing workforce among the country are emerging challenges. Plans should not be ignored on continuously cultivating more qualified nurses, retaining younger nurses, attracting nurses to work in rural areas and the northeast region. Tweetable abstract: Numbers of Chinese nurses finally outstrip the number of doctors but do limited educational opportunities limits their contribution to the nation's health? New article in @ijnsjournal.
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Al Zamel LG, Abdullah KL, Chan CM, Piaw CY. Moderating Effect of Demographic Characteristics on the Relationship between Work Life Quality and Turnover Intention: A Cross-Sectional Study. Florence Nightingale Hemsire Derg 2021; 29:203-211. [PMID: 34263239 PMCID: PMC8245016 DOI: 10.5152/fnjn.2021.20069] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/13/2020] [Accepted: 10/21/2020] [Indexed: 12/12/2022] Open
Abstract
AIM This study aimed to investigate the moderating effect of demographic variables (sex, age, marital status, years of experience, level of education, and income) on the relationship between quality of work life and turnover intention in Malaysian nurses. METHOD A descriptive, and cross-sectional design using Brook’s quality of nursing work life questionnaire (self-reported) and Porter’s anticipated turnover scale was implemented to collect data from 430 randomly selected Malaysian nurses in a teaching hospital’s medical, surgical, and special units. The data were analyzed using the structural equation model smart partial least squares and Statistical Package for Social Sciences software services. RESULTS The nurses had a moderate level of quality of work life and high level of turnover intention. Sex, number of children, and work wards/units had a moderating effect on turnover intention, after its interaction with quality of work life (p < .05). CONCLUSION The study findings highlighted the factors having a moderating effect on turnover intention after its interaction with quality of work life . This knowledge is beneficial for providing guidance to nursing leaders or healthcare departments in hospitals to improve nurses’ quality of work life and decrease their turnover intention. Addressing and understanding the demands and needs of nurses in the work environment and the family structure within a quality of work life could affect nurse’s retention, leading to a decrease in their turnover intention.
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Affiliation(s)
- Luma Ghazi Al Zamel
- Department of Nursing Science, Faculty of Medicine, University of Malaya, Kuala Lumpur, Malaysia
| | - Khatijah Lim Abdullah
- Department of Nursing Science, Faculty of Medicine, University of Malaya, Kuala Lumpur, Malaysia.,Department of Nursing Science, School of Medicine and Life Sciences, Sunway University, Selangor, Malaysia
| | - Chong Mei Chan
- Department of Nursing Science, Faculty of Medicine, University of Malaya, Kuala Lumpur, Malaysia
| | - Chua Yan Piaw
- Department of Mathematics and Science Education, Faculty of Education, University of Malaya, Kuala Lumpur, Malaysia
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Wubetie A, Taye B, Girma B. Magnitude of turnover intention and associated factors among nurses working in emergency departments of governmental hospitals in Addis Ababa, Ethiopia: a cross-sectional institutional based study. BMC Nurs 2020; 19:97. [PMID: 33071646 PMCID: PMC7556577 DOI: 10.1186/s12912-020-00490-2] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/05/2019] [Accepted: 10/06/2020] [Indexed: 11/10/2022] Open
Abstract
Background Turnover intention is a probability of an employee to leave the current institution within a certain period due to various factors. It is the strongest predictor of actual turnover expected to increase as the intention increases. Emergency Department (ED) nurses are especially vulnerable to high turnover because of their increased risk of developing burnout and compassion fatigue associated with the work environment. This study is aimed to assess nurses' intention to leave emergency departments and associated factors at selected governmental hospitals in Addis Ababa, Ethiopia. Methods Institutional based cross-sectional study was conducted on 102 nurses in three selected governmental hospitals, Addis Ababa from February 19 to March 31, 2018, using a structured pre-tested self-administered questionnaire. The logistic regression model was used and an adjusted odds ratio with a 95% confidence interval was calculated to identify associated factors. Result A total of 102 respondents were involved with a response rate of 91.1%. Among them, 79 (77.5%) respondents had the intention to leave the current working unit of the emergency department or hospital. Significant predictive factors of nurses' intention to leave their institutions are educational status (adjusted odds ratio (OR) =4.700, 95% confidence interval (CI) = 1.033-50.772; p < 0.048), monthly income of less than 3145 Birr (adjusted OR = 6.05, 95% CI = 1.056-34.641; p < 0.043) and professional autonomy (adjusted OR = 0.191, 95% CI = 0.040-0.908; p < 0.037). Conclusion More than 77% of the respondents have the intention to leave their current working place of the emergency unit. Educational status, monthly income, and autonomy were significantly associated with emergency nurses' turnover intention in three governmental hospitals. Emergency leaders and hospital managers should have made efforts to enhance nurses' decision making for patient care activities and shared decision overwork or unit related activities.
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Affiliation(s)
- Andualem Wubetie
- Department of Emergency Medicine, School of Medicine, College of Health Sciences, Addis Ababa University, Addis Ababa, Ethiopia
| | - Biniyam Taye
- Department of Emergency Medicine, School of Medicine, College of Health Sciences, Addis Ababa University, Addis Ababa, Ethiopia.,emergency and critical care nurse in Addis Ababa University TikurAnbesa Hospital, Addis Ababa, Ethiopia
| | - Biruk Girma
- Department of Emergency Medicine, School of Medicine, College of Health Sciences, Addis Ababa University, Addis Ababa, Ethiopia
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Gebregziabher D, Berhanie E, Berihu H, Belstie A, Teklay G. The relationship between job satisfaction and turnover intention among nurses in Axum comprehensive and specialized hospital Tigray, Ethiopia. BMC Nurs 2020; 19:79. [PMID: 32831645 PMCID: PMC7437041 DOI: 10.1186/s12912-020-00468-0] [Citation(s) in RCA: 18] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/12/2019] [Accepted: 08/03/2020] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Nurses' turnover is a global concern which if not handled well can harm the productivity of an organization. The high turnover rate of health workers critically affects the health system, particularly in countries with limited resources. Hence, effective retention strategies require clear identification of the variables at the workplace that determines nurses' decision in staying in or leaving their employer organization. The aim of this study is to assess the relationship between job satisfaction and turnover intention among nurses in Axum Comprehensive and Specialized Hospital Tigray, Ethiopia. METHODS The research was conducted using institution based cross-sectional study design. A total of 148 nurses were included in the study using a systematic random sampling technique. The study was conducted from January 2018 to June, 2019. Data were collected using semi-structured self-administered questionnaires. It was entered into Epidemiological information version 7 and then analyzed using Statistical Package for Social Sciences version 22. Bivariate logistic regression analysis was employed to examine the statistical association between the outcome variable and selected independent variables. All variables with P value < 0.05 in the bivariate analysis were included in the multivariable analysis. RESULT Out of 148 nurses, more than half (64.9%) had the intention to leave the organization. The finding of this study showed that the level of job satisfaction was significantly associated with the overall intention. Nurses who were unsatisfied on their job autonomy were 2.55 (95% CI: 1.194, 5.466) more likely to intend to leave their workplace than nurses who reported to be satisfied. Nurses who were unsatisfied on training opportunity were also 2.55 (95% CI: 1.167, 5.571) times more likely to leave their job than nurses who reported to be satisfied. CONCLUSION The overall turnover intention of nurses was found to be high and significantly associated with dissatisfaction on autonomy, and training opportunity. Therefore, continuous effort should be made by ward managers to enhance nurses' satisfaction onjob autonomy, and training opportunity.
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Affiliation(s)
- Dawit Gebregziabher
- Department of Nursing, College of Health Sciences and Comprehensive Specialized Referral Hospital, Aksum University, Aksum, Tigray Ethiopia
| | - Eskedar Berhanie
- Department of Nursing, College of Health Sciences and Comprehensive Specialized Referral Hospital, Aksum University, Aksum, Tigray Ethiopia
| | - Hagos Berihu
- Department of Nursing, College of Health Sciences and Comprehensive Specialized Referral Hospital, Aksum University, Aksum, Tigray Ethiopia
| | - Addis Belstie
- Department of Nursing, College of Health Sciences and Comprehensive Specialized Referral Hospital, Aksum University, Aksum, Tigray Ethiopia
| | - Girmay Teklay
- Department of Nursing, College of Health Sciences and Comprehensive Specialized Referral Hospital, Aksum University, Aksum, Tigray Ethiopia
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Payne A, Koen L, Niehaus DJH, Smit IM. Burnout and job satisfaction of nursing staff in a South African acute mental health setting. S Afr J Psychiatr 2020; 26:1454. [PMID: 32832126 PMCID: PMC7433218 DOI: 10.4102/sajpsychiatry.v26i0.1454] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 08/06/2019] [Accepted: 03/18/2020] [Indexed: 11/03/2022] Open
Abstract
Background Psychiatric nurses constitute a fundamental part of the mental health care system in South Africa. However, high levels of burnout and job dissatisfaction among nursing staff have been associated with reduced empathy and quality of care, and poor service delivery. Stikland Psychiatric Hospital is a state psychiatric hospital situated in Belville and provides all levels of psychiatric care to a large part of the Cape metro region. To our knowledge, no previous studies have examined burnout and job satisfaction among nurses in this setting. Aim We assessed the relationship between burnout and job satisfaction among the nursing staff. Setting The study was conducted at Stikland Psychiatric Hospital, Cape Town, South Africa. Methods This cross-sectional study used the Copenhagen Burnout Inventory and an established job satisfaction questionnaire to assess burnout and job satisfaction among 127 staff members associated with psychiatric nursing. Results In this population comprising mostly female (83.5%) nurses, scores for personal, work-related and client-related burnout were relatively high, but job satisfaction was also high. Higher levels of burnout were significantly associated (Pearson's linear correlation, r = -0.077, p < 0.01) with lower levels of job satisfaction. There were no significant associations between burnout or job satisfaction and gender, rank or years of experience. Conclusions If mental health service delivery is to be optimised, supportive or preventative processes should be implemented to reduce the prevalence of burnout in psychiatric nurses. This study adds to the scarce local knowledge and provides information that can be used to inform the development of supportive strategies for psychiatric nursing staff in South Africa.
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Affiliation(s)
- Anthea Payne
- Department of Psychiatry, Faculty of Medicine and Health Sciences, Stellenbosch University, Cape Town, South Africa
| | - Liezl Koen
- Department of Psychiatry, Faculty of Medicine and Health Sciences, Stellenbosch University, Cape Town, South Africa
| | - Daniel J H Niehaus
- Department of Psychiatry, Faculty of Medicine and Health Sciences, Stellenbosch University, Cape Town, South Africa
| | - Inge-Marli Smit
- Department of Psychiatry, Faculty of Medicine and Health Sciences, Stellenbosch University, Cape Town, South Africa
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15
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Wahyanto T, Supriyanto S, Damayanti NA, Hartini S, Lestari R. People equity model as an effort to increase employees' intention to stay. J Public Health Res 2020; 9:1843. [PMID: 32728582 PMCID: PMC7376461 DOI: 10.4081/jphr.2020.1843] [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: 03/06/2020] [Accepted: 06/13/2020] [Indexed: 11/23/2022] Open
Abstract
Background: The high turnover rate in the healthcare industry needs serious attention since it influences hospital service quality. So, there is a need to develop a new framework known as people equity, that can be used to manage intangible assets and reduce employees’ intention to leave. The purpose of this study therefore was to develop a model of people equity as a strategy for enhancing employees’ intention to stay. Design and methods: An analytical cross-sectional design was used to measure the associations between variables. 154 respondents were selected from stratified random sampling technique. Partial Least Squares Structural Equation Modelling (PLS-SEM) was used to analyze the measurement model. Results: The results indicated that people equity was influenced by organizational factors (P=0.210), individual factors (P=0.183), and occupational factors (P=0.141). In addition to this, predictors for employees’ intention to stay were people equity (P=0.432), individual factors (P=0.308), and environmental factors (P=0.117). Conversely, working and marital status, environment, and workload have no significant effect on people equity and intention to stay. Conclusions: People equity was influenced by organizational, individual, and occupational factors through the implementation of the Human Resources System. People equity model increased employees’ intention to stay by improving organizational factors. Significance for public health High turnover rates decrease overall productivity in a hospital indirectly and it leads to other financial losses because of the additional costs of recruiting new employees. Managing human capital is not easy as the hospital must improve the organizational learning process, employees’ skills, and provide a positive work environment. Limited studies explained about human capital in private hospital. This study analyzes people equity model as a strategy for enhancing employees' intention to stay in private hospital.
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Affiliation(s)
- Tatin Wahyanto
- Doctoral Program of Public Health, University of Brawijaya, Malang.,Muji Rahayu General Hospital, Surabaya
| | | | | | - Sri Hartini
- Faculty of Economic and Bussiness, Universitas Airlangga, Mulyorejo
| | - Retno Lestari
- Doctoral Program of Public Health, University of Brawijaya, Malang.,Study Program of Nursing Science, Faculty of Medicine, University of Brawijaya, Malang, Indonesia
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16
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Al Zamel LG, Lim Abdullah K, Chan CM, Piaw CY. Factors Influencing Nurses’ Intention to Leave and Intention to Stay: An Integrative Review. HOME HEALTH CARE MANAGEMENT AND PRACTICE 2020. [DOI: 10.1177/1084822320931363] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/19/2022]
Abstract
Nursing retention is a critical issue for organization. High nurses’ turnover impact negatively on an organization requirement to meet patient needs and quality care. This integrative review aims to critically review and synthesize published studies to obtain better understanding of the determinants of nurse’s intention to leave or stay in the organization. Thirty-seven studies which met the inclusion criteria from different locations using a variety of instruments and research designs were identified using PRISMA guideline. Many factors including job satisfaction, organizational commitment, quality of work life, work environment, leadership style, bullying at work, family reason, and job security were identified to be associated negatively with nurse’s intention to leave and positively with intention to stay in organization. More qualitative studies are needed to understand in depth, the reasons and factors that underlie and influence turnover, intention to leave or remain in organization.
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Affiliation(s)
| | - Khatijah Lim Abdullah
- University of Malaya, Kuala Lumpur, Wilayah Persekutuan, Malaysia
- Universitas Airlangga, Surabaya, Indonesia
| | - Chong Mei Chan
- University of Malaya, Kuala Lumpur, Wilayah Persekutuan, Malaysia
| | - Chua Yan Piaw
- University of Malaya, Kuala Lumpur, Wilayah Persekutuan, Malaysia
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17
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Ngabonzima A, Asingizwe D, Kouveliotis K. Influence of nurse and midwife managerial leadership styles on job satisfaction, intention to stay, and services provision in selected hospitals of Rwanda. BMC Nurs 2020; 19:35. [PMID: 32390760 PMCID: PMC7201775 DOI: 10.1186/s12912-020-00428-8] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/19/2019] [Accepted: 04/24/2020] [Indexed: 11/10/2022] Open
Abstract
Background Nurses and midwives are a critical part of the healthcare team and make up the largest section of health professionals. Leadership styles are believed to be an important determinant of job satisfaction and retention making effective leadership within nursing and midwifery crucial to health systems success. In Rwanda, there are gaps in knowledge of managerial leadership styles of nurses and midwives and the influence of these styles on job satisfaction and retention for nurses and midwives who report to them, as well as their influence on the provision of health services. This study describes the managerial leadership styles adopted by nurses/midwives and examines the relationship between managerial leadership styles and job satisfaction, intention to stay, and service provision. Methods The Path-Goal Leadership questionnaire was adopted and used to collect data on leadership styles while other questionnaires with high validity and reliability were used to collect data on job satisfaction, intention to stay and service provision. The study involved 162 full-time nurses and midwives practicing in 5 selected hospitals with a minimum of 6 months of experience working with their current direct managers. Regression analysis was used to draw conclusions on relationships between variables. Results Nurses and midwives managers were more inclined to the directive leadership style followed by a supportive leadership style, and the participative leadership style. The nurse and midwife's managerial leadership styles together significantly explained 38, 10 and 23% of the variance in job satisfaction, intention to stay and service provision, respectively. Conclusion The findings of this study indicate that managerial leadership styles play a substantial role in enhancing job satisfaction, intention to stay and service provision. The implication for nursing and midwifery management There is a need to develop a comprehensive formal professional continuous development course on leadership styles and ensure that all nurses and midwives managers benefit from this course prior to or immediately after being appointed as a manager. Having such a course may even prepare future leaders for their role early in their career. Effective leadership in nursing and midwifery should be enhanced at all levels to improve the job satisfaction of nurses and midwives, address the issue of retention in their respective health facilities and strengthen service provision.
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Affiliation(s)
- Anaclet Ngabonzima
- Training Support Access Model for Maternal Newborn and Child Health (TSAM), Kigali, Rwanda
| | - Domina Asingizwe
- 2College of Medicine and Health Sciences, University of Rwanda, Kigali, Rwanda
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18
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How Perceived Quality of Care and Job Satisfaction Are Associated with Intention to Leave the Profession in Young Nurses and Physicians. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17082714. [PMID: 32326518 PMCID: PMC7216191 DOI: 10.3390/ijerph17082714] [Citation(s) in RCA: 23] [Impact Index Per Article: 5.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/21/2020] [Revised: 04/07/2020] [Accepted: 04/12/2020] [Indexed: 12/05/2022]
Abstract
German hospitals are now confronted with major challenges from both shortages and fluctuations in the numbers of physicians and nurses. This makes it even more important that physicians and nurses do not prematurely leave patient care. The objective of the present study was to improve our understanding of the factors that trigger intentions to leave the profession. For this purpose, data from 1060 young physicians and nurses in hospital care were analysed. Intentions to leave the profession was assessed with the Copenhagen Psychosocial Questionnaire (COPSOQ). In the first step, the association was determined between intention to leave the profession and the factors of perceived quality of care and job satisfaction. In a second step, a mediation analysis was performed to determine the effect of perceived quality of care after correction for the possible mediator of job satisfaction. There were statistically significant negative associations between perceived quality of care and intention to leave the profession (beta: −2.9, 95% CI: −4.48–−1.39) and job satisfaction and intention to leave the profession (beta: −0.5, 95% CI: −0.64–−0.44). The effect of perceived quality of care on intention to leave the profession was partially mediated by job satisfaction. Thus, high perceived quality of care and high job satisfaction are both important factors that tend to prevent young physicians and nurses from leaving their professions.
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19
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Al‐Hamdan ZM, Muhsen A, Alhamdan M, Rayan A, Banyhamdan K, Bawadi H. Emotional intelligence and intent to stay among nurses employed in Jordanian hospitals. J Nurs Manag 2020; 28:351-358. [DOI: 10.1111/jonm.12932] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/04/2019] [Revised: 12/06/2019] [Accepted: 12/12/2019] [Indexed: 11/28/2022]
Affiliation(s)
- Zaid M. Al‐Hamdan
- Faculty of Nursing Jordan University of Science and Technology Irbid Jordan
| | - Anas Muhsen
- Faculty of Nursing Jordan University of Science and Technology & RN King Hussein cancer Center Irbid Jordan
| | | | - Ahmad Rayan
- Psychiatric and Mental Health Nursing Zarqa University Zarqa Jordan
| | | | - Hala Bawadi
- School of Nursing The University of Jordan Amman Jordan
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20
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What made Lebanese emigrant nurses leave and what would bring them back? A cross-sectional survey. Int J Nurs Stud 2019; 103:103497. [PMID: 31884331 DOI: 10.1016/j.ijnurstu.2019.103497] [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] [Received: 06/19/2019] [Revised: 11/25/2019] [Accepted: 11/30/2019] [Indexed: 11/23/2022]
Abstract
BACKGROUND The nursing workforce is critical for the provision of quality health-care and positive patient outcomes. There is a global trend of migration of nurses from under-developed to developed countries due to attractive job offers in the host countries. Lebanon presents such a case where nurses are migrating abroad, leading to shortages in the nursing workforce in their home country. OBJECTIVES The aim of this study was to investigate reasons for the migration of Lebanese nurses, and incentives that would attract them back to their home country in order to enhance the nursing workforce in Lebanon. DESIGN This study is a cross-sectional survey of emigrant Lebanese nurses. SETTINGS Recipient countries where Lebanese nurses emigrated. PARTICIPANTS 440 Emigrant Lebanese nurses were identified through the registration database of the Order of Nurses in Lebanon. The survey was sent to all of them via email; 153 responses were received. METHODS Data were collected from November 2017 to March 2018. Analysis included univariate and bivariate tests to present descriptive statistics of the respondents, and to examine region of residence and gender in relation to their current job satisfaction, reasons for leaving Lebanon, intention to return to Lebanon, and aspects that would attract them back to their home country. Logistic regression analysis was used to determine the socio-demographic and work-related characteristics associated with the odds of returning to practice nursing in Lebanon. RESULTS A total 136 completed responses were considered. Emigrant Lebanese nurses were highly educated, with more years of work experience, and older than nurses remaining in their home country. Top reasons for nurses to leave Lebanon included unsatisfactory salary or benefits, better work opportunities in other countries, and lack of professional development or career advancement. The majority of surveyed nurses (59%) expressed willingness to return to practice nursing in Lebanon. Aspects that would attract emigrant Lebanese nurses back to their home country include attractive salary or better benefits and opportunities for professional development, career advancement, or continuing education. Emigrant Lebanese nurses residing in the Gulf, staff nurses, and nurses with more years of work experience were more likely to return to practice nursing in Lebanon. CONCLUSION Highly educated and experienced nurses are departing from Lebanon. This presents a challenge for the less experienced nurses remaining in the country, who could benefit from the mentorship and experience of their migrating peers. Creating an environment that could enhance the professional development of nurses in Lebanon, with financial incentives could retain the nursing workforce in the country.
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21
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Chegini Z, Asghari Jafarabadi M, Kakemam E. Occupational stress, quality of working life and turnover intention amongst nurses. Nurs Crit Care 2019; 24:283-289. [PMID: 30873678 DOI: 10.1111/nicc.12419] [Citation(s) in RCA: 36] [Impact Index Per Article: 7.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/14/2018] [Revised: 12/10/2018] [Accepted: 01/07/2019] [Indexed: 01/19/2023]
Abstract
BACKGROUND Turnover intention is a frequent event in almost all institutions and is associated with unfavourable consequences for employees. AIM The aim of this study was to examine the relationship between occupational stress, quality of working life and turnover intention amongst nurses working in critical care units in Iran. DESIGN A cross-sectional survey design was used. METHOD The study was conducted in the critical care units of 10 hospitals in Tabriz, Iran, between July and November 2017 using a sample of 203 nurses. Data were obtained using a self-administered questionnaire, and multiple logistic regression analysis was performed to determine the factors impacting turnover intention. RESULTS Overall, 64% of nurses had an intention to leave their job; 82·8% of respondents reported their job to be highly stressful, and 81·2% reported their quality of working life to be low. Binary logistic regression analysis indicated that age (p = 0·006), clinical experience (p = 0·005), duty stressors (p = 0·040), interpersonal relations stressors, (p = 0·029) communication (p = 0·007), motivation (p = 0·006), job security (p = 0·040) and job pride (p = 0·011) were factors affecting turnover intention. CONCLUSION Occupational stress and quality of working life are associated with turnover intention amongst nurses working in critical care units. Further research is needed to determine the generalizability of these results to other settings and countries and to identify interventions that could reduce occupational stress and improve the quality of working life so that turnover intention might be reduced. RELEVANCE TO CLINICAL PRACTICE The findings of this research suggest that lower perceived occupational stress and higher quality of working life will result in less reported turnover intention in critical care unit nurses.
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Affiliation(s)
- Zahra Chegini
- Iranian Center of Excellence in Health Management, School of Management and Medical Informatics, Tabriz University of Medical Sciences, Tabriz, Iran.,Social Determinants of Health Research Center, Qazvin University of Medical Sciences, Qazvin, Iran
| | | | - Edris Kakemam
- School of Management and Medical Informatics, Tabriz University of Medical Science, Tabriz, Iran
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22
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Leung PPL, Wu CH, Kwong CK, Ching WK. Nursing shortage in the public healthcare system: an exploratory study of Hong Kong. ENTERP INF SYST-UK 2019. [DOI: 10.1080/17517575.2019.1569264] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
Affiliation(s)
- Polly P. L. Leung
- Department of Industrial and Systems Engineering, The Hong Kong Polytechnic University, Kowloon, Hong Kong
| | - C. H. Wu
- Department of Supply Chain and Information Management, Hang Seng Management College, Sha Tin, Hong Kong
| | - C. K. Kwong
- Department of Industrial and Systems Engineering, The Hong Kong Polytechnic University, Kowloon, Hong Kong
| | - W. K. Ching
- Department of Supply Chain and Information Management, The Hang Seng University of Hong Kong, NT, HongKong
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Arslan Yürümezoğlu H, Kocaman G, Mert Haydarİ S. Predicting nurses’ organizational and professional turnover intentions. Jpn J Nurs Sci 2018; 16:274-285. [DOI: 10.1111/jjns.12236] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/03/2018] [Revised: 06/18/2018] [Accepted: 08/16/2018] [Indexed: 12/25/2022]
Affiliation(s)
| | - Gülseren Kocaman
- Department of Nursing Management, Faculty of Nursing; Dokuz Eylul University; Izmir Turkey
| | - Semra Mert Haydarİ
- Department of Infection Control; Katip Celebi University Ataturk Training and Research Hospital; Izmir Turkey
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24
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Anduaga-Beramendi A, Beas R, Maticorena-Quevedo J, Mayta-Tristán P. Association Between Burnout and Intention to Emigrate in Peruvian health-care Workers. Saf Health Work 2018; 10:80-86. [PMID: 30949385 PMCID: PMC6429034 DOI: 10.1016/j.shaw.2018.08.004] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/03/2018] [Revised: 08/03/2018] [Accepted: 08/13/2018] [Indexed: 11/06/2022] Open
Abstract
Background Emigration of health-care workers is a problem within global health systems which affects many countries, including Peru. Several factors have caused health-care workers to emigrate, including burnout syndrome (BS). This study aims to identify the association between BS and its dimensions with the intention of physicians and nurses to emigrate from Peru in 2014. Methods A cross-sectional study, based on a secondary analysis of the National Survey of Health Users (ENSUSALUD - 2014) was conducted. Sampling was probabilistic, considering the 24 departments of Peru. We include the questionnaire for physicians and nurses, accounting for 5062 workers. BS was measured by the Maslach Burnout Inventory-Human Services Survey. Adjusted odds ratio (OR) was calculated using multiple logistic regression. Results Of the study population, 44.1% were physicians, 37.7% males, and 23.1% were working in Lima. It was found that 2.8% [95% confidence interval (CI): 2.19–3.45] of health-care workers had BS. The overall prevalence of intention to emigrate among health-care workers was 7.4% (95% CI: 6.36–8.40). Association was found between BS and intention to emigrate in Peruvian health-care workers (OR = 2.15; 95% CI: 1.05–4.40). Emotional exhaustion was the BS dimension most associated with intention to emigrate (OR = 1.80; 95% CI: 1.16–2.78). Conclusion Physicians and nurses from Peru who suffered from BS were more likely to have intention to emigrate. Policies should be established to reduce BS as a strategy to control “brain drain” from health-care workers of Peru.
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Affiliation(s)
| | - Renato Beas
- School of Medicine, Universidad Peruana de Ciencias Aplicadas, Lima, Peru
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25
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Abugri A, Jarvis MA. Northern Ghana final-year nurses' attitudes towards nursing and remaining post qualification. Curationis 2018; 41:e1-e7. [PMID: 30035600 PMCID: PMC6111546 DOI: 10.4102/curationis.v41i1.1832] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/23/2017] [Revised: 02/16/2018] [Accepted: 02/17/2018] [Indexed: 11/24/2022] Open
Abstract
Background Recruitment and retention concerns nursing globally, including Ghana, as the country attempts to meet health demands. A link exists between nursing students’ attitudes towards nursing and decisions to enter, remain in or withdraw from the profession. Objectives To describe northern Ghana final-year student nurses’ current attitudes towards nursing and remaining in nursing post qualification. Method Non-experimental quantitative descriptive design used convenient sampling targeting final third-year student nurses (n = 80) studying towards a Diploma in Registered General Nursing in a northern Ghana college (N = 220). Data were gathered using the attitude dimension of a self-administered questionnaire, developed by Al-Omar. Results The response rate was 87.5% (n = 70). Respondents were 20–30 years of age, more men and predominantly from urban areas. The mean attitude dimension score (range 10–50) was 35.41 (SD 4.03) with no skewness (0.37); mean of single-item question about intention to stay in nursing was 3.68 (SD 1.14) with negative skewness (-0.92). Male and urban respondents’ attitudes were more positive than those of female respondents. No association was found between attitude score and demographics or intention to stay in nursing, but significant association was found between gender and habitation and attitude categories. Medium positive correlation existed between intent to stay in nursing and attitude score. Pay, travel opportunities and nursing being a challenging career attracted unfavourable attitudes. Conclusion Ghanaian male student nurses’ attitudes are non-typical of general stereotypes held of nurses and gender, suggesting increased recruitment of male nurses. Demographic variables hold a small amount of value in the development of attitudes in Ghanaian nurses.
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Affiliation(s)
- Atuut Abugri
- School of Nursing and Public Health, University of KwaZulu-Natal.
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26
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Basit G, Duygulu S. Nurses’ organizational trust and intention to continue working at hospitals in Turkey. Collegian 2018. [DOI: 10.1016/j.colegn.2017.05.003] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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Labrague LJ, Gloe D, McEnroe DM, Konstantinos K, Colet P. Factors influencing turnover intention among registered nurses in Samar Philippines. Appl Nurs Res 2018; 39:200-206. [DOI: 10.1016/j.apnr.2017.11.027] [Citation(s) in RCA: 36] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/16/2017] [Revised: 09/09/2017] [Accepted: 11/19/2017] [Indexed: 11/27/2022]
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Poudel C, Ramjan L, Everett B, Salamonson Y. Exploring migration intention of nursing students in Nepal: A mixed-methods study. Nurse Educ Pract 2017; 29:95-102. [PMID: 29227907 DOI: 10.1016/j.nepr.2017.11.012] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/04/2016] [Revised: 11/08/2017] [Accepted: 11/18/2017] [Indexed: 11/28/2022]
Abstract
The objective of this study was to assess the migration intention of students enrolled in pre-registration nursing programs in Nepal, and to explore factors influencing this intention. Using an embedded mixed methods design, 799 nursing students were surveyed, followed by 12 semi-structured face-to-face interviews. The result showed that the majority (92.5%) expressed some intention to migrate, with three quarters of these listed furthering their study abroad as the primary reason. In the multiple regression analysis, those with lower professional identity, and those who reported nursing was not their first choice were likely to express migration intention. Interview data identified low salaries, unemployment, poor working conditions, insufficient postgraduate education, and a lack of professional autonomy in Nepal as reasons for their intention to migrate. Increasing opportunities for nurses to undertake postgraduate education in Nepal, promoting a positive image of nursing, and facilitating a supportive learning environment during undergraduate nursing education could help address the potential loss of nurses from Nepal.
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Affiliation(s)
- Chandra Poudel
- Western Sydney University, School of Nursing and Midwifery, Locked Bag 1797, Penrith, NSW 2751, Australia.
| | - Lucie Ramjan
- Western Sydney University, School of Nursing and Midwifery, Centre for Applied Nursing Research (CANR), Ingham Institute of Applied Medical Research, Locked Bag 1797, Penrith, NSW 2751, Australia.
| | - Bronwyn Everett
- Western Sydney University, School of Nursing and Midwifery, Centre for Applied Nursing Research (CANR), Ingham Institute of Applied Medical Research, Locked Bag 1797, Penrith, NSW 2751, Australia.
| | - Yenna Salamonson
- Western Sydney University, School of Nursing and Midwifery, Centre for Applied Nursing Research (CANR), Ingham Institute of Applied Medical Research, Locked Bag 1797, Penrith, NSW 2751, Australia.
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Semachew A, Belachew T, Tesfaye T, Adinew YM. Predictors of job satisfaction among nurses working in Ethiopian public hospitals, 2014: institution-based cross-sectional study. HUMAN RESOURCES FOR HEALTH 2017; 15:31. [PMID: 28438214 PMCID: PMC5404695 DOI: 10.1186/s12960-017-0204-5] [Citation(s) in RCA: 32] [Impact Index Per Article: 4.6] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 01/20/2016] [Accepted: 04/12/2017] [Indexed: 05/05/2023]
Abstract
BACKGROUND Nurses play a pivotal role in determining the efficiency, effectiveness, and sustainability of health care systems. Nurses' job satisfaction plays an important role in the delivery of quality health care. There is paucity of studies addressing job satisfaction among nurses in the public hospital setting in Ethiopia. Thus, this study aimed to assess job satisfaction and factors influencing it among nurses in Jimma zone public hospitals, southwestern Ethiopia. METHODS An institution-based census was conducted among 316 nurses working in Jimma zone public hospitals from March to April, 2014. A structured self-administered questionnaire based on a modified version of the McCloskey/Mueller Satisfaction Scale was used. Data were entered using Epi Info version 3.5.3 statistical software and analyzed using SPSS version 20 statistical package. Mean satisfaction scores were compared by independent variables using an independent sample t test and ANOVA. Bivariate and multivariable linear regressions were done. RESULTS A total of 316 nurses were included, yielding a response rate of 92.67%. The overall mean job satisfaction was (67.43 ± 13.85). One third (33.5%) of the study participants had a low level of job satisfaction. Mutual understandings at work and professional commitment showed significant and positive relationship with overall job satisfaction, while working at an inpatient unit and work load were negatively associated. CONCLUSIONS One third of nurses had a low level of job satisfaction. Professional commitment, workload, working unit, and mutual understanding at work predicted the outcome variable.
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Affiliation(s)
- Ayele Semachew
- School of Nursing, College of Medicine and Health Sciences, Bahir Dar University, Bahir Dar, Ethiopia
| | - Tefera Belachew
- Department of Population and Family Health, College of Public Health and Medical Sciences, Jimma University, Jimma, Ethiopia
| | - Temamen Tesfaye
- Department of Nursing, College of Public Health and Medical Sciences, Jimma University, Jimma, Ethiopia
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Bekru ET, Cherie A, Anjulo AA. Job satisfaction and determinant factors among midwives working at health facilities in Addis Ababa city, Ethiopia. PLoS One 2017; 12:e0172397. [PMID: 28212425 PMCID: PMC5315386 DOI: 10.1371/journal.pone.0172397] [Citation(s) in RCA: 32] [Impact Index Per Article: 4.6] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/28/2016] [Accepted: 02/03/2017] [Indexed: 12/02/2022] Open
Abstract
BACKGROUND Midwives are the primary source of care and support for mothers and newborns at the most vulnerable time in their lives.The Ethiopian National Reproductive Health Strategy targeted reduction of Maternal Mortality rate to 267/100,000 live births in the years 2006-2015. Midwives play a crucial role in the care of pregnant women, from the first antenatal visit right through to the delivery and the postpartum period. METHODOLOGY Institution based cross-sectional study was carried out from March 2015 to April 2015 in Addis Ababa city, Ethiopia to assess job satisfaction and its determinants among midwives working at government health facilities. A total of 234 midwives were involved from 84 health centers and 8 governmental hospitals proportional to the size of health centers and hospitals using simple random sampling method. A total of 175 and 59 midwives were taken from health centers and government hospitals respectively. Different variables like Socio demographic, Job related domain and Organizational domain were collected using pre structured questionnaire after getting written consent. Data entry and analysis were done using SPSS 21.00. Binary logistic regression was used to determine factors affecting job satisfaction. P-values less than 0.05 were considered statistically significant. RESULT From 234 eligible respondents 221 midwives participated in this study which makes a response rate of 94.44%. The overall mean job satisfaction was 52.9%. Independent predictors of job satisfaction includes Sex [AOR = 4.07 (95%CI: 1.36-12.37)], working unit [AOR = 0.04 (95%CI:(0.001-0.45)], Educational status [AOR = 5.74(95%CI: 1.48-40.47)], Marital status [AOR = 3.48 [1.01-11.97)], supervision [AOR = 4.33 (95%CI: 1.53-20.22)], standard of care[AOR 4.80, (3.38-50.10)] and work load [AOR 8.94, (95%CI 2.37-22.65)]. Midwives were least satisfied from salary, extrinsic reward and professional opportunity subscales while they were most satisfied from coworker relation and the standard of care they provided to clients. CONCLUSION Half of study subjects were satisfied with their job. Governmental and Nongovernmental organizations should consider the factors that contribute to job dissatisfaction in order to improve service provision.
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Affiliation(s)
- Eyasu Tamru Bekru
- Department of Nursing, College of Health sciences and Medicine, Wolaita Sodo University, Wolaita Sodo, Ethiopia
| | - Amsale Cherie
- School of Public Health, Addis Ababa University, AddisAbaba, Ethiopia
| | - Antehun Alemayehu Anjulo
- School of Medicine, College of Health sciences and Medicine, Wolaita Sodo University, Wolaita Sodo, Ethiopia
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Nantsupawat A, Kunaviktikul W, Nantsupawat R, Wichaikhum OA, Thienthong H, Poghosyan L. Effects of nurse work environment on job dissatisfaction, burnout, intention to leave. Int Nurs Rev 2016; 64:91-98. [PMID: 27882573 DOI: 10.1111/inr.12342] [Citation(s) in RCA: 185] [Impact Index Per Article: 23.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Abstract
BACKGROUND The nursing shortage is a critical issue in many countries. High turnover rates among nurses is contributing to the shortage, and job dissatisfaction, intention to leave, and burnout have been identified as some of the predictors of nurse turnover. A well-established body of evidence demonstrates that the work environment for nurses influences nurse job dissatisfaction, intention to leave, and burnout, but there never has been a study undertaken in Thailand to investigate this relationship. OBJECTIVES To investigate how work environment affects job dissatisfaction, burnout, and intention to leave among nurses in Thailand. METHODS The study used a cross-sectional survey to collect data from 1351 nurses working in 43 inpatient units in five university hospitals across Thailand. The participants completed the Practice Environment Scale of the Nursing Work Index, the Maslach Burnout Inventory, and measures of job dissatisfaction and intention to leave. Logistical regression models assessed the association between work environment and nurse-reported job dissatisfaction, burnout, and intent to leave. RESULTS Nurses working in university hospitals with better work environments had significantly less job dissatisfaction, intention to leave, and burnout. CONCLUSION The nurse work environment is a significant feature contributing to nurse retention in Thai university hospitals. IMPLICATIONS FOR NURSING AND HEALTH POLICY Improving the work environment for nurses may lead to lower levels of job dissatisfaction, intention to leave, and burnout. Focusing on these nurse outcomes can be used as a strategy to retain nurses in the healthcare system. Addressing the challenges of poor work environments requires coordinated action from policymakers and health managers.
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Affiliation(s)
- A Nantsupawat
- Faculty of Nursing, Chiang Mai University, ChiangMai, Thailand
| | - W Kunaviktikul
- Faculty of Nursing, Chiang Mai University, ChiangMai, Thailand
| | - R Nantsupawat
- Faculty of Nursing, Chiang Mai University, ChiangMai, Thailand
| | - O-A Wichaikhum
- Faculty of Nursing, Chiang Mai University, ChiangMai, Thailand
| | - H Thienthong
- Nursing Service Division, Maharaj Nakorn Chiang Mai Hospital, ChiangMai, Thailand
| | - L Poghosyan
- School of Nursing, Columbia University, New York, NY, USA
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Sapountzi-Krepia D, Zyga S, Prezerakos P, Malliarou M, Efstathiou C, Christodoulou K, Charalambous G. Kuopio University Hospital Job Satisfaction Scale (KUHJSS): its validation in the Greek language. J Nurs Manag 2016; 25:13-21. [PMID: 27550236 DOI: 10.1111/jonm.12418] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 06/25/2016] [Indexed: 11/29/2022]
Affiliation(s)
| | - Sofia Zyga
- School of Human Movement and Quality of Life Sciences; Faculty of Nursing; University of Peloponnese; Sparta Greece
| | - Panagiotis Prezerakos
- School of Human Movement and Quality of Life Sciences; Faculty of Nursing; University of Peloponnese; Sparta Greece
| | - Maria Malliarou
- 404 GMH Scientific Collaborator Technological Educational Institution of Thessaly; Nursing Department; Larissa Greece
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Satoh M, Watanabe I, Asakura K. Occupational commitment and job satisfaction mediate effort-reward imbalance and the intention to continue nursing. Jpn J Nurs Sci 2016; 14:49-60. [DOI: 10.1111/jjns.12135] [Citation(s) in RCA: 27] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/14/2015] [Revised: 02/24/2016] [Accepted: 03/10/2016] [Indexed: 11/29/2022]
Affiliation(s)
- Miho Satoh
- Faculty of Nursing; Tokyo Health Care University; Tokyo Japan
| | - Ikue Watanabe
- Faculty of Health Sciences; Tohoku Fukushi University; Sendai Japan
| | - Kyoko Asakura
- Department of Nursing Education and Administration; Graduate School of Medicine, Tohoku University; Sendai Japan
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Alameddine M, Khodr H, Mourad Y, Yassoub R, Abi Ramia J. Upscaling the recruitment and retention of human resources for health at primary healthcare centres in Lebanon: a qualitative study. HEALTH & SOCIAL CARE IN THE COMMUNITY 2016; 24:353-362. [PMID: 25754443 DOI: 10.1111/hsc.12210] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 12/29/2014] [Indexed: 06/04/2023]
Abstract
The sustainability of primary healthcare (PHC) worldwide has been challenged by a global shortage in human resources for health (HRH). This study is a unique attempt at systematically soliciting and synthesising the voice of PHC and community stakeholders on the HRH recruitment and retention strategies at the PHC sector in Lebanon, the obstacles and challenges hindering their optimisation and the recommendations to overcome such obstacles. A qualitative design was utilised, involving 22 semi-structured interviews with PHC experts in Lebanon conducted in 2013. Nvivo qualitative data analysis software was employed for the thematic analysis of data collected from interviews. Five comprehensive themes emerged: understanding PHC scope, HRH recruitment issues, HRH retention challenges, rural areas' specific challenges and stakeholders' recommendations. Analysis of stakeholders' responses revealed a lack of a unified understanding of the PHC scope impacting the capacity for appropriate HRH planning. Identified impediments to recruitment included the suboptimal supply of HRH, financial constraints and poor management. Retention difficulties were attributed to poor working environments, financial constraints and lack of professional development. There was consensus that HRH challenges faced were aggravated in rural areas, jeopardising the equitable access to PHC services of quality. Equitable access was also jeopardised by the reported shortage of female HRH in a sociocultural context where many females prefer providers of the same gender. The study sets the path towards upscaling recruitment and retention policies and practices through the endorsement of a nationally acknowledged PHC definition and scope, the sustainable development of the PHC workforce and through the implementation of targeted recruitment and retention strategies addressing rural settings and gender equity. Decision-makers and planners are urged to identify HRH as the most important input for the success of PHC programmes and interventions, especially in the growing fields of mental health and geriatric care.
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Affiliation(s)
- Mohamad Alameddine
- Department of Health Management and Policy, Faculty of Health Sciences, American University of Beirut, Beirut, Lebanon
| | - Hiba Khodr
- Department of Political Studies and Public Administration, Faculty of Arts and Sciences, American University of Beirut, Beirut, Lebanon
| | - Yara Mourad
- Department of Health Management and Policy, Faculty of Health Sciences, American University of Beirut, Beirut, Lebanon
| | | | - Jinane Abi Ramia
- Department of Health Management and Policy, Faculty of Health Sciences, American University of Beirut, Beirut, Lebanon
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Zhang F, Luo Z, Chen T, Min R, Fang P. Factors affecting turnover intentions among public hospital doctors in a middle-level city in central China. AUST HEALTH REV 2016; 41:214-221. [PMID: 27120079 DOI: 10.1071/ah15238] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/18/2015] [Accepted: 03/02/2016] [Indexed: 11/23/2022]
Abstract
Objective The aim of the present study was to explore prominent factors affecting turnover intentions among public hospital doctors in urban areas, particularly in Xiangyang City, Hubei Province, a middle-level city in central China. Methods Questionnaires were used to collect data from 284 public hospital doctors. Pearson's Chi-squared was used to assess whether sociodemographic and other factors were related to the turnover intentions of public hospital doctors. Binary logistic regression was performed to determine the significant factors that influence turnover intentions. Results The analysis revealed that 28.2% of public hospital doctors intended to leave the hospital where they were currently employed. Dissatisfaction with working conditions and hospital management processes, as well as work pressures, were significant factors contributing to the turnover intentions of public hospital doctors. Conclusion Research into turnover intentions indicates that public hospital doctors surveyed in urban China give greater weight to their professional environment and career development rather than salary in their employment decisions. What is known about the topic? Turnover of medical staff is a concern to hospital administrators because it is costly and detrimental to organisational performance and quality of care. Most studies have focused on the effects of individual and organisational factors on nurses' intentions to leave their employment. Income dissatisfaction was one of the determining factors of turnover intentions in previous studies. What does this paper add? The satisfaction of public hospital doctors with regard to income is not a determining factor of turnover intentions. In contrast with findings of previous studies, the doctors in public hospitals in urban China in the present study gave greater weight to their professional environment and career development in their employment decisions. What are the implications for practitioners? The findings suggest that health service managers and policy makers should pay greater attention to the factors affecting public hospital doctors' turnover intentions. This study will be useful for optimising public hospital management and minimising the turnover of doctors in China.
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Affiliation(s)
- Fengfan Zhang
- School of Medicine and Health Management, Tongji Medical College, Huazhong University of Science and Technology, 13 Hangkong Road, Qiaokou District, Wuhan 430030, China.
| | - Zhenni Luo
- School of Health Management, Guangzhou Medical University, 195 Dongfeng West Road, Yuexiu District, Guangzhou 510182, China. Email
| | - Ting Chen
- School of Medicine and Health Management, Tongji Medical College, Huazhong University of Science and Technology, 13 Hangkong Road, Qiaokou District, Wuhan 430030, China.
| | - Rui Min
- School of Medicine and Health Management, Tongji Medical College, Huazhong University of Science and Technology, 13 Hangkong Road, Qiaokou District, Wuhan 430030, China.
| | - Pengqian Fang
- School of Medicine and Health Management, Tongji Medical College, Huazhong University of Science and Technology, 13 Hangkong Road, Qiaokou District, Wuhan 430030, China.
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Masum AKM, Azad MAK, Hoque KE, Beh LS, Wanke P, Arslan Ö. Job satisfaction and intention to quit: an empirical analysis of nurses in Turkey. PeerJ 2016; 4:e1896. [PMID: 27168960 PMCID: PMC4860322 DOI: 10.7717/peerj.1896] [Citation(s) in RCA: 66] [Impact Index Per Article: 8.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/09/2015] [Accepted: 03/14/2016] [Indexed: 11/20/2022] Open
Abstract
The aim of this study was to identify the facets influencing job satisfaction and intention to quit of nurses employed in Turkey. Using a non-probability sampling technique, 417 nurses from six large private hospitals were surveyed from March 2014 to June 2014. The nurses’ demographic data, their job-related satisfaction and turnover intentions were recorded through a self-administered questionnaire. In this study, descriptive and bivariate analyses were used to explore data, and multivariate analysis was performed using logistic regression. Nurses’ job satisfaction was found at a moderate level with 61% of the nurses intended to quit. Nevertheless, nurses reported a high satisfaction level with work environment, supervisor support, and co-workers among the selected nine facets of job satisfaction. They also reported a low satisfaction level with contingent reward, fringe benefits, and pay. The impact of demographic characteristics on job satisfaction and intention to quit was also examined. The study revealed a negative relationship between job satisfaction and intention to quit the existing employment. Moreover, satisfaction with supervisor support was the only facet that significantly explained turnover intent when controlling for gender, age, marital status, education, and experience. The implications for nurse management were also described for increasing nurses’ job satisfaction and retention. This study is beneficial for hospital management to ensure proper nursing care that would lead to a better quality healthcare service.
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Affiliation(s)
| | - Md Abul Kalam Azad
- Department of Applied Statistics, Faculty of Economics and Administration, University of Malaya , Kuala Lumpur , Malaysia
| | - Kazi Enamul Hoque
- Department of Educational Management, Planning and Policy/Faculty of Education, University of Malaya , Kuala Lumpur , Malaysia
| | - Loo-See Beh
- Department of Administrative Studies and Politics, Faculty of Economics and Administration, University of Malaya , Kuala Lumpur , Malaysia
| | - Peter Wanke
- COPPEAD Graduate Business School, Federal University of Rio de Janeiro , Rua Paschoal Lemme, Rio de Janeiro , Brazil
| | - Özgün Arslan
- Department of Nursing, Faculty of Health Sciences, Marmara University , İstanbul , Turkey
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AbuAlRub R, El-Jardali F, Jamal D, Abu Al-Rub N. Exploring the relationship between work environment, job satisfaction, and intent to stay of Jordanian nurses in underserved areas. Appl Nurs Res 2015; 31:19-23. [PMID: 27397813 DOI: 10.1016/j.apnr.2015.11.014] [Citation(s) in RCA: 33] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/04/2015] [Revised: 11/20/2015] [Accepted: 11/24/2015] [Indexed: 11/16/2022]
Abstract
AIMS The aims of this study are to (1) examine the relationships between work environment, job satisfaction and intention to stay at work; and (2) explore the predicting factors of intention to stay at work among nurses in underserved areas. BACKGROUND Developing and fostering creative work environment are paramount especially in underserved areas, where the work conditions present many challenges. METHODS A descriptive correlational design was utilized to collect data from 330 hospital nurses who worked in two underserved governorates in Jordan. A set of instruments were used to measure the variables of the study. RESULTS The results showed a strong positive association between job satisfaction and work environment. The results of logistic regression indicated receiving housing, job satisfaction, and work environment were the predicting variables of the level of intention to stay at work. CONCLUSION It is critical to improve work conditions and create a culture of supportive work environment in underserved area.
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Affiliation(s)
- Raeda AbuAlRub
- Department of Community and mental Health Faculty of Nursing, Jordan University of Science and Technology, Irbid, Jordan.
| | - Fadi El-Jardali
- Department of Health Management and Policy, Faculty of Health Sciences, American University of Beirut, Beirut, Lebanon
| | - Diana Jamal
- Department of Health Management and Policy, Faculty of Health Sciences, American University of Beirut, Beirut, Lebanon
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Alameddine M, Mourad Y, Dimassi H. A National Study on Nurses' Exposure to Occupational Violence in Lebanon: Prevalence, Consequences and Associated Factors. PLoS One 2015; 10:e0137105. [PMID: 26355686 PMCID: PMC4565636 DOI: 10.1371/journal.pone.0137105] [Citation(s) in RCA: 60] [Impact Index Per Article: 6.7] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/12/2015] [Accepted: 08/12/2015] [Indexed: 11/18/2022] Open
Abstract
Background Healthcare institutions have commonly reported exposure of employees, particularly nurses, to high levels of occupational violence. Despite such evidence in the Middle East Region, there is a dearth of national studies that have systematically investigated this phenomenon. This study investigates the prevalence, characteristics, consequences and factors associated with nurses’ exposure to occupational violence in Lebanon. Methods A cross-sectional design was utilized to survey a nationally representative sample of 915 nurses registered with the Order of Nurses in Lebanon. Stratified random sampling by governorate was utilized. Individually-mailed questionnaires collected information on exposure to violence, degree of burnout and demographic/professional background. The main outcome variables were exposure to verbal abuse (never, 1–3, 4–9 and 10+ times) and physical violence (never, ever) over the past 12-months. Descriptive statistics were used to estimate prevalence of violence. Multivariable, binomial and multinomial regression models were carried out to investigate the correlates of exposure to verbal abuse and physical violence, respectively. Results Response rate was 64.8%. Over the last year, prevalence of nurses’ exposure to verbal abuse was 62%, (CI: 58–65%) and physical violence was 10%, (CI: 8–13%). Among respondents, 31.7% of nurses indicated likelihood to quit their jobs and 22.3% were undetermined. Furthermore, 54.1% reported high levels of emotional exhaustion and 28.8% reported high levels of depersonalization. Compared to nurses with no exposure to verbal abuse, nurses reporting high exposure had high levels of emotional exhaustion (OR:6.4; CI:1.76–23.32), depersonalization (OR:6.8; CI: 3–15) and intention to quit job (OR:3.9; CI: 1.8–8.3). They further reported absence of anti-violence policies at their institutions (OR: 3; CI: 1.5–6.3). Nurses that were ever exposed to physical violence were more likely to be males (OR: 2.2; CI: 1.1–4.3), working day and night shifts (OR: 2.8; CI: 1.4–5.5) and subject to ten or more incidents of verbal abuse per year (OR: 46.7; CI: 10.1–214). Conclusions An alarming two-thirds of respondents reported exposure to verbal abuse which was found to be a significant predictor of the three subscales of burnout, intention to quit and exposure to physical violence. The prevalence of exposure to physical violence is disconcerting due to its severe consequences. Policy and decision-makers are urged to use study findings for policy and practice interventions to create safe work environments conducive to nurses’ productivity and retention.
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Affiliation(s)
- Mohamad Alameddine
- Department of Health Management and Policy, Faculty of Health Sciences, American University of Beirut, Riad El-Solh, Beirut
- * E-mail:
| | - Yara Mourad
- Department of Health Management and Policy, Faculty of Health Sciences, American University of Beirut, Riad El-Solh, Beirut
| | - Hani Dimassi
- School of Pharmacy, Lebanese American University, Byblos, Lebanon
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Fotiadou E, Malliarou M, Zetta S, Gouva M, Kotrotsiou E. Nursing Care as Perceived by Nurses Working in Disability Community Settings in Greece. Glob J Health Sci 2015; 8:209-18. [PMID: 26383223 PMCID: PMC4803940 DOI: 10.5539/gjhs.v8n2p209] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/25/2015] [Accepted: 06/25/2015] [Indexed: 11/17/2022] Open
Abstract
INTRODUCTION-AIM The concept of nursing care in learning disability community settings has not been investigated in Greece. The aim of this paper is to investigate how nurses working in learning disability community settings perceive the meaning of nursing care. MATERIAL AND METHODS The sample consisted of 100 nurses and nursing assistants working in a social care hospice. Participants were asked to answer questions about socio- demographic characteristics of the sample and fill in a questionnaire of care (GR-NDI-24), the "Job-Communication-Satisfaction-Importance" (JCSI) questionnaire and the altruism scale of Ahmed and Jackson. The data analysis was realized with statistical methods of descriptive and inductive statistics. The analysis was made with the use of SPSS (version 19). RESULTS The majority of the sample was women (78%). The majority of participants were married (66 %), DE graduates (66%) without postgraduate studies (96.7%). The mean age of respondents was 36.98±6.70 years. On the scales of caring and altruism, the mean values were 40.89±15.87 and 28.12±4.16 respectively. Very or fully satisfied with his work was 72% of the sample. The scope of work emerges as the most important factor influencing job satisfaction. The wages and working conditions (73% and 40% respectively) are the parameters of work which gathers the most dissatisfaction, while the salary is emerging as the most important parameter, the improvement of which would provide the highest satisfaction. Marginally statistically significant difference was observed in the range between TE graduates (d=40) and those of the DE grade (d=37), p=0.053. No statistically significant differences were observed in relation to other working and demographic characteristics (p>0.05). Greater care importance was associated with greater job satisfaction (p<0.01), while the latter was associated with high levels of altruism (p<0.05). CONCLUSION The scope of work provides high satisfaction to nurses working in social care hospices, while the salary is not satisfactory. Nurses' aides appeared highly sensitive to care issues. A multidimensional approach to the materiality of care and job satisfaction in future research will allow to further highlight all the aspects affecting job satisfaction and performance of nurses. This will identify critical parameters of nursing care in healthcare centers for the chronically ill.
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Fu X, Xu J, Song L, Li H, Wang J, Wu X, Hu Y, Wei L, Gao L, Wang Q, Lin Z, Huang H. Validation of the Chinese version of the Quality of Nursing Work Life scale. PLoS One 2015; 10:e0121150. [PMID: 25950838 PMCID: PMC4423946 DOI: 10.1371/journal.pone.0121150] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/18/2014] [Accepted: 02/06/2015] [Indexed: 11/18/2022] Open
Abstract
Quality of Nursing Work Life (QNWL) serves as a predictor of a nurse's intent to leave and hospital nurse turnover. However, QNWL measurement tools that have been validated for use in China are lacking. The present study evaluated the construct validity of the QNWL scale in China. A cross-sectional study was conducted conveniently from June 2012 to January 2013 at five hospitals in Guangzhou, which employ 1938 nurses. The participants were asked to complete the QNWL scale and the World Health Organization Quality of Life abbreviated version (WHOQOL-BREF). A total of 1922 nurses provided the final data used for analyses. Sixty-five nurses from the first investigated division were re-measured two weeks later to assess the test-retest reliability of the scale. The internal consistency reliability of the QNWL scale was assessed using Cronbach's α. Test-retest reliability was assessed using the intra-class correlation coefficient (ICC). Criterion-relation validity was assessed using the correlation of the total scores of the QNWL and the WHOQOL-BREF. Construct validity was assessed with the following indices: χ2 statistics and degrees of freedom; relative mean square error of approximation (RMSEA); the Akaike information criterion (AIC); the consistent Akaike information criterion (CAIC); the goodness-of-fit index (GFI); the adjusted goodness of fit index; and the comparative fit index (CFI). The findings demonstrated high internal consistency (Cronbach's α = 0.912) and test-retest reliability (interclass correlation coefficient = 0.74) for the QNWL scale. The chi-square test (χ2 = 13879.60, df [degree of freedom] = 813 P = 0.0001) was significant. The RMSEA value was 0.091, and AIC = 1806.00, CAIC = 7730.69, CFI = 0.93, and GFI = 0.74. The correlation coefficient between the QNWL total scores and the WHOQOL-BREF total scores was 0.605 (p<0.01). The QNWL scale was reliable and valid in Chinese-speaking nurses and could be used as a clinical and research instrument for measuring work-related factors among nurses in China.
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Affiliation(s)
- Xia Fu
- Department of Nephrology, Guangdong General Hospital and Guangdong Academy of Medical Sciences, Guangzhou, China
| | - Jiajia Xu
- Cardiovascular Department, Gaomi People’s Hospital, Gaomi, China
| | - Li Song
- Department of Nephrology, Guangdong General Hospital and Guangdong Academy of Medical Sciences, Guangzhou, China
| | - Hua Li
- Nursing Department, Guangdong General Hospital and Guangdong Academy of Medical Sciences, Guangzhou, China
| | - Jing Wang
- School of Nursing, University of Texas Health Science Center at Houston, Houston, Texas, United States of America
| | - Xiaohua Wu
- Nursing Department, Guangdong General Hospital and Guangdong Academy of Medical Sciences, Guangzhou, China
| | - Yani Hu
- Nursing Department, Guangdong General Hospital and Guangdong Academy of Medical Sciences, Guangzhou, China
| | - Lijun Wei
- Nursing Department, Guangdong General Hospital and Guangdong Academy of Medical Sciences, Guangzhou, China
| | - Lingling Gao
- School of Nursing, Sun Yat-sen University, Guangzhou, China
| | - Qiyi Wang
- Digestive Department, Guangdong General Hospital and Guangdong Academy of Medical Sciences, Guangzhou, China
| | - Zhanyi Lin
- Institute of Geriatric Medicine, Guangdong General Hospital and Guangdong Academy of Medical Sciences, Guangzhou, China
- * E-mail: (HH); (ZL)
| | - Huigen Huang
- Nursing Department, Guangdong General Hospital and Guangdong Academy of Medical Sciences, Guangzhou, China
- * E-mail: (HH); (ZL)
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Brzostek T, Brzyski P, Kózka M, Squires A, Przewoźniak L, Cisek M, Gajda K, Gabryś T, Ogarek M. Research lessons from implementing a national nursing workforce study. Int Nurs Rev 2015; 62:412-20. [PMID: 25918981 DOI: 10.1111/inr.12191] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/30/2023]
Abstract
BACKGROUND National nursing workforce studies are important for evidence-based policymaking to improve nursing human resources globally. Survey instrument translation and contextual adaptation along with level of experience of the research team are key factors that will influence study implementation and results in countries new to health workforce studies. AIM This study's aim was to describe the pre-data collection instrument adaptation challenges when designing the first national nursing workforce study in Poland while participating in the Nurse Forecasting: Human Resources Planning in Nursing project. METHODS A descriptive analysis of the pre-data collection phase of the study. Instrument adaptation was conducted through a two-phase content validity indexing process and pilot testing from 2009 to September 2010 in preparation for primary study implementation in December 2010. Means of both content validation phases were compared with pilot study results to assess for significant patterns in the data. RESULTS The initial review demonstrated that the instrument had poor level of cross-cultural relevance and multiple translation issues. After revising the translation and re-evaluating using the same process, instrument scores improved significantly. Pilot study results showed floor and ceiling effects on relevance score correlations in each phase of the study. LIMITATIONS The cross-cultural adaptation process was developed specifically for this study and is, therefore, new. It may require additional replication to further enhance the method. CONCLUSIONS The approach used by the Polish team helped identify potential problems early in the study. The critical step improved the rigour of the results and improved comparability for between countries analyses, conserving both money and resources. This approach is advised for cross-cultural adaptation of instruments to be used in national nursing workforce studies. IMPLICATIONS FOR NURSING AND HEALTH POLICY Countries seeking to conduct national nursing workforce surveys to improve nursing human resources policies may find the insights provided by this paper useful to guide national level nursing workforce study implementation.
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Affiliation(s)
- T Brzostek
- Faculty of Health Sciences, Institute of Nursing and Midwifery, Jagiellonian University Medical College, Krakow, Poland
| | - P Brzyski
- Department of Medical Sociology, Chair of Epidemiology and Preventive Medicine, Faculty of Medicine, Jagiellonian University Medical College, Krakow, Poland
| | - M Kózka
- Faculty of Health Sciences, Institute of Nursing and Midwifery, Jagiellonian University Medical College, Krakow, Poland
| | - A Squires
- International Education, College of Nursing, New York University, New York, NY, USA
| | - L Przewoźniak
- Institute of Public Health, Health Promotion Department, Jagiellonian University Medical College, Krakow, Poland
| | - M Cisek
- Faculty of Health Sciences, Institute of Nursing and Midwifery, Jagiellonian University Medical College, Krakow, Poland
| | - K Gajda
- Institute of Public Health, Medical Information System Department, Jagiellonian University Medical College, Krakow, Poland
| | - T Gabryś
- Faculty of Health Sciences, Institute of Nursing and Midwifery, Jagiellonian University Medical College, Krakow, Poland
| | - M Ogarek
- Faculty of Health Sciences, Institute of Nursing and Midwifery, Jagiellonian University Medical College, Krakow, Poland
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Ali Jadoo SA, Aljunid SM, Dastan I, Tawfeeq RS, Mustafa MA, Ganasegeran K, AlDubai SAR. Job satisfaction and turnover intention among Iraqi doctors--a descriptive cross-sectional multicentre study. HUMAN RESOURCES FOR HEALTH 2015; 13:21. [PMID: 25903757 PMCID: PMC4407309 DOI: 10.1186/s12960-015-0014-6] [Citation(s) in RCA: 39] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 01/12/2015] [Accepted: 04/09/2015] [Indexed: 05/04/2023]
Abstract
BACKGROUND During the last two decades, the Iraqi human resources for health was exposed to an unprecedented turnover of trained and experienced medical professionals. This study aimed to explore prominent factors affecting turnover intentions among Iraqi doctors. METHODS A descriptive cross-sectional multicentre study was carried out among 576 doctors across 20 hospitals in Iraq using multistage sampling technique. Participants completed a self-administered questionnaire, which included socio-demographic information, work characteristics, the 10-item Warr-Cook-Wall job satisfaction scale, and one question on turnover intention. Descriptive and bivariate and multiple logistic regression analyses were conducted to identify significant factors affecting turnover intentions. RESULTS More than one half of Iraqi doctors (55.2%) were actively seeking alternative employment. Factors associated with turnover intentions among doctors were low job satisfaction score (odds ratio (OR) = 0.97; 95% confidence interval (CI): 0.95, 0.99), aged 40 years old or less (OR = 2.9; 95% CI: 1.74, 4.75), being male (OR = 4.2; 95% CI: 2.54, 7.03), being single (OR = 5.0; 95% CI: 2.61, 9.75), being threatened (OR = 3.5; 95% CI: 1.80, 6.69), internally displaced (OR = 3.1; 95% CI: 1.43, 6.57), having a perception of unsafe medical practice (OR = 4.1; 95% CI: 1.86, 9.21), working more than 40 h per week, (OR = 2.3; 95% CI: 1.27, 4.03), disagreement with the way manager handles staff (OR = 2.2; 95% CI: 1.19, 4.03), being non-specialist, (OR = 3.9, 95% CI: 2.08, 7.13), and being employed in the government sector only (OR = 2.0; 95% CI: 1.09, 3.82). CONCLUSION The high-turnover intention among Iraqi doctors is significantly associated with working and security conditions. An urgent and effective strategy is required to prevent doctors' exodus.
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Affiliation(s)
- Saad Ahmed Ali Jadoo
- United Nations University-International Institute of Global Health (UNU-IIGH), International Centre for Case-Mix and Clinical Coding (ITCC), National University of Malaysia Medical Centre (UKMMC), Jalan Yaacob Latiff, 56000 Cheras, Kuala Lumpur, Malaysia.
| | - Syed Mohamed Aljunid
- International Centre for Case-Mix and Clinical Coding (ITCC), National University of Malaysia Medical Centre (UKMMC), Jalan Yaacob Latiff, 56000 Cheras, Kuala Lumpur, Malaysia.
| | - Ilker Dastan
- Department of Economics, Izmir University of Economics, Izmir, Turkey.
| | - Ruqiya Subhi Tawfeeq
- Department of Public Health, Faculty of Medicine, Tiqrit University, Tiqrit, Iraq.
| | - Mustafa Ali Mustafa
- Department of Public Health, Faculty of Medicine, Tiqrit University, Tiqrit, Iraq.
| | - Kurubaran Ganasegeran
- Medical Department, Tengku Ampuan Rahimah Hospital (HTAR), Jalan Langat, Klang, Selangor, Malaysia.
| | - Sami Abdo Radman AlDubai
- Department of Community Medicine, International Medical University (IMU), Bukit Jalil, Kuala Lumpur, Malaysia.
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Sato Y, Hayashida N, Orita M, Urata H, Shinkawa T, Fukushima Y, Nakashima Y, Kudo T, Yamashita S, Takamura N. Factors associated with nurses' intention to leave their jobs after the Fukushima Daiichi Nuclear Power plant accident. PLoS One 2015; 10:e0122389. [PMID: 25816345 PMCID: PMC4376711 DOI: 10.1371/journal.pone.0122389] [Citation(s) in RCA: 19] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/29/2014] [Accepted: 02/20/2015] [Indexed: 11/18/2022] Open
Abstract
We conducted a survey among nurses who were working at the Fukushima Medical University Hospital at the time of the Fukushima Daiichi Nuclear Power Plant accident to clarify the factors associated with their intention to leave their jobs during the radiation emergency. We asked 345 nurses (17 men and 328 women) about their intention to leave their jobs after the accident. We also asked about relevant factors including the participants’ demographic factors, living situation, working status, and knowledge of radiation health effects. We found that living with preschoolers (OR = 1.87, 95%CI: 1.02–3.44, p = 0.042), anxiety about life in Fukushima City after the accident (OR = 5.55, 95%CI: 1.18–26.13, p = 0.030), consideration of evacuation from Fukushima after the accident (OR = 2.42, 95%CI: 1.45–4.06, p = 0.001), consideration of the possible radiation health effects in children (OR = 1.90, 95%CI: 1.02–3.44, p = 0.042), and anxiety about relationships with colleagues in the hospital after the accident (OR = 3.23, p = 0.001) were independently associated with the nurses’ intention to leave their jobs after the accident. On the other hand, the percentage of nurses with knowledge on radiation health effects was relatively low among those who had the intention to leave the job and among those who did not have the intention to leave the job after the accident, with no significant differences between the two groups. Our results suggest the need for an education program for nurses regarding radiation health effects.
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Affiliation(s)
- Yoshinobu Sato
- Department of Global Health, Medicine, and Welfare, Atomic Bomb Disease Institute, Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
- Fukushima Medical University Hospital, Fukushima, Japan
| | - Naomi Hayashida
- Department of Global Health, Medicine, and Welfare, Atomic Bomb Disease Institute, Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
| | - Makiko Orita
- Department of Global Health, Medicine, and Welfare, Atomic Bomb Disease Institute, Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
- Department of Nursing, Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
| | - Hideko Urata
- Department of Nursing, Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
| | - Tetsuko Shinkawa
- Department of Nursing, Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
| | | | | | - Takashi Kudo
- Department of Radioisotope Medicine, Atomic Bomb Disease Institute, Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
| | - Shunichi Yamashita
- Department of Radiation Medical Sciences, Atomic Bomb Disease Institute, Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
| | - Noboru Takamura
- Department of Global Health, Medicine, and Welfare, Atomic Bomb Disease Institute, Nagasaki University Graduate School of Biomedical Sciences, Nagasaki, Japan
- * E-mail:
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Azar M, Badr LK, Samaha H, Dee V. Does administrative support negate the consequences of nurse abuse? J Nurs Manag 2015; 24:E32-43. [DOI: 10.1111/jonm.12286] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 12/10/2014] [Indexed: 11/27/2022]
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The making of nursing practice law in Lebanon: a policy analysis case study. Health Res Policy Syst 2014; 12:52. [PMID: 25193112 PMCID: PMC4163164 DOI: 10.1186/1478-4505-12-52] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/05/2013] [Accepted: 07/16/2014] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Evidence-informed decisions can strengthen health systems, improve health, and reduce health inequities. Despite the Beijing, Montreux, and Bamako calls for action, literature shows that research evidence is underemployed in policymaking, especially in the East Mediterranean region (EMR). Selecting the draft nursing practice law as a case study, this policy analysis exercise aims at generating in-depth insights on the public policymaking process, identifying the factors that influence policymaking and assessing to what extent evidence is used in this process. METHODS This study utilized a qualitative research design using a case study approach and was conducted in two phases: data collection and analysis, and validation. In the first phase, data was collected through key informant interviews that covered 17 stakeholders. In the second phase, a panel discussion was organized to validate the findings, identify any gaps, and gain insights and feedback of the panelists. Thematic analysis was conducted and guided by the Walt & Gilson's "Policy Triangle Framework" as themes were categorized into content, actors, process, and context. RESULTS Findings shed light on the complex nature of health policymaking and the unstructured approach of decision making. This study uncovered the barriers that hindered the progress of the draft nursing law and the main barriers against the use of evidence in policymaking. Findings also uncovered the risk involved in the use of international recommendations without the involvement of stakeholders and without accounting for contextual factors and implementation barriers. Findings were interpreted within the context of the Lebanese political environment and the power play between stakeholders, taking into account equity considerations. CONCLUSIONS This policy analysis exercise presents findings that are helpful for policymakers and all other stakeholders and can feed into revising the draft nursing law to reach an effective alternative that is feasible in Lebanon. Our findings are relevant in local and regional context as policymakers and other stakeholders can benefit from this experience when drafting laws and at the global context, as international organizations can consider this case study when developing global guidance and recommendations.
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Engeda EH, Birhanu AM, Alene KA. Intent to stay in the nursing profession and associated factors among nurses working in Amhara Regional State Referral Hospitals, Ethiopia. BMC Nurs 2014; 13:24. [PMID: 25180028 PMCID: PMC4150550 DOI: 10.1186/1472-6955-13-24] [Citation(s) in RCA: 29] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/12/2013] [Accepted: 08/20/2014] [Indexed: 11/25/2022] Open
Abstract
Background Nurses are essential to the health care delivery system especially to meet the health related millennium development goals. However, despite the significant shortage of nurses in Ethiopia, research in the country regarding nurses’ intent to stay in their profession is lacking. This study assessed intent to stay in the nursing profession and associated factors among nurses working in referral hospitals, Amhara Regional State, Ethiopia. Methods Institution-based cross-sectional study was conducted among 389 nurses from April 8 to May 5, 2013. Stratified random sampling technique was used to select the study participants from five referral hospitals. Data were collected using pretested and structured self-administered questionnaires. Descriptive statistics were conducted to summarize the sample characteristics. Backward stepwise logistic regression model was fitted and adjusted odds ratio with 95% confidence interval was calculated to identify associated factors. Results The proportion of nurses who reported intent to stay in the nursing profession was 39.8%. Age 40 to 49 (AOR [95% CI] 4.5 [1.6-12.8]), being married (AOR [95% CI] 2.0 [1.0-3.8]), having a bachelor degree in nursing (AOR [95% CI] 2.2 [1.2-4.1]), satisfaction with: autonomy and professional opportunities (AOR [95% CI] 2.6 [1.2-5.9]), scheduling (AOR [95% CI] 3.4 [1.6-7.5]), and pay and benefits (AOR [95% CI] 8.8 [4.5-17.1]); high continuance commitment (AOR [95% CI] 2.4 [1.3-4.8]) and high normative commitment (AOR [95% CI] 3.7 [1.9-7.2]) were the significant predictors of intent to stay in the nursing profession. Conclusions Intent to stay in the nursing profession was low among nurses working in Amhara Regional State referral hospitals. Interventions aimed at increasing the professional autonomy of nurses and revising the current salary and other duty payments are vital.
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Affiliation(s)
| | - Anteneh Messele Birhanu
- Department of Nursing, College of Medicine and Health Sciences, University of Gondar, Gondar, Ethiopia
| | - Kefyalew Addis Alene
- Department of Public Health Officer, Institute of Public Health, College of Medicine and Health Sciences, University of Gondar, Gondar, Ethiopia
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Steinmetz S, Vries DHD, Tijdens KG. Should I stay or should I go? The impact of working time and wages on retention in the health workforce. HUMAN RESOURCES FOR HEALTH 2014; 12:23. [PMID: 24758705 PMCID: PMC4021570 DOI: 10.1186/1478-4491-12-23] [Citation(s) in RCA: 40] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/03/2013] [Accepted: 03/25/2014] [Indexed: 05/07/2023]
Abstract
BACKGROUND Turnover in the health workforce is a concern as it is costly and detrimental to organizational performance and quality of care. Most studies have focused on the influence of individual and organizational factors on an employee's intention to quit. Inspired by the observation that providing care is based on the duration of practices, tasks and processes (issues of time) rather than exchange values (wages), this paper focuses on the influence of working-time characteristics and wages on an employee's intention to stay. METHODS Using data from the WageIndicator web survey (N = 5,323), three logistic regression models were used to estimate health care employee's intention to stay for Belgium, Germany and the Netherlands. The first model includes working-time characteristics controlling for a set of sociodemographic variables, job categories, promotion and organization-related characteristics. The second model tests the impact of wage-related characteristics. The third model includes both working-time- and wage-related aspects. RESULTS Model 1 reveals that working-time-related factors significantly affect intention to stay across all countries. In particular, working part-time hours, overtime and a long commuting time decrease the intention to stay with the same employer. The analysis also shows that job dissatisfaction is a strong predictor for the intention to leave, next to being a woman, being moderately or well educated, and being promoted in the current organization. In Model 2, wage-related characteristics demonstrate that employees with a low wage or low wage satisfaction are less likely to express an intention to stay. The effect of wage satisfaction is not surprising; it confirms that besides a high wage, wage satisfaction is essential. When considering all factors in Model 3, all effects remain significant, indicating that attention to working and commuting times can complement attention to wages and wage satisfaction to increase employees' intention to stay. These findings hold for all three countries, for a variety of health occupations. CONCLUSIONS When following a policy of wage increases, attention to the issues of working time-including overtime hours, working part-time, and commuting time-and wage satisfaction are suitable strategies in managing health workforce retention.
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Affiliation(s)
- Stephanie Steinmetz
- Department of Sociology & Anthropology, University of Amsterdam, Amsterdam, the Netherlands
| | - Daniel H de Vries
- Department of Sociology & Anthropology, University of Amsterdam, Amsterdam, the Netherlands
| | - Kea G Tijdens
- Amsterdam Institute for Advanced Labor Studies (AIAS), University of Amsterdam, Amsterdam, the Netherlands
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Dekeyser Ganz F, Toren O. Israeli nurse practice environment characteristics, retention, and job satisfaction. Isr J Health Policy Res 2014; 3:7. [PMID: 24565045 PMCID: PMC3975955 DOI: 10.1186/2045-4015-3-7] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/25/2013] [Accepted: 02/12/2014] [Indexed: 11/19/2022] Open
Abstract
Background There is an international nursing shortage. Improving the practice environment has been shown to be a successful strategy against this phenomenon, as the practice environment is associated with retention and job satisfaction. The Israeli nurse practice environment has not been measured. The purpose of this study was to measure practice environment characteristics, retention and job satisfaction and to evaluate the association between these variables. Methods A demographic questionnaire, the Practice Environment Scale, and a Job Satisfaction Questionnaire were administered to Israeli acute and intensive care nurses working in 7 hospitals across the country. Retention was measured by intent to leave the organization and work experience. A convenience sample of registered nurses was obtained using a bi-phasic, stratified, cluster design. Data were collected based on the preferences of each unit, either distribution during various shifts or at staff meetings; or via staff mailboxes. Descriptive statistics were used to describe the sample and results of the questionnaires. Pearson Product Moment Correlations were used to determine significant associations among the variables. A multiple regression model was designed where the criterion variable was the practice environment. Analyses of variance determined differences between groups on nurse practice environment characteristics. Results 610 nurses reported moderate levels of practice environment characteristics, where the lowest scoring characteristic was ‘appropriate staffing and resources’. Approximately 9% of the sample reported their intention to leave and the level of job satisfaction was high. A statistically significant, negative, weak correlation was found between intention to leave and practice environment characteristics, with a moderate correlation between job satisfaction and practice environment characteristics. ‘Appropriate staffing and resources’ was the only characteristic found to be statistically different based on hospital size and geographic region. Conclusions This study supports the international nature of the vicious cycle that includes a poor quality practice environment, decreased job satisfaction and low nurse retention. Despite the extreme nursing shortage in Israel, perceptions of the practice environment were similar to other countries. Policy makers and hospital managers should address the practice environment, in order to improve job satisfaction and increase retention.
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Affiliation(s)
- Freda Dekeyser Ganz
- Henrietta Szold Hadassah Hebrew University, School of Nursing at the Faculty of Medicine, P,O, Box 12000, Jerusalem, Israel.
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Chan ZCY, Tam WS, Lung MKY, Wong WY, Chau CW. On nurses moving from public to private hospitals in Hong Kong. J Clin Nurs 2013; 22:1382-90. [PMID: 23574295 DOI: 10.1111/jocn.12253] [Citation(s) in RCA: 10] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 12/20/2012] [Indexed: 11/28/2022]
Abstract
AIMS AND OBJECTIVES To explore the reasons why nurses leave public hospitals for the private sector. BACKGROUND While the global shortage of nurses is aggravating, this problem in public hospitals in Hong Kong is worsened by the trend of nurses moving to private hospitals. Thus, it is important to understand from the perspective of nurses the reasons affecting their decision to stay or leave a hospital. DESIGN Qualitative approach using narrative analysis. METHODS Data were collected using individual semistructured interviews. Twelve participants who had moved to a private hospital from a public hospital were encouraged to explain why they had made the move. Crossley's analytic method was adopted to analyse the collected data. RESULTS The nurses' stories were categorised into five sections: 'life in public hospitals', 'decision-making', 'life in the private hospitals', 'future plans' and 'values and beliefs'. CONCLUSIONS The results are consistent with those of previous studies showing that job satisfaction and demographic factors play significant roles in the decision of nurses to switch to another hospital. This study revealed specific reasons why the nurses made the move, such as the fairness of the remuneration policy, significant people and stressors. RELEVANCE TO CLINICAL PRACTICE The results have relevance for hospital management with regard to strategies to consider when addressing the issues of staff retention and recruitment.
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Affiliation(s)
- Zenobia C Y Chan
- School of Nursing, The Hong Kong Polytechnic University, Kowloon, Hong Kong.
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