1
|
Boamah SA, Olarte-Godoy J, Jack SM, Root F, Halladay JE. Past the tipping point: Understanding and addressing burnout among nursing students. NURSE EDUCATION TODAY 2024; 141:106319. [PMID: 39094221 DOI: 10.1016/j.nedt.2024.106319] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 03/25/2024] [Revised: 06/13/2024] [Accepted: 07/21/2024] [Indexed: 08/04/2024]
Abstract
Burnout is a widespread concern in healthcare, with nurses bearing a disproportionate burden among healthcare professionals. This epidemic of occupational stress has also affected nursing students, who face the external demands inherent in the profession. In this call-to-action paper, we conducted an extensive literature review exploring strategies aimed at mitigating burnout among nursing students, and offer recommendations for academic institutions, healthcare leaders, research funders, and political leaders, including both the civil service and elected leaders to support the advancement and sustainability of the nursing profession and its workforce.
Collapse
Affiliation(s)
- Sheila A Boamah
- School of Nursing, Faculty of Health Sciences, McMaster University, 1280 Main Street West, Hamilton, ON, Canada.
| | - Jennifer Olarte-Godoy
- School of Nursing, Faculty of Health Sciences, McMaster University, 1280 Main Street West, Hamilton, ON, Canada.
| | - Susan M Jack
- School of Nursing, Faculty of Health Sciences, McMaster University, 1280 Main Street West, Hamilton, ON, Canada.
| | - Faith Root
- School of Nursing, Faculty of Health, York University, 198 York Blvd., HNES 320, North York, ON, Canada.
| | - Jillian E Halladay
- School of Nursing, Faculty of Health Sciences, McMaster University, 1280 Main Street West, Hamilton, ON, Canada.
| |
Collapse
|
2
|
Mann C, Montoya L, Taylor J, Barton G. Measuring the PULSE of Nursing: Development of a Dashboard to Evaluate and Monitor Nursing Care Models. J Nurs Care Qual 2024; 39:273-278. [PMID: 38470854 DOI: 10.1097/ncq.0000000000000765] [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: 03/14/2024]
Abstract
BACKGROUND Critical nursing shortages have required many health care organizations to restructure nursing care delivery models. At a tertiary health care center, 150 registered practical nurses were integrated into acute inpatient care settings. PROBLEM A mechanism to continuously monitor the impact of this staffing change was not available. APPROACH Leveraging current literature and consultation with external peers, metrics were compiled and categorized according to Donabedian's Structure Process Outcome Framework. Consultation with internal subject matter experts determined the final metrics. OUTCOMES The Patient care, Utility, Logistics, Systemic Evaluation (PULSE) electronic dashboard was developed, capturing metrics from multiple internal databases and presenting real-time composites of validated indicators. CONCLUSION The PULSE dashboard is a practical means of enabling nursing leadership to evaluate the impact of change and to make evidence-informed decisions about nursing care delivery at our organization.
Collapse
|
3
|
Guney S, Robertson K. More Than a Game: Building a Workplace Culture of Positivity and Belonging Among Nurses. J Nurs Adm 2024; 54:327-332. [PMID: 38743781 DOI: 10.1097/nna.0000000000001434] [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: 05/16/2024]
Abstract
This performance improvement project introduced a mobile social gaming app for sharing positive feedback from patients and coworkers with nurses. After deployment, the app supported creating improvements as a supportive structure for engaging nurses in peer recognition to build a workplace culture of positivity and belonging. The authors discuss findings from the app's adoption and use among nurses and offer recommendations for leaders.
Collapse
Affiliation(s)
- Senem Guney
- Author Affiliations: Independent Researcher (Dr Guney); and Founder and Chief Executive Officer (Dr Robertson), Charge Health, Austin, Texas
| | | |
Collapse
|
4
|
Amberson T, Graves JM, Sears JM. Overview of Occupational Injuries Among Registered Nurses in Washington State, 2007 to 2019. Workplace Health Saf 2024; 72:187-195. [PMID: 38158830 DOI: 10.1177/21650799231214235] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/03/2024]
Abstract
BACKGROUND Registered nurses (RNs) represent the largest segment of the health care workforce and have unique job demands and occupational health considerations. The purpose of this study was to describe the incidence, cost, and causes of occupational injuries among RNs in Washington State and to quantify the cumulative cost and burden of each type of injury, relative to all injuries among RNs. METHODS Annual injury claims data covered under Washington State workers' compensation (WC) fund were analyzed over a 13-year period (2007-2019). Annual mean incidence and cost of injuries were calculated and stratified by nature, source, and event/exposure. Negative binomial regression models were used to examine trends in injury incidence over time, for injury incidence overall, and by the most common injury classifications. RESULTS Between 2007 and 2019, 10,839 WC claims were filed and accepted for Washington State RNs (annual M = 834), totaling more than US$65 million. No significant trend in overall injury incidence was observed (incidence rate ratio [IRR]: 0.99, 95% confidence interval [CI] = [0.94, 1.05]). The most common injury exposures were bodily reaction and exertion, contact with objects and equipment, falls, and assaults and violent acts. DISCUSSION To our knowledge, this is the first broad study of the incidence and costs of occupational injuries among RNs across all workplace settings. We identified high-cost, high-frequency incidence rates of musculoskeletal, sharp, and violence-related occupational injury claims, highlighting intervention targets. Implications for Occupational Health Practice: Policy makers, health systems, and occupational health nurse leaders can use this information to identify priority areas where evidence-based occupational health and prevention programs are most needed.
Collapse
Affiliation(s)
- Taryn Amberson
- Department of Health Systems and Population Health, University of Washington
| | - Janessa M Graves
- College of Nursing, Washington State University
- Harborview Injury Prevention & Research Center
| | - Jeanne M Sears
- Department of Health Systems and Population Health, University of Washington
- Harborview Injury Prevention & Research Center
- Department of Environmental & Occupational Health Sciences, University of Washington
- Institute for Work & Health
| |
Collapse
|
5
|
Larsman P, Pousette A, Törner M. The impact of a climate of perceived organizational support on nurses' well-being and healthcare-unit performance: A longitudinal questionnaire study. J Adv Nurs 2024. [PMID: 38591844 DOI: 10.1111/jan.16188] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/05/2023] [Revised: 02/10/2024] [Accepted: 03/22/2024] [Indexed: 04/10/2024]
Abstract
AIM To investigate the relationship between nurses' climate of perceived organizational support, and their well-being and healthcare-unit performance. DESIGN A two-wave cohort questionnaire study among nurses within six hospitals in Sweden. METHODS Hypotheses were tested using cross-lagged path models on the individual (organizational support, job satisfaction, burnout, intention to stay) and aggregate levels (care-unit organizational support, team effectiveness, patient safety climate and patient safety). Analyses were based on 1.817 nurses in 228 care-units (T1), 1.362 nurses in 213 care-units (T2) and longitudinal samples of 711 nurses and 140 care-units. RESULTS Organizational support (T1) positively influenced job satisfaction (T2) and tended to decrease burnout (T2) but did not affect turnover intent. Reversed relationships were also found. No statistically significant prospective effects were found on the aggregate level. CONCLUSION The results indicated a prospective reciprocally reinforcing relationship between organizational support and job satisfaction. Burnout and intention to stay were predictors rather than outcomes of the organizational support climate. IMPLICATIONS FOR THE PROFESSION AND/OR PATIENT CARE A climate where nurses perceive that their organization values their contributions and cares about their well-being is beneficial for their job satisfaction and health, which, according to previous research, may influence nurse retention. IMPACT The study addressed perceived organizational support as a potential predictor of nurses' well-being and healthcare-unit performance. A mutually reinforcing relation was indicated between organizational support and nurses' job satisfaction and health. Job dissatisfaction, burnout symptoms and turnover intentions were prospectively negatively related to the organizational support. Identifying and implementing a variety of practical measures to support perceptions of organizational support may be an effective way for healthcare management to start and sustain the development of a healthier work environment for healthcare professionals. REPORTING METHOD STROBE statement for cohort studies. PATIENT OR PUBLIC CONTRIBUTION No patient or public contribution.
Collapse
Affiliation(s)
- Pernilla Larsman
- Department of Psychology, University of Gothenburg, Gothenburg, Sweden
| | - Anders Pousette
- Department of Psychology, University of Gothenburg, Gothenburg, Sweden
| | - Marianne Törner
- School of Public Health and Community Medicine, Institute of Medicine, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden
| |
Collapse
|
6
|
Huang H, Wang L, Qian R, Zhang Y. A cross-sectional study on turnover intention of nurses in eastern China. BMC Health Serv Res 2024; 24:425. [PMID: 38570847 PMCID: PMC10993491 DOI: 10.1186/s12913-024-10849-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/06/2023] [Accepted: 03/11/2024] [Indexed: 04/05/2024] Open
Abstract
BACKGROUND This study aimed to investigate the turnover intention among nurses in eastern China and explore the association between turnover intention and personal characteristics, family factors, and work-related factors. METHODS A total of 2504 nurses participated in a cross-sectional survey administered in 26 hospitals in Eastern China from October to November 2017. In December 2021, a survey was conducted on nurses who resigned between December 2017 and November 2021. RESULTS The turnover intention score of in-service nurses was 15 (12-17), and 43% of nurses had a high turnover intention, which was mainly due to the following reasons: age < 40 years, raising two or more children, monthly income of USD786.10-1572.20 or < USD786.10, occupation was assigned or selected according to parental wishes, ≤ 1 or ≥ 2-night shifts per week, contractual or third-party personnel agents, full-time nurses with part-time jobs, and high job stress. Among 102 retired nurses, 80.4% reported family reasons for leaving, 39.2% for work reasons, and 21.6% for other personal reasons. CONCLUSION Nurses' intention to leave their occupation is high in Eastern China. Age < 40 years old, > 1 child, low income, involuntary career selection, frequent night shifts, informal employment, part-time, and high job stress are significant factors associated with nurses' willingness to leave. Government and hospital administrators should consider ways to address these factors to retain nurses in hospitals in eastern China and improve the quality of nursing services.
Collapse
Affiliation(s)
- Haolian Huang
- Department of Nursing, Affiliated Nanjing Brain Hospital, Nanjing Medical University, Nanjing, China
| | - Liping Wang
- Department of Geriatric Neurology, Affiliated Nanjing Brain Hospital, Nanjing Medical University, Nanjing, China
| | - Ruilian Qian
- Department of Nursing, Affiliated Nanjing Brain Hospital, Nanjing Medical University, Nanjing, China.
| | - Yanhong Zhang
- Department of Nursing, Affiliated Nanjing Brain Hospital, Nanjing Medical University, Nanjing, China.
| |
Collapse
|
7
|
Fan S, Zhou S, Ma J, An W, Wang H, Xiao T. The role of the nursing work environment, head nurse leadership and presenteeism in job embeddedness among new nurses: a cross-sectional multicentre study. BMC Nurs 2024; 23:159. [PMID: 38443951 PMCID: PMC10913553 DOI: 10.1186/s12912-024-01823-1] [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: 10/03/2023] [Accepted: 02/22/2024] [Indexed: 03/07/2024] Open
Abstract
BACKGROUND The retention of new nurses has become a major challenge for medical institutions. Job embeddedness has been seen as a valuable lens for examining nurse turnover, but greater details about job embeddedness are rarely disclosed, especially among new nurses. This study aimed to reveal how the nursing work environment, head nurse leadership and presenteeism shape job embeddedness in this population from the perspective of conservation of resources (COR) theory. METHOD A cross-sectional multicentre study involving 436 participants from 10 cities and 33 hospitals was conducted over 4 months. Samples were selected using a two-stage convenience sampling method. A sequential multiple mediation model performed with SPSS-PROCESS was used to analyse the relationships among the nursing work environment, head nurse leadership, presenteeism and job embeddedness. RESULTS The nursing work environment not only directly affects the job embeddedness of new nurses (β = 0.480, p < 0.001) but also indirectly affects it through the sequential multiple mediating effects of head nurse leadership and presenteeism (R2 = 0.535, F = 82.160, p < 0.001). CONCLUSIONS New nurses' job embeddedness needs to be improved. These results suggest that preserving adequate resources for new nurses, such as work environment resources, head nurse leadership resources, and individual productivity resources, is an effective way to shape their job embeddedness. In addition, when a certain resource is insufficient, fully considering the principles of investment and buffering between resources and providing reciprocal, alternative, or buffer resources in a timely manner are necessary to improve new nurses' job embeddedness. LARGE LANGUAGE MODELS Large language models (LLMs), such as ChatGPT, were not used during the writing of this article. An expert native English speaker performed language revision.
Collapse
Affiliation(s)
- Sisi Fan
- The Third Xiangya Hospital, Central South University, Changsha, China
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Siqi Zhou
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Jun Ma
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Wenhong An
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Honghong Wang
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Tao Xiao
- The Third Xiangya Hospital, Central South University, Changsha, China.
| |
Collapse
|
8
|
Engström M, Jarnheden SH, Tham P. Staff quality of working life and turnover intentions in municipal nursing care and social welfare: a cross-sectional study. BMC Nurs 2023; 22:171. [PMID: 37202759 DOI: 10.1186/s12912-023-01339-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/23/2022] [Accepted: 05/15/2023] [Indexed: 05/20/2023] Open
Abstract
BACKGROUND Nurses and social workers are two common professions with a university degree working within municipal nursing care and social welfare. Both groups have high turnover intention rates, and there is a need to better understand their quality of working life and turnover intentions in general and more specifically during the Covid-19 pandemic. This study investigated associations between working life, coping strategies and turnover intentions of staff with a university degree working within municipal care and social welfare during the Covid-19 pandemic. METHODS A cross-sectional design; 207 staff completed questionnaires and data were analyzed using multiple linear regression analyses. RESULTS Turnover intentions were common. For registered nurses 23% thought of leaving the workplace and 14% the profession 'rather often' and 'very often/always'. The corresponding figures for social workers were 22% (workplace) and 22% (profession). Working life variables explained 34-36% of the variance in turnover intentions. Significant variables in the multiple linear regression models were work-related stress, home-work interface and job-career satisfaction (both for the outcome turnover intentions profession and workplace) and Covid-19 exposure/patients (turnover intentions profession). For the chosen coping strategies, 'exercise', 'recreation and relaxation' and 'improving skills', the results (associations with turnover) were non-significant. However, comparing the groups social workers reported that they used 'recreation and relaxation' more often than were reported by registered nurses. CONCLUSIONS More work-related stress, worse home-work interface and less job-career satisfaction together with Covid-19 exposure/patients (Covid-19 only for turnover profession) increase turnover intentions. Recommendations are that managers should strive for better home-work interface and job-career satisfaction, monitor and counteract work-related stress to prevent turnover intentions.
Collapse
Affiliation(s)
- Maria Engström
- Department of Caring Science, Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden.
- Medicine College, Lishui University, No. 1 Xueyuan Road, Lishui city, China.
| | - Sofia Hanberger Jarnheden
- Department of Social Work and Criminology, Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden
| | - Pia Tham
- Department of Social Work and Criminology, Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden
- Department of Social Work, Uppsala University, Uppsala, Sweden
| |
Collapse
|