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Kaplow R, Willis P, Steele D, Swann J, Feistritzer NR. Clinician Wellbeing and Mental Health Assessment Across Two Acute Care Hospitals During the COVID-19 Pandemic. Nurs Adm Q 2024; 48:325-335. [PMID: 39213406 DOI: 10.1097/naq.0000000000000645] [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: 09/04/2024]
Abstract
OBJECTIVE The purposes of this study were to determine whether positive work environments affect clinician wellbeing and mental health, and to identify participants' priority interventions to improve clinician wellbeing. This study was designed to determine the potential benefit of modifying the aforementioned factors for clinicians and hospitals to impact positive patient outcomes. BACKGROUND The SARS-CoV-2 virus pandemic has become one of the leading causes of death in the United States and worldwide, and has exacerbated widespread burnout among health care professionals. This has resulted in negative collateral implications for the stability of the clinician workforce. A Clinician Wellbeing study (CWS) was launched in two Magnet®-designated hospitals in the southeast. The CWS was part of a multi-site collaborative research project led by the Center for Health Outcomes and Policy Research (CHOPR) at the University of Pennsylvania School of Nursing. METHOD A cross-sectional observational study design was implemented. Data were collected through anonymous surveys of 708 registered nurses (RNs) and advanced practice providers (APPs) working in two Magnet hospitals in the southeastern United States. Each participant completed 8 surveys. RESULTS Clinicians' self-reported level of burnout was higher for both RNs and APPs at Emory University Hospital than Emory Saint Joseph's Hospital including intent to leave and dissatisfaction with their jobs. RNs and APPs self-reported their overall health to be good or excellent and they reported sleep quality as fair. Both groups in both hospitals indicated that they experienced anxiety, depression, and stress. The APPs reported a higher percent that their work did not leave enough time for personal and family life. Data also indicated that the primary work environment concern was related to inadequate nurse staffing. CONCLUSIONS The data illuminated opportunities for the two hospitals to employ continuous improvement interventions to positively transform the work environment.
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Affiliation(s)
- Roberta Kaplow
- Author Affiliations: Emory University Hospital (Dr Kaplow, Ms Willis, and Dr Feistritzer), Atlanta, Georgia; Emory Saint Joseph's Hospital (Dr Steele and Ms Swann), Atlanta, Georgia; Emory Wesley Woods Hospital (Dr Feistritzer), Atlanta, Georgia; Emory Nell Hodgson Woodruff School of Nursing (Dr Feistritzer), Atlanta, Georgia
- Emory Saint Joseph's Hospital (Dr Steele and Ms Swann), Atlanta, Georgia
- Emory Wesley Woods Hospital (Dr Feistritzer), Atlanta, Georgia
- Emory Nell Hodgson Woodruff School of Nursing (Dr Feistritzer), Atlanta, Georgia
| | - Polly Willis
- Author Affiliations: Emory University Hospital (Dr Kaplow, Ms Willis, and Dr Feistritzer), Atlanta, Georgia; Emory Saint Joseph's Hospital (Dr Steele and Ms Swann), Atlanta, Georgia; Emory Wesley Woods Hospital (Dr Feistritzer), Atlanta, Georgia; Emory Nell Hodgson Woodruff School of Nursing (Dr Feistritzer), Atlanta, Georgia
- Emory Saint Joseph's Hospital (Dr Steele and Ms Swann), Atlanta, Georgia
- Emory Wesley Woods Hospital (Dr Feistritzer), Atlanta, Georgia
- Emory Nell Hodgson Woodruff School of Nursing (Dr Feistritzer), Atlanta, Georgia
| | - Dinah Steele
- Author Affiliations: Emory University Hospital (Dr Kaplow, Ms Willis, and Dr Feistritzer), Atlanta, Georgia; Emory Saint Joseph's Hospital (Dr Steele and Ms Swann), Atlanta, Georgia; Emory Wesley Woods Hospital (Dr Feistritzer), Atlanta, Georgia; Emory Nell Hodgson Woodruff School of Nursing (Dr Feistritzer), Atlanta, Georgia
- Emory Saint Joseph's Hospital (Dr Steele and Ms Swann), Atlanta, Georgia
- Emory Wesley Woods Hospital (Dr Feistritzer), Atlanta, Georgia
- Emory Nell Hodgson Woodruff School of Nursing (Dr Feistritzer), Atlanta, Georgia
| | - Julie Swann
- Author Affiliations: Emory University Hospital (Dr Kaplow, Ms Willis, and Dr Feistritzer), Atlanta, Georgia; Emory Saint Joseph's Hospital (Dr Steele and Ms Swann), Atlanta, Georgia; Emory Wesley Woods Hospital (Dr Feistritzer), Atlanta, Georgia; Emory Nell Hodgson Woodruff School of Nursing (Dr Feistritzer), Atlanta, Georgia
- Emory Saint Joseph's Hospital (Dr Steele and Ms Swann), Atlanta, Georgia
- Emory Wesley Woods Hospital (Dr Feistritzer), Atlanta, Georgia
- Emory Nell Hodgson Woodruff School of Nursing (Dr Feistritzer), Atlanta, Georgia
| | - Nancye R Feistritzer
- Author Affiliations: Emory University Hospital (Dr Kaplow, Ms Willis, and Dr Feistritzer), Atlanta, Georgia; Emory Saint Joseph's Hospital (Dr Steele and Ms Swann), Atlanta, Georgia; Emory Wesley Woods Hospital (Dr Feistritzer), Atlanta, Georgia; Emory Nell Hodgson Woodruff School of Nursing (Dr Feistritzer), Atlanta, Georgia
- Emory Saint Joseph's Hospital (Dr Steele and Ms Swann), Atlanta, Georgia
- Emory Wesley Woods Hospital (Dr Feistritzer), Atlanta, Georgia
- Emory Nell Hodgson Woodruff School of Nursing (Dr Feistritzer), Atlanta, Georgia
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Chiwaridzo OT. Austerity Measures and the Resilience of Zimbabwe's Healthcare System: Challenges and Solutions. INTERNATIONAL JOURNAL OF SOCIAL DETERMINANTS OF HEALTH AND HEALTH SERVICES 2024:27551938241269118. [PMID: 39119742 DOI: 10.1177/27551938241269118] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 08/10/2024]
Abstract
Austerity measures have become a contentious topic, shaping the landscape of health care systems around the world. As governments grapple with economic challenges, the impact of austerity on health care has emerged as a critical concern. This study focuses on the consequences of austerity actions adopted by the Zimbabwean government under the Transitional Stabilization Program (TSP) from August 2018 to December 2025. This research examines the impact of austerity measures on Zimbabwe's health care sector, exploring its connections with health infrastructure and resources, accessibility and affordability of health care, health funding, health care inequalities, and the health care workforce. Using a quantitative approach and data from 970 participants, including the general populace, health care providers, and government officials, significant positive correlations between austerity measures and these health care variables were identified. The findings indicated a noteworthy positive correlation between the independent variable "austerity measures" and five dependent variables: health care accessibility and affordability, health care inequalities, infrastructure and resources, health care funding, and health care workforce. The t-statistics values exceeded the threshold of 1.96, with values of 5.085, 3.120, 6.459, 8.517, and 3.830, respectively. These findings highlight the importance of considering the effects of austerity on health care access, health funding, health care inequalities, health workforce, health infrastructure and resources development. Policymakers should prioritize equitable resource allocation and targeted investments to strengthen the resilience of the health care system during economic challenges. Understanding these associations is crucial for evidence-based policy decisions and fostering a more equitable and resilient health care system in Zimbabwe.
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Schofield I, Jacklin B. Client and employee engagement measures predict resignations of veterinary support staff: An analysis of UK companion animal practice data. Vet Rec 2024; 195:e4268. [PMID: 38852995 DOI: 10.1002/vetr.4268] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/23/2024] [Revised: 04/18/2024] [Accepted: 05/07/2024] [Indexed: 06/11/2024]
Abstract
BACKGROUND This study aimed to identify factors associated with veterinary support staff resigning from UK companion animal veterinary practices. METHODS Cross-sectional employment data from support staff working across a group of veterinary practices on 31 December 2020 were retrospectively analysed. The support staff were categorised as those who remained at, or resigned from, their practice over the following 12-month period. The proposed risk factors for future resignations were analysed using multivariable binary logistic regression modelling. RESULTS In total, 398 of 2068 (19.2%) veterinary support staff resigned during the study period. Factors associated with greater odds of future resignations included lower staff engagement (employee net promoter score; odds ratio [OR] = 0.99; 95% confidence interval [CI] 0.99-1.00; p < 0.001), lower client practice engagement (net promoter score; OR = 0.98; 95% CI 0.97-1.00; p = 0.012), shorter tenure (OR = 0.92; 95% CI 0.90-0.95; p < 0.001), recent parental leave (OR = 2.37; 95% CI 1.38-4.07; p = 0.002) and younger age (OR = 0.99; 95% CI 0.98-1.00; p = 0.017). LIMITATIONS Data were collected retrospectively and were not recorded for research purposes. CONCLUSIONS Employee and client net promoter scores are important predictors of resignations and could be useful tools for managers. Recent parental leave is a predictor of support staff attrition, and 'return to work' interventions may present an opportunity to improve retention.
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Wang W, Creese J, Karanika-Murray M, Harris K, McCarthy M, Leng C, King C. Can compassionate leadership of senior hospital leaders help retain trainee doctors? BMJ LEADER 2024:leader-2024-001010. [PMID: 38937090 DOI: 10.1136/leader-2024-001010] [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: 02/20/2024] [Accepted: 06/17/2024] [Indexed: 06/29/2024]
Abstract
BACKGROUND High burnout and low retention rates among trainee doctors threaten the future viability of the UK medical workforce. This study empirically examined factors that can sustain trainee doctors. METHOD A total of 323 trainee doctors from 25 National Health Service (NHS) Trusts in England and Wales completed an online survey on their training and employment experiences. A mixed method approach was employed. RESULTS Structural equation modelling revealed that perceived compassionate leadership of hospital senior leaders (CLSL) (i.e., doctors in senior clinical and management positions, and senior managers) is directly and negatively associated with trainee doctors' burnout and intention to quit. We propose the associations may be indirectly strengthened through two mediating pathways: increased psychological contract fulfilment (PCF) of training/organisational support and reduced worry about the state of the NHS; however, only the former is supported. The model can explain a substantial 37% of the variance in reported burnout and 28% of intention to quit among trainee doctors. Being a Foundation Year (FY) trainee was significantly associated with poor PCF and burnout. Rich qualitative data further elaborated on their experiences in terms of senior leaders' awareness of their training/working experiences, listening to and acting on. CONCLUSIONS Active and demonstrable CLSL plays a vital role in trainee doctors' retention. It has both direct (through support) and indirect effects through improving trainee doctors' PCF to reduce burnout and intention to quit. This seems particularly valuable among FY doctors. Implications for the development and management of the medical workforce are discussed.
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Affiliation(s)
- Wen Wang
- School of Business, University of Leicester, Leicester, UK
| | - Jennifer Creese
- Department of Population Health Sciences, College of Life Sciences, University of Leicester, Leicester, UK
| | | | - Kevin Harris
- College of Life Sciences, University of Leicester, Leicester, UK
| | - Mark McCarthy
- College of Life Sciences, University of Leicester, Leicester, UK
- University Hospitals of Leicester NHS Trust, Leicester, UK
| | - Christopher Leng
- College of Life Sciences, University of Leicester, Leicester, UK
- Northampton General Hospital NHS Trust, Northampton, UK
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McIntyre N, Crilly J, Elder E. Factors that contribute to turnover and retention amongst emergency department nurses: A scoping review. Int Emerg Nurs 2024; 74:101437. [PMID: 38583300 DOI: 10.1016/j.ienj.2024.101437] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/15/2023] [Revised: 02/15/2024] [Accepted: 03/08/2024] [Indexed: 04/09/2024]
Abstract
BACKGROUND Internationally, the emergency nursing workforce shortage is of critical concern. AIM To synthesise the evidence and assess the scope of literature regarding factors that contribute to turnover and retention amongst emergency nurses. METHOD A scoping review using the Joanna Briggs Institute approach was undertaken. Fivedatabases (Embase, MEDLINE, PsycINFO, CINAHL, and Business Source Complete) were searched for papers published in English between January 2011 and June 2023 where the population was nurses, context was the emergency department, and the concept was turnover or retention. A quality appraisal was performed on included studies. RESULTS A total of 31 articles met the inclusion criteria. Twenty-six studies focussed on turnover and five studies focussed on retention. Factors that contribute to ED nursing turnover included workplace violence, personal aspects (e.g., burnout or depression), organisational characteristics, and environmental/ job characteristics. Factors that contributed to ED nursing retention included mentoring programs, the advancement in nursing skills, and the transition to practice speciality (emergency) programs. CONCLUSIONS A large body of literature exists regarding ED nurses' reasons for leaving their area of practice, yet limited evidence exist on retention. Research exploring factors that promote retention of emergency nurses that leads to subsequent stability and growth in the emergency nursing workforce is needed.
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Affiliation(s)
- Nicholas McIntyre
- School of Nursing and Midwifery, Griffith University, Gold Coast, Queensland, Australia; Department of Emergency Medicine, Gold Coast Health, Gold Coast, Queensland, Australia.
| | - Julia Crilly
- School of Nursing and Midwifery, Griffith University, Gold Coast, Queensland, Australia; Department of Emergency Medicine, Gold Coast Health, Gold Coast, Queensland, Australia; Menzies Health Institute Queensland, Griffith University, Gold Coast, Queensland, Australia; Centre for Mental Health, Griffith University, Gold Coast, Queensland, Australia.
| | - Elizabeth Elder
- School of Nursing and Midwifery, Griffith University, Gold Coast, Queensland, Australia; Department of Emergency Medicine, Gold Coast Health, Gold Coast, Queensland, Australia; Menzies Health Institute Queensland, Griffith University, Gold Coast, Queensland, Australia; Centre for Work, Organisation and Wellbeing, Griffith University, Gold Coast, Queensland, Australia.
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Pritchard P, Robinson N, Saul A, Shrubb J, Stavisky J, Dean R. Horse owner perceptions of equine veterinary nursing roles in the United Kingdom. Vet Rec 2024; 194:e4148. [PMID: 38659211 DOI: 10.1002/vetr.4148] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/14/2024] [Revised: 03/22/2024] [Accepted: 03/28/2024] [Indexed: 04/26/2024]
Abstract
BACKGROUND Registered (equine) veterinary nurses (R(E)VNs) typically provide few client-facing services. Better utilising R(E)VN skills could help address workforce shortages, improve morale and benefit patient health. The aim of this study was to explore horse owner perceptions of R(E)VN roles. METHODS An online cross-sectional survey of horse owners gathered data on their understanding of R(E)VN roles, their experiences of R(E)VNs their openness to further R(E)VN services and perceived facilitators of and barriers to such services. Participants were recruited via practices, social media and snowball sampling. Descriptive analysis of the quantitative data and manifest content analysis of the qualitative data were conducted. RESULTS Three hundred and forty-seven useable responses were received. Eighty-one percent (282/347) had heard the term R(E)VN. Most talked positively about their experiences with R(E)VNs. Eighty-seven percent (285/326) were open to an R(E)VN visiting their horse under the direction of a veterinary surgeon, with more than 90% being extremely or somewhat comfortable with R(E)VN visits for bandaging and suture removal. LIMITATIONS It is unclear how closely respondents' perceptions reflect those of the wider UK horse owner population. CONCLUSIONS Horse owners appear to be open to further nursing services, with key procedures such as bandaging being a potential starting point. Understanding the career goals of the individual nurses and the needs of the practice will be key to the successful implementation of these services.
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Wu F, Chen W, Wan R, Lu J, Yu Q, Tu Q. Perceived HRM and turnover intentions of elderly care workers: perspective from person-job fit and institutional ownership. BMC Nurs 2024; 23:242. [PMID: 38622615 PMCID: PMC11020918 DOI: 10.1186/s12912-024-01926-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/02/2024] [Accepted: 04/09/2024] [Indexed: 04/17/2024] Open
Abstract
BACKGROUND Although the phenomenon of high turnover rate in the elderly care industry has existed for a long time, there are few studies that have constructed frameworks to comprehensively analyze the strength of the effects of various factors on the turnover intention of elderly care workers.. This study analyzed the impact of different types of perceived human resource management practices on elderly care workers' turnover intentions and whether this relationship is moderated by person-job fit and ownership of elderly care institutions. METHODS This is a cross-sectional and regional survey study. The study included questionnaire survey data from a total of 305 elderly care workers from 42 elderly care institutions in 21 provinces in China during June to September 2021. Descriptive statistics, Pearson correlation coefficient, multiple regression, and heterogeneity analyses were performed. RESULTS Perceived work environment ( β =-0.5164, p< 0.01), perceived occupational protection ( β =-0.3390, p< 0.01), perceived welfare benefits ( β = -0.2620, p< 0.01) and perceived competency training ( β = -0.1421, p< 0.1) were all significantly and negatively related to turnover intentions, the quality of perceived work environment has the greatest impact on elderly care workers' turnover intentions. Under the moderating effects of person-job fit and ownership of elderly care institutions, there existed heterogeneity between perceived human resource management and turnover intentions among elderly care workers. High level of person-job fit and elderly care institutions' public feature can effectively weaken the negative impact of each type of perceived human resource management on turnover intention among elderly care workers. CONCLUSIONS The managers of elderly care institutions should optimize the management mechanism, typically pay attention to elderly care workers' working environment, formulate and improve the professional standards and job requirements for elderly care workers, promote the public welfare value of nursing care services, and strengthen the sense of honor and responsibility of elderly care workers to reduce the turnover rate.
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Affiliation(s)
- Fang Wu
- School of International Pharmaceutical Business, China Pharmaceutical University, 639 Longmian Avenue, Nanjing, Jiangsu, 211198, China.
| | - Wei Chen
- School of International Pharmaceutical Business, China Pharmaceutical University, 639 Longmian Avenue, Nanjing, Jiangsu, 211198, China
| | - Ruyi Wan
- School of International Pharmaceutical Business, China Pharmaceutical University, 639 Longmian Avenue, Nanjing, Jiangsu, 211198, China
| | - Jiatong Lu
- School of International Pharmaceutical Business, China Pharmaceutical University, 639 Longmian Avenue, Nanjing, Jiangsu, 211198, China
| | - Qianqian Yu
- School of International Pharmaceutical Business, China Pharmaceutical University, 639 Longmian Avenue, Nanjing, Jiangsu, 211198, China
| | - Qilei Tu
- Beijing College of Social Administration, No.2 Yanling Rd, East Yanjiao Development Zone, Beijing, 101601, China
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Yasin YM, Alomari A, Al-Hamad A, Kehyayan V. The impact of COVID-19 on nurses' job satisfaction: a systematic review and meta-analysis. Front Public Health 2024; 11:1285101. [PMID: 38274512 PMCID: PMC10808441 DOI: 10.3389/fpubh.2023.1285101] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/29/2023] [Accepted: 11/27/2023] [Indexed: 01/27/2024] Open
Abstract
Background The global healthcare landscape was profoundly impacted by the COVID-19 pandemic placing nurses squarely at the heart of this emergency. This review aimed to identify the factors correlated with nurses' job satisfaction, the impact of their job satisfaction on both themselves and their patients, and to explore strategies that might have counteracted their job dissatisfaction during the COVID-19 pandemic. Methods The Joanna Briggs Institute (JBI) methodology for systematic reviews of prevalence and incidence was used in this review. The electronic databases of CINAHL, MEDLINE, SCOPUS, PsycINFO and Academic Search Complete were searched between January 2020 to February 2023. Results The literature review identified 23 studies from 20 countries on nurses' job satisfaction during the COVID-19 pandemic. A pooled prevalence of 69.6% of nurses were satisfied with personal, environmental, and psychological factors influencing their job satisfaction. Job satisfaction improved psychological wellbeing and quality of life, while dissatisfaction was linked to turnover and mental health issues. Conclusion This systematic review elucidates key factors impacting nurses' job satisfaction during the COVID-19 pandemic, its effects on healthcare provision, and the potential countermeasures for job dissatisfaction. Core influences include working conditions, staff relationships, and career opportunities. High job satisfaction correlates with improved patient care, reduced burnout, and greater staff retention. Systematic review registration https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42023405947, the review title has been registered in PROSPERO and the registration number is CRD42023405947.
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Affiliation(s)
- Yasin M. Yasin
- Department of Nursing and Midwifery, Collage of Health Sciences, University of Doha for Science and Technology, Doha, Qatar
| | - Albara Alomari
- Department of Nursing and Midwifery, Collage of Health Sciences, University of Doha for Science and Technology, Doha, Qatar
| | - Areej Al-Hamad
- Daphne Cockwell School of Nursing, Faculty of Community Services, Toronto Metropolitan University, Toronto, ON, Canada
| | - Vahe Kehyayan
- Department of Healthcare Management, College of Business Management, University of Doha for Science and Technology, Doha, Qatar
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Roberts NJ, McAloney‐Kocaman K, Lippiett K, Ray E, Welch L, Kelly CA. Factors influencing fatigue in UK nurses working in respiratory clinical areas during the second wave of the Covid-19 pandemic: An online survey. J Clin Nurs 2024; 33:322-332. [PMID: 35614562 PMCID: PMC9348315 DOI: 10.1111/jocn.16375] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/06/2021] [Revised: 03/24/2022] [Accepted: 05/03/2022] [Indexed: 02/04/2023]
Abstract
AIMS AND OBJECTIVES This study explores UK nurses' experiences of working in a respiratory clinical area during the COVID-19 pandemic over winter 2020. BACKGROUND During the first wave of the pandemic, nurses working in respiratory clinical areas experienced significant levels of anxiety and depression. As the pandemic has progressed, levels of fatigue in nurses have not been assessed. METHODS A cross-sectional e-survey was distributed via professional respiratory societies and social media. The survey included Generalised Anxiety Disorder Assessment (GAD7), Patient Health Questionnaire (PHQ9, depression), a resilience scale (RS-14) and Chalder mental and physical fatigue tools. The STROBE checklist was followed as guidance to write the manuscript. RESULTS Despite reporting anxiety and depression, few nurses reported having time off work with stress, most were maintaining training and felt prepared for COVID challenges in their current role. Nurses reported concerns over safety and patient feedback was both positive and negative. A quarter of respondents reported wanting to leave nursing. Nurses experiencing greater physical fatigue reported higher levels of anxiety and depression. CONCLUSIONS Nurses working in respiratory clinical areas were closely involved in caring for COVID-19 patients. Nurses continued to experience similar levels of anxiety and depression to those found in the first wave and reported symptoms of fatigue (physical and mental). A significant proportion of respondents reported considering leaving nursing. Retention of nurses is vital to ensure the safe functioning of already overstretched health services. Nurses would benefit from regular mental health check-ups to ensure they are fit to practice and receive the support they need to work effectively. RELEVANCE TO CLINICAL PRACTICE A high proportion of nurses working in respiratory clinical areas have been identified as experiencing fatigue in addition to continued levels of anxiety, depression over winter 2020. Interventions need to be implemented to help provide mental health support and improve workplace conditions to minimise PTSD and burnout.
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Affiliation(s)
- Nicola J. Roberts
- School of Health and Life SciencesGlasgow Caledonian UniversityGlasgowUK
| | | | - Kate Lippiett
- School of Health SciencesUniversity of SouthamptonSouthamptonUK
| | - Emma Ray
- School of Health SciencesUniversity of SouthamptonSouthamptonUK
| | - Lindsay Welch
- School of Health SciencesUniversity of SouthamptonSouthamptonUK
| | - Carol A. Kelly
- Respiratory Research CentreEdge Hill UniversityOrmskirkUK
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Tomas N, Mandume AM. Nurses' barriers to the pressure ulcer risk assessment scales implementation: A phenomenological study. Nurs Open 2024; 11:e2079. [PMID: 38268250 PMCID: PMC10782216 DOI: 10.1002/nop2.2079] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/16/2023] [Revised: 12/10/2023] [Accepted: 12/21/2023] [Indexed: 01/26/2024] Open
Abstract
AIM The aim of the study was to explore nurses' barriers to the pressure ulcer risk assessment scales implementation. DESIGN A qualitative descriptive phenomenological study. METHODS The research participants comprised of 10 nurses at various medical and surgical departments in a teaching hospital northeast of Namibia. Data were collected between August and September 2022 through in-depth, semi-structured face-to-face individual interviews and analysed using Colaizzi's 7-step method. RESULTS The interviews with nurses, led to two major themes being discovered: (1) factors hindering the effective prevention of pressure ulcers; (2) suggestions for improvements in the utilization of risk assessment scales. The participants noted that they had inadequate knowledge of the formal risk assessment scales; there were inadequate resources and insufficient staff; there were no policies or guidelines regarding the management of pressure ulcers, all of which influenced their utilization of pressure risk assessment scales. Education and training, the provision of equipment, the hiring of new staff and the formulation of policies/guidelines would thus improve the nurses' utilization of the scales. CONCLUSION The findings of this study have uncovered three primary factors that have a detrimental impact on the utilization of risk assessment scales by nurses, that is their lack knowledge on pressure ulcer risk assessment scales; a shortage of staff and equipment; and an absence of policies/guidelines. The findings from this study provide valuable implications for guiding quality improvement initiatives aimed at enhancing the standard of care in Namibia and other resource-limited settings.
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Affiliation(s)
- Nestor Tomas
- Department of General Nursing Science, School of Nursing and Publish Health, Faculty of Health Sciences and Veterinary MedicineUniversity of Namibia (UNAM)RunduNamibia
| | - Annalisa M. Mandume
- Department of General Nursing Science, School of Nursing, Faculty of Health Sciences and Veterinary MedicineUniversity of Namibia (UNAM)RunduNamibia
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Bradford N, Moore E, Taylor K, Cook O, Gent L, Beane T, Williams N, Alexander K, Pitt E, Still J, Wellard C, McErlean G, Kirk D, Monterosso L, McCarthy A, Lokmic-Tomkins Z, Balson J, Gates P. The cancer nursing workforce in Australia: a national survey exploring determinants of job satisfaction. BMC Nurs 2023; 22:461. [PMID: 38057825 DOI: 10.1186/s12912-023-01629-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/04/2023] [Accepted: 11/29/2023] [Indexed: 12/08/2023] Open
Abstract
BACKGROUND To maintain and improve the quality of the cancer nursing workforce, it is crucial to understand the factors that influence retention and job satisfaction. We aimed to investigate the characteristics of cancer nurses in Australia and identify predictors of job satisfaction. METHODS We analysed data from an anonymous cross-sectional survey distributed through the Cancer Nurses Society Australia membership and social media platforms from October 2021 to February 2022. The survey was compared to national nursing registration data. Data were analysed with non-parametric tests, and a stepwise, linear regression model was developed to best predict job satisfaction. RESULTS Responses were received from 930 cancer nurses. Most respondents (85%) described themselves as experienced nurses, and more than half had post-graduate qualifications. We identified individual, organizational, and systemic factors that contribute to job satisfaction and can impact in workforce shortages. The findings include strategies to address and prioritize workforce challenges. There were 89 different titles for advanced practice nursing roles. Managing high workload was a reported challenge by 88%. Intention to stay less than 10 years was reported by nearly 60%; this was significantly correlated with job satisfaction and age. Significantly higher scores for job satisfaction were associated with those who had career progression opportunities, career development opportunities, adequate peer support and a clearly defined scope of role. Conversely, job satisfaction scores decreased the more people agreed there was a lack of leadership and they had insufficient resources to provide quality care. CONCLUSION Cancer nurses are critical to the delivery of cancer care however, the workforce faces multiple challenges. This study provides an understanding of the Australian cancer nursing workforce characteristics, their roles and activities, and highlights important considerations for retaining nurses in the profession.
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Affiliation(s)
- Natalie Bradford
- Cancer and Palliative Care Outcomes Centre and School of Nursing, Queensland University of Technology, QLD, Brisbane, QLD, Australia.
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia.
| | - Elizabeth Moore
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
- School of Public Health and Preventive Medicine, Monash University, Melbourne, VIC, Australia
| | - Karen Taylor
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
- Cancer Network WA, Perth, WA, Australia
| | - Olivia Cook
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
- McGrath Foundation - Level 1, 32 Walker St North Sydney, Sydney, NSW, Australia
- Monash Nursing and Midwifery, Monash University, Melbourne, VIC, Australia
| | - Lucy Gent
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
- Sir Charles Gairdner Osborne Park Hospitals Health Care Group, Perth, WA, Australia
- Edith Cowan University, Perth, WA, Australia
| | - Theresa Beane
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
- Hervey Bay Hospital, Queensland Health, Pialba, QLD, Australia
| | - Natalie Williams
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
- King Edward Memorial Hospital, Perth, WA, Australia
| | - Kimberly Alexander
- Cancer and Palliative Care Outcomes Centre and School of Nursing, Queensland University of Technology, QLD, Brisbane, QLD, Australia
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
| | - Erin Pitt
- Cancer and Palliative Care Outcomes Centre and School of Nursing, Queensland University of Technology, QLD, Brisbane, QLD, Australia
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
| | - Jemma Still
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
| | - Cameron Wellard
- School of Public Health and Preventive Medicine, Monash University, Melbourne, VIC, Australia
| | - Gemma McErlean
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
- School of Nursing, University of Wollongong, Wollongong, NSW, Australia
| | - Deborah Kirk
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
- Edith Cowan University, Perth, WA, Australia
| | - Leanne Monterosso
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
- Notre Dame University, Perth, WA, Australia
| | - Alexandra McCarthy
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
- The University of Queensland, Brisbane, QLD, Australia
| | - Zerina Lokmic-Tomkins
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
- Monash Nursing and Midwifery, Monash University, Melbourne, VIC, Australia
| | - Jessica Balson
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
- Peter MacCallum Cancer Centre, Melbourne, VIC, Australia
| | - Priscilla Gates
- Cancer Nurses Society of Australia, Gabbadah, WA, Australia
- Peter MacCallum Cancer Centre, Melbourne, VIC, Australia
- Deakin University, Melbourne, VIC, Australia
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Lupo R, Lezzi A, Conte L, Ingrosso N, Artioli G, Botti S, Leone C, Rubbi I, Carvello M, Calabrò A, Vitale E. The role of the nursing coordinator and the leadership style in the Italian healthcare organizations. ACTA BIO-MEDICA : ATENEI PARMENSIS 2023; 94:e2023266. [PMID: 38054669 PMCID: PMC10734226 DOI: 10.23750/abm.v94i6.15206] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Subscribe] [Scholar Register] [Received: 09/12/2023] [Accepted: 11/10/2023] [Indexed: 12/07/2023]
Abstract
BACKGROUND AND AIM The leadership of the Nursing Coordinator is essential to ensure quality care and to empower the nursing staff. To identify the leadership style used by the coordinator as nurses and the support staff perceive the leadership behaviors of the coordinator. METHODS Data were collected through an online questionnaire including the Empowering Leadership Questionnaire. RESULTS Positive associations were recorded between participants' satisfaction levels and high standards of job performance (p<0.001), being a good example for the whole group (p=0.004) and to encourage sharing ideas and suggestions (p=0.003), hearing ideas and suggestions (p=0.013), giving the opportunity to express their opinions (p=0.046); in the "Coaching" dimension, according to attitudes to help the group to become aware (p<0.001), among all group members (p=0.044); by focusing on their goals (p<0.001); in the "Informing" dimension according to levels and attitudes to explain decisions (p<0.017) and rules and expectations (p=0.046); in the "Showing Concern/Interacting with the Team" dimension according to attitude in personal problems (p<0.028); to discuss concerns (p=0.033); to show interest (p<0.040) and to chat with members (p=0.003). Negative association was registered between the ability to make decisions based solely on the coordinator's ideas (p=0.010), ability to pay attention to the group's efforts (p<0.015). CONCLUSIONS The role of the Nursing Coordinator within the work setting is very fundamental. The latter must be able to guarantee, through good leadership, a serene work environment so that professionals can provide optimal care to patients and safeguard their profession.
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Sillero Sillero A, Gil Poisa M, Marques-Sule E, Ayuso Margañon R. Motivations and expectations of generation Z nursing students: A post-pandemic career choice qualitative analysis. J Prof Nurs 2023; 49:178-185. [PMID: 38042554 DOI: 10.1016/j.profnurs.2023.09.005] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/15/2023] [Revised: 09/12/2023] [Accepted: 09/18/2023] [Indexed: 12/04/2023]
Abstract
BACKGROUND The global nursing shortage is a growing concern so recruiting and retaining Generation Z (Gen Z) students is vital to the sustainability of the profession. PURPOSE To explore the perceptions and expectations of first-year nursing students regarding the nursing profession, its working conditions, and how these factors influenced their career choices. METHOD Descriptive qualitative research design, employing an interpretive research approach and content analysis conducted following Graneheim & Lundman's method. Our study involved 105 Generation Z nursing degree students enrolled in first year at the Mar Nursing School in Barcelona, Spain in 2021. Data collection included voluntary written narratives about their career choice and questionnaires of demographic information and their healthcare experiences. RESULTS It became evident that Generation Z students' perceptions and expectations of nursing don't align with the actual professional experience. This mismatch could lead to disillusionment and attrition among these students. CONCLUSIONS Several factors (economic, aspirational, perception of nursing during the COVID-19, or gender) influence new students' career choice. These factors shape their expectations and often do not match actual working conditions in nursing. Educational institutions must prepare students by transferring cross-cutting competencies to effectively meet these challenges and avoid potential dropout from the profession.
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Affiliation(s)
- Amalia Sillero Sillero
- ESIMar (Mar Nursing School), Parc de Salut Mar, Universitat Pompeu Fabra affiliated, Barcelona, Spain; SDHEd (Social Determinants and Health Education Research Group), IMIM (Hospital del Mar Medical Research Institute), Barcelona, Spain.
| | - María Gil Poisa
- ESIMar (Mar Nursing School), Parc de Salut Mar, Universitat Pompeu Fabra affiliated, Barcelona, Spain; SDHEd (Social Determinants and Health Education Research Group), IMIM (Hospital del Mar Medical Research Institute), Barcelona, Spain.
| | - Elena Marques-Sule
- Physiotherapy in Motion, Multispeciality Research Group (PTin MOTION), Department of Physiotherapy, University of Valencia, Carrer de Gascó Oliag, 5, 46010, Valencia, Spain.
| | - Raquel Ayuso Margañon
- ESIMar (Mar Nursing School), Parc de Salut Mar, Universitat Pompeu Fabra affiliated, Barcelona, Spain; SDHEd (Social Determinants and Health Education Research Group), IMIM (Hospital del Mar Medical Research Institute), Barcelona, Spain.
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14
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Kramer S, Raymond MJ, Hunter P, Saultry B, Gibbs H, Dignam F, Lannin NA, Bucknall T. Understanding the workflow of nurses in acute and subacute medical wards: A time and motion study. J Clin Nurs 2023; 32:7773-7782. [PMID: 37489643 DOI: 10.1111/jocn.16835] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/14/2023] [Revised: 05/02/2023] [Accepted: 07/10/2023] [Indexed: 07/26/2023]
Abstract
AIMS AND OBJECTIVES The aim of this study was to determine how much time nurses spend on direct and indirect patient care in acute and subacute hospital settings. BACKGROUND Quantifying direct and indirect nursing care provided during inpatient stay is vital to optimise the quality of care and manage resources. DESIGN Time and motion cross-sectional observational study and reported the study according to the STROBE guideline. METHODS Nurses working in an acute or subacute medical wards of a single health service participated. Nurses were observed twice for 2 h on the same day with an observer break in between sessions. Real-time task-related data were digitally recorded using the Work Observation Method By Activity Timing (WOMBAT) tool by a single research assistant. Frequency and time spent on pre-determined tasks were recorded and included direct care, indirect care, documentation, medication-related tasks, communication (professional) and other tasks. Task interruptions and multitasking were also recorded. RESULTS Twenty-one nurses (acute n = 12, subacute n = 9) were observed during shifts between 7 AM and 9 PM in May-July 2021. A total of 7240 tasks were recorded. Nurses spent a third of their time on direct patient care (27% direct care and 3% medication administration). A total of 556 task interruptions occurred, mostly during documentation, and medication-related tasks. A further 1385 tasks were performed in parallel with other tasks, that is multitasking. CONCLUSIONS Time spent on tasks was similar regardless of the setting and was consistent with previous research. We found differences in the distribution of tasks throughout the day between settings, which could have implications for workforce planning and needs to be investigated further. Interruptions occurred during documentation, direct care and medication-related tasks. Local-level strategies should be in place and regularly revised to reduce interruptions and prevent errors. Relevance to clinical practice The association between interruption and increased risk of error is well-established and should be an ongoing area of attention including observations and education provided in local settings.
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Affiliation(s)
- Sharon Kramer
- Department of Neuroscience, Monash University, Melbourne, Victoria, Australia
- Centre for Quality and Patient Safety, Deakin University, Melbourne, Victoria, Australia
| | | | | | | | - Harry Gibbs
- Alfred Health, Melbourne, Victoria, Australia
| | | | - Natasha A Lannin
- Department of Neuroscience, Monash University, Melbourne, Victoria, Australia
- Alfred Health, Melbourne, Victoria, Australia
| | - Tracey Bucknall
- Centre for Quality and Patient Safety, Deakin University, Melbourne, Victoria, Australia
- Alfred Health, Melbourne, Victoria, Australia
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Connelly DM, Guitar NA, Atkinson AN, Janssen SM, Snobelen N. Learnings from nursing bridging education programs: A scoping review. Nurse Educ Pract 2023; 73:103833. [PMID: 37952474 DOI: 10.1016/j.nepr.2023.103833] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/13/2023] [Revised: 10/30/2023] [Accepted: 11/01/2023] [Indexed: 11/14/2023]
Abstract
AIM The aim of this scoping review is to summarize and critically evaluate research focused on nursing bridging education programs internationally. Specifically, this review addresses bridging from a: (1) Personal Support Worker (or similar) to a Registered Practical Nurse (or similar); and (2) Registered Practical Nurse (or similar) to a Registered Nurse. BACKGROUND Nursing bridging education programs support learners to move from one level of educational preparation or practice to another. These programs can therefore increase nursing workforce capacity. Global healthcare systems have faced nursing shortages for decades. Moreover, the presently insufficient nursing workforce is confronting an ever-increasing volume of needed healthcare that is rising with the global ageing demographic shift. DESIGN The Joanna Briggs Institute methods for scoping reviews, combined with Arksey and O'Malley's (2005) guidelines, were used with the Preferred Reporting Items for Systematic Reviews and Meta-Analyses Extension for Scoping Reviews (PRISMA-ScR). METHODS MEDLINE (Ovid), CINAHL, EMBASE and SCOPUS databases were searched. Articles published in English that included Personal Support Workers, Registered Practical Nurses, Registered Nurses and/or nurses in similar categories who were studied through the process of a nursing bridging education program were included in the review. The study search was limited to papers published after 2005 (i.e., the beginning of nurse workload "overload" according to the Canadian Nurses Association). Braun and Clarke's (2006) thematic analysis was used in a content analysis of the included studies. RESULTS A total of 15 articles published between 2005 and 2022 were included. Four themes were generated: (1) participating in bridging education programs fuels both professional and personal development; (2) nursing bridging education programs enhance diversity in the nursing workforce; (3) student nurses do not anticipate the challenges associated with participating in a bridging program; and (4) mentor-mentee connection promotes academic learning and successful completion of nursing bridging education programs. CONCLUSIONS Despite experiencing challenges, participation in/completion of nursing bridging education programs leads to successful role transitioning and self-reported fulfillment of personal and professional aspirations. This review revealed the need for bridging programs to accommodate the unique needs of student nurses. Incorporation of support services, mentorship and faculty familiarity with varying nursing educational backgrounds facilitates role transitions by reducing the perceived challenges of bridging and promoting connection to foster learning. Nursing bridging education programs allow greater numbers of nurses to be trained to build workforce capacity and enable care for the world's rapidly ageing population.
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Affiliation(s)
- Denise M Connelly
- School of Physical Therapy, Western University, 1201 Western Rd, London, Ontario N6G 1H1, Canada
| | - Nicole A Guitar
- School of Physical Therapy, Western University, 1201 Western Rd, London, Ontario N6G 1H1, Canada.
| | - Andrea N Atkinson
- School of Physical Therapy, Western University, 1201 Western Rd, London, Ontario N6G 1H1, Canada
| | - Sarah M Janssen
- School of Physical Therapy, Western University, 1201 Western Rd, London, Ontario N6G 1H1, Canada
| | - Nancy Snobelen
- The Registered Practical Nurses Association of Ontario (WeRPN), Mississauga, Ontario, Canada
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Mazuecos FJ, De-Juanas Oliva Á, Rodríguez-Bravo AE, Páez Gallego J. The Social Values of Nursing Staff and the Perceived Quality of Their Professional Lives. Healthcare (Basel) 2023; 11:2720. [PMID: 37893794 PMCID: PMC10606655 DOI: 10.3390/healthcare11202720] [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: 09/17/2023] [Revised: 09/30/2023] [Accepted: 10/10/2023] [Indexed: 10/29/2023] Open
Abstract
This study's main purpose involves exploring the relationship between the social values of nursing staff and the perception they have of their professional lives. A further aim is to examine how their terms of employment and tenure of service relate to the quality of their careers and their social values. The research consisted of a non-experimental quantitative approach of a descriptive nature involving 380 nursing staff at four public hospitals in Madrid (Spain). The values were appraised by means of the Schwarz Value Survey (SVS) and the quality of their careers was measured through the Quality of Professional Life (QPL-35) questionnaire. The results reveal significant correlations between the two, highlighting the significance of such values as universalism, benevolence, achievement and power depending on their terms of employment, on the one hand, and all the values in the Schwartz model according to the length of their tenure on the other. The findings suggest that terms of employment and tenure are significantly related to the axiological profile of nursing staff and the quality of their professional lives. This study provides major empirical evidence that contributes to our understanding of how social values and the quality of professional lives are interwoven within the field of nursing in Spain.
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Affiliation(s)
- Francisco Javier Mazuecos
- Faculty of Education, Universidad Nacional de Educación a Distancia, Calle Juan del Rosal 14, 28040 Madrid, Spain; (F.J.M.); (A.E.R.-B.)
| | - Ángel De-Juanas Oliva
- Faculty of Education, Universidad Nacional de Educación a Distancia, Calle Juan del Rosal 14, 28040 Madrid, Spain; (F.J.M.); (A.E.R.-B.)
| | - Ana Eva Rodríguez-Bravo
- Faculty of Education, Universidad Nacional de Educación a Distancia, Calle Juan del Rosal 14, 28040 Madrid, Spain; (F.J.M.); (A.E.R.-B.)
| | - Javier Páez Gallego
- Faculty of Law, Universidad Nacional de Educación a Distancia, Calle del Obispo Trejo, 2, 28040 Madrid, Spain;
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Ofei AMA, Poku CA, Paarima Y, Barnes T, Kwashie AA. Toxic leadership behaviour of nurse managers and turnover intentions: the mediating role of job satisfaction. BMC Nurs 2023; 22:374. [PMID: 37817145 PMCID: PMC10563277 DOI: 10.1186/s12912-023-01539-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/27/2022] [Accepted: 09/26/2023] [Indexed: 10/12/2023] Open
Abstract
INTRODUCTION Globally, hospitals are confronted with major challenges of turnover of nurses. Knowledge of the factors that account for the turnover of nurses will aid in creating strategies that will enhance nurse managers' leadership behaviour and job satisfaction to reduce turnover. The study, therefore, investigated the mediating role of job satisfaction on toxic leadership and turnover intentions of nurses. METHODS A multi-centre cross-sectional study was undertaken to assess 943 nurses using the Toxic-leadership Behaviour of Nurse Managers scale, Minnesota Satisfaction Questionnaire and Turnover Intention scale. Descriptive statistics was used to assess the prevalence of toxic leadership, job satisfaction and turnover and Pearson's correlation examined the relationships between the variables. Hayes' PROCESS macro approach of mediation was used to determine the effect of toxic leadership behaviour on the turnover intention on the possible influence of job satisfaction. RESULTS The response rate for the study was 76.0%. Mean scores for turnover intentions and toxic leadership behaviour were 3.71 and 2.42 respectively. Nurses who work with toxic managers showed a higher propensity to leave their jobs. Job satisfaction acted as a mediator between the toxic leadership practices of managers and turnover intentions. The total effect of toxic leadership behaviour on turnover intention comprised its direct effect (β = 0.238, SE = 0.017, 95% CI [0.205, 0.271]) and its indirect effect (β = -0.020, SE = 0.017). CONCLUSIONS Job satisfaction acted as a mediating factor for toxic leadership behaviour and nurses' turnover intentions. As part of nurse retention initiatives, avoiding toxic leadership behaviours will be the ultimate agenda. Nurse administrators should recognize the value of excellent leadership and develop a structured training programme through the use of evidence-based professional development plans for nurse managers.
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Affiliation(s)
| | - Collins Atta Poku
- School of Nursing and Midwifery, University of Ghana, Legon-Accra, Ghana.
- Department of Nursing, Kwame Nkrumah University of Science and Technology, PMB, University Post Office, Kumasi, Ghana.
| | - Yennuten Paarima
- School of Nursing and Midwifery, University of Ghana, Legon-Accra, Ghana
| | - Theresa Barnes
- School of Nursing and Midwifery, University of Ghana, Legon-Accra, Ghana
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Cardiff S, Gershuni O, Giesbergen-Brekelmans A. How local, first-line nurse leaders can positively influence nurse intent to stay and retention: A realist review. J Clin Nurs 2023; 32:6934-6950. [PMID: 37421611 DOI: 10.1111/jocn.16813] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/04/2022] [Revised: 06/06/2023] [Accepted: 06/19/2023] [Indexed: 07/10/2023]
Abstract
AIMS AND OBJECTIVES To explore evidence on how local nurse leaders can positively influence nurse retention. BACKGROUND Nurse turnover and retention is a wicked problem with multiple interrelated factors and no one solution. Local nurse leadership has the potential to positively influence nurse intent to stay directly or via various factors. DESIGN A realist review. METHODS Having designed a search strategy based on a tentive programme theory, 1386 initial hits in three databases were screened and reduced to 48 research articles published between 2010-2021. The articles' content were coded for findings that supported, refined or contradicted four ContextMechanismOutcome configurations. RESULTS Sufficient evidence was found to support four guiding lights encouraging local nurse leaders to: (1) foster relational connectedness; (2) enable professional practice autonomy; (3) cultivate healthful workplace cultures; (4) support professional growth and development. Mutuality and reciprocity is also key if leaders themselves are to experience wellbeing and growth. CONCLUSIONS Person-centred, transformational and resonant local nurse leaders can positively influence nurse intent to stay within the workplace or organisation. REPORTING METHOD Conform JCN guideline 'What to cover in the main tekst by article type' for reviews. PATIENT OR PUBLIC CONTRIBUTION No Patient or Public Contribution.
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Affiliation(s)
- Shaun Cardiff
- School of People & Healthcare Studies, Fontys University of Applied Sciences, Eindhoven, The Netherlands
| | - Olga Gershuni
- School of People & Healthcare Studies, Fontys University of Applied Sciences, Eindhoven, The Netherlands
| | - Anne Giesbergen-Brekelmans
- School of People & Healthcare Studies, Fontys University of Applied Sciences, Eindhoven, The Netherlands
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El Mouaddib H, Sebbani M, Mansouri A, Adarmouch L, Amine M. Job satisfaction of primary healthcare professionals (public sector): A cross-sectional study in Morocco. Heliyon 2023; 9:e20357. [PMID: 37809365 PMCID: PMC10560041 DOI: 10.1016/j.heliyon.2023.e20357] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/07/2023] [Revised: 09/13/2023] [Accepted: 09/20/2023] [Indexed: 10/10/2023] Open
Abstract
Healthcare professionals (HCPs) are indispensable for improving the availability and quality of healthcare services. Therefore, the present cross-sectional study aimed to measure the job satisfaction of HCPs working in primary care (PC) centers in Marrakech, according to the job satisfaction scale. Using census sampling, this study involved HCPs working in PC centers. Data were collected using an electronic questionnaire and analyzes were performed using Jamovi (version 1.6). The Warr-Cook-Wall scale was used to assess the satisfaction of these professionals. Student's t-test, Kruskal-Wallis test and Mann-Whitney non-parametric tests were used for group comparisons (p < 0.05). The lowest satisfaction scores were recorded for general practitioners (GPs) and nurses. These were work safety (1.54 ± 0.85 vs. 1.51 ± 0.82), salary (1.58 ± 0.79 vs. 1.72 ± 0.87), chance of promotion (1.68 ± 0.87 vs. 1.80 ± 0.93), possibility of using its capacities (1.90 ± 1.04 vs. 2.01 ± 1.08), and workload (1.88 ± 1.10 vs. 2.05 ± 1.06). A statistically significant difference was observed between different professional statuses regarding facility management (p = 0.049). The overall job satisfaction of HCPs was low, especially among GPs and nurses: the scores for intrinsic job satisfaction with respect to sociodemographic characteristics were low, whereas they were medium for extrinsic job satisfaction. Further research is warranted to clarify the intrinsic and extrinsic factors of job satisfaction in Morocco's healthcare sector.
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Affiliation(s)
- Hicham El Mouaddib
- Bioscience & Health Laboratory, BHL, Cadi Ayyad University, 40000, Marrakesh, Morocco
| | - Majda Sebbani
- Bioscience & Health Laboratory, BHL, Cadi Ayyad University, 40000, Marrakesh, Morocco
- Clinical Research Unit, Mohammed VI University Hospital, 40000, Marrakesh, Morocco
- Community Medicine and Public Health Department, School of Medicine, Cadi Ayyad University, Sidi Abbad, 40000, Marrakesh, Morocco
- Unit of Development and Research in Medical Education, Geneva University, Switzerland
| | - Adil Mansouri
- Clinical Research Unit, Mohammed VI University Hospital, 40000, Marrakesh, Morocco
- Community Medicine and Public Health Department, School of Medicine, Cadi Ayyad University, Sidi Abbad, 40000, Marrakesh, Morocco
| | - Latifa Adarmouch
- Bioscience & Health Laboratory, BHL, Cadi Ayyad University, 40000, Marrakesh, Morocco
- Clinical Research Unit, Mohammed VI University Hospital, 40000, Marrakesh, Morocco
- Community Medicine and Public Health Department, School of Medicine, Cadi Ayyad University, Sidi Abbad, 40000, Marrakesh, Morocco
| | - Mohamed Amine
- Bioscience & Health Laboratory, BHL, Cadi Ayyad University, 40000, Marrakesh, Morocco
- Clinical Research Unit, Mohammed VI University Hospital, 40000, Marrakesh, Morocco
- Community Medicine and Public Health Department, School of Medicine, Cadi Ayyad University, Sidi Abbad, 40000, Marrakesh, Morocco
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Chatmon BN, Richoux D, Sweeney B. The Impact of End-of-Life Care Among Nurses Working in the Pediatric Intensive Care Unit. Crit Care Nurs Clin North Am 2023; 35:275-286. [PMID: 37532381 DOI: 10.1016/j.cnc.2023.04.002] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 08/04/2023]
Abstract
Health care providers caring for patients at the end of life (EOL) are faced with a multitude of emotions such as guilt, anger, sadness, and helplessness. Because of the negative impact of initiating EOL care (EOLC) to the pediatric population, organizations must be proactive in instituting education and resources on EOLC. They must also provide advanced skills to nurses who take care of patients at their EOL. Understanding the consequences of providing EOL care to patients in the pediatric intensive care unit allows for better allocation of resources and support services for nurses. This improves patient outcomes and nurse retention.
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Affiliation(s)
- Benita N Chatmon
- Louisiana State University Health Sciences Center-New Orleans, School of Nursing, 1900 Gravier Street, Room 5B14, New Orleans, LA 70112, USA.
| | - Dianne Richoux
- Nicholls State University, School of Nursing, 906 East 1st Street, Thibodaux, LA 70301, USA
| | - Brittany Sweeney
- Nicholls State University, School of Nursing, 906 East 1st Street, Thibodaux, LA 70301, USA
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21
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Schofield I, Jacklin BD. Identifying factors associated with UK veterinary nurse resignations through examination of veterinary practice data. Vet Rec 2023; 193:e3165. [PMID: 37349958 DOI: 10.1002/vetr.3165] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/27/2023] [Revised: 05/10/2023] [Accepted: 05/30/2023] [Indexed: 06/24/2023]
Abstract
BACKGROUND This study aimed to identify demographic, practice and job-specific factors that are associated with veterinary nurses resigning from UK companion animal veterinary practices. METHODS Employment data from nurses working across a group of practices at the end of 2020 were included. Nurses were categorised into those who remained at, or resigned from, their practice in 2021. Proposed risk factors for future resignations were analysed using multivariable binary logistic regression modelling. RESULTS In total, 278 of 1642 (16.9%) nurses across 418 practices resigned in 2021. The most frequently recorded reasons for nurses resigning included 'career progression' (n = 102; 36.7%), 'personal reasons' (n = 36; 12.9%) and 'better pay or benefits' (n = 33; 11.9%). Factors associated with lower odds of future nurse resignations included longer tenure (p < 0.001), higher practice property and facilities rating (p = 0.049) and being a head or student nurse (p = 0.008). LIMITATIONS Data were collected retrospectively and were not recorded for research purposes. CONCLUSIONS This study highlights key factors that are predictive of veterinary nurse resignations. With known difficulties in staff retention within veterinary practices, analysis of these data is an important addition to the evidence base surrounding the complex issue of nurse retention and could help steer future retention strategies.
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Sihvola S, Nurmeksela A, Mikkonen S, Peltokoski J, Kvist T. Resilience, job satisfaction, intentions to leave nursing and quality of care among nurses during the COVID-19 pandemic - a questionnaire study. BMC Health Serv Res 2023; 23:632. [PMID: 37316918 DOI: 10.1186/s12913-023-09648-5] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/30/2022] [Accepted: 06/05/2023] [Indexed: 06/16/2023] Open
Abstract
BACKGROUND The COVID-19 pandemic has challenged nurses and healthcare systems globally and raised major concerns for nurses' wellbeing and working conditions. This cross-sectional and correlational study design aims to describe nurses' resilience, job satisfaction, intentions to leave and quality of care, and explain their relationships during the COVID-19 pandemic. METHODS Data were collected from Registered Nurses (N = 437) in Finland through an electronic survey between February 2021 and June 2021. The questionnaire covered background characteristics (seven questions), resilience (four questions), job satisfaction (one question), intention to leave nursing (two questions), quality of care (one question), and requiring factors of the work (eight questions). The background variables and dependent variables were analyzed and presented using descriptive statistics. Structural equation modeling was used to explain dependent variables relationships. The study followed procedures recommended in the STROBE Statement for cross-sectional studies in efforts to maximize the quality of reporting results. RESULTS The surveyed nurses evaluated their resilience by mean score 3.92, more nurses had considered leaving nursing during the pandemic (16%) than before (2%). Nurses´ mean score of requiring factors of the work was 2.56 and overall job satisfaction 5.8. Structural equation modeling revealed that resilience affected their job satisfaction, which also influenced the quality of care, that was rated moderate (7.46 out of 10). Structural equation modeling indices of goodness of fit were NFI = 0.988, RFI = 0.954, IFI = 0.992, TLI = 0.97, CFI = 0.992, and RMSEA = 0.064. No direct relationship was found between resilience and intention to leave nursing. CONCLUSIONS Good resilience promoted delivery of high-quality care by nurses during the pandemic and enhanced their job satisfaction, which reduced their intention to leave nursing. The results indicate that it is important to develop interventions that support nurses' resilience. IMPACT The study highlights the importance of nurses' resilience during the pandemic, while job satisfaction may decrease and requiring factors of the work increase. Given the number of nurses who consider leaving nursing, there are clear needs to develop effective strategies to maintain quality healthcare with resilient, committed nursing staff.
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Affiliation(s)
- Saija Sihvola
- Faculty of Health Sciences, Department of Nursing Science, University of Eastern Finland, Kuopio Campus, Yliopistonranta 1 C, Canthia, P.O. Box 1627, Kuopio, FI-70211, Finland.
| | - Anu Nurmeksela
- Faculty of Health Sciences, Department of Nursing Science, University of Eastern Finland, Kuopio Campus, Yliopistonranta 1 C, Canthia, P.O. Box 1627, Kuopio, FI-70211, Finland
| | - Santtu Mikkonen
- Faculty of Science and Forestry, Department of Applied Physics, University of Eastern Finland, Kuopio Campus, Yliopistonranta 1 C, Canthia, P.O. Box 1627, Kuopio, FI-70211, Finland
| | - Jaana Peltokoski
- Information Management, Wellbeing Services County of Central Finland, Viitaniementie 1, Jyväskylä, 40720, Finland
| | - Tarja Kvist
- Faculty of Health Sciences, Department of Nursing Science, University of Eastern Finland, Kuopio Campus, Yliopistonranta 1 C, Canthia, P.O. Box 1627, Kuopio, FI-70211, Finland
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While A. Community nursing as a career. Br J Community Nurs 2023; 28:216-218. [PMID: 37130712 DOI: 10.12968/bjcn.2023.28.5.216] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 05/04/2023]
Affiliation(s)
- Alison While
- Emeritus Professor of Community Nursing, Florence Nightingale Faculty of Nursing, King's College London and Midwifery and Fellow of the Queen's Nursing Institute
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Fei Y, Jiang N, Zhao H, Zhang F, Fu W, Yin X. How work-family conflict influences emergency department nurses' turnover intention: The mediating role of positive and negative affect. Int Emerg Nurs 2023; 68:101289. [PMID: 37087968 DOI: 10.1016/j.ienj.2023.101289] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/06/2022] [Revised: 03/01/2023] [Accepted: 03/13/2023] [Indexed: 04/25/2023]
Abstract
BACKGROUND Turnover has significant impact on nursing management and nursing safety. Nurses working in the Emergency Department are especially vulnerable to high turnover intention because of their increased risk of work-family conflict associated with the work characteristics. OBJECTIVE This study aimed to investigate the effects of work-family conflict on emergency nurses' turnover intention and the role of positive and negative affect between work-family conflict and turnover intention. METHODS A cross-sectional study. Data were collected from 17582 nurses working in emergency department in China. We employed a standardized questionnaire to collect sociodemographic information and target work-family conflict, affect and turnover intention. Mediation analyses were performed for the data analyses. RESULTS On turnover intention, work-family conflict exerted both direct effect and indirect effect. The results also indicated that positive and negative affect partially mediated the effect of work-family conflict on turnover intention, and that 35.7% of this effect could be explained by mediating effects totally. CONCLUSIONS The findings highlight positive and negative affect concern during the process of nursing management and nursing managers should take active measures to reduce negative affect and improve positive affect in order to reduce turnover intention and maintain the stability of the emergency nursing workforce.
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Affiliation(s)
- Yang Fei
- Yangtze University Health Science Center, No.1, Nanhuan Road, Jingzhou, China; School of Nursing, Tongji Medical College, Huazhong University of Science and Technology, No.13, Hangkong Road, Wuhan, China
| | - Nan Jiang
- Shool of Public Health, Tongji Medical College, Huazhong University of Science and Technology, No.13, Hangkong Road, Wuhan, China
| | - Huimin Zhao
- School of Nursing, Tongji Medical College, Huazhong University of Science and Technology, No.13, Hangkong Road, Wuhan, China
| | - Fengjian Zhang
- School of Nursing, Tongji Medical College, Huazhong University of Science and Technology, No.13, Hangkong Road, Wuhan, China
| | - Wenning Fu
- School of Nursing, Tongji Medical College, Huazhong University of Science and Technology, No.13, Hangkong Road, Wuhan, China
| | - Xiaoxv Yin
- Shool of Public Health, Tongji Medical College, Huazhong University of Science and Technology, No.13, Hangkong Road, Wuhan, China.
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Pienkowski T, Keane A, de Lange E, Kapoor V, Khanyari M, Ravi R, Smit IPJ, Castelló y Tickell S, Hazenbosch M, Arlidge WNS, Baranyi G, Brittain S, Papworth S, Saxena S, Hout V, Milner‐Gulland EJ. Psychological distress and workplace risk inequalities among conservation professionals. CONSERVATION SCIENCE AND PRACTICE 2023. [DOI: 10.1111/csp2.12918] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 04/03/2023] Open
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Senek M, Robertson S, King R, Wood E, Ryan T. Should I stay or should I go? Why nurses are leaving community nursing in the UK. BMC Health Serv Res 2023; 23:164. [PMID: 36797705 PMCID: PMC9932396 DOI: 10.1186/s12913-023-09163-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/13/2022] [Accepted: 02/08/2023] [Indexed: 02/18/2023] Open
Abstract
Worsening working conditions for nursing workforce has seen a massive exodus of staff, particularly in community nursing in the UK. AIM The study aim was to map working conditions as well as identify differentiating characteristics of community nurses that intend to leave their profession. DESIGN Eligibility criteria were community nurses working in all 4 UK countries. All data was collected by means of a cross-sectional survey via the largest closed, private community nursing online-forum. Logistic regression was carried out to ascertain the effects of the variables on the intention to leave. RESULTS The total number of respondents was 533. Findings showed that one in two of all community nurses (≈46%) are reporting job dissatisfaction. Length of unpaid overtime per shift (odds increase by 30% for each hour of overtime), manager support, proportion of permanent staff, team size, shift length, travel mileage, worsened conditions in the last year and overall self-rated working conditions were differentiating factors between those that intended to leave the job. The proportion of permanent staff on the team and perceived lack of support from management best predicted the likelihood of leave rates. Our findings imply that low nurse retention will fuel an even higher exodus because job dissatisfaction is highest on teams with lowest permanent staff ratios. Poor management that is inept at supporting frontline staff means that the fundamental retention issues are exacerbated and will not stop the unprecedented crisis that is predicted to lead to a collapse of care provision in community settings. Nurses play a central role and are 'key' to delivering the much- desired patient-centred care' therefore their well-being and job satisfaction should become a priority for policymakers.
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Affiliation(s)
- Michaela Senek
- Division of Nursing & Midwifery, Department of Health Sciences, University of Sheffield, Sheffield, UK.
| | - Steve Robertson
- grid.11835.3e0000 0004 1936 9262Division of Nursing & Midwifery, Department of Health Sciences, University of Sheffield, Sheffield, UK
| | - Rachel King
- grid.11835.3e0000 0004 1936 9262Division of Nursing & Midwifery, Department of Health Sciences, University of Sheffield, Sheffield, UK
| | - Emily Wood
- grid.11835.3e0000 0004 1936 9262Division of Nursing & Midwifery, Department of Health Sciences, University of Sheffield, Sheffield, UK
| | - Tony Ryan
- grid.11835.3e0000 0004 1936 9262Division of Nursing & Midwifery, Department of Health Sciences, University of Sheffield, Sheffield, UK
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Im A, Koh CK. Effect of COVID-19 Frontline Nurses' Profession Perception on Their Intention to Stay: The Mediating Role of Job Satisfaction. SAGE Open Nurs 2023; 9:23779608231186043. [PMID: 37435581 PMCID: PMC10331076 DOI: 10.1177/23779608231186043] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/19/2023] [Revised: 06/07/2023] [Accepted: 06/18/2023] [Indexed: 07/13/2023] Open
Abstract
Introduction Understanding the factors affecting the intention of frontline nurses during the coronavirus disease (COVID-19) pandemic to stay in the nursing profession is essential for developing strategies to overcome the challenges associated with the pandemic. Objectives This study aimed to examine the mediating effect of nurses' job satisfaction on the relationship between their sense of calling, job-esteem, and the intention to stay in their profession. Methods The study used a previously collected dataset, sourced from a dedicated COVID-19 hospital in Seoul City, South Korea. Original data were collected from June to July 2021. The study sample consisted of 134 nurses who provided direct care to patients. The intention to stay was measured with the following question: "Are you willing to work during this COVID-19 pandemic?". The Job Satisfaction Scale from the Korean Labor and Income Panel Study, Korean version of a Multidimensional Calling Measure, and Job-Esteem Scale for Hospital Nurses were utilized. Associations between the study variables were estimated using bivariate correlation analyses and bootstrapping mediation analyses. Results In the bivariate correlation analysis, nurses' sense of calling (r = .36, p < .001), job-esteem (r = .32, p < .001), and job satisfaction (r = .39, p < .001) were significantly associated with the intention to stay. In the mediation analysis, job satisfaction partially mediated the relationship between the sense of calling and the intention to stay (total effect; B = 0.410, p < .001) and fully mediated the relationship between job-esteem and the intention to stay (total effect; B = 0.549, p < .001). Conclusion Enhancing nurses' job satisfaction is crucial for fostering the retention of the nursing workforce amid the pandemic. Consequently, it is imperative to closely examine the job satisfaction and work environment of frontline nurses to identify areas in need of improvement. Addressing the factors that impede nurses' job satisfaction is essential to unlock the positive effects of a sense of calling and job-esteem.
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Affiliation(s)
- Ahram Im
- College of Nursing, Seoul National
University, Jongno-gu, Seoul, Korea
| | - Chin Kang Koh
- College of Nursing, Seoul National
University, Jongno-gu, Seoul, Korea
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Measures of Nursing Environment Multidimensionality and Patient Centricity Using Importance-Performance Map Analysis. NURSE MEDIA JOURNAL OF NURSING 2022. [DOI: 10.14710/nmjn.v12i3.47508] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/29/2022]
Abstract
Background: The nursing environment has become a consideration for an organization in improving service quality, especially in the implementation of patient-centred care. The various dimensions make it necessary to know which sectors need to be prioritized. However, there is still limited research that is more specific in linking the dimensions to become more operational. Purpose: This study aimed to analyze the relationship between nursing environment dimensions and patient centricity through the Importance-Performance Map Analysis (IPMA).Methods: A quantitative survey with a cross-sectional approach was conducted in June 2022 to test the conceptual framework on the population obtained from non-managerial inpatient nurses who worked for above two years in a general hospital in East Java, Indonesia. The constructs were measured using a set of indicators in The Practice Environment Scale of the Nursing Work Index (PES-NWI) and Patient Centricity. During the data collection, a total sampling technique was performed, resulting in 89 respondents being acquired. The data were analyzed through partial least squared structural equation modelling (PLS-SEM).Results: At the construct level, the mean total effect and performance were 0.192 and 56.302, respectively. From the IPMA chart, it was found that the construct in the right lower quadrant with the largest total effect value but not having adequate performance was nursing manager ability (total effect: 0.294, performance: 34.563), making it a construct with the highest importance and requiring priority for improvement among all dimensions.Conclusion: The nursing environment dimensions have to get attention to achieve patient centricity in inpatient ward nurses, where nursing manager ability is the dimension that has the most vulnerable performance. Leadership development is needed for the head nurse of the inpatient unit to strengthen the ability to lead and change the culture in nurturing subordinates so that kinship between nursing professionals can be established.
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Deselaers C, Dahmen A, Lippke S. Impact of the COVID-19 Pandemic on CSR Activities of Healthcare Providers. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 20:368. [PMID: 36612690 PMCID: PMC9819171 DOI: 10.3390/ijerph20010368] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 12/12/2022] [Accepted: 12/22/2022] [Indexed: 06/17/2023]
Abstract
(1) Background: Corporate social responsibility (CSR) is important for every company that cares for sustainable structures. Healthcare providers especially have made social responsibility their goal. However, crises such as the COVID-19 pandemic impacted different activities within the healthcare sector including CSR and its monitoring. However, theory-driven CSR research within the healthcare sector is scarce and monitoring requires a structured understanding of the processes. Therefore, the objective of this study was to investigate the CSR practices and activities which healthcare providers have implemented in an exemplified country namely Germany and the effect of the pandemic in this process. (2) Methods: Participants were sampled based on their field of care (general, psychiatric, or rehabilitation), the type of organization (public, private, or non-profit), and group membership. A total of 18 healthcare providers were initially recruited, out of which nine participated in the interviews. They represent companies with yearly revenue of between EUR 110 million and EUR 6 billion, and have between 900 and 73,000 employees. (3) Results: CSR-related activities were postponed due to times of crisis. There was a necessity to rapidly digitalize processes. Frequent and precise communication turned out to be important for keeping employees' well-being, motivation, and satisfaction levels high. Environmental efforts were counteracted by new hygienic requirements and a shift in priorities. Many study participants expressed the hope that after the pandemic, newly established methods, processes, and structures (e.g., digital meetings, quicker and more inclusive communication) would be maintained and developed further. (4) Conclusions: The pandemic has been challenging and at the same time, these challenges also created opportunities to strike a new path using the learnings to overcome future health-related or economic crises.
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Affiliation(s)
- Christina Deselaers
- School of Business, Social and Decision Science, Constructor University (Formerly Known as Jacobs University Bremen gGmbH), Campus Ring 1, 28759 Bremen, Germany
| | - Alina Dahmen
- School of Business, Social and Decision Science, Constructor University (Formerly Known as Jacobs University Bremen gGmbH), Campus Ring 1, 28759 Bremen, Germany
- Klinikum Wolfsburg, 38440 Wolfsburg, Germany
| | - Sonia Lippke
- School of Business, Social and Decision Science, Constructor University (Formerly Known as Jacobs University Bremen gGmbH), Campus Ring 1, 28759 Bremen, Germany
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30
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Ribeiro OMPL, Coimbra VMO, Pereira SCDA, Faria ADCA, Teles PJFC, da Rocha CG. Impact of COVID-19 on the Environments of Professional Nursing Practice and Nurses' Job Satisfaction. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:16908. [PMID: 36554789 PMCID: PMC9779541 DOI: 10.3390/ijerph192416908] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/30/2022] [Revised: 12/12/2022] [Accepted: 12/14/2022] [Indexed: 06/17/2023]
Abstract
(1) Background: The repercussions of work environments were widely studied before the pandemic. However, there are still many difficulties to be discovered considering the impact generated by it. Thus, this study aimed to analyse the impact of COVID-19 on nursing practice environments and nurses' job satisfaction. (2) Methods: A correlational study was conducted in a hospital in northern Portugal, with the participation of 416 registered nurses. Data were collected in June 2021 through questionnaires. The study was approved by the Institutional Ethics Committee. (3) Results: COVID-19 had a favourable impact on the structure component of the practice environments; the process component decreased compared to the pre-pandemic period; the outcome component remained moderately favourable to the quality of care. Nurses were not very satisfied or not at all satisfied with their valuation and remuneration; moderately satisfied with the leadership and staffing; and satisfied with the organisation and resources, co-workers and valuation by patients and families. In more favourable environments, nurses' job satisfactions were higher. (4) Conclusions: Identifying the dimensions with the best and worst scores allowed the institution's managers to concentrate efforts on where improvements were needed, thus preparing professional contexts for the recovery of care activities.
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Affiliation(s)
| | | | | | | | - Paulo João Figueiredo Cabral Teles
- School of Economics, University of Porto, 4200-465 Porto, Portugal
- Laboratory of Artificial Intelligence and Decision Support—INESC Porto LA, 4200-465 Porto, Portugal
| | - Carla Gomes da Rocha
- Institute of Health, School of Health Sciences, HES-SO Valais-Wallis, 1950 Sion, Switzerland
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31
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Alabdulla M, Wadoo O, Iqbal Y, Chandrappa NSK, Chandra P, Masoodi NA, Al-Maslamani MARS, Latoo J. Strategies deemed important by frontline healthcare providers for their mental wellbeing during first wave of COVID-19 pandemic. DISCOVER PSYCHOLOGY 2022. [PMCID: PMC8853100 DOI: 10.1007/s44202-022-00028-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Abstract
Background Global research so far has demonstrated a significant psychological impact on frontline healthcare workers and the need to support them. Mitigation strategies are vital to ensure psychological wellbeing of healthcare workers and should take healthcare workers experiences and views into consideration. However, qualitative research on this topic has been limited from the Arab world and we set out to fill this research gap. The objective was to understand participants’ emotional experiences and identify their valued aspects of support, to inform potential mitigation strategies for their psychological wellbeing. Methods Content analysis of free-text comments of a web-based survey of healthcare workers associated with the COVID-19 designated hospital and quarantine sites in Qatar, during the first wave of COVID-19 pandemic. Extracts and phrases were used to identify potential themes, with relevant quotes gathered within identified themes. Results A total of 779 staff members were invited to participate in this study and 286 responded. The results indicate that strategies around infection control practice, personal protective equipment, SARS-CoV-2 testing, workload, financial compensation, religion, psychological support and engaged leadership are deemed important by frontline healthcare workers to maintain their mental wellbeing. Conclusions Mitigating factors identified by healthcare workers to protect their psychological wellbeing should inform the organizational strategy. Resources which enhance mental wellbeing should be easily and consistently available to all staff.
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Affiliation(s)
- Majid Alabdulla
- Hamad Medical Corporation, Doha, Qatar
- Qatar University, Doha, Qatar
| | - Ovais Wadoo
- Hamad Medical Corporation, Doha, Qatar
- Qatar University, Doha, Qatar
| | | | | | | | | | | | - Javed Latoo
- Hamad Medical Corporation, Doha, Qatar
- Qatar University, Doha, Qatar
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Hargreaves S, Clayton K, Creech L, Darlison L, Ejegi-Memeh S, Fenemore J, Gardiner C, Taylor B, Tod A. Impact of Covid-19 on lung cancer and Mesothelioma specialist nurses: A survey of experiences and perceptions. Eur J Oncol Nurs 2022; 61:102207. [PMID: 36240682 PMCID: PMC9526868 DOI: 10.1016/j.ejon.2022.102207] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/18/2022] [Revised: 08/22/2022] [Accepted: 09/23/2022] [Indexed: 11/30/2022]
Abstract
Purpose The covid-19 global pandemic has impacted on nurses who have rapidly adapted to new ways of working, and experienced negative impacts due to over-stretched services. Two surveys captured the experiences of lung cancer and mesothelioma specialist nurses in the United Kingdom (UK) in 2020, but the impact of later stages of the pandemic was unknown. This study aimed to explore the impact of covid-19 on lung Cancer and mesothelioma nurses since January 2021, the second wave of the pandemic. Methods An online cross-sectional survey with both open and closed questions explored the impact of covid-19 on ways of working and workload, quality of care, and health and wellbeing. The survey was open to UK based lung cancer and mesothelioma advanced or specialist nurses. Results 85 nurses responded to the survey. The majority were Clinical Nurse Specialists, based in England. Respondents reported changes in ways of working due to redeployment, staff shortages, and home working. Widespread adoption of virtual working practices led to concerns of negative impacts. Perceived excessive workload impacted on care with two-thirds of the sample (57, 67%) reporting they had been unable to provide the same quality of care to patients. Impacts on nurses’ health and wellbeing were reported with two-thirds of the sample (56, 66%) reporting a deterioration in emotional wellbeing and mental health. Coping mechanisms employed included online team support to share experiences and increased uptake of exercise; however, impacts on lifestyle and access to coping mechanisms varied. Conclusion Nurses have stepped up to the challenges of the pandemic with teamwork and innovation, but pressure arising from the pandemic and high workloads led to negative impacts on wellbeing. The authors have provided recommendations to improve patient care and support the wellbeing of nurses, which will be key to a resilient workforce living with covid-19. Whilst this study focussed on lung cancer and mesothelioma specialists, the findings have wider implications for other cancer specialties.
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Kantorski LP, Oliveira MMD, Alves PF, Treichel CADS, Wünsch CG, Santos LHD, Pinheiro GEW. Intention to leave Nursing during the COVID-19 pandemic. Rev Lat Am Enfermagem 2022; 30:e3613. [PMID: 35920540 DOI: 10.1590/1518-8345.5815.3613] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/22/2021] [Accepted: 03/16/2022] [Indexed: 11/21/2022] Open
Abstract
OBJECTIVE to investigate the percentage of professionals with an intention to leave Nursing during the COVID-10 pandemic, as well as the factors associated with this outcome. METHOD a cross-sectional study conducted by applying questionnaires to 890 Nursing professionals from the municipality of Pelotas (RS). The outcome was identified by means of self-reports obtained from the question itself. Relative Risks, as well as their Confidence Intervals (95%), were calculated for the independent variables by means of unadjusted and adjusted Poisson regression. RESULTS the percentage of professionals who stated their intention to leave Nursing was 24.6% (n=219). There was a positive association between the outcome and higher schooling levels, negative evaluation of institutional support, moderate or intense overload, and skin lesions. A negative association was also observed between the outcome and individuals aged 51 years old or more. CONCLUSION except for skin lesions, aspects such as lack of support and overload, although they may have been intensified during the pandemic, do not represent a new fact in the health services. In this sense, the associations found in the study reflect the need for cross-sectional actions to promote retention of professionals.
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Affiliation(s)
- Luciane Prado Kantorski
- Universidade Federal de Pelotas, Faculdade de Enfermagem, Pelotas, RS, Brasil.,Bolsista do Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq), Brasil
| | | | | | | | | | - Luiza Hences Dos Santos
- Universidade Federal de Pelotas, Faculdade de Enfermagem, Pelotas, RS, Brasil.,Bolsista da Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES), Brasil
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Alsalamah Y, Fawaz M. Exploring facilitators and barriers for successful transition among new Saudi graduate nurses: A qualitative study. Nurs Open 2022; 10:278-286. [PMID: 35891593 PMCID: PMC9748113 DOI: 10.1002/nop2.1302] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/20/2022] [Revised: 06/29/2022] [Accepted: 07/05/2022] [Indexed: 01/04/2023] Open
Abstract
AIM This study aims at exploring Saudi newly graduated nurses' perspectives on the facilitators and barriers for successful transition from being a student to being a nurse. DESIGN A phenomenological qualitative methodology was employed. METHODS Focus group discussions were carried out among 35 Saudi nurses at one major university hospital in Saudi Arabia. RESULTS Under the theme of barriers to transition three main subthemes emerged, namely "Fear of making medical errors," "Intense Workload and Expectations," "Bullying and lack of support," while under the facilitators of transition the subthemes which emerged were "Supportive preceptor," "Training workshops," "Need for transition programs." This research found that formal and informal techniques for strengthening institutional variables and improving individual factors are critical for new graduate nurses' effective transition into professional responsibilities.
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Affiliation(s)
- Yasir Alsalamah
- Department of Nursing EducationQassim University Medical City, Qassim UniversityBuraydahSaudi Arabia,Department of NursingBuraydah Mental HospitalBuraydahAl‐QassimSaudi Arabia
| | - Mirna Fawaz
- Faculty of Health SciencesBeirut Arab UniversityBeirutLebanon
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Ofei AMA, Paarima Y, Barnes T, Poku CA. Toxic Leadership Behaviour of Nurse Managers on Perceived Job Satisfaction and Productivity of Nursing Workforce in Sub-Saharan Ghana: A multi-centre cross-sectional study. J Nurs Manag 2022; 30:2733-2742. [PMID: 35883249 DOI: 10.1111/jonm.13741] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/11/2022] [Revised: 07/17/2022] [Accepted: 07/20/2022] [Indexed: 11/30/2022]
Abstract
This study aimed at assessing the nature and effect of toxic leadership of nurse managers on the perceived job satisfaction and productivity of the nursing workforce. BACKGROUND Nursing job outcomes such as job satisfaction and nurses' productivity are influenced by various factors in the nursing practice environment including leadership. Due to rising healthcare expenses and depleting material resources, the productivity of nurses which is expected to improve the efficiency of healthcare organizations is mostly low. Managers' toxic behaviour toward nurses affects their job satisfaction and subsequently low productivity. METHOD A multi-centre, cross-sectional descriptive design was used. Validated tools were used to collect data from participants and data was analyzed using descriptive, correlation, and hierarchical linear regressions. RESULTS Registered nurses appraised the leadership behaviour of nurse managers to be toxic, with most managers exhibiting narcissistic leadership behaviour. While all components of toxic leadership behaviour of managers were associated with the perceived productivity of the nurses; intemperate leadership behaviour of the managers (β = -.301, p <.005), and job satisfaction (β = .296, p < .001) significantly predicted perceived productivity among nurses (R2 = .238, F (7, 922) = 41.088, p< .001). CONCLUSION Nurse managers' leadership behaviours were toxic. Nurses' job satisfaction and all components of managers' toxic leadership behaviour influenced productivity. IMPLICATIONS FOR NURSING MANAGEMENT There should be a policy developed to guide the creation and maintenance of efficient nursing leadership to enhance job satisfaction and productivity among nurses.
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Affiliation(s)
| | | | - Theresa Barnes
- School of Nursing and Midwifery, University of Ghana, Legon
| | - Collins Atta Poku
- School of Nursing and Midwifery, University of Ghana, Legon.,Department of Nursing, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana
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Fiorini J, Zaghini F, Mannocci A, Sili A. Nursing leadership in clinical practice, its efficacy and repercussion on Nursing‐Sensitive Outcomes: A cross‐sectional multicentre protocol study. J Nurs Manag 2022; 30:3178-3188. [DOI: 10.1111/jonm.13739] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/03/2022] [Revised: 07/11/2022] [Accepted: 07/17/2022] [Indexed: 11/29/2022]
Affiliation(s)
- Jacopo Fiorini
- Nursing Department Tor Vergata University Hospital Rome Italy
| | | | - Alice Mannocci
- Universitas Mercatorum University of Italian Chambers of Commerce Rome Italy
| | - Alessandro Sili
- Nursing Department Tor Vergata University Hospital Rome Italy
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37
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Forde-Johnston C, Stoermer F. Giving nurses a voice through 'listening to staff' conversations to inform nurse retention and reduce turnover. BRITISH JOURNAL OF NURSING (MARK ALLEN PUBLISHING) 2022; 31:632-638. [PMID: 35736855 DOI: 10.12968/bjon.2022.31.12.632] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/15/2023]
Abstract
Health and social care employers in the UK cannot afford to lose nurses given the current nursing workforce crisis. A variety of staff engagement initiatives aim to improve employee retention. This article describes how Listening to Staff (L2S) events were used as part of a service review to inform nurse retention strategies in one acute hospital trust. Over a 3-year period, 576 nurses took part in L2S events that examined nurses' perspectives of teamworking and support as well as career plans in areas with high nurse turnover rates. Comparative content analysis was used to analyse narrative data, which informed managers' retention plans. Examination of retention data before and after L2S events showed nursing turnover decreased, suggesting a variety of strategies to retain staff may have improved nurse retention. Findings imply capturing nurses' perceptions through staff engagement events may offer solutions for nurse retention.
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Affiliation(s)
- Carol Forde-Johnston
- Divisional Recruitment and Retention Nurse Lead, Oxford University Hospitals NHS Foundation Trust, Oxford
| | - Florian Stoermer
- Divisional Director of Nursing, Oxford University Hospitals NHS Foundation Trust, Oxford
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38
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King RL, Taylor B, Laker S, Wood E, Senek M, Tod A, Ryan T, Snowden S, Robertson S. A tale of two bridges: Factors influencing career choices of trainee nursing associates in England: A longitudinal qualitative study. Nurs Open 2022; 9:2486-2494. [PMID: 35666045 PMCID: PMC9374398 DOI: 10.1002/nop2.1266] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/29/2021] [Revised: 02/02/2022] [Accepted: 05/16/2022] [Indexed: 11/05/2022] Open
Abstract
AIM The nursing associate role has created a new second-level nursing role and provided an alternative route into registered nursing. For some, this provides a previously inaccessible opportunity for career progression. The aim of the study was to understand the factors that influence career choices of trainee nursing associates. DESIGN A longitudinal qualitative study of trainee nursing associate motivations, experiences and career aspirations. METHODS Semi-structured interviews with trainee nursing associates from across England, UK, in February 2020 (N = 14) and March 2021 (N = 13). Diary data were also collected. Interview and diary data were analysed thematically. Reporting has followed COREQ guidelines. RESULTS Nursing associate training was viewed by some as a bridge into registered nursing. Role ambiguity led several to seek perceived security offered by the Registered Nurse profession. Those preferring to remain as nursing associates were keen to embed the bridging role between healthcare assistants and Registered Nurses, valuing a positive workplace culture.
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Affiliation(s)
- Rachel Louise King
- Division of Nursing and Midwifery, Health Sciences School, University of Sheffield, Sheffield, UK
| | - Bethany Taylor
- Division of Nursing and Midwifery, Health Sciences School, University of Sheffield, Sheffield, UK
| | - Sara Laker
- Division of Nursing and Midwifery, Health Sciences School, University of Sheffield, Sheffield, UK.,Department of Undergraduate Nursing, Winona State University, Winona, Minnesota, USA
| | - Emily Wood
- Division of Nursing and Midwifery, Health Sciences School, University of Sheffield, Sheffield, UK
| | - Michaela Senek
- Division of Nursing and Midwifery, Health Sciences School, University of Sheffield, Sheffield, UK
| | - Angela Tod
- Division of Nursing and Midwifery, Health Sciences School, University of Sheffield, Sheffield, UK
| | - Tony Ryan
- Division of Nursing and Midwifery, Health Sciences School, University of Sheffield, Sheffield, UK
| | - Sally Snowden
- Division of Nursing and Midwifery, Health Sciences School, University of Sheffield, Sheffield, UK
| | - Steven Robertson
- Division of Nursing and Midwifery, Health Sciences School, University of Sheffield, Sheffield, UK
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Piotrowski A, Sygit-Kowalkowska E, Boe O, Rawat S. Resilience, Occupational Stress, Job Satisfaction, and Intention to Leave the Organization among Nurses and Midwives during the COVID-19 Pandemic. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:6826. [PMID: 35682410 PMCID: PMC9180178 DOI: 10.3390/ijerph19116826] [Citation(s) in RCA: 19] [Impact Index Per Article: 9.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/29/2022] [Revised: 05/31/2022] [Accepted: 05/31/2022] [Indexed: 12/22/2022]
Abstract
The current study on the intention to leave the organization among nurses and midwives aligns with the broader direction of research on the consequences of demanding jobs. This is particularly important in the context of the COVID-19 pandemic, which began in 2020 and is ongoing. The aim of the current study was to identify the levels of intention to leave the organization and job satisfaction in a sample of 390 Polish nurses and midwives. A multiple stepwise linear regression was carried out to establish which variables are predictors of job satisfaction and intention to leave the organization. The following measures were used in the study: Nurses' Occupational Stressor Scale, The Brief Resilience Coping Scale, The Turnover Intention Scale, The Job Satisfaction Scale, and an occupational questionnaire (number of workplaces, weekly number of evening and night shifts, working at a unit dedicated to treating COVID-19, working as a supervisor/executive). The current study showed that almost 25% of the sample reported high turnover intention, and a similar proportion reported low job satisfaction. Resilience was related to nurses' job satisfaction. In the predictive models for job satisfaction, the organizational factor of the number of workplaces was significant (positively related), while job experience was a negative predictor of intention to leave. The practical implications of the results and the need to continue research on this topic are also discussed.
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Affiliation(s)
| | | | - Ole Boe
- Department of Business, Strategy and Political Sciences, University of South-Eastern Norway, 3045 Drammen, Norway;
- Institute of Psychology, Oslo New University College, 0456 Oslo, Norway
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40
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Janatolmakan M, Khatony A. Explaining the experiences of nurses regarding strategies to prevent missed nursing care: A Qualitative Study. J Nurs Manag 2022; 30:2054-2061. [PMID: 35510342 DOI: 10.1111/jonm.13662] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/29/2021] [Revised: 04/26/2022] [Accepted: 04/29/2022] [Indexed: 11/30/2022]
Abstract
AIM To describe the experiences of nurses regarding strategies to prevent missed nursing care. BACKGROUND One of the global challenges is missed nursing care, which includes missed or delayed care. This problem puts patients' clinical outcome at risk, so understanding nurses' experiences of how to prevent or reduce it can help the healthcare policymakers. METHOD In this qualitative descriptive study, 14 nurses were selected by purposive sampling. In-depth semi-structured interviews were conducted to collect data. The Graneheim and Lundman's approach of qualitative content analysis was used for data analysis. MAXQDA (version 10) software was used for data management. RESULTS The extracted codes were summarized into seven categories and one theme. The categories included "empowering nurses", "manpower supply", "supervision", "specializing the activities", "providing resources and facilities", "encouraging teamwork", and "resolving dissatisfaction. " The main theme was " missed nursing care prevention strategies". CONCLUSION The frequency of missed nursing care can be reduced or prevented using management strategies such as paying attention to nurses 'empowerment, increasing nurses' job satisfaction, normalizing nurses' salaries, providing equipment and facilities, and monitoring nurses' performance. Experimental studies are recommended to evaluate the effectiveness of these strategies. Implications for nursing management Nursing managers can take steps such as workplace improvement, reducing nurses' workload, and empowering nurses to reduce or eliminate missed care.
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Affiliation(s)
- Maryam Janatolmakan
- Social Development and Health Promotion Research Center, Health Institute, Kermanshah University of Medical Sciences, Kermanshah, Iran
| | - Alireza Khatony
- Social Development and Health Promotion Research Center, Health Institute, Kermanshah University of Medical Sciences, Kermanshah, Iran.,Infectious Diseases Research Center, Kermanshah University of Medical Sciences, Kermanshah, Iran
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Thomas-Hawkins C, Flynn L, Zha P, Ando S. The effects of race and workplace racism on nurses' intent to leave the job: The mediating roles of job dissatisfaction and emotional distress. Nurs Outlook 2022; 70:590-600. [PMID: 35523600 DOI: 10.1016/j.outlook.2022.03.001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/20/2022] [Accepted: 03/01/2022] [Indexed: 11/28/2022]
Abstract
BACKGROUND There is scant evidence of quantifiable effects of workplace racism on nurses' job-related outcomes. PURPOSE The study aimed to examine associations among race, workplace racism, emotional distress, job dissatisfaction, and intent to leave among hospital-based nurses. METHODS This study used a correlational design with six measures in a statewide sample of 788 hospital-based nurses. FINDINGS Non-White nurses intended to leave the job at a higher rate than White nurses. Non-White nurses reported negative racial climates, multiple racial microaggression experiences, and high job dissatisfaction and emotional distress. Non-white race and workplace racism had significant individual effects on intent to leave. Job dissatisfaction and emotional distress significantly mediated indirect effects of non-White race, negative racial climates, and racial microaggressions on nurses' intent to leave. DISCUSSION In efforts to retain nurses of color in hospitals, there is an urgent need to mitigate workplace racism in these settings.
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Affiliation(s)
| | - Linda Flynn
- Division of Nursing Science, Rutgers University School of Nursing, Newark, NJ
| | - Peijia Zha
- Division of Nursing Science, Rutgers University School of Nursing, Newark, NJ
| | - Sakura Ando
- Rutgers University School of Nursing, Newark, NJ
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Niyigena A, Girukubonye I, Barnhart DA, Cubaka VK, Niyigena PC, Nshunguyabahizi M, Mukamana B, Kateera F, Bitalabeho FA. Rwanda's community health workers at the front line: a mixed-method study on perceived needs and challenges for community-based healthcare delivery during COVID-19 pandemic. BMJ Open 2022; 12:e055119. [PMID: 35487742 PMCID: PMC9058292 DOI: 10.1136/bmjopen-2021-055119] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/10/2022] Open
Abstract
OBJECTIVE During the COVID-19 pandemic, community health workers (CHWs) served as front-line workers in the COVID-19 response while maintaining community health services. We aimed to understand challenges faced by Rwanda's CHWs during a nationwide COVID-19 lockdown that occurred between March and May 2020 by assessing the availability of trainings, supplies and supervision while exploring perceived needs and challenges. DESIGN AND SETTING This study was a mixed-method study conducted in three Rwandan districts: Burera, Kirehe and Kayonza. MAIN OUTCOME AND MEASURE Using data collected via telephone, we assessed the availability of trainings, supplies and supervision during the first national lockdown, while exploring perceived needs and challenges of CHWs who were engaged in COVID-19 response, in addition to their existing duties of delivering health services in the community. RESULTS Among the 292 quantitative survey participants, CHWs were responsible for a median of 55 households (IQR: 42-79) and visited a median of 30 households (IQR: 11-52) in the month prior to the survey (July 2020). In the previous 12 months, only 164 (56.2%) CHWs reported being trained on any health topic. Gaps in supply availability, particularly for commodities, existed at the start of the lockdown and worsened over the course of the lockdown. Supervision during the lockdown was low, with nearly 10% of CHWs never receiving supervision and only 24% receiving at least three supervision visits during the 3-month lockdown. In qualitative interviews, CHWs additionally described increases in workload, lack of personal protective equipment and COVID-specific training, fear of COVID-19, and difficult working conditions. CONCLUSION Many challenges faced by CHWs during the lockdown predated COVID-19 and persisted or were exacerbated during the pandemic. To promote the resilience of Rwanda's CHW system, we recommend increased access to PPE; investment in training, supervision and supply chain management; and financial compensation for CHWs.
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Affiliation(s)
| | | | - Dale A Barnhart
- Partners In Health, Kigali, Rwanda
- Harvard Medical School, Boston, Massachusetts, USA
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Lücker P, Henning E, Hoffmann W. To come back or not to come back during the coronavirus crisis-A cross-sectional online survey of inactive nurses. J Adv Nurs 2022; 78:3687-3695. [PMID: 35441728 PMCID: PMC9111286 DOI: 10.1111/jan.15268] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/21/2021] [Revised: 03/23/2022] [Accepted: 04/03/2022] [Indexed: 12/19/2022]
Abstract
Aims To examine whether inactive nurses are willing to return to nursing during the COVID‐19 pandemic, the reasons for or against their decision and further, possibly relevant factors. Design Cross‐sectional online survey. Methods We developed a questionnaire, addressing registration, professional experiences, anticipations, and internal and external factors that might affect the decision of inactive nurses to return to nursing during the pandemic. Between 27 April and 15 June 2020, we recruited participants in Germany via social networks, organizations and institutions and asked them to forward the link to wherever other inactive nurses might be reached. Results Three hundred and thirty‐two participants (73% female) could be included in the analysis. The majority of the participants (n = 262, 79%) were general nurses. The main reason for registering was ‘want to do my bit to manage the crisis’ (n = 73, 22.8%). More than two thirds of the participants (n = 230, 69%) were not or not yet registered. One hundred and twelve (49%) out of 220 participants, who gave reasons why they did not register, selected they ‘could not see a necessity at that time’. The few inactive nurses who were deployed reported a variety of experiences. Conclusions Different factors influence the nurses’ decision to register or not. A critical factor for their decision was previous experiences that had made them leave the job and prevented a return—even for a limited time in a special situation. Impact From the responses of the participants in this study, it can be deduced that: negative experiences made while working in nursing influence the willingness to volunteer for a deployment; only one‐third of the inactive nurses would be willing to return to the nursing profession to help manage the Corona pandemic; policymakers and nursing leaders should not rely on the availability of inactive nurses in a crisis.
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Affiliation(s)
- Petra Lücker
- Department of Epidemiology of Health Care and Community Health, Institute for Community Medicine, University Medicine Greifswald, Greifswald, Germany
| | - Esther Henning
- Department of Epidemiology of Health Care and Community Health, Institute for Community Medicine, University Medicine Greifswald, Greifswald, Germany
| | - Wolfgang Hoffmann
- Department of Epidemiology of Health Care and Community Health, Institute for Community Medicine, University Medicine Greifswald, Greifswald, Germany
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Sihvola S, Kvist T, Nurmeksela A. Nurse leaders’ resilience and their role in supporting nurses’ resilience during the COVID‐19 pandemic: A scoping review. J Nurs Manag 2022; 30:1869-1880. [PMID: 35434873 PMCID: PMC9115204 DOI: 10.1111/jonm.13640] [Citation(s) in RCA: 28] [Impact Index Per Article: 14.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/24/2022] [Revised: 04/13/2022] [Accepted: 04/13/2022] [Indexed: 11/29/2022]
Abstract
Aim To explore nurse leaders' resilience and their role in supporting nurses' resilience during the COVID‐19 pandemic. Background The COVID‐19 pandemic has challenged health care systems on a global level. Nurse leaders are tasked with ensuring high‐quality care, even during crises, which requires active problem‐solving and confidence in the future—resilience from leaders. Method A scoping review was conducted using inductive thematic analysis and the PCC (Participants, Concept, Context) framework. The PubMed, Scopus, CINAHL, and PsycINFO databases, as well additional studies and grey literature, were searched from December 2019 to June 2021. Results The review included 12 studies. Nurse leaders' self‐awareness, self‐reflection, and coping strategies described their resilience during the pandemic. A relational leadership style, supportive and safe work environment, and adequate communication were found to support nurses' resilience. Conclusions There is scarce research concerning nurse leaders' resilience during the COVID‐19 pandemic. Future research needs to address nurse leaders' personal resilience due to the link with nurses' resilience. Implications for Nursing Management A healthy work environment is essential for nurses' resilience. During crises, nurse leaders should adopt relational leadership styles and actively interact with nursing staff.
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Affiliation(s)
- Saija Sihvola
- Department of Nursing Science, Faculty of Health Sciences University of Eastern Finland, Kuopio Campus, Yliopistonranta 1 C Kuopio Finland
| | - Tarja Kvist
- Department of Nursing Science, Faculty of Health Sciences University of Eastern Finland, Kuopio Campus, Yliopistonranta 1 C Kuopio Finland
| | - Anu Nurmeksela
- Department of Nursing Science, Faculty of Health Sciences University of Eastern Finland, Kuopio Campus, Yliopistonranta 1 C Kuopio Finland
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Relationship between effort–reward imbalance, job satisfaction, and intention to leave the profession among the medical staff of Qom University of Medical Sciences †. FRONTIERS OF NURSING 2022. [DOI: 10.2478/fon-2022-0002] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022] Open
Abstract
Abstract
Objective
The effort–reward imbalance (ERI) model claims that work that has the characteristics of high effort and low reward has a mutual defect between input and output and this imbalance may result in sustained and long-lasting results. This study aimed to investigate the relationship between the intention to leave the profession (ILP) and ERI and job satisfaction among the medical staff in Qom Province.
Methods
A descriptive-correlative study was conducted on 202 medical staff in Qom Province based on random sampling in 2018. Demographics checklist, standard ILP, job satisfaction, and Siegrist's ERI questionnaires were used for data collection. The chi-squared test, independent t-test, and one-way Analyses of Variance (ANOVA) were used to analyze data.
Results
The mean age of employees was 32.04 ± 7.9 years, and 165 (87.1%) of the employees were women. The results showed that the medical staff was willing to leave their profession at a moderate level (40.7 ± 10.3). There was no significant relationship between demographics and ILP. Nevertheless, a significant and inverse relationship was observed between ERI (r:0.318, P < 0.01) and ILP (r: 0.197, P < 0.01). Leave the profession (LP) had a negative correlation with the dimensions of job descriptive index (JDI) such as job, manager, coworker and wage score (P < 0.01, r: −0.147, r: −0.262, r: −0.292, r: −0.271, r: −0.396).
Conclusions
According to the results, managers need to make sure that their working staff is rewarded as they deserve. According to the results, managers need to ensure that the reward factor is observed for the staff, while an ERI imbalance may contribute to ILP of the staff. On the other hand, it leads to job satisfaction.
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Janatolmakan M, Khatony A. Explaining the consequences of missed nursing care from the perspective of nurses: a qualitative descriptive study in Iran. BMC Nurs 2022; 21:59. [PMID: 35287687 PMCID: PMC8918588 DOI: 10.1186/s12912-022-00839-9] [Citation(s) in RCA: 9] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/30/2021] [Accepted: 03/08/2022] [Indexed: 11/22/2022] Open
Abstract
Background Missed nursing care is a global challenge that can have many consequences. Knowing the experiences of clinical nurses can be helpful. Therefore, this study was conducted to explain the experiences of Iranian nurses regarding the consequences of missed nursing care. Methods This qualitative descriptive study was conducted with a content analysis approach. Sampling was done by the purposeful sampling method and continued until data saturation. Data were collected by in-depth semi-structured interviews. Data were analyzed using qualitative content analysis and Graneheim and Lundman’s method. MAXQDA version 10 software was used for data management. Results The participants included 14 nurses with a mean age of 38.7 ± 7.7 years. The data were classified into three categories: patient-related outcomes, nurse-related outcomes, and organization-related outcomes. These categories included nine subcategories entitled "moral distress", "job dissatisfaction", " decreased quality of nursing care "," patient dissatisfaction ","adverse events"," absenteeism ","intention to leave and subsequent turnover", "decreased hospital credit", and "increased hospital costs". Conclusion Missed nursing care can have adverse consequences for the patients, nurses, and organizations. Therefore, it is necessary to adopt management strategies such as providing sufficient manpower and increasing nurses' job satisfaction to reduce the amount of missed nursing care. Further studies are needed to explain the predictors of the missed nursing care consequences.
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Affiliation(s)
- Maryam Janatolmakan
- Social Development and Health Promotion Research Center, Health Institute, Kermanshah University of Medical Sciences, Kermanshah, Iran
| | - Alireza Khatony
- Social Development and Health Promotion Research Center, Health Institute, Kermanshah University of Medical Sciences, Kermanshah, Iran. .,Infectious Diseases Research Center, Kermanshah University of Medical Sciences, Kermanshah, Iran.
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Kaya ŞD, Mehmet N, Şafak K. Professional Commitment, Satisfaction and Quality of Life of Nurses During the COVID-19 Pandemic in Konya, Turkey. Ethiop J Health Sci 2022; 32:393-404. [PMID: 35693575 PMCID: PMC9175218 DOI: 10.4314/ejhs.v32i2.20] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/10/2021] [Accepted: 12/06/2021] [Indexed: 11/05/2022] Open
Abstract
Background The COVID-19 pandemic has negatively affected nurses. The aim of this study was to assess professional commitment, satisfaction and quality of professional life of nurses during the COVID-19 pandemic in Konya city, Turkey. Methods and Material Cross-sectional study was conducted through online survey in March 2021 in Konya province of Turkey. Current working nurses from 30 public health facilities participated in the study. Standard questionnaire was used, the questionnaire has four components, the first part of questionnaire for characteristics of the participants, the second part was Nursing Professional Commitment Scale, the third part was regarding Professional Satisfaction Scale and the fourth part was related to Employees' Quality of Life Scale. Results Total 407 nurses participated in the study, only 24% of the participants were male, 76% of them were married and 78% of them were undergraduate degree holders. About two-third (68%) of the nurses worked in COVID 19 treatment Unit serving/treatıng COVID 19 patients durıng this period. Some nurses (37%) have considered leaving their job during the Pandemic. Average scores of total nursing professional commitment 2.63±0.48. The nurses' working quality of life level was above average of total satisfaction. Comparing the age groups of the participants with the scale and sub-dimensions, a difference was found only with the Compassion fatigue sub-dimension (p<0.05). There is a positive relationship between total nursing professional commitment, compassion satisfaction and professional satisfaction. Conclusion COVID-19 pandemic negatively affected nurses' professional commitment, professional satisfaction and quality of their professional life.
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Affiliation(s)
- Şerife Didem Kaya
- Health Management Department, Faculty of Health Science, Necmettin Erbakan University, Konya, Turkey
| | - Nimetcan Mehmet
- Public Health Department, Faculty of Medicine, Ankara Yildirim Beyazit University, Ankara, Turkey
| | - Kerem Şafak
- Beyhekim Education ve Research Hospital, Konya, Turkey
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Glasdam S, Sandberg H, Stjernswärd S, Jacobsen FF, Grønning AH, Hybholt L. Nurses' use of social media during the COVID-19 pandemic-A scoping review. PLoS One 2022; 17:e0263502. [PMID: 35180264 PMCID: PMC8856556 DOI: 10.1371/journal.pone.0263502] [Citation(s) in RCA: 8] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/11/2021] [Accepted: 01/20/2022] [Indexed: 12/23/2022] Open
Abstract
BACKGROUND During the COVID-19 pandemic, nurses stand in an unknown situation while facing continuous news feeds. Social media is a ubiquitous tool to gain and share reliable knowledge and experiences regarding COVID-19. The article aims to explore how nurses use social media in relation to the COVID-19 pandemic. METHOD A scoping review inspired by Arksey and O'Mally was conducted by searches in Medline, CINAHL, Academic Search Complete and Web of Sciences. Empirical research studies investigating nurses' use of social media in relation to COVID-19 were included. Exclusion criteria were: Literature reviews, articles in languages other than English, articles about E-health, and articles investigating healthcare professionals without specification of nurses included. Articles, published in January-November 2020, were included and analysed through a thematic analysis. The PRISMA-ScR checklist was used. RESULTS Most of the eleven included studies were cross-sectional surveys, conducted in developing countries, and had neither social media nor nurses as their main focus of interest. Three themes were identified: 'Social media as a knowledge node', 'Social media functioned as profession-promoting channels' and 'Social media as a disciplinary tool'. Nurses used social media as channels to gain and share information about COVID-19, and to support each other by highlighting the need for training and changes in delivery of care and redeployment. Further, social media functioned as profession-promoting channels partly sharing heroic self-representations and acknowledgment of frontline persons in the pandemic, partly by displaying critical working conditions. Finally, nurses used social media to educate people to perform the 'right 'COVID-19' behaviours in society. CONCLUSION This review provided snapshots of nurses' uses of social media from various regions in the world, but revealed a need for studies from further countries and continents. The study calls for further multi-methodological and in depth qualitative research, including theoretically framed studies, with a specific focus on the uses of social media among nurses during the pandemic.
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Affiliation(s)
- Stinne Glasdam
- Department of Health Sciences, Faculty of Medicine, Lund University, Lund, Sweden
| | - Helena Sandberg
- Media and Communication Studies, School of Health and Welfare, Halmstad University, Halmstad, Sweden
- Department of Communication and Media, Faculty of Social Sciences, Lund University, Lund, Sweden
| | - Sigrid Stjernswärd
- Department of Health Sciences, Faculty of Medicine, Lund University, Lund, Sweden
| | - Frode F. Jacobsen
- Centre for Care Research Western Norway, Western Norway University of Applied Services Bergen, Bergen, Norway
- VID Specialized University, Stavanger, Norway
| | - Anette H. Grønning
- Media Studies, Department for the Study of Culture, University of Southern Denmark, Odense, Denmark
| | - Lisbeth Hybholt
- Centre for Relationships and De-escalation, Mental Health Services Region Zealand, Slagelse, Denmark
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Kantorski LP, Oliveira MMD, Alves PF, Treichel CADS, Wünsch CG, Santos LHD, Pinheiro GEW. Intención de abandonar la profesión de Enfermería durante la pandemia del COVID-19. Rev Lat Am Enfermagem 2022. [DOI: 10.1590/1518-8345.5815.3612] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022] Open
Abstract
Resumen Objetivo: investigar el porcentaje de profesionales con intención de abandonar la profesión de Enfermería durante la pandemia del COVID-19, así como los factores asociados con este desenlace. Método: estudio transversal realizado por medio de cuestionarios aplicados a 890 profesionales de Enfermería del municipio de Pelotas (RS). El desenlace se identificó por medio de autoinformes obtenidos a partir de la pregunta en sí. Por medio de regresión de Poisson ajustada y no ajustada, se calculó el Riesgo Relativo, al igual que sus Intervalos de Confianza (95%), para las variables independientes. Resultados: el porcentaje de profesionales que manifestaron su intención de abandonar la profesión de Enfermería fue del 24,6% (n=219). Se registró una asociación positiva entre el desenlace y nivel de estudios más elevado, evaluación negativa del apoyo institucional, sobrecarga moderada o intensa y lesiones en la piel. También se observó una asociación negativa entre el desenlace y personas de al menos 51 años de edad. Conclusión: salvo por las lesiones en la piel, aspectos como la falta de apoyo y la sobrecarga, aunque pudieran haberse visto intensificados durante la pandemia, no representan un hecho novedoso en los servicios de salud. En este sentido, las asociaciones que se encontraron en el estudio reflejan la necesidad de implementar acciones transversales para promover retención de profesionales.
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Affiliation(s)
- Luciane Prado Kantorski
- Universidade Federal de Pelotas, Brazil; Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq), Brazil
| | | | | | | | | | - Luiza Hences dos Santos
- Universidade Federal de Pelotas, Brazil; Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES), Brasil
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Kantorski LP, Oliveira MMD, Alves PF, Treichel CADS, Wünsch CG, Santos LHD, Pinheiro GEW. Intention to leave Nursing during the COVID-19 pandemic. Rev Lat Am Enfermagem 2022. [PMID: 35920540 PMCID: PMC9342914 DOI: 10.1590/1518-8345.5815.3549] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022] Open
Abstract
Objective: to investigate the percentage of professionals with an intention to leave Nursing during the COVID-10 pandemic, as well as the factors associated with this outcome. Method: a cross-sectional study conducted by applying questionnaires to 890 Nursing professionals from the municipality of Pelotas (RS). The outcome was identified by means of self-reports obtained from the question itself. Relative Risks, as well as their Confidence Intervals (95%), were calculated for the independent variables by means of unadjusted and adjusted Poisson regression. Results: the percentage of professionals who stated their intention to leave Nursing was 24.6% (n=219). There was a positive association between the outcome and higher schooling levels, negative evaluation of institutional support, moderate or intense overload, and skin lesions. A negative association was also observed between the outcome and individuals aged 51 years old or more. Conclusion: except for skin lesions, aspects such as lack of support and overload, although they may have been intensified during the pandemic, do not represent a new fact in the health services. In this sense, the associations found in the study reflect the need for cross-sectional actions to promote retention of professionals.
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Affiliation(s)
- Luciane Prado Kantorski
- Universidade Federal de Pelotas, Brazil; Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq), Brazil
| | | | | | | | | | - Luiza Hences dos Santos
- Universidade Federal de Pelotas, Brazil; Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES), Brasil
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