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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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Elfios E, Asale I, Merkine M, Geta T, Ashager K, Nigussie G, Agena A, Atinafu B, Israel E, Tesfaye T. Turnover intention and its associated factors among nurses in Ethiopia: a systematic review and meta-analysis. BMC Health Serv Res 2024; 24:662. [PMID: 38790052 PMCID: PMC11127398 DOI: 10.1186/s12913-024-11122-9] [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: 01/20/2024] [Accepted: 05/20/2024] [Indexed: 05/26/2024] Open
Abstract
BACKGROUND Nurses turnover intention, representing the extent to which nurses express a desire to leave their current positions, is a critical global public health challenge. This issue significantly affects the healthcare workforce, contributing to disruptions in healthcare delivery and organizational stability. In Ethiopia, a country facing its own unique set of healthcare challenges, understanding and mitigating nursing turnover are of paramount importance. Hence, the objectives of this systematic review and meta-analysis were to determine the pooled proportion ofturnover intention among nurses and to identify factors associated to it in Ethiopia. METHODS A comprehensive search carried out for studies with full document and written in English language through an electronic web-based search strategy from databases including PubMed, CINAHL, Cochrane Library, Embase, Google Scholar and Ethiopian University Repository online. Checklist from the Joanna Briggs Institute (JBI) was used to assess the studies' quality. STATA version 17 software was used for statistical analyses. Meta-analysis was done using a random-effects method. Heterogeneity between the primary studies was assessed by Cochran Q and I-square tests. Subgroup and sensitivity analyses were carried out to clarify the source of heterogeneity. RESULT This systematic review and meta-analysis incorporated 8 articles, involving 3033 nurses in the analysis. The pooled proportion of turnover intention among nurses in Ethiopia was 53.35% (95% CI (41.64, 65.05%)), with significant heterogeneity between studies (I2 = 97.9, P = 0.001). Significant association of turnover intention among nurses was found with autonomous decision-making (OR: 0.28, CI: 0.14, 0.70) and promotion/development (OR: 0.67, C.I: 0.46, 0.89). CONCLUSION AND RECOMMENDATION Our meta-analysis on turnover intention among Ethiopian nurses highlights a significant challenge, with a pooled proportion of 53.35%. Regional variations, such as the highest turnover in Addis Ababa and the lowest in Sidama, underscore the need for tailored interventions. The findings reveal a strong link between turnover intention and factors like autonomous decision-making and promotion/development. Recommendations for stakeholders and concerned bodies involve formulating targeted retention strategies, addressing regional variations, collaborating for nurse welfare advocacy, prioritizing career advancement, reviewing policies for nurse retention improvement.
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Affiliation(s)
- Eshetu Elfios
- School of Nursing, College of Health Science and Medicine, Wolaita Sodo University, Wolaita Sodo, Ethiopia.
| | - Israel Asale
- School of Nursing, College of Health Science and Medicine, Wolaita Sodo University, Wolaita Sodo, Ethiopia
| | - Merid Merkine
- School of Nursing, College of Health Science and Medicine, Wolaita Sodo University, Wolaita Sodo, Ethiopia
| | - Temesgen Geta
- School of Nursing, College of Health Science and Medicine, Wolaita Sodo University, Wolaita Sodo, Ethiopia
| | - Kidist Ashager
- School of Nursing, College of Health Science and Medicine, Wolaita Sodo University, Wolaita Sodo, Ethiopia
| | - Getachew Nigussie
- School of Nursing, College of Health Science and Medicine, Wolaita Sodo University, Wolaita Sodo, Ethiopia
| | - Ayele Agena
- School of Nursing, College of Health Science and Medicine, Wolaita Sodo University, Wolaita Sodo, Ethiopia
| | - Bizuayehu Atinafu
- School of Nursing, College of Health Science and Medicine, Wolaita Sodo University, Wolaita Sodo, Ethiopia
| | - Eskindir Israel
- Department of Midwifery, College of Health Science and Medicine, Wolaita Sodo University, Wolaita Sodo, Ethiopia
| | - Teketel Tesfaye
- Department of Midwifery, College of Health Science and Medicine, Wachamo University, Hossana, Ethiopia
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Tomaszewska K, Kowalczuk K, Majchrowicz B, Kłos A, Kalita K. Areas of professional life and job satisfaction of nurses. Front Public Health 2024; 12:1370052. [PMID: 38638473 PMCID: PMC11024284 DOI: 10.3389/fpubh.2024.1370052] [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: 01/13/2024] [Accepted: 03/20/2024] [Indexed: 04/20/2024] Open
Abstract
Introduction Job satisfaction among nurses is closely related to work environment as well as organizational and professional commitment. Satisfaction is a concept derived from Latin, where "satis" means "enough," as much as is needed to fully satisfy expectations, needs, aspirations, in such a way that there is no room for complaint. Job satisfaction, on the other hand, is formulated as a positive attitude of employees toward the duties of the job, the work environment and other employees. The aim of this paper was to demonstrate how the different areas of nurses' professional life, i.e., workload, control, rewards, community, sense of justice and values, correlate with their perceived job satisfaction. Materials and methods A cross-sectional study was conducted in a group of 509 nurses working in a public hospital in Poland. Data were collected using a survey questionnaire, which consisted of a section containing sociodemographic data and standardized instruments: The Minnesota Satisfaction Questionnaire (MSQ) and The Areas of Worklife Survey (AWS) developed by Maslach and Leiter. Correlations were made using Spearman's rho coefficient. The calculations also used stepwise linear regression analysis after checking certain assumptions, including checking the assumption of normality of residuals and the Durbin-Watson Test. Results The mean score for the 20 items of the MSQ questionnaire ranged from 3.05 to 3.43 on a 5-point Likert scale. Support from the interdisciplinary team, which concerned assessing the quality of the social environment in the workplace, cooperation and showing positive feelings received the highest rating among respondents (3.51 ± 0.76). The sense of fair treatment at work averaged 3.26 ± 0.58. The area of value conflict within the organization itself or between the employee's values and those of the organization, respondents rated an average of 3.26 ± 0.65. The mean score for all areas of professional work in the surveyed group was 3.09 ± 0.45. Conclusion As satisfaction in particular areas of work life increases, so does the level of satisfaction in such aspects of work as achievement and a sense of fairness. The higher the level of satisfaction in the area of control, the more the sense of satisfaction with independence increases. The higher the satisfaction of respondents in the areas of values, workload and control, the higher the level of satisfaction with working conditions occurs.
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Affiliation(s)
- Katarzyna Tomaszewska
- Department of Health Protection, Institute of Health Protection, The Bronislaw Markiewicz State Higher School of Technology and Economics, Jaroslaw, Poland
| | - Krystyna Kowalczuk
- Department of Integrated Medical Care, Medical University of Bialystok, Bialystok, Poland
| | - Bożena Majchrowicz
- Department of Nursing, Institute of Health Protection, State Academy of Applied Sciences, Przemysl, Poland
| | - Alicja Kłos
- Department of Health Protection, Institute of Health Protection, The Bronislaw Markiewicz State Higher School of Technology and Economics, Jaroslaw, Poland
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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.
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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.
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Lyu XC, Huang SS, Ye XM, Zhang LY, Zhang P, Wang YJ. What influences newly graduated registered nurses' intention to leave the nursing profession? An integrative review. BMC Nurs 2024; 23:57. [PMID: 38243209 PMCID: PMC10797949 DOI: 10.1186/s12912-023-01685-z] [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: 05/30/2023] [Accepted: 12/22/2023] [Indexed: 01/21/2024] Open
Abstract
BACKGROUND Newly graduated registered nurses leaving the nursing profession in the early stages of their career have enormous financial and time implications for nursing organizations and affect the quality of nursing care. OBJECTIVE To identify the factors influencing newly graduated registered nurses' intention to leave the nursing profession over the past 10 years. METHODS The framework developed by Whittemore and Knafl was used to conduct this integrative review. An electronic search was conducted for English articles to identify research studies published between 2011-2022 using the following databases of PubMed, MEDLINE, CINAHL, PsycINFO, and Scopus. Eligible publications were critically reviewed and scored using the Critical Appraisal Skills Program Checklist and the Center for Evidence-Based Management appraisal. RESULTS Twenty-one studies were analyzed. The main factors affecting newly graduated registered nurses' intention to leave the nursing profession included demographic factors (age, educational level, year of experience, professional title, employment status, health status, shift, hospital location and size), supervisor and peer support, challenges in the workplace, cognitive and affective response to work, work environment (collegial nurse-physician relations, insufficient staffing level, person-work environment fit), gender stereotypes, autonomous motivation, role models, and resilience. CONCLUSIONS The factors affecting newly graduated registered nurses' intention to leave the nursing profession are multifaceted and should receive continuous attention from nurse managers. The findings provide more comprehensive for nurse administrators to develop intervention strategies to mitigate newly graduated registered nurses' turnover intention.
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Affiliation(s)
- Xiao-Chen Lyu
- The Outpatient Operating Room, the First Affiliated Hospital of Wannan Medical College, Wuhu, China.
| | - Shuang-Shuang Huang
- Neurology Intensive Care Unit, the First Affiliated Hospital of Wannan Medical College, Wuhu, China
| | - Xiao-Ming Ye
- Intensive Care Unit, the First Affiliated Hospital of Wannan Medical College, Wuhu, China
| | - Lu-Yu Zhang
- Intensive Care Unit, the First Affiliated Hospital of Wannan Medical College, Wuhu, China
| | - Peng Zhang
- Intensive Care Unit, the First Affiliated Hospital of Wannan Medical College, Wuhu, China
| | - Ya-Juan Wang
- School of Nursing, Wannan Medical College, Wuhu, China.
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Terry D, Peck B, Baker E, Schmitz D. Self-efficacy, grit, and rural career aspirations among early career nurses: a repeated cross-sectional study. BMC Nurs 2024; 23:50. [PMID: 38233912 PMCID: PMC10795393 DOI: 10.1186/s12912-024-01723-4] [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: 09/13/2023] [Accepted: 01/07/2024] [Indexed: 01/19/2024] Open
Abstract
BACKGROUND Global nursing workforce shortage represents an impediment to the delivery of safe, evidence-based healthcare. Despite collective efforts, a consistent stream of nurses leaving the profession remains, particularly within the first five years of practice, which is exacerbated in rural communities. The aim of the study was to compare self-efficacy, grit, and rural career aspirations among nursing graduates between their second and fourth year of their nursing profession. METHODS As part of a longitudinal investigation, a repeated cross-sectional design was utilised. Participants included, 117 (response rate 52.2%) who completed an online questionnaire 18-24 months after graduating, and 32 participants (response rate of 21.0%) who agree to repeat the questionnaire 36-48 months after graduating. The questionnaire included demographic, employment, and measures examining general and occupational self-efficacy, grit, and rural career aspirations. RESULTS No differences between general and occupational self-efficacy or grit were identified between second- and fourth-year nurses. In addition, the importance placed on undertaking rural career also remains unchanged. However, a higher proportion of fourth year nurses were more likely to be in management or were considering leaving the profession. CONCLUSIONS This examination of early career nurses, now in their second and fourth-year post-graduation highlights self-efficacy, grit, and rural career aspirations remains stable between two- and four-years following graduation, while nursing in their fourth year were more likely to consider leaving the profession. Nursing retention is a 'Wicked Problem' that is unavoidably a complex amalgam of macro, meso and micro factors that we are yet to fully appreciate.
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Affiliation(s)
- Daniel Terry
- School of Nursing and Midwifery, University of Southern Queensland, 4305, Raceview LPO Raceview, QLD, PO BOX 4393, Australia.
- Centre for Health Research, University of Southern Queensland, Toowoomba, QLD, Australia.
- Institute of Health and Wellbeing, Federation University Australia, Victoria, Australia.
| | - Blake Peck
- School of Nursing and Midwifery, University of Southern Queensland, 4305, Raceview LPO Raceview, QLD, PO BOX 4393, Australia
- Institute of Health and Wellbeing, Federation University Australia, Victoria, Australia
| | - Ed Baker
- Center for Health Policy, Boise State University, Boise, ID, USA
| | - David Schmitz
- Department of Family and Community Medicine, University of North Dakota School of Medicine and Health Sciences, Grand Forks, USA
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Villagran CA, Dalmolin GDL, Barlem ELD, Greco PBT, Lanes TC, Andolhe R. Associação do Sofrimento Moral e Síndrome de Burnout em enfermeiros de hospital universitário. Rev Lat Am Enfermagem 2023. [DOI: 10.1590/1518-8345.6071.3748] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/04/2023] Open
Abstract
Resumo Objetivo: analisar a associação entre sofrimento moral e síndrome de Burnout em enfermeiros de hospital universitário. Método: estudo descritivo-analítico, realizado com 269 enfermeiros atuantes em um hospital universitário localizado no Rio Grande do Sul, Brasil. A coleta de dados ocorreu de maneira presencial no ano de 2019 por coletadores previamente capacitados. Aplicaram-se questionário sociodemográfico e laboral, Escala Brasileira de Distresse Moral em Enfermeiros e o Inventário Maslach de Burnout. Empregou-se análise estatística descritiva e analítica. Resultados: identificou-se associação entre intensidade e frequência de sofrimento moral e suas dimensões com a síndrome de Burnout e suas dimensões. Enfermeiros em baixa realização profissional e alta exaustão emocional apresentaram prevalências mais elevadas para sofrimento moral. Conclusão: evidenciou-se a associação entre sofrimento moral e síndrome de Burnout bem como entre suas dimensões. Os resultados sinalizam a necessidade de investigar intervenções urgentes para amenizar as situações e as manifestações do sofrimento moral e a síndrome de Burnout, elaborando estratégias para a saúde dos trabalhadores.
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Villagran CA, Dalmolin GDL, Barlem ELD, Greco PBT, Lanes TC, Andolhe R. Asociación del Sufrimiento Moral y Síndrome de Burnout en enfermeros de un hospital universitario. Rev Lat Am Enfermagem 2023. [DOI: 10.1590/1518-8345.6071.3746] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/04/2023] Open
Abstract
Resumen Objetivo: analizar la asociación entre sufrimiento moral y síndrome de Burnout en enfermeros de un hospital universitario. Método: estudio descriptivo y analítico, realizado en 269 enfermeros que actuaban en un hospital universitario localizado en el estado de Rio Grande del Sur, en Brasil. La recogida de datos se realizó de manera presencial en el año de 2019 por colectores previamente capacitados. Se aplicaron el cuestionario sociodemográfico y laboral, la Escala Brasileña de Estrés Moral en Enfermeros y el Inventario Maslach de Burnout. Se empleó el análisis estadístico descriptivo y analítico. Resultados: se identificó asociación entre intensidad y frecuencia de sufrimiento moral y sus dimensiones con el síndrome de Burnout y sus dimensiones. Los enfermeros que tuvieron baja realización profesional y alta extenuación emocional, presentaron prevalencias más elevadas para el sufrimiento moral. Conclusión: se evidenció asociación entre sufrimiento moral y síndrome de Burnout así como entre sus dimensiones. Los resultados señalan la necesidad urgente de investigar intervenciones para amenizar las situaciones y las manifestaciones del sufrimiento moral y el síndrome de Burnout, elaborando estrategias para la salud de los trabajadores.
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Hämmig O. Quitting one's job or leaving one's profession: unexplored consequences of workplace violence and discrimination against health professionals. BMC Health Serv Res 2023; 23:1251. [PMID: 37964262 PMCID: PMC10644652 DOI: 10.1186/s12913-023-10208-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/17/2022] [Accepted: 10/25/2023] [Indexed: 11/16/2023] Open
Abstract
BACKGROUND Although workplace violence and discrimination against healthcare workers are global and universal phenomena, and violence at work is recognized as a serious and growing problem, in Switzerland, hardly anything is known about the related consequences on job changes and career endings, which are two major staffing challenges present in the notoriously understaffed healthcare sector. METHOD Data collected from a written survey conducted among 1,840 hospital employees, of which 1,441 were health professionals, were used to evaluate and estimate the prevalence and impact of specific and cumulated forms of workplace violence and discrimination on the work climate and particularly on subsequent turnover intentions and career endings. Established multi- and single-item measures were used as predicting, intervening and outcome variables. Relative frequencies stratified for nurses, physicians and therapists were calculated to estimate and differentiate the size of the phenomena under study. Furthermore, crosstabulations, as well as multivariate regression analyses, were performed to explore the associations of interest. RESULTS Every fifth to sixth nurse and every seventh to eighth physician reported having had intentions to change jobs or leave the profession within the past year. These intentions become much more prevalent across all health professions when one or even two or more different forms of violence and/or discrimination at work are experienced and reported. Accordingly, the relative risks for intending to quit one's job or leave one's profession increase significantly and steadily with a growing number (1, 2 +) of different experienced forms of violence and/or discrimination at work compared to the reference group of those who are nonaffected (aOR from 2.5 up to 5.4). This fairly strong association was only slightly reduced (aOR from 2.1 to 4.0) when work climate was additionally taken into account as a potential intervening variable. Although work climate only partly accounted for the association under study, a poor work climate was an additional strong predictor and independent risk factor for intentions to turnover (aOR = 6.4) or leave the profession (aOR = 4.2). CONCLUSIONS Experiences of workplace violence and discrimination and the resulting poor work climate both together and independent of each other seem to be important causes of job changes and career endings among healthcare workers in Switzerland.
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Affiliation(s)
- Oliver Hämmig
- Epidemiology, Biostatistics and Prevention Institute of the University of Zurich, Hirschengraben 84, 8001, Zurich, Switzerland.
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Tan Y, Zhao Q, Yang H, Song S, Xie X, Yu Z. Turnover intention and coping strategies among older nursing assistants in China: a qualitative study. Front Psychol 2023; 14:1269611. [PMID: 37842716 PMCID: PMC10570443 DOI: 10.3389/fpsyg.2023.1269611] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/31/2023] [Accepted: 09/18/2023] [Indexed: 10/17/2023] Open
Abstract
Introduction With the increasing aging population, older nursing assistants have made significant contributions to institutional eldercare. However, there is a high turnover rate among these workers, and it is crucial to address this issue and find ways to stabilize the workforce. This study aimed to explore the factors influencing turnover intention and coping strategies among older nursing assistants, in order to provide targeted assistance and guidance to reduce their intention to resign and ultimately lower the turnover rate. Methods Qualitative research methods were employed to conduct semi-structured interviews with older nursing assistants in Changsha. The data obtained from these interviews were then analyzed using a phenomenological analysis approach and NVIVO (QSR International, Doncaster, Australia) software version 11.0. Results It is found that several factors influence turnover intention among older nursing assistants. Which include work pay, work environment, professional identity, external motivation, and work pressure. Additionally, the coping strategies employed by these individuals in relation to their intention to resign include self-regulation, seeking support, self-improvement, and exploring motivation. Discussion It is also evident from our study that reducing the turnover intention of older nursing assistants requires a collaborative effort from older adult care institutions, functional departments, and eldercare nursing assistants themselves. By addressing the factors influencing turnover intention and providing support and resources for coping strategies, we can work towards stabilizing the workforce and improving institutional eldercare.
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Affiliation(s)
- Yuting Tan
- Department of Gynaecology, The First Affiliated Hospital of Shenzhen University/Shenzhen Second People’s Hospital, Guangdong, China
| | - Qian Zhao
- Department of Gynaecology, The First Affiliated Hospital of Shenzhen University/Shenzhen Second People’s Hospital, Guangdong, China
| | - Huafeng Yang
- Department of Functional Neurology, The First Affiliated Hospital of Shenzhen University/Shenzhen Second People’s Hospital, Guangdong, China
| | - Shufen Song
- Department of Gynaecology, The First Affiliated Hospital of Shenzhen University/Shenzhen Second People’s Hospital, Guangdong, China
| | - Xiaohua Xie
- Department of Nursing, The First Affiliated Hospital of Shenzhen University/Shenzhen Second People’s Hospital, Guangdong, China
| | - Zhiying Yu
- Department of Gynaecology, The First Affiliated Hospital of Shenzhen University/Shenzhen Second People’s Hospital, Guangdong, China
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Miller AG, Burr KL, Juby J, Hinkson CR, Hoerr CA, Roberts KJ, Smith BJ, Strickland SL, Rehder KJ. Enhancing Respiratory Therapists' Well-Being: Battling Burnout in Respiratory Care. Respir Care 2023; 68:692-705. [PMID: 37076431 PMCID: PMC10171344 DOI: 10.4187/respcare.10632] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/12/2022]
Abstract
Burnout is a major problem in health care and is associated with adverse sequelae for patients, health care workers, and organizations. Burnout among respiratory therapists (RTs) is as high as 79% and is associated with poor or ineffective leadership, inadequate staffing, high work load, non-leadership position, and work environment. An understanding of burnout is necessary for both staff and leadership to ensure RT well-being. This narrative review will discuss the psychology of burnout, prevalence, drivers, mitigation strategies, and future directions for research.
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Affiliation(s)
| | | | - Jerin Juby
- Thomas Jefferson University Hospital, Philadelphia, Pennsylvania
| | | | | | - Karsten J Roberts
- Hospital of the University of Pennsylvania, Philadelphia, Pennsylvania
| | - Brian J Smith
- University of California, Davis, Sacramento, California
| | - Shawna L Strickland
- Rush University, Chicago, Illinois; and American Epilepsy Society, Chicago, Illinois
| | - Kyle J Rehder
- Duke University Medical Center, Durham, North Carolina
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Rahnfeld M, Wendsche J, Wegge J. Job demands and resources as drivers of exhaustion and leaving intentions: a prospective analysis with geriatric nurses. BMC Geriatr 2023; 23:167. [PMID: 36959574 PMCID: PMC10037764 DOI: 10.1186/s12877-023-03829-x] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/01/2022] [Accepted: 02/16/2023] [Indexed: 03/25/2023] Open
Abstract
BACKGROUND Nurses show a high prevalence of exhaustion and increased leaving intentions. With this study, we integrate established research about turnover intention with recent burnout literature and present a theoretical model that combines both. The aim of this study was to examine job demands (time pressure, social conflicts) and resources (job control, supervisor support, task identity, person-organisation fit) as drivers and health and age as moderators for the relationships between exhaustion and nurses' organisational and professional leaving intentions. METHODS We analysed data from a standardised paper-pencil questionnaire survey with a prospective, two-wave (12 months apart) study design. In total, 584 nurses participated at Time 1 (t1). The final sample at Time 2 (t2) was n = 222 nurses (38%; age: M = 41.1 years, SD = 11.0; 88% females). RESULTS We identified time pressure as job demand and job control, task identity, and person-organisation fit as resources that drive the relationships of exhaustion (mean between both times of measures) and organisational and professional leaving intentions. The relationships to organisational leaving intentions decreased with nurses' age and the relationships to professional leaving intentions increased for nurses who had poorer self-rated health. We found indirect effects of exhaustion for relationships between job demands and nurses' leaving intentions. Relationships to exhaustion remained significant after adjusting for depressive mood. CONCLUSION Insights from this study can be used both by employers and employees. Redesigning work might be a promising approach to improve nurses' well-being and retention in this profession. Geriatric care facilities should include the concept of person-organisation fit into their personnel selection process.
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Affiliation(s)
- Marlen Rahnfeld
- Faculty of Psychology, TU Dresden, Zellescher Weg 17, D-01069, Dresden, Germany
| | - Johannes Wendsche
- Federal Institute for Occupational Safety and Health, Fabricestraße 8, D-01099, Dresden, Germany
| | - Jürgen Wegge
- Faculty of Psychology, TU Dresden, Zellescher Weg 17, D-01069, Dresden, Germany.
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13
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Ghavami V, Tabatabaee SS. A survival analysis approach to determine factors associated with non-retention of newly hired health workers in Iran. BMC Health Serv Res 2023; 23:265. [PMID: 36927509 PMCID: PMC10022210 DOI: 10.1186/s12913-023-09262-5] [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: 11/11/2022] [Accepted: 03/08/2023] [Indexed: 03/18/2023] Open
Abstract
BACKGROUND AND AIM One of the main tasks of the healthcare human resource management is to maintain and retain professional staff. The high level turnover of professional staff may reduce the quality of healthcare service delivery. Therefore, this study investigated the factors associated with the turnover of the newly recruited healthcare professionals using survival analysis method in Iran. MATERIALS AND METHODS This historical cohort analysis comprised 6811 employees who began working at Mashhad University of Medical Sciences between 2005 and 2020. Employees recruited at any of the university's units between the years 2005 to 2019 were included. We used appropriate descriptive indices and Log-rank test and the Cox proportional-hazards model to assess the staff turnover. A significance level of 0.05 was used for all tests. RESULTS The findings of the survival analysis showed that the probability of turnover in one year, two years, and five years of employment were 0.12, 0.16, and 0.27. Based on the findings of the Log-rank test, the probability of turnover in entire of the study period was not statistically different between male and female (p = 0.573), and likewise between employees with healthcare occupations and non-healthcare occupations (p = 0.351). Employees whose current workplace and birthplace were not similar had a significantly higher probability of turnover (p < 0.001). Accordingly, the Cox regression result showed, the risk of turnover for the singles was 1.22 times higher than the married. For the Ph.D degree was 3.23 times higher compared to those with a diploma or an associate degree, and for a bachelor's or master's degree was 2.06 times more likely to change their workplace than those with a diploma or an associate degree. CONCLUSION Policies promoting the recruitment of native-born professionals, given priority to the married candidates than single ones, and/or recurring candidates to pledge to stay in the locality of recruitment site can increase the staff retention and reduce the costs of staff turnover including re-hiring, initial and on-the-job training, accommodation, and other extra living consumptions away from home and family.
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Affiliation(s)
- Vahid Ghavami
- Department of Epidemiology & Biostatistics, School of Health, Mashhad University of Medical Sciences, Mashhad, Iran
| | - Seyed Saeed Tabatabaee
- Social Determinants of Health Research Center, Mashhad University of Medical Sciences, Mashhad, Iran. .,Department of Management Sciences and Health Economics, School of Health, Mashhad University of Medical Sciences, Daneshgah avenue, between 16 -18, Faculty of Health, Mashhad, 9137673119, Iran.
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14
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Maleki R, Janatolmakan M, Fallahi M, Andayeshgar B, Khatony A. Intention to leave the profession and related factors in nurses: A cross-sectional study in Kermanshah, Iran. Nurs Open 2023. [PMID: 36808821 DOI: 10.1002/nop2.1670] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/23/2022] [Revised: 12/09/2022] [Accepted: 02/05/2023] [Indexed: 02/22/2023] Open
Abstract
AIM To investigate the intention to leave the profession and its related factors among nurses in Kermanshah, western Iran. DESIGN Cross-sectional study. METHODS A total of 377 nurses were enrolled in a stratified random sampling method. Data were collected by the Anticipated Turnover Scale and a sociodemographic information form. and analysed by descriptive and inferential statistics (logistic regression analysis). RESULTS The results showed that 49.6% (n = 187) of nurses tended to leave the profession and the mean score of intention to leave was 36.6 ± 0.5 of 60. There were no statistically significant differences between nurses who intended to leave and those who did not in terms of age, marital status, gender, type of employment, type of shift and work experience. But a statistically significant association was found between workplace (p = 0.041, adjusted OR = 2.07) and job title (p = 0.016, adjusted OR = 0.58) and intention to leave the profession. PATIENT OR PUBLIC CONTRIBUTION No.
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Affiliation(s)
- Raheleh Maleki
- Social Development and Health Promotion Research Center, Health Institute, Kermanshah University of Medical Sciences, Kermanshah, Iran
| | - Maryam Janatolmakan
- Social Development and Health Promotion Research Center, Health Institute, Kermanshah University of Medical Sciences, Kermanshah, Iran
| | - Masoud Fallahi
- School of Nursing and Midwifery, Kermanshah University of Medical Sciences, Kermanshah, Iran
| | - Bahare Andayeshgar
- School of Health, 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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15
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Villagran CA, Dalmolin GDL, Barlem ELD, Greco PBT, Lanes TC, Andolhe R. Association between Moral Distress and Burnout Syndrome in university-hospital nurses. Rev Lat Am Enfermagem 2023; 31:e3747. [PMID: 36722633 PMCID: PMC9886076 DOI: 10.1590/1518-8345.6071.3747] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/08/2022] [Accepted: 07/14/2022] [Indexed: 02/02/2023] Open
Abstract
OBJECTIVE to analyze the association between moral distress and Burnout Syndrome among nurses in a university hospital. METHOD descriptive, analytical study conducted with 269 nurses working in a university hospital located in Rio Grande do Sul, Brazil. Data were collected in person in 2019 by previously trained collectors. A sociodemographic and employment questionnaire, the Brazilian Scale of Moral Distress in Nurses and the Maslach Burnout Inventory were applied. Descriptive and analytical statistical analysis was used. RESULTS an association was identified between moral distress intensity and frequency and its dimensions with Burnout Syndrome and its dimensions. Nurses with low professional achievement and high emotional exhaustion showed a higher prevalence of moral distress. CONCLUSION an association between moral distress and Burnout Syndrome, as well as between their dimensions, was evidenced. The results suggest the need to investigate urgent interventions to mitigate the situations and manifestations of moral distress and Burnout Syndrome by developing strategies for workers' health.
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Affiliation(s)
| | - Graziele de Lima Dalmolin
- Universidade Federal de Santa Maria, Departamento de Enfermagem, Santa Maria, RS, Brazil. , Graziele de Lima Dalmolin E-mail:
| | | | | | - Taís Carpes Lanes
- Universidade Federal de Santa Maria, Departamento de Enfermagem, Santa Maria, RS, Brazil.
| | - Rafaela Andolhe
- Universidade Federal de Santa Maria, Departamento de Enfermagem, Santa Maria, RS, Brazil.
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16
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de Vries N, Boone A, Godderis L, Bouman J, Szemik S, Matranga D, de Winter P. The Race to Retain Healthcare Workers: A Systematic Review on Factors that Impact Retention of Nurses and Physicians in Hospitals. INQUIRY : A JOURNAL OF MEDICAL CARE ORGANIZATION, PROVISION AND FINANCING 2023; 60:469580231159318. [PMID: 36912131 PMCID: PMC10014988 DOI: 10.1177/00469580231159318] [Citation(s) in RCA: 24] [Impact Index Per Article: 24.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/14/2023]
Abstract
The shortage of healthcare workers is a growing problem across the globe. Nurses and physicians, in particular, are vulnerable as a result of the COVID-19 pandemic. Understanding why they might leave is imperative for improving retention. This systematic review explores both the prevalence of nurses and physicians who are intent on leaving their position at hospitals in European countries and the main determinants influencing job retention among nurses and physicians of their respective position in a hospital setting in both European and non-European countries. A comprehensive search was fulfilled within 3 electronic databases on June 3rd 2021. In total 345 articles met the inclusion criteria. The determinants were categorized into 6 themes: personal characteristics, job demands, employment services, working conditions, work relationships, and organizational culture. The main determinants for job retention were job satisfaction, career development and work-life balance. European and non-European countries showed similarities and differences in determinants influencing retention. Identifying these factors supports the development of multifactorial interventions, which can aid the formulation of medical strategies and help to maximize retention.
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Affiliation(s)
- Neeltje de Vries
- Department of Internal Medicine, Spaarne Gasthuis, Hoofddorp, The Netherlands.,Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands
| | - Anke Boone
- Centre for Environment and Health, KU Leuven, Leuven, Belgium
| | - Lode Godderis
- Centre for Environment and Health, KU Leuven, Leuven, Belgium.,IDEWE, External Service for Prevention and Protection at Work, Leuven, Belgium
| | - José Bouman
- Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands
| | - Szymon Szemik
- Department of Epidemiology, School of Medinie in Kotawice, Medical University of Silesia, Katowice, Poland
| | - Domenica Matranga
- University of Palermo, Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, Palermo, Italy
| | - Peter de Winter
- Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands.,Leuven Child and Health Institute, KU Leuven, Leuven, Belgium.,Department of Development and Regeneration, KU Leuven, Leuven, Belgium
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17
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Tadesse B, Dechasa A, Ayana M, Tura MR. Intention to Leave Nursing Profession and Its Associated Factors Among Nurses: A Facility Based Cross-Sectional Study. INQUIRY : A JOURNAL OF MEDICAL CARE ORGANIZATION, PROVISION AND FINANCING 2023; 60:469580231200602. [PMID: 37746703 PMCID: PMC10521272 DOI: 10.1177/00469580231200602] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/05/2023] [Revised: 08/09/2023] [Accepted: 08/23/2023] [Indexed: 09/26/2023]
Abstract
Nurses' intention of leaving their profession is the main challenge for healthcare and hospital administrators in many countries. It has significant impact on the performance, stability and productivity of health facilities. However, there is limited evidence on the nurses' intention to leave their profession and associated factors among nurses in developing countries including Ethiopia. This study was aimed to assess intention to leave nursing profession and its associated factors among nurses working in West Shoa Zone public Hospitals, Oromia region, Central Ethiopia, 2020. Institution based cross-sectional study was conducted among 393 nurses working in West Shoa zone public hospitals, Ethiopia from May 1 to 30, 2020. Simple random sampling technique was used to select the study participants. Structured self- administered questionnaire was used to collect data. Data were cleaned and entered into Epi-data version 3.1 then exported to SPSS version 25 for analysis. Descriptive statistics such as frequency mean and standard deviation was computed to describe variables of the study. All covariates that were significant at P value <0.25 in bivariate logistic regression analysis were considered for further multivariable logistic regression analysis. Backward stepwise logistic regression model was fitted, crude ratio and odds ratio were calculated for factors at 95% confidence interval (CI). Level of statistical significance was declared at P value <0.05. In this study, the overall nurses' intention to leave nursing profession was 61.3% [95% CI (56.5%, 66.2%)]. Nurses' educational status, age, working experience, working position, professional commitment, job stress, job satisfaction and organizational factor were significantly associated with nurses' intention to leave their profession. The overall nurses' intention to leave their profession was high. Reducing this level of leaving intention needs collaborative intervention related to factors like safety of working environment, job related stress, job satisfaction, professional commitment and education opportunities which are a big homework for managers on health sectors of West Shoa zone public Hospitals and higher level health sector managers.
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Affiliation(s)
| | | | - Mulatu Ayana
- Department of Public Health, College of Medicine and Health Sciences, Ambo University, Ethiopia
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18
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Rakhshan M, Hakimi H, Mousazadeh N, Dorri S. Challenges of Mental Health in Medical Staffs during COVID -19 Outbreak: A Systematic Review. MEDICINA CLÍNICA PRÁCTICA 2022. [PMCID: PMC9794487 DOI: 10.1016/j.mcpsp.2022.100361] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/29/2022]
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19
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Boateng AB, Opoku DA, Ayisi-Boateng NK, Sulemana A, Mohammed A, Osarfo J, Hogarh JN. Factors Influencing Turnover Intention among Nurses and Midwives in Ghana. Nurs Res Pract 2022; 2022:4299702. [PMID: 36439941 PMCID: PMC9683982 DOI: 10.1155/2022/4299702] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/03/2022] [Revised: 10/29/2022] [Accepted: 11/08/2022] [Indexed: 09/02/2023] Open
Abstract
BACKGROUND Nurse turnover intention, defined as a measure of nurses' desire to leave their positions, is a global public health issue with a grave impact on the healthcare workforce. However, literature on it is limited in sub-Saharan Africa, an at-risk region. This study aimed to determine the predictors of turnover intention among nursing staff at a tertiary hospital in Kumasi, Ghana. METHODS This was an institution-basedcross-sectional study conducted among 226 randomly selected nurses and midwives working at a tertiary healthcare center in Kumasi, Ghana. Data were collected by using a structured questionnaire. Significant predictors of turnover intention were analyzed by using multivariate logistic regression analysis. Adjusted odds ratio (AOR) with a 95% confidence interval (CI) and p value <0.05 was used. RESULTS The prevalence of turnover intention among study participants was 87.2% (197/226). About two-thirds (61.5%, 139/226) of the participants were exposed to a high level of workplace hazards. Management support (AOR = 3.09, 95% CI = 1.09-8.75), salary (AOR = 0.07, 95% CI = 0.01-0.46), inadequate number of staff on duty per shift (AOR = 3.36, 95% CI = 1.08-10.47) and participants' rank (AOR = 6.81, 95% CI = 1.18-39.16) were significantly associated with turnover intention. CONCLUSION Overall, the turnover intention was high. Hence, there is a need for policymakers, health administrators, and nurse managers to implement strategies such as increasing staff strength, providing adequate support, incentives, and other forms of motivation for nurses and midwives to help reduce the rate of turnover intention.
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Affiliation(s)
- Angelina Boatemaa Boateng
- Department of Occupational and Environmental Health, School of Public Health, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana
| | - Douglas Aninng Opoku
- Department of Occupational and Environmental Health, School of Public Health, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana
- Allen Clinic, Family Healthcare Services, Kumasi, Ghana
| | - Nana Kwame Ayisi-Boateng
- Department of Medicine, School of Medicine and Dentistry, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana
- University Hospital, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana
| | - Alhassan Sulemana
- Department of Environmental Science, College of Science, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana
| | - Aliyu Mohammed
- Department of Epidemiology and Biostatistics, School of Public Health, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana
| | - Joseph Osarfo
- Department of Community Medicine, School of Medicine, University of Health and Allied Health Science, Ho, Ghana
| | - Jonathan N. Hogarh
- Department of Environmental Science, College of Science, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana
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20
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Wang T, Chen Y, He Y, Shen L, Wang P, Zhu M, Zhu J, Li M. Stressors, coping strategies and intention to leave the nursing profession: A cross-sectional nationwide study in China. J Nurs Manag 2022; 30:4398-4408. [PMID: 36208138 DOI: 10.1111/jonm.13865] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/15/2022] [Revised: 08/04/2022] [Accepted: 10/02/2022] [Indexed: 12/30/2022]
Abstract
AIMS This study aims to investigate the association between stressors, coping strategies and intention to leave the nursing profession among nurses. BACKGROUND Job stressors and coping strategies are believed to affect turnover intention among nurses, but no large-scale study has been conducted on these associations in China yet. METHOD A cross-sectional secondary analysis was conducted among 51,406 nurses from 1858 hospitals. Univariable and multivariable logistic regression analyses were carried out, and odds ratios were reported. RESULTS Overall, 49.58% nurses had an intention to leave the profession. It is found that stress from health condition, family, occupational injuries, nurse-patient tension, high job demands, strict leaders and colleague relationships were significantly associated with higher intention to leave. Coping strategies such as talking to family and friends, talking to leaders, doing outdoor activities, engaging in hobbies and attending on-the-job training were significantly associated with lower intention, but social gathering, psychological counselling and suffering in silence had an opposite effect. CONCLUSIONS Our study provides new insights into the association between stressors, coping strategies and turnover intention among nurses in China. IMPLICATIONS FOR NURSING MANAGEMENT Evidence from this study indicates that policies promoting a safe and supportive work environment should be developed to help nurses cope with stress.
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Affiliation(s)
- Tingting Wang
- School of Nursing, Peking University, Beijing, China.,China-Japan Friendship Hospital, Beijing, China
| | - Yanhua Chen
- Vanke School of Public Health, Tsinghua University, Beijing, China.,School of Medicine, Tsinghua University, Beijing, China
| | - Yanrong He
- Vanke School of Public Health, Tsinghua University, Beijing, China
| | - Lijun Shen
- Vanke School of Public Health, Tsinghua University, Beijing, China.,School of Medicine, Tsinghua University, Beijing, China
| | - Peicheng Wang
- Vanke School of Public Health, Tsinghua University, Beijing, China.,School of Medicine, Tsinghua University, Beijing, China
| | - Mingzhen Zhu
- School of Nursing, Peking University, Beijing, China.,China-Japan Friendship Hospital, Beijing, China
| | - Jiming Zhu
- Vanke School of Public Health, Tsinghua University, Beijing, China.,Institute for Healthy China, Tsinghua University, Beijing, China
| | - Mingzi Li
- School of Nursing, Peking University, Beijing, China
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21
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Burr KL, Hinkson CR, Smith BJ, Roberts KJ, Strickland SL, Hoerr CA, Rehder KJ, Miller AG. Factors Associated With a Positive View of Respiratory Care Leadership. Respir Care 2022; 67:1236-1245. [PMID: 35701175 PMCID: PMC9994323 DOI: 10.4187/respcare.10081] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Abstract
BACKGROUND Burnout within health care is prevalent, and its effects are detrimental to patient outcomes, organizations, and individuals. Effects stemming from burnout include anxiety, depression, excessive alcohol and drug use, cardiovascular problems, time off work, and worse patient outcomes. Published data have suggested up to 50% of health care workers experience burnout and 79% of respiratory therapists (RTs) experience burnout. Leadership has been cited as a key driver of burnout among RTs. We aimed to identify factors associated with a positive or negative leadership perception. METHODS A post hoc analysis of an institutional review board-approved survey to evaluate RT burnout, administered via REDCap by convenience sample to 26 health care centers (3,124 potential respondents) from January 17-March 15, 2021, was performed to identify factors associated with a positive view of leadership. Survey questions included validated tools to measure leadership, burnout, staffing, COVID-19 exposure, and demographics. Data analysis was descriptive, and logistic regression was performed to evaluate factors associated with leadership perception. RESULTS Of 1,080 respondents, 710 (66%) had a positive view of leadership. Univariate analysis revealed those with a positive view of leadership were more likely to be working with adequate staffing, were rarely unable to complete all work, were less likely to be burned out, disagreed that people in this work environment were burned out, were less likely to miss work for any reason, more likely to be in a leadership position, worked fewer hours in intensive care, worked in a center affiliated with a medical school, worked day shift, were less likely to care for adult patients, and were more likely to be male. Logistic regression revealed providing care to patients with COVID-19 (odds ratio [OR] 5.8-10.5, P < .001-.006) was the only factor associated with a positive view of leadership, whereas working without adequate staffing (OR 0.27-0.28, P = .002-.006), staff RTs (OR 0.33, P < .001), work environment (OR 0.42, P = .003), missing work for any reason (OR 0.69, P = .003), and burnout score (OR 0.98, P < .001) were associated with a negative view of leadership. CONCLUSIONS Most RTs had a positive view of their leadership. A negative leadership score was associated with higher burnout and missing work. This relationship requires further investigation to evaluate if changes in leadership practices can improve employee well-being and reduce burnout.
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Affiliation(s)
- Katlyn L Burr
- Respiratory Care Services, Nemours Children's Health, Wilmington, Delaware.
| | - Carl R Hinkson
- Respiratory Care, Providence Regional Medical Center, Everett, Washington
| | - Brian J Smith
- Respiratory Care, University of California, Davis, Davis, California
| | - Karsten J Roberts
- Respiratory Care, Hospital of the University of Pennsylvania, Philadelphia, Pennsylvania
| | - Shawna L Strickland
- Health Sciences, Rush University, Chicago, Illinois; and American Epilepsy Society, Chicago, Illinois
| | | | - Kyle J Rehder
- Division of Pediatric Critical Care Medicine, Duke University Medical Center, Durham, North Carolina
| | - Andrew G Miller
- Division of Pediatric Critical Care Medicine and Respiratory Care Services, Duke University Medical Center, Durham, North Carolina
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22
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Gherman MA, Arhiri L, Holman AC, Soponaru C. Injurious Memories from the COVID-19 Frontline: The Impact of Episodic Memories of Self- and Other-Potentially Morally Injurious Events on Romanian Nurses' Burnout, Turnover Intentions and Basic Need Satisfaction. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:9604. [PMID: 35954961 PMCID: PMC9368272 DOI: 10.3390/ijerph19159604] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 07/13/2022] [Revised: 07/28/2022] [Accepted: 08/01/2022] [Indexed: 12/14/2022]
Abstract
Nurses have been frequently exposed to Potentially Morally Injurious Events (PMIEs) during the COVID-19 pandemic. Due to resource scarcity, they both perpetrated (self-PMIEs) and passively witnessed (other-PMIEs) moral transgressions toward the patients, severely violating their moral values. Our study investigated the impact of self- and other-PMIEs on work outcomes by exploring nurses' episodic memories of these events and the basic psychological need thwarting associated with them. Using a quasi-experimental design, on a convenience sample of 463 Romanian nurses, we found that PMIEs memories were uniquely associated with burnout and turnover intentions, after controlling for socio-demographic characteristics, general basic psychological need satisfaction at work and other phenomenological characteristics. Both self- and other-PMIEs memories were need thwarting, with autonomy and competence mediating their differential impact on burnout, and with relatedness-on turnover intentions. Our findings emphasize the need for organizational moral repair practices, which should include enhancing nurses' feelings of autonomy, relatedness and competence. Psychological counseling and psychotherapy should be provided to nurses to prevent their episodic memories of PMIEs to be (fully) integrated in autobiographical knowledge, because this integration could have severe consequences on their psycho-social function and occupational health, as well as on the organizational climate in healthcare institutions.
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Affiliation(s)
| | | | - Andrei Corneliu Holman
- Faculty of Psychology and Education Sciences, Alexandru Ioan Cuza University, Str. Toma Cozma 3, 700554 Iasi, Romania
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23
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Sousa-Ribeiro M, Lindfors P, Knudsen K. Sustainable Working Life in Intensive Care: A Qualitative Study of Older Nurses. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19106130. [PMID: 35627667 PMCID: PMC9140772 DOI: 10.3390/ijerph19106130] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 04/29/2022] [Revised: 05/04/2022] [Accepted: 05/14/2022] [Indexed: 02/04/2023]
Abstract
To counteract the shortage of nurses in the workforce, healthcare organizations must encourage experienced nurses to extend their working lives. Intensive care (IC) has higher nurse-to-patient ratios than other settings, which includes a particular susceptibility to staff shortage. This qualitative study investigated how older IC nurses experienced their working life and their reflections on the late-career and retirement. Semi-structured interviews with 12 IC nurses in Sweden (aged 55-65 years) were analyzed using an interpretative phenomenological analysis approach. The results showed that nurses planned to continue working until the age of 65 and beyond. When reflecting on their late-career decisions, nurses considered nine areas covering individual, work, and organizational factors as being central to their ability and willingness to stay. Overall, the nurses had good health and were very satisfied and committed to their job and to the organization. They mentioned having both the job and personal resources required to cope with the physical and mental job demands, which were perceived as motivational challenges, rather than hinders. They also reflected on various human resource management practices that may promote aging-in-workplace. These findings may inform organizations aiming at providing adequate conditions for enabling healthy and sustainable working lives for IC nurses.
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24
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Chen HC, Chien TW, Chen L, Yeh YT, Ma SC, Lee HF. An app for predicting nurse intention to quit the job using artificial neural networks (ANNs) in Microsoft Excel. Medicine (Baltimore) 2022; 101:e28915. [PMID: 35356900 PMCID: PMC10684186 DOI: 10.1097/md.0000000000028915] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/05/2021] [Accepted: 02/01/2022] [Indexed: 01/04/2023] Open
Abstract
Background: Numerous studies have identified factors related to nurses’ intention to leave. However, none has successfully predicted the nurse’s intention to quit the job. Whether the intention to quit the job can be predicted is an interesting topic in healthcare settings. A model to predict the nurse’s intention to quit the job for novice nurses should be investigated. The aim of this study is to build a model to develop an app for the automatic prediction and classification of nurses’ intention to quit their jobs. Methods: We recruited 1104 novice nurses working in 6 medical centers in Taiwan to complete 100-item questionnaires related to the nurse’s intention to quit the job in October 2018. The k-mean was used to divide nurses into 2 classes based on 5 items regarding leave intention. Feature variables were selected from the 100-item survey. Two models, including an artificial neural network (ANN) and a convolutional neural network, were compared across 4 scenarios made up of 2 training sets (n = 1104 and n = 804 ≅ 70%) and their corresponding testing (n = 300 ≅ 30%) sets to verify the model accuracy. An app for predicting the nurse’s intention to quit the job was then developed as a website assessment. Results: We observed that 24 feature variables extracted from this study in the ANN model yielded a higher area under the ROC curve of 0.82 (95% CI 0.80-0.84) based on the 1104 cases, the ANN performed better than the convolutional neural network on the accuracy, and a ready and available app for predicting the nurse’s intention to quit the job was successfully developed in this study. Conclusions: A 24-item ANN model with 53 parameters estimated by the ANN was developed to improve the accuracy of nurses’ intention to quit their jobs. The app would help team leaders take care of nurses who intend to quit the job before their actions are taken. Key Points
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Affiliation(s)
- Hsiu-Chin Chen
- Department of Nursing, Chi Mei Medical Center, Tainan, Taiwan,Department of Senior Welfare and Services, Southern Taiwan University of Science and Technology, Taiwan,Department of Medical Research, Chi-Mei Medical Center, Tainan, Taiwan,Department of Nursing, An Nan Hospital, China Medical University, Tainan, Taiwan,Medical School, St. George's University of London, London, United Kingdom,Department of Nursing, College of Medicine, National Cheng Kung University, Tainan, Taiwan
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25
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Lyu X, Akkadechanunt T, Soivong P, Juntasopeepun P. Factors influencing intention to stay of male nurses: A descriptive predictive study. Nurs Health Sci 2022; 24:322-329. [PMID: 35146863 DOI: 10.1111/nhs.12928] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/06/2021] [Revised: 01/30/2022] [Accepted: 01/31/2022] [Indexed: 11/30/2022]
Abstract
Nurse shortages and nurse attrition are high in many countries, and there is also a dearth of male nurses in the profession. This study aimed to examine the level of intention to stay and ten predictors of this among male nurses in China. A descriptive, predictive study was administered to 480 registered male nurses. Eight research instruments were used to collect data. Descriptive statistics and binary logistic regression were employed to analyze the data. The overall intention to stay in the nursing profession as perceived by male nurses was at a moderate level. Binary logistic regression demonstrated that work group cohesion, transformational leadership, career growth, and job satisfaction were significant predictors, explaining 32.2% of the total variance for intention to stay. The findings of this study provide suggestions for nursing administrators and policymakers to develop appropriate strategies or interventions to increase the intention to stay for male nurses to stay in the profession, based on the four predictors.
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Affiliation(s)
- Xiaochen Lyu
- Faculty of Nursing, Chiang Mai University, Chiang Mai, Thailand
| | | | - Pratum Soivong
- Faculty of Nursing, Chiang Mai University, Chiang Mai, Thailand
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Hosseini FA, Parvan K, Shaygan M, Thomson B. Male Nursing Students' Perception of Gender Barriers in Nursing Curricula in an Iranian University of Medical Sciences. INVESTIGACION Y EDUCACION EN ENFERMERIA 2022; 40:e03. [PMID: 35485616 PMCID: PMC9052718 DOI: 10.17533/udea.iee.v40n1e03] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/31/2021] [Accepted: 03/03/2022] [Indexed: 06/14/2023]
Abstract
OBJECTIVES The present study aimed to determine male nursing students' perception of gender barriers in nursing curricula. METHODS This descriptive study was conducted on 150 B.Sc. and M.Sc. nursing students at Tabriz School of Nursing and Midwifery, Tabriz university of medical sciences, Tabriz, Iran that were selected through convenience sampling. The study data were collected using Inventory of Male Friendliness in Nursing Programs-Short (IMFNP-S). This scale has 17 items for investigating male nursing students' perception of gender barriers in nursing curricula. Each item is a 5-point Likert-type scale scored from 0 to 4; total scale score could range from 0 to 68, higher scores representing male nursing students' perception of less gender barriers in nursing curricula. RESULTS The total mean score of gender barriers was 35.11+6.15. The most important barriers included different requirements/limitations in obstetrics apprenticeship (Median=1), and need for proving oneself because of people's expectation of nurses to be female (Median=2). On the other hand, the least important barriers were lack of important people's support on one's career decisions (Median=3), and lack of opportunity to work with other male nurses (Median=3). The scale score was not associated with the socio-demographic characteristics studied. CONCLUSIONS The most male nursing students feel various gender issues in the nursing curriculum in a medium level that may negatively impact on their learning, professional performance and motivation and tendency to nursing. Furthermore, this vicious cycle can lead to lack of professional development, leaving the job and burnout. Thus, creating a gender-neutral environment can make nursing programs more male friendly.
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Martinez MC, Latorre MDRDDO, Fischer FM. Factors associated with work ability and intention to leave nursing profession: a nested case-control study. INDUSTRIAL HEALTH 2022; 60:29-39. [PMID: 34629370 PMCID: PMC8825767 DOI: 10.2486/indhealth.2021-0085] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 04/09/2021] [Accepted: 06/06/2021] [Indexed: 06/13/2023]
Abstract
This study aims to identify factors associated with impaired work ability and intention to leave the nursing profession. This is a case-control nested within a cross-sectional study. Samples were randomly selected for work ability (475 controls and 158 cases) and intention to leave profession (454 controls and 151 cases). Data on demographic, lifestyle, occupational features, work environment, work ability and intention to leave profession were collected. Multiple logistic regression analysis was performed. Factors associated with work ability impairment were: risk for moderate (OR=1.28) and high (OR=2.26) job strain, effort-reward imbalance (OR=2.82), high overcommitment (OR=1.77), situations that may contribute to musculoskeletal pain/injury with moderate (OR=1.82) or high (OR=2.58) exposures, degree level (OR=2.13) or elementary/high school level (OR=1.67), and low physical activity (OR=1.74). Age of 31-40 years (OR=0.26) and ≥41 years (OR=0.27) were protective factors. Factors associated with intention to leave profession were: high risk for job strain (OR=1.81), effort-reward imbalance (OR=3.25), situations that may contribute to musculoskeletal pain/injury with high exposure (OR=1.54), and insomnia symptoms (OR=2.72). Age >40 years was a protective factor (OR=0.50). Individual characteristics and occupational conditions were associated with work ability impairment and intention to leave profession. Measures to improve working conditions and individual resources were recommended.
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Affiliation(s)
| | | | - Frida Marina Fischer
- University of São Paulo, School of Public Health, Department of Environmental Health, Brazil
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Football and Zumba Training in Female Hospital Staff: Effects after 12 and 40 Weeks on Self-Reported Health Status, Emotional Wellbeing, General Self-Efficacy and Sleep Problems. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19031685. [PMID: 35162706 PMCID: PMC8834773 DOI: 10.3390/ijerph19031685] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/17/2021] [Revised: 01/25/2022] [Accepted: 01/29/2022] [Indexed: 11/26/2022]
Abstract
Background: This 40-weeks intervention study evaluates the effects on self-reported health status, emotional wellbeing, general self-efficacy and sleep problems among female hospital employees. Methods: 107 employees were cluster-randomized into three groups; football (FG), Zumba (ZG) and control (CG). Outcome measurements were conducted at baseline, 12 and 40 weeks. Weekly training frequencies in the first 12 and next 28 weeks were 2.4 ± 0.3 and 0.8 ± 0.2 in FG and 2.3 ± 0.3 and 0.9 ± 0.2 in ZG. Results: Compared to the CG, the ZG showed significant improvement in self-reported health status (p = 0.025), a reduced frequency of poor and restless sleep (on a 0–4 scale) (p = 0.004), as well as a tendency for reduction in the frequency of problems falling asleep (p = 0.055) and overall sleep problems (p = 0.051). Between baseline and 12 weeks, both the FG (p = 0.017) and the ZG (p = 0.017) showed within-group improvements in emotional wellbeing, whereas this improvement was maintained only in the ZG between baseline and 40 weeks (p = 0.002). The FG showed a significant within-group improvement in general self-efficacy (p = 0.012) between baseline and 12 weeks follow-up, with no such improvements in the other groups. Conclusion: The present findings revealed that a physical activity intervention with Zumba as well as football training may improve mental health and sleep outcomes in female hospital staff.
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AlKhars MA, AlFaraj TN, AlNasser AH. Exploring Determinants of Early Retirement Among Saudi Medical Staff. Front Psychol 2021; 12:743393. [PMID: 35002842 PMCID: PMC8732760 DOI: 10.3389/fpsyg.2021.743393] [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: 07/18/2021] [Accepted: 11/19/2021] [Indexed: 11/13/2022] Open
Abstract
The aim of this research was to explore the relationship between the push, pull, anti-push, and anti-pull factors vs. early retirement intention among Saudi medical staff, and to investigate whether there are gender differences in the early retirement intention. To this end, we designed a correlational and cross-sectional study, for which data were collected through an online survey. A total of 680 responses were gathered, of which 221 valid responses constituted the final sample for the analysis. Logistics regression was used to test the hypotheses of the study. The results showed that approximately 58% of the respondents indicated early retirement intention. The significant factors in predicting this intention were the pull, anti-push, and anti-pull factors, whereas the push factors were found to be insignificant. Moreover, female medical staff tend to retire earlier than males. Strategies recommended to delay retirement are providing flexible work hours, working shorter shifts or on a part-time basis, offering programs for professional development, and according more recognition.
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Awan FH, Dunnan L, Jamil K, Gul RF, Anwar A, Idrees M, Guangyu Q. Impact of Role Conflict on Intention to Leave Job With the Moderating Role of Job Embeddedness in Banking Sector Employees. Front Psychol 2021; 12:719449. [PMID: 34867598 PMCID: PMC8639511 DOI: 10.3389/fpsyg.2021.719449] [Citation(s) in RCA: 19] [Impact Index Per Article: 6.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/02/2021] [Accepted: 10/01/2021] [Indexed: 11/18/2022] Open
Abstract
This study investigates why some employees intend to leave their jobs when facing conflict between family responsibilities and job routines. The present study also reveals the moderating role of on-the-job embeddedness between role conflict and intention to leave the job. Drawing on conservation of resources theory, the paper investigates the buffering effect of the three on-the-job embeddedness components (fit, links, and sacrifice). Data were collected from banking officers because most of the employees have to face role conflict between family and job responsibilities, as banking is considered among the most stressful jobs. Collected data were analyzed by applying structural equation modeling. Results indicate that the role conflict significantly influences intention to leave the job. Furthermore, the study shows that on-the-job embeddedness moderates the relationship between role conflict and intention to leave. The results suggest that organizations can reduce turnover intention during times of work and life conflict by developing employee on-the-job embeddedness. This study provides some insights to managers on why many employees leave their jobs and how to overcome this problem. Management should also offer extra and available resources in periods of greater tension to minimize early thinking regarding quitting.
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Affiliation(s)
- Fazal Hussain Awan
- School of Economics and Management, North China Electric Power University, Beijing, China
| | - Liu Dunnan
- School of Economics and Management, North China Electric Power University, Beijing, China.,Beijing Key Laboratory of New Energy and Low-Carbon Development, North China Electric Power University, Beijing, China
| | - Khalid Jamil
- School of Economics and Management, North China Electric Power University, Beijing, China
| | - Rana Faizan Gul
- School of Economics and Management, North China Electric Power University, Beijing, China
| | - Aliya Anwar
- School of Economics and Management, North China Electric Power University, Beijing, China
| | - Muhammad Idrees
- Department of Sociology, Government College University Faisalabad, Faisalabad, Pakistan
| | - Qin Guangyu
- School of Economics and Management, North China Electric Power University, Beijing, China
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Donley J. The Impact of Work Environment on Job Satisfaction: Pre-COVID Research to Inform the Future. NURSE LEADER 2021; 19:585-589. [PMID: 34512206 PMCID: PMC8416300 DOI: 10.1016/j.mnl.2021.08.009] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 08/03/2021] [Accepted: 08/10/2021] [Indexed: 11/27/2022]
Abstract
Nursing is challenging work. Burnout, dissatisfaction, disengagement, as well as exodus from the profession are rampant, and COVID-19 has amplified these issues. Although nurse leaders cannot change the work, they can create work environments that support nurse satisfaction, enjoyment, and meaning at work. A literature review on work environment and job satisfaction conducted pre-COVID for a dissertation project revealed several factors that support healthy work environments. This article defines and describes the qualities of both unhealthy and healthy work environments, discusses the impact they have on employees, and offers suggestions for nurse leaders to improve the work environment in their organization.
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Falatah R. The Impact of the Coronavirus Disease (COVID-19) Pandemic on Nurses' Turnover Intention: An Integrative Review. NURSING REPORTS 2021; 11:787-810. [PMID: 34968269 PMCID: PMC8715458 DOI: 10.3390/nursrep11040075] [Citation(s) in RCA: 108] [Impact Index Per Article: 36.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/08/2021] [Revised: 10/11/2021] [Accepted: 10/12/2021] [Indexed: 12/18/2022] Open
Abstract
The COVID-19 pandemic has increased the demand and workload on nurses. In addition, the number of critical cases, the uncertainty about the disease, and the incidence rate of death from the disease impose a psychological stress on nurses. Considering the alarming issues of stress, burnout, and turnover among nurses even before the pandemic, the pandemic might have amplified such issues. Thus, the impact of the COVID-19 pandemic on nurses' turnover and turnover intention warrants investigation. The aim of this review is to appraise and integrate the current pre- and post-coronavirus disease (COVID-19) literature on nurse turnover, published between 2016 and 2021. Forty-three studies on nurses' turnover intention were appraised and synthesized. The reviewed literature suggested that nurses' turnover intention increased significantly after the COVID-19 pandemic. Post-COVID-19-pandemic studies focused more on predicting nurses' turnover intention through the pandemic's negative impact on the nurses' psychological wellbeing. The findings of this review should be considered by nurse managers and leaders in the development of policies and programs to reduce the negative impact of COVID-19 on nurse retention.
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Affiliation(s)
- Rawaih Falatah
- College of Nursing, King Saud University, Riyadh 11362, Saudi Arabia
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Tripković K, Šantrić-Milićević M, Vasić M, Živković-Šulović M, Odalović M, Mijatović-Jovanović V, Bukumirić Z. Factors Associated with Intention of Serbian Public Health Workers to Leave the Job: A Cross-Sectional, Population-Based Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph182010652. [PMID: 34682398 PMCID: PMC8535250 DOI: 10.3390/ijerph182010652] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 07/26/2021] [Revised: 10/06/2021] [Accepted: 10/07/2021] [Indexed: 01/28/2023]
Abstract
Recruitment and retention of public health workers (PHWs) is crucial for the optimal functioning of the public health system at a time of budget cuts and the threat of a pandemic. Individual and job-related variables were examined by univariate and multivariate logistic regression to identify predictors of the intention to leave a job during the COVID-19 outbreak among Serbian PHWs in 25 institutes of public health (n = 1663 respondents, of which 73.1% were female). A total of 20.3% of PHWs intended to leave their current job within the next five years. Males and persons aged younger than 55 years who had additional practice were more likely to report an intention to leave their job than females, those older than 54 years and those without additional work. While uncertainty and fear of infection during the COVID-19 pandemic were almost perceived as job attractiveness, other job-related characteristics were identified as significant barriers to maintaining the sufficient capacity of qualified PHWs in the future. Authorities need to address these factors, including the following: the feeling of tension, stress or pressure, and unavailability of information during the COVID-19 pandemic, as well as dissatisfaction with respect, valuation, and the job in general.
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Affiliation(s)
- Katica Tripković
- Department for Analysis, Planning and Organization of Health Care, City Institute of Public Health Belgrade, 11000 Belgrade, Serbia
- Correspondence:
| | - Milena Šantrić-Milićević
- Centre–School of Public Health and Health Management, Faculty of Medicine, University of Belgrade, 11000 Belgrade, Serbia;
- Faculty of Medicine, Institute of Social Medicine, University of Belgrade, 11000 Belgrade, Serbia
| | - Milena Vasić
- Faculty of Dentistry Pancevo, University Business Academy in Novi Sad, 26000 Pancevo, Serbia;
- Institute of Public Health of Serbia “Dr Milan Jovanović Batut”, 11000 Belgrade, Serbia;
| | | | - Marina Odalović
- Department of Social Pharmacy and Pharmaceutical Legislation, Faculty of Pharmacy, University of Belgrade, 11000 Belgrade, Serbia;
| | - Vesna Mijatović-Jovanović
- Faculty of Medicine, University of Novi Sad, 21000 Novi Sad, Serbia;
- Institute of Public Health of Vojvodina, 21000 Novi Sad, Serbia
| | - Zoran Bukumirić
- Faculty of Medicine, Institute of Medical Statistics and Informatics, University of Belgrade, 11000 Belgrade, Serbia;
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Phillips LA, de Los Santos N, Jackson J. Licenced practical nurses' perceptions of their work environments and their intention to stay: A cross-sectional study of four practice settings. Nurs Open 2021; 8:3299-3305. [PMID: 34432374 PMCID: PMC8510757 DOI: 10.1002/nop2.1046] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/03/2020] [Revised: 06/26/2021] [Accepted: 08/04/2021] [Indexed: 11/06/2022] Open
Abstract
Aims and objectives This study aimed to understand how licenced practical nurses perceive their work environments across different work settings and to analyse the association between these nurses’ perceptions of their work environments and their intentions to stay employed at their current nursing unit. Design A cross‐sectional descriptive survey was conducted with Licensed Practical Nurses in Alberta, Canada. Methods The study population consisted of 598 licenced practical nurses. Survey measures included demographic information, the Perceived Work Environment‐Nursing Work Index, and an intention to stay scale. Descriptive statistics were calculated and mean scores for perceptions about the work environment were compared by work setting. The associations between perceived work environment and intention to stay were analysed using linear regression. Results Overall, licenced practical nurses rated their work environment as mixed, with statistically significantly lower scores in acute care settings. Nurse manager ability and adequate staffing and resources were the highest contributing variables.
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Ni'matuzahroh, Ningrum V, Widayat, Dyah Artaria M, Suen MW. The COVID-19 pandemic and healthcare workers psychological well-being: a cross-sectional survey in Indonesia. Nurs Open 2021; 8:3212-3221. [PMID: 34427392 PMCID: PMC8510726 DOI: 10.1002/nop2.1034] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/13/2021] [Revised: 06/25/2021] [Accepted: 07/25/2021] [Indexed: 11/09/2022] Open
Abstract
Aim This study was conducted to investigate the relationships amongst psychological well‐being (PWB), emotional intelligence and coping strategies. Design This study employed a cross‐sectional survey design. Method A total of 146 healthcare workers (HCWs) were enrolled in this study. They were asked to finish several questionnaires, including the Wong and Law Emotional Intelligence Scale, the Brief‐Coping Orientation to Problems Experienced Scale and the PWB Scale. The obtained data were analysed using partial least squares structural equation modelling, employee SmartPLS, to estimate the contributions of influencing factors and evaluate the moderating effect of coping strategy (CS) on the relationship between emotional intelligence and PWB. Results Results revealed that emotional intelligence influenced PWB, and CS moderated both emotional intelligence and PWB. Furthermore, CS plays an essential role in improving PWB related to emotional intelligence amongst HCWs during the COVID‐19 outbreak.
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Affiliation(s)
- Ni'matuzahroh
- Department of Psychology, Asia University, Taiwan.,Department of Healthcare Administration Specialty in Psychology, Asia University, Taiwan.,Faculty of Psychology, University of Muhammadiyah Malang, Indonesia
| | - Valendriyani Ningrum
- Department of Dental Public Health, Faculty of Dentistry, Baiturrahmah University, Indonesia
| | - Widayat
- Department Management Faculty of Economics and Business, University of Muhammadiyah Malang, Indonesia
| | - Myrtati Dyah Artaria
- Department of Anthropology, Faculty of Social and Political Sciences, Universitas Airlangga, Indonesia
| | - Mein-Woei Suen
- Department of Psychology, Asia University, Taiwan.,Gender Equality Education and Research Center, Asia University, Taichung, Taiwan.,Department of Medical Research, Asia University Hospital, Asia University, Taiwan.,Department of Medical Research, China Medical University Hospital, China Medical University, Taiwan
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Ayalew E, Workineh Y, Semachew A, Woldgiorgies T, Kerie S, Gedamu H, Zeleke B. Nurses' intention to leave their job in sub-Saharan Africa: A systematic review and meta-analysis. Heliyon 2021; 7:e07382. [PMID: 34258453 PMCID: PMC8253915 DOI: 10.1016/j.heliyon.2021.e07382] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/25/2020] [Revised: 08/11/2020] [Accepted: 06/18/2021] [Indexed: 01/22/2023] Open
Abstract
INTRODUCTION Nurses' intention to leave their job is a worldwide concern. Internal and external brain drain factors are the main reason for nurses' intention to leave their job. So far, in Sub Sahara Africa, several observational studies have been done on nurses' intention to leave their job. However, a comprehensive review that would have a lot of evidence for designing an intervention is lacking. Hence, this study aimed to the pooled status of nurses' intention to leave their job. METHODS In the current meta-analysis, the target variables were searched from different electronic databases. These electronic databases are Pub Med, Google Scholar, Science Direct, African Index Medicus, African Journal Online, EMB ASE, and the Cochran Library. To determine the pooled proportion of intention to leave their job in Sub- Saharan Africa, all the necessary data was extracted by using a standardized data extraction format. We analyzed the data by using Stata 15 statistical software. Heterogeneity between the primary studies assessed by Cochran Q and I-square tests. A random-effect model computes to estimate the pooled nurses' intention to leave their job. RESULT We included fifteen full-text studies in the current meta-analysis. The findings of this meta-analysis revealed that the pooled proportion of nurses' intention to leave their job in sub-Saharan Africa was 50.74% (95% CI; 41.33, 60.14; I2 = 95.80%). The subgroup analysis showed that the highest pooled proportion of intention to leave their job (58.03% (95% CI: 47.93, 68.12)) in East Africa. The lowest pooled estimation to leave their job among nurses showed that South Africa (33.04% (95%CI: 20.45, 45.63)). CONCLUSION In the current study, there was a high proportion of nurses indentation to leave their job. Nurses' intention to leave their job also varied from region to region in the study area. Therefore, health managers and stakeholders focus on design sufficient development and career opportunities, positive working atmosphere, and secure their autonomy.
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Affiliation(s)
- Emiru Ayalew
- Department of Adult Health Nursing, College of Medicine and Health Science, Bahir Dar University, Bahir Dar, Ethiopia
| | - Yinager Workineh
- Department of Child Health Nursing, College of Medicine and Health Science, Bahir Dar University, Bahir Dar, Ethiopia
| | - Ayele Semachew
- Department of Adult Health Nursing, College of Medicine and Health Science, Bahir Dar University, Bahir Dar, Ethiopia
| | - Teshager Woldgiorgies
- Department of Adult Health Nursing, College of Medicine and Health Science, Bahir Dar University, Bahir Dar, Ethiopia
| | - Sitotaw Kerie
- Department of Adult Health Nursing, College of Medicine and Health Science, Bahir Dar University, Bahir Dar, Ethiopia
| | - Haileyesus Gedamu
- Department of Adult Health Nursing, College of Medicine and Health Science, Bahir Dar University, Bahir Dar, Ethiopia
| | - Balew Zeleke
- Department of Child Health Nursing, College of Medicine and Health Science, Bahir Dar University, Bahir Dar, Ethiopia
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Abstract
Abstract
Prevalence of shift work and occupational stress is one of the highest in nursing compared to other sectors. For years Bulgaria is facing nurses’ shortage, which contributes to their long working hours. The aim of the study was to follow the working time arrangements, stressors and health symptoms in hospital nurses in Sofia.
Methods: The study is cross-sectional and comprised 1292 female nurses of average age 50.0 ± 10.2 years from 19 hospitals in Sofia. The anonymous questionnaire was filled, including demographic information, working hours and shift system, with special attention to night work and long working hours, stress and health symptoms. Statistical analysis was carried using SPSS.
Results: The shift work, night work, including 5 and more night shifts per month and the extended shifts were common among the studied nurses with the greatest deal of the emergency and intensive care unit nurses, followed by department nurses. The high rates of overtime and second job contributed to long working hours of 51-60 hours per week in 16.9 % of the nurses and > 61 hours in 11.1 %. About 90 % of the nurses felt under strain and experienced emotional dissonance while working with patients. Work-related stress, night work and long working hours were related to self-rated emotional and physical exhaustion and poor health.
Discussion: The work-related stress, night work and the long working hours raise health concerns for occupational health of hospital nurses. Urgent preventive measures are needed to control stress and reduce working hours and night work.
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Matsuo M, Suzuki E, Takayama Y, Shibata S, Sato K. Influence of Striving for Work-Life Balance and Sense of Coherence on Intention to Leave Among Nurses: A 6-Month Prospective Survey. INQUIRY: The Journal of Health Care Organization, Provision, and Financing 2021; 58:469580211005192. [PMID: 33769128 PMCID: PMC8743965 DOI: 10.1177/00469580211005192] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 12/02/2022]
Abstract
The increase in the elderly population in need of healthcare services has led to a serious shortage in the nursing workforce. To retain a large nursing workforce, a strong work–life balance among nurses is needed along with a healthy work environment. This prospective study investigates the influence of work–life balance and sense of coherence on intention to leave among hospital nurses. A questionnaire survey was conducted with 2239 nurses as a baseline. The explanatory variables included striving for work–life balance behavior, a sense of coherence in terms of personal resources, and work-, organizational-, and individual-related factors. Using a cohort of 1368 valid responses, we measured intention to leave among 975 nurses with whom we were able to follow up 6 months after the baseline survey. We then performed multiple regression analysis. The behavior striving for work–life balance was shown to influence nurses’ intention to leave. Nurses who exhibited less striving for work–life balance behavior showed higher intentions to leave. The sense of coherence was not identified as a factor affecting intention to leave. Securing a comfortable work–life balance would reduce the nurses’ desire to quit the hospital. To reduce nurse turnover, nurse managers should develop support programs that can help nurses achieve a better work–life balance.
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Affiliation(s)
- Maki Matsuo
- Tokyo Healthcare University, Shinagawa-ku, Tokyo, Japan
| | - Eiko Suzuki
- International University of Health and Welfare Graduate School, Tokyo, Japan
| | - Yuko Takayama
- Kawasaki City College of Nursing, Kawasaki, Kanagawa, Japan
| | | | - Kyoko Sato
- Shoin University, Atsugi, Kanagawa, Japan
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Alreshidi NM, Alrashidi LM, Alanazi AN, Alshammri EH. Turnover among foreign nurses in Saudi Arabia. J Public Health Res 2021; 10. [PMID: 33849251 PMCID: PMC8054764 DOI: 10.4081/jphr.2021.1971] [Citation(s) in RCA: 11] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/30/2020] [Accepted: 12/12/2020] [Indexed: 11/23/2022] Open
Abstract
Background: Globally, nursing turnover has become a contemporary concern that significantly influences the financial proficiency of healthcare systems. Not only costs, but healthcare accessibility and quality also reverberate the consequence of the phenomenon. Design and methods: The study explores the factors that attribute to turnover among foreign registered nurses working in Saudi Arabia. A quantitative-based cross-sectional descriptive study design that uses survey data to make statistical inferences about foreign nurse turnover in Saudi Arabia, was conducted to ascertain factors influencing the termination of foreign nurses working with the Ministry of Health (MOH) hospitals. Results: Factors influencing turnover were categorized into 9 dimensions, professional growth and development, leadership style, management, wage and benefits, workload, interpersonal relationship, housing facilities and services, hospital facilities and intent to stay and turn-over intention, of which the professional growth (4.1±0.7) and development had the highest mean agreement scores (4.0±1.1), whereas housing (2.3±1.3) and hospital facilities (2.1±1.0) showed the lowest mean scores. Conclusions: Wage benefits and workload factors were found to be the most significant causes of expatriate nursing turnover, closely followed by inadequate housing and hospital facilities. Recommendations from nursing staff on how to improve retention were also noted. Significance for public health The nursing workforce is considered the backbone of the healthcare delivery system. In Saudi Arabia, foreign nurses employ a large percentage of human resources required in healthcare institutions. Thus, foreign nurses’ increasing turnover rates remain a significant problem affecting healthcare institutions across the country. Staff turnover rate is the prime source of workforce shortage that impacts the operational domain, thereby negatively affecting productivity and revenues. The high turnover rates negatively impact organizational in quality of care and resources to recruit and train new staff, prompts many scholars to investigate possible causes, and to develop a comprehensive staff retention strategies. Determining associated factors on staff turn-over, provides insights that will guide facility policy makers and stakeholders to keep pace with the demand of public health system.
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Affiliation(s)
- Nashi Masnad Alreshidi
- Continuing Nursing Education Director, Nursing Administration in Hail Region, Hail City.
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Alsufyani AM, Almalki KE, Alsufyani YM, Aljuaid SM, Almutairi AM, Alsufyani BO, Alshahrani AS, Baker OG, Aboshaiqah A. Impact of work environment perceptions and communication satisfaction on the intention to quit: an empirical analysis of nurses in Saudi Arabia. PeerJ 2021; 9:e10949. [PMID: 33777522 PMCID: PMC7980699 DOI: 10.7717/peerj.10949] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/24/2020] [Accepted: 01/26/2021] [Indexed: 12/22/2022] Open
Abstract
OBJECTIVE In consideration of the current nursing shortage in Saudi Arabia, we aimed to investigate the association among perceptions of work environment, communication satisfaction, and intentions to quit nursing profession among nurses. In addition, we aimed to investigate the mediating effect of communication satisfaction on the association between nurses' perception of work environment and their intentions to quit nursing profession. METHODS This predictive correlational study was conducted at one of the major hospitals in Saudi Arabia from January 2020 to March 2020. It included a convenience sample of 367 full-time registered nurses who completed three types of close-ended questionnaires. We used IBM SPSS version 24.0 to analyze the collected data. Regression analyses were used to test the study's hypotheses. All regression assumptions were assessed and confirmed. Significance for all tests was set at p ≤ .05. RESULTS The findings indicated an affirmative association between work environment perception and communication satisfaction (b = .764, p < .05) among nurses. In addition, findings showed that work environment perception (b = -.187, p < .05) and communication satisfaction (b = -.226, p < .05) have negative impacts on the nurses' intentions to quit; indicating that as work environment perception or communication satisfaction increases, the intention to quit decreases among nurses. Further, a mediation effect of communication satisfaction on the relationship between work environment perception and intention to quit was confirmed. CONCLUSION This study presents a novel conceptual framework developed based on the literature about the predisposing factors for nurses' intentions to quit nursing profession. Our results suggest that work environment perception and communication satisfaction among the most contributing factors for nurses resignation. Effective communication was established as a crucial factor for establishing attractive and healthy working environment. Nursing managers can benefit by applying these findings to develop appropriate strategies to inhibit the shortage of nurses in Saudi Arabia.
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Affiliation(s)
- Abdulaziz M. Alsufyani
- College of Nursing, King Saud University, Riyadh, Saudi Arabia
- Comprehensive Rehabilitation Center, Ministry of Human Resources and Social Development, Taif, Saudi Arabia
| | - Khalid E. Almalki
- Primary Health Care Center, Ministry of Health, Riyadh, Saudi Arabia
| | | | - Sayer M. Aljuaid
- Comprehensive Rehabilitation Center, Ministry of Human Resources and Social Development, Taif, Saudi Arabia
| | - Abeer M. Almutairi
- King Fahad Specialist Hospital, Ministry of Health, Buridah, Saudi Arabia
| | | | | | - Omar G. Baker
- College of Nursing, King Saud University, Riyadh, Saudi Arabia
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Belém D, da Silva Filho CR, Jacinto AF, França AB, Conterno LO. Influence of overcommitment on the quality of life and on climacteric symptoms in nursing professionals. Rev Gaucha Enferm 2021; 42:e20190374. [PMID: 33656162 DOI: 10.1590/1983-1447.2021.20190374] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/22/2019] [Accepted: 08/19/2020] [Indexed: 11/21/2022] Open
Abstract
OBJECTIVE To describe the general characteristics of nursing professionals and assess the influence of overcommitment on perceived climacteric symptoms and on the quality of life of nursing professionals. METHOD A cross-sectional, analytical study of 152 nursing auxiliaries and assistants aged 40 years or older was conducted at 3 hospitals in the interior of São Paulo state. Sociodemographic data were collected and the Blatt-Kupperman Menopausal Index, Women´s Health Questionnaire, Medical Outcome Study 36-item Short Form Health Survey and Effort-Reward Imbalance were applied in 2017. A descriptive analysis was performed and network analysis was carried out. RESULTS Participants had a mean age of 50.23 years (SD ±7.1). Group 1 comprising 61 (40.1%) women with overcommitment had poorer quality of life as well as more severe climacteric symptoms. CONCLUSIONS Presence of overcommitment seems to influence the negative perception of climacteric symptomatology and quality of life.
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Affiliation(s)
- Dinah Belém
- Faculdade de Medicina de Marília (FAMEMA), Departamento de Clínica Médica. Marília, São Paulo, Brasil
| | | | - Alessandro Ferrari Jacinto
- Universidade Federal de São Paulo (UNIFESP), Disciplina de Geriatria e Gerontologia. São Paulo, São Paulo, Brasil
| | - Alex Bacadini França
- Universidade Federal de São Carlos (UFSCAR), Laboratório de Desenvolvimento e Cognição Humana. São Carlos, São Paulo, Brasil
| | - Lucieni Oliveira Conterno
- Universidade Estadual de Campinas (UNICAMP), Faculdade de Ciências Médicas, Departamento de Clínica Médica. Campinas, São Paulo, Brasil
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Favaro A, Wong C, Oudshoorn A. Relationships among sex, empowerment, workplace bullying and job turnover intention of new graduate nurses. J Clin Nurs 2021; 30:1273-1284. [PMID: 33476435 DOI: 10.1111/jocn.15671] [Citation(s) in RCA: 15] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/16/2020] [Revised: 12/13/2020] [Accepted: 12/31/2020] [Indexed: 11/28/2022]
Abstract
AIMS AND OBJECTIVES The purpose of this study was twofold: examine the relationships among new graduate nurses' (NGNs) structural empowerment, experience of workplace bullying, and their job turnover intention and assess the relationships between sex, workplace bullying, and job turnover intention. BACKGROUND Nursing research has highlighted the issue of workplace bullying and its negative impacts. Despite increased awareness, male nurses and their responses to bullying have not been a significant focus of study. DESIGN A secondary analysis of data collected from a random sample of 1008 Canadian NGNs from the following: Starting Out: A time-lagged Study of New Graduate Nurses' Transition to Practice. METHODS All data were analysed using SPSS, and the study model was tested using the SPSS PROCESS macro, specifically Model 4 (for simple mediation). This paper is compliant with the STROBE reporting guideline for cross-sectional studies. RESULTS Structural empowerment significantly predicted workplace bullying and job turnover intention. Workplace bullying significantly predicted job turnover intention. Structural empowerment mediated job turnover intention through workplace bullying. Male new graduate nurses reported significantly higher workplace bullying than female NGNs yet lower job turnover intention. CONCLUSIONS The findings demonstrate the positive effects of structural empowerment on both decreasing workplace bullying and job turnover intention. Furthermore, findings showed the influence of sex on workplace bullying and job turnover intention. The findings contribute to literature on male NGNs and suggest that they experience significantly higher rates of workplace bullying than their female counterparts. The findings suggest differences exist in the workplace experience for male and female NGNs that future research may help reveal. RELEVANCE TO CLINICAL PRACTICE The findings suggest structural empowerment may be used to reduce bullying prevalence and reduce job turnover intention consequently. The findings also suggest that some measures are needed to address the higher frequency of bullying experienced by male NGNs.
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Hara Y, Asakura K, Asakura T. The Impact of Changes in Professional Autonomy and Occupational Commitment on Nurses' Intention to Leave: A Two-Wave Longitudinal Study in Japan. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17176120. [PMID: 32842676 PMCID: PMC7504321 DOI: 10.3390/ijerph17176120] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/22/2020] [Revised: 08/18/2020] [Accepted: 08/20/2020] [Indexed: 02/07/2023]
Abstract
This study aimed to investigate changes in nurses’ attitudes toward professional autonomy and occupational commitment over time, and their effect on nurses’ intentions to leave, using a two-wave longitudinal design. Anonymous, self-report questionnaires were distributed to all nurses working at 28 hospitals in western Japan on two separate occasions (n = 1778). Multivariate analysis using a generalized estimation equation was conducted, with the intention to leave at Time 2 as the dependent variable, and the changing secular trends in all subscales of attitudes toward professional autonomy and occupational commitment as the independent variables. Age, sex, education, and intention to leave at Time 1 were control variables. Results showed that increasing changing secular trends in control over work conditions, which is a subscale of attitudes toward professional autonomy, increased intention to leave at Time 2, while increasing changing secular trends in all subscales of occupational commitment decreased intention to leave at Time 2. Nurses with a progressive attitude toward discretion of control over work conditions may have higher intentions to leave. Therefore, increasing control over their work conditions may reduce this intention. Additionally, it is necessary to continually enhance nurses’ occupational commitment by offering professional development programs.
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Affiliation(s)
- Yukari Hara
- Graduate School of Medicine, Tohoku University, 2-1, Seiryo-machi, Aoba-ku, Sendai, Miyagi 980-8575, Japan;
- Correspondence: ; Tel.: +81-22-717-7932
| | - Kyoko Asakura
- Graduate School of Medicine, Tohoku University, 2-1, Seiryo-machi, Aoba-ku, Sendai, Miyagi 980-8575, Japan;
| | - Takashi Asakura
- Faculty of Education, Tokyo Gakugei University, 4-1-1, Nukuikita, Koganei, Tokyo 184-8501, Japan;
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Slater P, Roos M, Eskola S, McCormack B, Hahtela N, Kurjenluoma K, Suominen T. Challenging and redesigning a new model to explain intention to leave nursing. Scand J Caring Sci 2020; 35:626-635. [PMID: 32573021 DOI: 10.1111/scs.12884] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/28/2020] [Accepted: 05/23/2020] [Indexed: 11/28/2022]
Abstract
BACKGROUND It is important to have a full and detailed understanding of the factors that influence intention to leave nursing. It has been shown to be the best predictor of actual turnover, and turnover has a significant financial impact and also on the provision of care. AIMS The aim is to examine the impact of predictive work environment factors on nurses' intention to leave their position and to explore contributing factors. METHODS Cross-sectional survey using a convenience sample (n = 605) of Finnish nurses drawn from five clinical settings. The Nursing Context Index, an internationally used and psychometrically validated tool, was used to measure workplace practice environment, work stress, job satisfaction and intention to leave. A response rate of 29.4% was achieved, exceeding power calculation estimates. RESULTS Personal satisfaction and satisfaction with profession and resources, and organisational commitment were significantly related to intention to leave. Younger nurses reported higher levels of intention to leave and there was variability among clinical specialties. Measures of stress and practice environment had no significant relationship with intention to leave. DISCUSSION This study provides a new theoretical model for understanding intention to leave. Having a better understanding of the factors that may help reduce intention to leave allows for targeted interventions to be developed and implemented. This would help reduce the personal and financial implications associated with turnover. IMPLICATIONS FOR PRACTICE, POLICY, MANAGEMENT AND EDUCATION The findings have significant implications for all aspects of nursing. Educators need to prepare new nursing staff for the working environment; policymakers must ensure that nursing satisfaction is promoted to strengthen organisational commitment and nurse managers and leaders respond accordingly in implementing effective interventions.
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Affiliation(s)
- Paul Slater
- Institute of Nursing Research, Ulster University, Belfast, UK
| | - Mervi Roos
- Faculty of Social Sciences, Health Sciences, Tampere University, Tampere, Finland
| | - Suvi Eskola
- Tampere University Hospital, Pirkanmaa Hospital District, Tampere, Finland
| | - Brendan McCormack
- Occupational Therapy and Arts Therapies, Queen Margaret University, Musselburgh, UK
| | | | - Kaisa Kurjenluoma
- Health and Substance Abuse Services Division, City of Helsinki, Finland
| | - Tarja Suominen
- Faculty of Social Sciences, Health Sciences, Tampere University, Tampere, Finland
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Ayalew E, Workineh Y. Nurses' intention to leave their job and associated factors in Bahir Dar, Amhara Region, Ethiopia, 2017. BMC Nurs 2020; 19:46. [PMID: 32523425 PMCID: PMC7278137 DOI: 10.1186/s12912-020-00439-5] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/12/2019] [Accepted: 05/29/2020] [Indexed: 12/25/2022] Open
Abstract
BACKGROUND Intention to leave is an employee's plan of tendency to leave the current working institute to find an alternative job in the near future. Even though nurses are the backbone of patient caring, there was no study done on intention to leave their job in North West Ethiopia. Therefore, the aim of this study was to assess nurses' intention to leave their job and associated factors in Bahir Dar, North West Ethiopia, 2017. METHODS An institutional-based cross-sectional study was conducted from 1st March to 30th March 2017. After proportional sample size allocation, 210 participants were selected by simple random sampling method. Data were collected by using a self-administered structured questionnaire. Statistical Package for Social Science version 23.0 was used to enter, clean, code and analyze the collected data. The association between independent and dependent variables was assessed by using bivariable and multivariable logistic regression model. Factors that had statistically significant association with the dependent variable (P < 0.05) were identified as significant in the multivariable logistic regression analysis. RESULT From a total of 210 nurses, 191 of them were participating in this study making a response rate of 90.95%. From all nurses, 64.4%of them were employed in the hospital. In this study, nurses' overall intention to leave their job was 64.9% (95% CI: [57.6, 71.2]). Nurses' intention to leave their job was determined by disagree in recognition (AOR = 4.83; 95%CI: [1.73, 13.50]), and work itself (AOR = 31.30; 95%CI: [7.16, 136.78]). CONCLUSION Nurses' intention to leave their job in the current study was high. The contributing factors for this problem were disagree in recognition at work and work itself. Hence, we recommended that hospital and health center managers should maintain recognition at work and work itself to retain nurses.
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Affiliation(s)
- Emiru Ayalew
- Department of Adult Health Nursing, College of Medicine and Health Science, Bahir Dar University, Bahir Dar, Ethiopia
| | - Yinager Workineh
- Department of Child Health Nursing, College of Medicine and Health Science, Bahir Dar University, Bahir Dar, Ethiopia
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Sillero-Sillero A, Zabalegui A. Analysis of the work environment and intention of perioperative nurses to quit work. Rev Lat Am Enfermagem 2020; 28:e3256. [PMID: 32321043 PMCID: PMC7164898 DOI: 10.1590/1518-8345.3239.3256] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/30/2018] [Accepted: 12/09/2019] [Indexed: 01/10/2023] Open
Abstract
OBJECTIVE to investigate how the perioperative work environment affects work dissatisfaction, professional exhaustion and the perception of the quality of care about the intention of abandoning the work of perioperative nurses. METHOD cross-sectional study with 130 nurses working in the surgical area of a high-tech Spanish public university hospital. The scale of the nursing practice environment, Maslach's exhaustion inventory, the questions about job satisfaction, the perception of the care quality and intention to abandon work to collect data were used. Descriptive, inferential and logistic regression statistics were made. RESULTS in general, 20% of perioperative nurses would want to quit their work. The dimension of the work environment of staff and resources, dissatisfaction and emotional exhaustion in nurses were factors that indicated the intention of perioperative nurses to abandon work. CONCLUSION the implementation of strategies for the retention of perioperative nurses should be considered, improving the factors that indicate how the work environment, especially the allocation of personnel and resources, dissatisfaction and emotional exhaustion. Creating positive work environments based on magnetic values can be a key strategy.
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Affiliation(s)
| | - Adelaida Zabalegui
- Hospital Clínic, Deputy of Director of Nursing Research and
Education. Barcelona, Spain
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Rocha LJ, Juste Werneck Cortes MDC, Dias EC, Fernandes FDM, Gontijo ED. Burnout and job satisfaction among emergency and intensive care providers in a public hospital. Rev Bras Med Trab 2020; 17:300-312. [PMID: 32368664 DOI: 10.5327/z1679443520190404] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/07/2019] [Accepted: 07/10/2019] [Indexed: 11/05/2022] Open
Abstract
Background New technologies and inadequate management of work might have negative impact on the mental health of workers. Objective To investigate factors associated with the prevalence of burnout and levels of job satisfaction among emergency department and intensive care providers in a large public hospital. Methods Cross-sectional study with 91 healthcare workers, who were administered the self-report questionnaires Maslach Burnout Inventory - Human Services Survey (MBI-HSS) and Job Satisfaction Scale (JSS20/23). Results The sample was predominantly composed of women (58.2%), married workers or with a stable partner (52.8%), having attended graduate studies (75.8%) and with average age 37 years old. Twenty-five percent of the participants exhibited emotional exhaustion and dissatisfaction with the work environment and hierarchical relationships, and 66% had already thought of leaving the profession. Allocation to intensive care unit, lack of professional growth opportunities, dissatisfaction with hierarchical relationships, nursing profession, and having thought of leaving the profession explained 55% of the prevalence of emotional exhaustion. Conclusion Positive correlation between emotional exhaustion and job dissatisfaction was the earliest identifiable indicator of burnout. Periodic evaluations for early detection and prevention are important to reduce occupational disorders, and consequently improve the quality and safety of care delivery.
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Affiliation(s)
- Luiz Junior Rocha
- Emergency and Urgent Care Department, Odilon Behrens Municipal Hospital - Belo Horizonte (MG), Brazil
| | | | - Elizabeth Costa Dias
- Department of Preventive and Social Medicine, Universidade Federal de Minas Gerais - Belo Horizonte (MG), Brazil
| | - Filipa de Meira Fernandes
- Department of Preventive and Social Medicine, Universidade Federal de Minas Gerais - Belo Horizonte (MG), Brazil
| | - Eliane Dias Gontijo
- Department of Preventive and Social Medicine, Universidade Federal de Minas Gerais - Belo Horizonte (MG), Brazil
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Kowalczuk K, Krajewska-Kułak E, Sobolewski M. Working Excessively and Burnout Among Nurses in the Context of Sick Leaves. Front Psychol 2020; 11:285. [PMID: 32158416 PMCID: PMC7052176 DOI: 10.3389/fpsyg.2020.00285] [Citation(s) in RCA: 27] [Impact Index Per Article: 6.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/23/2019] [Accepted: 02/06/2020] [Indexed: 11/29/2022] Open
Abstract
INTRODUCTION Nurses are particularly at risk of being affected by professional burnout because of the unique patient - caregiver relationship, which requires strong emotional involvement. AIM In this study, we decided to examine the mutual correlations of working excessively and burnout - two basic occurrences affecting the mental well-being of employees - and their relationship with sick leave. MATERIALS AND METHODS The study was conducted among 460 nurses working in 3 hospitals in Poland. The polish version of Maslach Burnout Inventory and the Working Excessively Questionnaire developed by Paluchowski were used to conduct the survey. All the demographic data and data on sick leaves were obtained from surveys in the form of respondents' self-reports. RESULTS The constructed regression model shows that the tendency to work excessively, as assessed by loss of control over work (LCW), perfectionist work style (PWS), and perceived oppressiveness of the organization (OOP) measures, explains 12.4% of the variation in burnout levels. This confirms that overburden with work can be a factor contributing to the increase in burnout measures. The constructed logistic regression model showed that increase in the level of occupational burnout by 1 point, the chance of nurse having at least three sick leaves per year increases 1.029 times (i.e., by about 2.9%). None of working excessively measures affected the frequency of sick leaves. CONCLUSION (1) Excessive workload increases burnout symptoms, which in turn encourages nurses to take sick leave more frequently. (2) The tendency for nurses to overburden themselves with work may be seen by hospital managers as a positive phenomenon, but, based on this study, it is clear that this can only be done in the short term, whereas in the long term it will be clearly detrimental to the organization of hospitals and the quality of care.
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Affiliation(s)
- Krystyna Kowalczuk
- Department of Integrated Medical Care, Medical University of Białystok, Białystok, Poland
| | | | - Marek Sobolewski
- Faculty of Management, Rzeszow University of Technology, Rzeszow, Poland
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Sepahvand F, Mohammadipour F, Parvizy S, Zagheri Tafreshi M, Skerrett V, Atashzadeh-Shoorideh F. Improving nurses' organizational commitment by participating in their performance appraisal process. J Nurs Manag 2020; 28:595-605. [PMID: 31958192 DOI: 10.1111/jonm.12961] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/04/2019] [Revised: 12/30/2019] [Accepted: 01/13/2020] [Indexed: 10/25/2022]
Abstract
AIMS To promote the nurses' organizational commitment by their participation in the improvement of the performance appraisal process. BACKGROUND Organizational commitment is one of the factors that secures safe and high-quality care of patients. It also enhances motivation among nurses, which affected by various factors such as performance appraisal. METHOD A participatory action research study was undertaken (March 2015 to February 2018) with 39 intensive critical care nurses and nurse managers in Social Security Hospital in Iran, using a complete enumeration sampling method. The data were collected using organizational commitment and job satisfaction questionnaires, focus groups, semi-structured interviews and Delphi technique. RESULTS Three major themes emerged including inappropriate performance appraisal system, inefficient instruments and unskilled evaluators. There were significant differences between organizational commitment and job satisfaction with performance appraisal process before and after the change in appraisal process. CONCLUSIONS Nurses' involvement in revising and improving the process of their performance appraisal leads to higher commitment. IMPLICATIONS FOR NURSING MANAGEMENT Maintaining a committed nursing workforce is vital for high-quality health care. Nurse Managers can improve the process of nurses' appraisal to make more motivation among them and prevent some problems such as job dissatisfaction.
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Affiliation(s)
| | - Fatemeh Mohammadipour
- Social Determinants of Health Research Center, Lorestan University of Medical Sciences, Khorramabad, Iran
| | - Soroor Parvizy
- Department of Pediatric Nursing, School of Nursing and Midwifery, Iran Medical Sciences University, Tehran, Iran
| | - Mansoureh Zagheri Tafreshi
- Department of Nursing Management, School of Nursing and Midwifery, Shahid Beheshti University of Medical Sciences, Tehran, Iran
| | - Victoria Skerrett
- Higher Education Academy, Birmingham City University, Birmingham, UK
| | - Foroozan Atashzadeh-Shoorideh
- Department of Psychiatric Nursing and Management, School of Nursing and Midwifery, Shahid Beheshti University of Medical Sciences, Tehran, Iran
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Mohammadi A, Hanifi N, Varjoshani NJ. The relationship amongst nurses' perceived organizational justice, work consciousness, and responsibility. Nurs Ethics 2020; 27:701-713. [PMID: 31986960 DOI: 10.1177/0969733019897768] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/09/2023]
Abstract
BACKGROUND Nurses' perceived organizational justice is one of the factors influencing their social responsibility and conscientiousness. Social responsibility and conscience are major requirements for providing high-quality and standardized care. OBJECTIVE The aim of the present study is to investigate the relationship of perceived organizational justice with work consciousness and the social responsibility of the nurses. METHODS The present cross-sectional study was performed on 380 nurses who had at least 1 year of job experience and willingness to participate in the study. The study was conducted in Zanjan province, Iran, in 2018. The study subjects were selected via stratified random sampling. The data were collected using an organizational justice scale, corporate social responsibility scale, and consciousness scale. Questionnaires were completed through self-reporting. The data were analyzed using partial correlation coefficient and linear regression analysis. ETHICAL CONSIDERATIONS Research ethics approval (with the code of IR.ZUMS.REC.1397.47) was obtained from Zanjan University of Medical Sciences. RESULTS The results indicated that nurses felt injustice in all dimensions of organizational justice (2.66 ± .753). They feel the most sense of injustice in distributive justice (2.19 ± .798). In three dimensions, except the ethic dimension, the social responsibility was in a desirable range (2.79 ± .703). In two dimensions, work consciousness was in a desirable range. The results showed a significant and positive relationship between all dimensions of social responsibility and all dimensions of organizational justice (r = .072). However, no statistically significant relationship was observed between the dimensions of organizational justice and conscience (r = -.002). CONCLUSION Based on the obtained results, social responsibility and the work consciousness of the nurses are affected by organizational justice. Therefore, nursing managers are suggested to change their management styles to reduce the sense of organizational injustice in nurses and have long-term productivity.
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