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Moloney W, Cheung G, Jacobs S. Key elements to support primary healthcare nurses to thrive at work: A mixed-methods sequential explanatory study. J Adv Nurs 2024; 80:3812-3824. [PMID: 38297432 DOI: 10.1111/jan.16058] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/16/2023] [Revised: 11/12/2023] [Accepted: 01/05/2024] [Indexed: 02/02/2024]
Abstract
AIM Develop evidence-based recommendations for managers to support primary healthcare nurses to thrive at work. DESIGN A mixed-methods sequential explanatory design. METHODS National data were collected in 2020 via an e-survey based on a meta-analysis of antecedents of thriving from 213 primary healthcare nurses across New Zealand. Structural equation modelling analysis identified the key factors supporting primary healthcare nurses to thrive. This informed a second open-ended e-survey in 2022 of 19 nurses from one primary healthcare organization. The thematic analysis provided recommendations for improving management strategies to support thriving primary healthcare nurses. RESULTS The vitality component of thriving significantly reduced burnout and intention to leave organization and profession. In contrast, the learning component of thriving had a significant positive effect on burnout. The key factors that support thriving at work are empowering leadership and perceived organizational supports (decreases burnout and intention to leave organization and profession through enhanced vitality). Recommendations for improving thriving were made in eight key areas: communication, effective management, professional development, scope of practice, autonomy, effective orientation, reward and work-life balance. CONCLUSIONS Vitality is important in reducing burnout and turnover intentions. While learning was identified as increasing burnout, professional development and training for managers were identified as essential. Hence, the vitality dimension of the thriving at work construct should be studied at the dimension level, but more research is needed into the impact of learning on thriving over time. Primary healthcare nurses have identified that empowering leadership and perceived organizational support are critical factors in supporting them to thrive, and they provide specific recommendations for managers to improve these factors in the clinical setting. NO PATIENT OR PUBLIC CONTRIBUTION This study collected data from Registered Nurses only. WHAT IS ALREADY KNOWN A plethora of existing research focuses on resilience in nurses rather than thriving at work. Enabling employees to thrive at work contributes to improved well-being and sustainable organizational performance. WHAT THIS PAPER ADDS Empowering leadership and perceived organizational support are the key factors that support primary healthcare nurses to thrive at work. The vitality dimension of the thriving at work construct should be studied at the dimension level, and further research is needed into the impact of learning on thriving over time. Primary healthcare nurses recommend that managers focus on improving communication, management efficiency, professional development, scope of practice, autonomy, orientation, reward and work-life balance.
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Affiliation(s)
| | - Gordon Cheung
- Business School, University of Auckland, Auckland, New Zealand
| | - Stephen Jacobs
- School of Nursing, University of Auckland, Auckland, New Zealand
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Skarstein S, Lysfjord EM, Silseth MH, Leegaard M. 'I need support in becoming the leader I would like to be' - A qualitative descriptive study of nurses newly appointed to positions of leadership. Nurs Open 2024; 11:e2173. [PMID: 38858817 PMCID: PMC11164673 DOI: 10.1002/nop2.2173] [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: 02/16/2022] [Revised: 04/03/2024] [Accepted: 04/24/2024] [Indexed: 06/12/2024] Open
Abstract
AIM The aim of the study was to understand the experiences of nurses who were newly appointed to a position of leadership including facilitators and barriers to success and what they considered important for the development of their role. METHODS We used a qualitative descriptive research design. The study was conducted in Norway with 10 nurses who had been appointed to a leadership position within the last 2 years. Participants were interviewed with individual qualitative interviews which were transcribed and subsequently analysed using thematic analysis. RESULTS The following four main themes were identified from the data: I feel lonely in the leadership position, I am not confident as a leader, I am unsure of the requirements and expectations of me, and I need support and supervision. CONCLUSION The results underscore the challenges reported by new leaders in nursing and their advocacy for mentorship as a facilitator for success. The qualifications of mentors were emphasised with a need for a comprehensive leadership skill set to address the multifaceted aspects of leadership development.
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Affiliation(s)
- Siv Skarstein
- Department of Nursing and Health Promotion, Faculty of Health SciencesOslo Metropolitan UniversityOsloNorway
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Atalla ADG, Mahmoud Elseesy NA, El-Ashry AM, Sharif LS, Mahsoon A, Aljohani WF, Sobhi Mohamed SM. Unraveling the synergy: how organizational intelligence fuel soft skills and nurses' thriving: a cross-sectional study. BMC Nurs 2024; 23:315. [PMID: 38720289 PMCID: PMC11080214 DOI: 10.1186/s12912-024-01933-w] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/23/2024] [Accepted: 04/12/2024] [Indexed: 05/12/2024] Open
Abstract
AIM Investigate the influence of organizational intelligence on the development of soft skills and the overall thriving of nurses at Alexandria Main University Hospital in Egypt. DESIGN A cross-sectional descriptive design following STROBE guidelines examined the relationship between organizational intelligence, soft skills, and nurses' thriving. METHODS AND TOOLS Data were collected from 740 nurses working across critical care units using structured questionnaires. The questionnaires assessed organizational intelligence, soft skills, and thriving at work. Sociodemographic characteristics, including age, gender, education, and nursing experience, were also collected. Statistical analyses were used to analyze the data, including ANOVA, t-tests, Pearson correlation, and stepwise regression. RESULTS The findings revealed nurses' positive perceptions of organizational culture and documentation skills. However, areas such as measures and rewards and staff relations and communication indicated opportunities for improvement. Nurses reported high vitality levels but needed more learning opportunities at work. Significant correlations were found between demographic variables, organizational intelligence, soft skills, and thriving. Organizational intelligence demonstrated a robust positive relationship with both soft skills and thriving. Age, gender, education, and experience significantly influenced nurses' soft skills and thriving. CONCLUSION The study highlights the importance of organizational intelligence in enhancing nurses' professional capabilities and well-being. Addressing demographic factors and fostering a supportive work environment is crucial for optimizing nursing practice and organizational effectiveness. NURSING IMPLICATIONS Insights from this study can inform targeted interventions and policy decisions to enhance nursing practice, organizational development, and healthcare outcomes in Egypt. Fostering organizational intelligence and soft skills among nurses can improve patient care, increase job satisfaction, and overall organizational success.
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Affiliation(s)
- Amal Diab Ghanem Atalla
- Department of Nursing Administration, Faculty of Nursing, Alexandria University, Alexandria, Egypt
| | - Naglaa Abdelaziz Mahmoud Elseesy
- Department of Nursing Administration, Faculty of Nursing, Alexandria University, Alexandria, Egypt
- Department of Public Health Nursing, Faculty of Nursing, King Abdulaziz University, Jeddah, Saudi Arabia
| | - Ayman Mohamed El-Ashry
- Department of Psychiatrc And Mental Health Nursing, Faculty of Nursing, Alexandria University, Alexandria, Egypt.
| | - Loujain Saud Sharif
- Department of Psychiatric and Mental Health Nursing, Faculty of Nursing, King Abdulaziz University, Jeddah, Saudi Arabia
| | - Alaa Mahsoon
- Department of Psychiatric and Mental Health Nursing, Faculty of Nursing, King Abdulaziz University, Jeddah, Saudi Arabia
| | - Wafaa Farraj Aljohani
- Department of Medical Surgical Nursing, Faculty of Nursing, King Abdulaziz University, Jeddah, Saudi Arabia
- Nursing Program, Batterji Medical College, Jeddah, Saudi Arabia
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Fan S, Zhou S, Ma J, An W, Wang H, Xiao T. The role of the nursing work environment, head nurse leadership and presenteeism in job embeddedness among new nurses: a cross-sectional multicentre study. BMC Nurs 2024; 23:159. [PMID: 38443951 PMCID: PMC10913553 DOI: 10.1186/s12912-024-01823-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/03/2023] [Accepted: 02/22/2024] [Indexed: 03/07/2024] Open
Abstract
BACKGROUND The retention of new nurses has become a major challenge for medical institutions. Job embeddedness has been seen as a valuable lens for examining nurse turnover, but greater details about job embeddedness are rarely disclosed, especially among new nurses. This study aimed to reveal how the nursing work environment, head nurse leadership and presenteeism shape job embeddedness in this population from the perspective of conservation of resources (COR) theory. METHOD A cross-sectional multicentre study involving 436 participants from 10 cities and 33 hospitals was conducted over 4 months. Samples were selected using a two-stage convenience sampling method. A sequential multiple mediation model performed with SPSS-PROCESS was used to analyse the relationships among the nursing work environment, head nurse leadership, presenteeism and job embeddedness. RESULTS The nursing work environment not only directly affects the job embeddedness of new nurses (β = 0.480, p < 0.001) but also indirectly affects it through the sequential multiple mediating effects of head nurse leadership and presenteeism (R2 = 0.535, F = 82.160, p < 0.001). CONCLUSIONS New nurses' job embeddedness needs to be improved. These results suggest that preserving adequate resources for new nurses, such as work environment resources, head nurse leadership resources, and individual productivity resources, is an effective way to shape their job embeddedness. In addition, when a certain resource is insufficient, fully considering the principles of investment and buffering between resources and providing reciprocal, alternative, or buffer resources in a timely manner are necessary to improve new nurses' job embeddedness. LARGE LANGUAGE MODELS Large language models (LLMs), such as ChatGPT, were not used during the writing of this article. An expert native English speaker performed language revision.
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Affiliation(s)
- Sisi Fan
- The Third Xiangya Hospital, Central South University, Changsha, China
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Siqi Zhou
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Jun Ma
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Wenhong An
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Honghong Wang
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Tao Xiao
- The Third Xiangya Hospital, Central South University, Changsha, China.
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Ivziku D, Gualandi R, Ferramosca FMP, Lommi M, Tolentino Diaz MY, Raffaele B, Montini G, Porcelli B, Stievano A, Rocco G, Notarnicola I, Latina R, De Benedictis A, Tartaglini D. Decoding Nursing Job Demands: A Multicenter Cross-Sectional Descriptive Study Assessing Nursing Workload in Hospital Medical-Surgical Wards. SAGE Open Nurs 2024; 10:23779608241258564. [PMID: 38836188 PMCID: PMC11149452 DOI: 10.1177/23779608241258564] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/29/2023] [Revised: 05/03/2024] [Accepted: 05/14/2024] [Indexed: 06/06/2024] Open
Abstract
Background Nursing workload is largely studied but poorly explored under physical, mental, and emotional dimensions. Currently, only a limited number of variables have been linked to nursing workload and work contexts. Purpose The study aimed to investigate whether it is feasible to identify variables that consistently correlate with nursing workload and others that are specific to the context. Methods We employed a descriptive correlational analysis and a cross-sectional design. Data were collected through a survey distributed to registered nurses working across Italy, at the conclusion of randomly assigned morning or afternoon shifts. Results We received 456 surveys from 195 shifts, collected from nurses in four public and two private hospitals. Commonly associated variables with nursing workload dimensions included patient complexity of care, admission/discharge or transfer, informing patients/relatives, contacting physicians, and unscheduled activities. Variables categorized as setting-specific were patient isolation and specialties, nurse-to-patient ratio, adequacy of staff in the shift, peer collaboration, healthcare documentation, educating others, and medical urgency. Conclusions In summary, certain variables consistently correlate with nursing workload across settings, while others are specific to the context of care. It is imperative for nurses and nurse managers to measure the nursing workload in various dimensions, enabling the prompt implementation of improvement actions.
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Affiliation(s)
- Dhurata Ivziku
- Direction of Health Professions, Fondazione Policlinico Universitario Campus Bio-Medico, Rome, Italy
| | - Raffaella Gualandi
- Direction of Health Professions, Fondazione Policlinico Universitario Campus Bio-Medico, Rome, Italy
| | | | | | | | | | | | | | - Alessandro Stievano
- Department of Clinical and Experimental Medicine, University of Messina, Messina, Italy
| | - Gennaro Rocco
- Department of Nursing, Catholic University "Our Lady of Good Counsel", Tirana, Albania
| | - Ippolito Notarnicola
- Department of Nursing, Catholic University "Our Lady of Good Counsel", Tirana, Albania
| | - Roberto Latina
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialities, University of Palermo, Palermo, Italy
| | - Anna De Benedictis
- Clinical Directory, Fondazione Policlinico Universitario Campus Bio-Medico, Rome, Italy
| | - Daniela Tartaglini
- Direction of Health Professions, Fondazione Policlinico Universitario Campus Bio-Medico, Rome, Italy
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Li F, Zhou Y, Kuang P. Thriving at work, career calling, and moral distress among nurses. Nurs Ethics 2023:9697330231215948. [PMID: 38116631 DOI: 10.1177/09697330231215948] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/21/2023]
Abstract
BACKGROUND Emergency nurses who thrive at work experience positive emotions that help reduce burnout and thus enhance career calling. However, few studies have focused on the relationships among thriving at work, career calling, and moral distress among emergency nurses. OBJECTIVES To investigate the relationships among thriving at work, career calling, and moral distress and to explore the mediating role of career calling in the relationship between thriving at work and moral distress among emergency nurses. DESIGN A quantitative, cross-sectional study. METHODS A cross-sectional study was conducted by reference to 390 emergency nurses in China using an online survey that include the Thriving at Work Scale, the Career Calling Scale, and the Moral Distress Scale-Revised. The data were analyzed using SmartPLS software. ETHICAL CONSIDERATION The study was approved by the Ethics Committee of Hunan Normal University (No. 2023-388). FINDINGS Among emergency nurses, thriving at work is positively associated with career calling, while career calling is negatively associated with moral distress. Career calling negatively and completely mediates the relationship between thriving at work and moral distress (β = -0.087, p < 0.01). DISCUSSION Theoretically, the findings enhance our understanding of the relationships among thriving at work, career calling, and moral distress among emergency nurses. CONCLUSION By emphasizing the benefits of thriving at work, nursing managers can improve nurses' level of thriving at work by providing a favorable environment, a flexible scheduling system, and appropriate authorization as well as by ensuring organizational fairness and providing training opportunities in a hierarchical manner.
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Frangieh J, Hughes V, Mewborn E. Nurse leaders thriving: A conceptual model and strategies for application. Nurs Manag (Harrow) 2023; 54:18-26. [PMID: 37747088 DOI: 10.1097/nmg.0000000000000054] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 09/26/2023]
Affiliation(s)
- Jihane Frangieh
- At Johns Hopkins University School of Nursing in Baltimore, Md., Jihane Frangieh is associate faculty and the track coordinator of the MSN Healthcare Leadership Programs, and Victoria Hughes is an assistant professor. Emily Mewborn is an Internal Medicine NP at the University of Tennessee Health Science Center, College of Nursing in Memphis, Tenn
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Carvalho TMD, Lourenção LG, Pinto MH, Viana RAPP, Moreira AMBDSG, Mello LPD, Medeiros GGD, Gomes AMF. Quality of life and work engagement among nursing staff at the start of the COVID-19 pandemic. CIENCIA & SAUDE COLETIVA 2023; 28:2903-2913. [PMID: 37878933 DOI: 10.1590/1413-812320232810.09982023] [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: 07/03/2022] [Accepted: 06/01/2023] [Indexed: 10/27/2023] Open
Abstract
This article investigates the correlation between work engagement and work-related quality of life among nursing staff at a public hospital in São Paulo State, at the onset of the COVID-19 pandemic. A descriptive, correlational, cross-sectional study of nursing personnel was conducted from December 2020 to January 2021, using the Brazilian versions of the Work & Well-being Survey (Utrecht Work Engagement Scale - UWES) and the Work-related Quality of Life (WRQoL) scale, following Walton's model. Nursing staffs returned a strong positive correlation (r≥0.70) between the social integration domain of the WRQoL and the vigour dimension of the UWES (r=0.88; p=<0.001); a moderate positive correlation (r≥0.40≤0.69) between working conditions (WRQOL) and the vigour (r=0.40; p<0.001), dedication (r=0.40; p<0.001) and overall score (r=0.41; p<0.001) dimensions of the UWES. Correlations were positive and weak (r≤0.39) for the other WRQoL domains and the UWES dimensions. It was concluded that personnel with satisfactory levels of quality of life tend to show higher levels of engagement at work. At the onset of the COVID-19 pandemic, nursing professionals were strongly engaged and satisfied with their work-related quality of life.
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Affiliation(s)
- Taisa Moitinho de Carvalho
- Curso de Pós-Graduação em Gestão e Liderança em Enfermagem, Faculdade de Ciências da Saúde de Barretos Dr. Paulo Prata. Av. Leais Paulista 515, Jardim Irajá. 14020-650 Ribeirão Preto SP Brasil.
| | | | - Maria Helena Pinto
- Departamento de Enfermagem Geral, Faculdade de Medicina de São José do Rio Preto. São José do Rio Preto SP Brasil
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Xue X, Qiao J, Li Y, Zhang Q, Wang Y, Wang J, Xu C. Relationship between work engagement and healthy work environment among Chinese ICU nurses: The mediating role of psychological capital. Nurs Open 2023; 10:6248-6257. [PMID: 37340687 PMCID: PMC10416072 DOI: 10.1002/nop2.1866] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/02/2022] [Revised: 03/02/2023] [Accepted: 05/09/2023] [Indexed: 06/22/2023] Open
Abstract
AIM To evaluate the relationship between healthy work environment and work engagement considering the effect of psychological capital among ICU nurses. DESIGN The study was cross-sectional design. METHODS The subjects were 671 registered nurses from 20 ICUs in 18 general hospitals in Shandong province between October 2021 and December 2021. The questionnaires testing nurses' perception of healthy work environment, their work engagement, and psychological capital were used. Structural equation modeling was used to explore their relationship. RESULTS Work engagement was positively affected by a healthy work environment and psychological capital. The structural equation modeling showed psychological capital mediated the relationship between healthy work environment and their work engagement. PATIENT OR PUBLIC CONTRIBUTION There were 681 clinical nurses reported at public contribution for responding to the questionnaires and providing valuable data for the study and there was no patient contribution in this study.
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Affiliation(s)
- Xiujuan Xue
- Department of Critical Care MedicineThe First Affiliated Hospital of Shandong First Medical University & Shandong Provincial Qianfoshan HospitalJinanChina
| | - Jianhong Qiao
- Department of NursingThe First Affiliated Hospital of Shandong First Medical. University & Shandong Provincial Qianfoshan HospitalJinanChina
| | - Yupei Li
- School of NursingShandong First Medical University & Shandong Academy of Medical SciencesJinanChina
| | - Qiuyue Zhang
- School of NursingShandong First Medical University & Shandong Academy of Medical SciencesJinanChina
| | - Yeqing Wang
- Department of Critical Care MedicineThe First Affiliated Hospital of Shandong First Medical University & Shandong Provincial Qianfoshan HospitalJinanChina
| | - Jianhao Wang
- Department of Critical Care MedicineThe First Affiliated Hospital of Shandong First Medical University & Shandong Provincial Qianfoshan HospitalJinanChina
| | - Cuiping Xu
- Department of NursingThe First Affiliated Hospital of Shandong First Medical. University & Shandong Provincial Qianfoshan HospitalJinanChina
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Lommi M, Caruso R, Conte G, Magon A, Porcelli B, Stievano A, Rocco G, Notarnicola I, Sabatino L, Latina R, De Maria M, Di Simone E, De Benedictis A, Gualandi R, Tartaglini D, Ivziku D. Assessment of the Psychometric Characteristics of the Italian Version of the Nurse Manager Actions Scale. NURSING REPORTS 2023; 13:1185-1202. [PMID: 37755345 PMCID: PMC10534939 DOI: 10.3390/nursrep13030102] [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: 06/30/2023] [Revised: 08/09/2023] [Accepted: 08/25/2023] [Indexed: 09/28/2023] Open
Abstract
Nurse managers play a vital role in healthcare organizations, wielding the ability to substantially enhance work environments, foster nurses' autonomy, and bolster retention within workplaces. In this context, this study focuses on the Nurse Manager Actions scale, aiming to evaluate its items' scalability as well as the scale's validity and reliability among nurses and nurse managers operating within the Italian healthcare context. The study protocol was not registered. To ensure linguistic and cultural alignment, an iterative and collaborative translation process was undertaken. Subsequently, a multi-center cross-sectional design was adopted. Using a web-survey approach, data were collected among 683 nurses and 188 nurse managers between August 2022 and January 2023. The Nurse Manager Actions scale was found to be a valid and reliable instrument in Italian after a Mokken Scale Analysis. For nurses (HT= 0.630, Molenaar-Sijtsma rho = 0.890), the scale included 6 items, while 11 items were confirmed for nurse managers (HT= 0.620, Molenaar-Sijtsma rho = 0.830). Nurse Manager Actions scale scores were correlated with increased satisfaction and decreased intention to leave for both nurses and nurse managers. The employed validation process enhanced the scale validity for use in Italy and provided a model for other researchers to follow when assessing similar measures in different populations. Measuring and empowering nurse manager actions in work contexts is essential to improve the general well-being and retention of nurses, especially in the current nursing shortage.
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Affiliation(s)
- Marzia Lommi
- Unit Care to the Person, Local Healthcare Authority Rome 2, 00159 Rome, Italy
| | - Rosario Caruso
- Health Professions Research and Development Unit, IRCCS San Donato Hospital, San Donato Milanese, 20097 Milano, Italy
- Department of Biomedical Sciences for Health, University of Milan, 20133 Milano, Italy
| | - Gianluca Conte
- Health Professions Research and Development Unit, IRCCS San Donato Hospital, San Donato Milanese, 20097 Milano, Italy
| | - Arianna Magon
- Health Professions Research and Development Unit, IRCCS San Donato Hospital, San Donato Milanese, 20097 Milano, Italy
| | - Barbara Porcelli
- Unit Care to the Person, Local Healthcare Authority Rome 2, 00159 Rome, Italy
| | - Alessandro Stievano
- Department of Clinical and Experimental Medicine, University of Messina, 98100 Messina, Italy
| | - Gennaro Rocco
- Department of Biomedical Sciences, Catholic University "Our Lady of Good Counsel", 1000 Tirana, Albania
| | - Ippolito Notarnicola
- Department of Biomedical Sciences, Catholic University "Our Lady of Good Counsel", 1000 Tirana, Albania
| | - Laura Sabatino
- INAIL Istituto Nazionale per L'assicurazione Contro Gli Infortuni sul Lavoro, 00192 Rome, Italy
| | - Roberto Latina
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialities, University of Palermo, 90128 Palermo, Italy
| | - Maddalena De Maria
- Department of Biomedical Sciences, Catholic University "Our Lady of Good Counsel", 1000 Tirana, Albania
- Department of Biomedicine and Prevention, University of Rome Tor Vergata, 00133 Rome, Italy
| | - Emanuele Di Simone
- Department of Clinical and Molecular Medicine, Sapienza University, 00185 Rome, Italy
| | - Anna De Benedictis
- Clinical Directory, Fondazione Policlinico Universitario Campus Bio-Medico, 00128 Rome, Italy
| | - Raffaella Gualandi
- Department of Healthcare Professions, Fondazione Policlinico Universitario Campus Bio-Medico, 00128 Rome, Italy
| | - Daniela Tartaglini
- Department of Healthcare Professions, Fondazione Policlinico Universitario Campus Bio-Medico, 00128 Rome, Italy
- Società Italiana per la Direzione e il Management delle Professioni Infermieristiche (SIDMI), 00198 Rome, Italy
| | - Dhurata Ivziku
- Department of Healthcare Professions, Fondazione Policlinico Universitario Campus Bio-Medico, 00128 Rome, Italy
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Dobrina R, Bicego L, Giangreco M, Cassone A, Schreiber S, Buchini S, Piazza M, Muzzatti B, Rigoni P. A multi-method quasi-experimental study to assess compassion satisfaction/fatigue in nurses, midwives and allied health professionals receiving a narrative medicine intervention. J Adv Nurs 2023; 79:3595-3608. [PMID: 37089066 DOI: 10.1111/jan.15686] [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: 04/07/2022] [Revised: 03/20/2023] [Accepted: 04/16/2023] [Indexed: 04/25/2023]
Abstract
AIMS To: (1) measure the impact of a narrative medicine intervention on compassion fatigue and compassion satisfaction of nurses, midwives and allied health professionals; (2) explore participants' working experiences and (3) their impressions of the intervention. DESIGN Multi-methods, quasi-experimental before-after intervention design. METHODS The intervention consisted of 20 narrative medicine sessions (60 h). Healthcare providers (N = 48) from a mother-and-child hospital in Italy completed the 'Professional quality of life' questionnaire before and after the intervention (January 2020-April 2021). Baseline scores served as internal controls. Open-ended questions explored participants' touching experiences at work and their evaluation of the intervention. A thematic content analysis was performed. Reporting followed the TREND and SRQR guidelines. RESULTS The differences before-after intervention in compassion satisfaction or fatigue scores were not statistically significant. Three themes emerged from participants' touching experiences: "Witnessing death and sufferance"; "Witnessing violence" and "Organizational stressors during COVID-19". A statistically significantly higher median score for post-intervention compassion satisfaction was found among participants who reported at least one touching experience compared to those who had no touching experience. Four themes emerged from the reported strengths of the program: "Learning to exteriorize feelings"; "Team building"; "Useful to rework personal/professional journey" and "Develops professional empowerment". Two themes emerged from reported weaknesses: "Programme organization" and "Participants' difficulties in sharing experiences". CONCLUSION A time-limited narrative medicine intervention is not sufficient to produce significant changes in satisfaction or compassion fatigue, especially if implemented during a pandemic. However, such an intervention holds promise for supporting nurses and midwives' professional empowerment and promoting continuity of compassionate care. IMPACT For those at risk of compassion fatigue, policymakers need to invest in training in narrative medicine, which promotes team building, and employee well-being and thus favours compassionate care. Such programmes should be offered to undergraduate students to nurture compassion and attention to self. PATIENT OR PUBLIC CONTRIBUTION Does not apply as the study only includes health care providers.
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Affiliation(s)
- Raffaella Dobrina
- Healthcare Professions Department, Institute for Maternal and Child Health - IRCCS "Burlo Garofolo", Trieste, Italy
| | - Livia Bicego
- Healthcare Professions Department, Institute for Maternal and Child Health - IRCCS "Burlo Garofolo", Trieste, Italy
| | - Manuela Giangreco
- Clinical Epidemiology and Public Health Research Unit, Institute for Maternal and Child Health - IRCCS "Burlo Garofolo", Trieste, Italy
| | - Andrea Cassone
- Healthcare Professions Department, Institute for Maternal and Child Health - IRCCS "Burlo Garofolo", Trieste, Italy
| | - Silvana Schreiber
- Healthcare Professions Department, Institute for Maternal and Child Health - IRCCS "Burlo Garofolo", Trieste, Italy
| | - Sara Buchini
- Healthcare Professions Department, Institute for Maternal and Child Health - IRCCS "Burlo Garofolo", Trieste, Italy
| | - Maria Piazza
- Obstetrics and Gynaecology Department, Institute for Maternal and Child Health - IRCCS "Burlo Garofolo", Trieste, Italy
| | - Barbara Muzzatti
- Alcohology Unit, Department of Addiction, Azienda Sanitaria Friuli Occidentale, Pordenone, Italy
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Rudberg I, Olsson A, Thunborg C, Salzmann-Erikson M. Interprofessional communication in a psychiatric outpatient unit - an ethnographic study. BMC Nurs 2023; 22:286. [PMID: 37626326 PMCID: PMC10463438 DOI: 10.1186/s12912-023-01446-y] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/04/2023] [Accepted: 08/10/2023] [Indexed: 08/27/2023] Open
Abstract
BACKGROUND Communication in healthcare has been extensively studied, but most research has focused on miscommunication and the importance of communication for patient safety. Previous research on interprofessional communication has mainly focused on relationships between physicians and nurses in non-psychiatric settings. Since communication is one of the core competencies in psychiatric care, more research on interprofessional communication between other clinicians is needed, and should be explored from a broader perspective. This study aimed to explore and describe interprofessional communication in a psychiatric outpatient unit. METHOD During spring 2022, data consisting of over 100 h of fieldwork were collected from observations, formal semi-structured interviews and informal conversations inspired by the focused ethnography method. Data was collected at an outpatient unit in central Sweden, and various clinicians participated in the study. The data analysis was a back-and-forth process between initial codes and emerging themes, but also cyclical as the data analysis process was ongoing and repeated and took place simultaneously with the data collection. RESULTS We found that a workplace's history, clinicians´ workload, responsibilities and hierarchies influence interprofessional communication. The results showed that the prerequisites for interprofessional communication were created through the unit's code of conduct, clear and engaging leadership, and trust in the ability of the various clinicians to perform new tasks. CONCLUSION Our results indicate that leadership, an involving working style, and an environment where speaking up is encouraged and valued can foster interprofessional communication and respect for each other´s professional roles is key to achieving this. Interprofessional communication between different clinicians is an important part of psychiatric outpatient work, where efficiency, insufficient staffing and long patient queues are commonplace. Research can help shed light on these parts by highlighting aspects influencing communication.
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Affiliation(s)
- Ingela Rudberg
- Department of Health and Caring Sciences, Faculty of Health and Occupational Studies, University of Gävle, Gävle, SE-801 76, Sweden.
| | - Annakarin Olsson
- Department of Health and Caring Sciences, Faculty of Health and Occupational Studies, University of Gävle, Gävle, SE-801 76, Sweden
| | - Charlotta Thunborg
- Division of Clinical Geriatrics, Department of Neurobiology, Care Sciences and Society, Karolinska Institutet, Stockholm, Sweden
- Department of Health and Welfare, Mälardalen University, Västerås, Sweden
| | - Martin Salzmann-Erikson
- Department of Health and Caring Sciences, Faculty of Health and Occupational Studies, University of Gävle, Gävle, SE-801 76, Sweden
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Paustian-Underdahl SC, Halbesleben JRB, Carlson DS, Hamadi HY. Examining regulatory focus in the acceleration and deceleration of engagement and exhaustion cycles among nurses. Health Care Manage Rev 2023; 48:282-290. [PMID: 37192154 DOI: 10.1097/hmr.0000000000000375] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 05/18/2023]
Abstract
BACKGROUND Given that emotional exhaustion and nurse engagement have significant implications for nurse well-being and organizational performance, determining how to increase nurse engagement while reducing nurse exhaustion is of value. PURPOSE Resource loss and gain cycles, as theorized in conservation of resources theory, are examined using the experience of emotional exhaustion to evaluate loss cycles and work engagement to evaluate gain cycles. Furthermore, we integrate conservation of resources theory with regulatory focus theory to examine how the ways in which individuals approach work goals serves as a facilitator to the acceleration and deceleration of both of these cycles. METHODOLOGY/APPROACH Using data from nurses working in a hospital in the Midwest United States at six time points spanning over 2 years, we demonstrate the accumulation effects of the cycles over time using latent change score modeling. RESULTS We found that prevention focus was associated with the accelerated accumulation effects of emotional exhaustion and that promotion focus was associated with the accelerated accumulation effects of work engagement. Furthermore, prevention focus attenuated the acceleration of engagement, but promotion did not influence the acceleration of exhaustion. CONCLUSION Our findings suggest that individual factors such as regulatory focus are key to helping nurses to better control their resource gain and loss cycles. PRACTICE IMPLICATIONS We provide implications for nurse managers and health care administrators to help encourage promotion focus and suppress prevention focus in the workplace.
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Kuşcu Karatepe H, Türkmen E. Nurse performance: A path model of clinical leadership, creative team climate and structural empowerment. J Clin Nurs 2023; 32:584-596. [PMID: 35762917 DOI: 10.1111/jocn.16419] [Citation(s) in RCA: 5] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/05/2022] [Revised: 04/30/2022] [Accepted: 05/30/2022] [Indexed: 01/17/2023]
Abstract
AIMS AND OBJECTIVES This study aimed to: (a) identify and examine the influence of clinical leadership, creative team climate (CTC) and structural empowerment (SE) on the nurse performance (NP) of clinical nurses in hospitals in Turkey, and (b) establish a model designed to verify the fit and effect of these factors. BACKGROUND Nurse performance is a significant indicator of work efficiency, patient care quality and patient safety. Existing studies explaining the mechanisms that lead to higher nurse performance have been limited. DESIGN This descriptive, cross-sectional study used relation prediction modelling and adhered to STROBE guidelines. METHODS This study used an online survey to collect data from volunteered 664 clinical nurses working in hospitals in Turkey. The data were analysed using SPSS version 26.0 and the AMOS 24.0 program. Path analysis was used to verify/test the hypothetical model, and the fit was evaluated by χ2 /df, GFI, AGFI, NFI, CFI, IFI, RFI, TLI, RMR and RMSEA. RESULTS The fit index of the modified path model was χ2 /df = 3.730, GFI = 0.904, AGFI = 0.892, NFI = 0.907, CFI = 0.923, IFI = 0.923, RFI = 0.906, TLI = 0.912, RMR = 0.078 and RMSEA = 0.064. Through creative team climate and structural empowerment, clinical leadership had the greatest standardised direct (β = .35) and indirect (β = .17) effects on clinical nurse performance, the final outcome variable. Creative team climate (β = .23) and structural empowerment (β = .19) also had a significant standardised direct effect on nurse performance. Clinical leadership, creative team climate and structural empowerment explained 39% of the total variance of nurse performance. CONCLUSIONS This study shows that clinical nurse performance in hospitals was significantly influenced by clinical leadership, creative team climate and structural empowerment. The results suggest that intervention programmes considering these factors could be implemented to enhance nurse performance. RELEVANCE TO CLINICAL PRACTICE Improved nurse performance requires strong clinical leadership, creative team climate and structural empowerment. Therefore, healthcare organisations may implement initiatives to enhance nurse performance by taking these factors into account.
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Affiliation(s)
- Hilal Kuşcu Karatepe
- Nursing Department, Faculty of Health Sciences, Osmaniye Korkut Ata University, Osmaniye, Turkey
| | - Emine Türkmen
- Nursing Department, Faculty of Health Sciences, Istinye University, Istanbul, Turkey
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15
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Intensive Care Nurses' Experience of Caring in Greece; A Qualitative Study. Healthcare (Basel) 2023; 11:healthcare11020164. [PMID: 36673532 PMCID: PMC9859179 DOI: 10.3390/healthcare11020164] [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: 11/03/2022] [Revised: 12/29/2022] [Accepted: 01/03/2023] [Indexed: 01/06/2023] Open
Abstract
BACKGROUND Whilst nurses and critical care services have been at the forefront of the COVID-19 pandemic, it has become more apparent that intensive care nurses are presented with challenging ethical and clinical decisions and are required to care for individuals with critical illnesses under high-pressure conditions. This is not a new phenomenon. The aim of this study, which was conducted before the outbreak of COVID-19, was to explore the experience of caring through the narratives of intensive care nurses in Greece. METHODS A qualitative study was conducted through in-depth, semi-structured interviews with nineteen ICU nurses in Athens. Transcripts were subjected to Braun and Clarke's thematic analysis and organised with Atlas.ti v8 QDA software. RESULTS The intensive care nurses' experience of caring in Greece encompassed four themes: (A) being "proximal", "co-present" and caring with empathy, (B) being "responsible" for your patient and negotiating with the doctors, (C) technology and "fighting with all you've got", and (D) "not being kept informed" and disappointment. CONCLUSIONS The narratives of this study highlight that ICU nurses in Greece provide patient-centred and compassionate care. Nurse leaders should develop appropriate healthcare policies so as to ensure the adequate provision of staff, specialist education, and support to nurses working in critical care. Failure to address these issues may lead to poor quality of care and negative patient outcomes.
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16
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Nurses' Organization of Work and Its Relation to Workload in Medical Surgical Units: A Cross-Sectional Observational Multi-Center Study. Healthcare (Basel) 2023; 11:healthcare11020156. [PMID: 36673524 PMCID: PMC9858832 DOI: 10.3390/healthcare11020156] [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: 11/24/2022] [Revised: 12/23/2022] [Accepted: 12/31/2022] [Indexed: 01/06/2023] Open
Abstract
INTRODUCTION Work contexts can affect nurses' work and work outcomes. Work context factors of nurses, patients, or workflow can modulate nurses' organization of work and determine increased workloads. AIM The aim of this research was to analyze relationships between factors regarding the patient, the nurse, workflow, and nurses' work organization, to investigate whether work organization is related to physical, mental, and emotional workloads, and to explore whether one dimension of workload influences the other dimensions. METHODS We used a cross-sectional design based on the Job Demand-Resources theory. We asked registered nurses, working in nine medical-surgical wards across three hospitals in Italy, to self-report on work organization and workloads regarding randomized shifts over three consecutive weeks. Four scales from the QEEW 2.0 questionnaire were used on an online survey for data collection. multivariable linear regressions with structural equation modelling were tested. The study was approved by the three local Ethics Committees. RESULTS We received 334 questionnaires regarding 125 shifts worked. Patient complexity (β = 0.347), patient specialties (β = 0.127), adequacy of staffing (β = -0.204), collaboration with colleagues (β = -0.155), unscheduled activities (β = 0.213), supply search (β = 0.141), and documentation (β = 0.221) significantly influenced nurses' work organization. Nurses' work organization was significantly related to physical, mental, and emotional nursing workloads. CONCLUSIONS the patient, the nurse, and workflow aspects influence nurses' work organization and workloads. Healthcare organizations, managers, and nurses should explore work settings to identify work turbulences early and implement strategies to improve nursing work conditions and workloads.
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Pereira F, Querido A, Verloo H, Bieri M, Laranjeira C. Consequences of Nurse Presenteeism in Switzerland and Portugal and Strategies to Minimize It: A Qualitative Study. Healthcare (Basel) 2022; 10:healthcare10101871. [PMID: 36292318 PMCID: PMC9601409 DOI: 10.3390/healthcare10101871] [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: 09/01/2022] [Revised: 09/18/2022] [Accepted: 09/19/2022] [Indexed: 11/16/2022] Open
Abstract
Nurses exhibit higher rates of presenteeism than other professionals, with consequences for the quality of care and patient safety. However, nurses’ perceptions of these issues have been poorly explored. This study investigated the perceptions and experiences of frontline nurses and nurse managers in Switzerland and Portugal about the consequences of presenteeism and strategies to minimize it in different healthcare settings. Our qualitative study design used video focus groups involving 55 participants from both countries. Thematic analysis of their transcribed discussions revealed six themes surrounding the consequences of presenteeism: the personal impact on nurses’ health and wellbeing, on their family relationships, and on professional frustration and dissatisfaction; the professional impact on work dynamics; the social impact on the quality of care and patient safety and on society’s impressions of the profession. At the individual, collective, and institutional levels, six strategies were evoked to minimize presenteeism: encouraging professionals’ self-knowledge; creating a positive work atmosphere; facilitating communication channels; developing a positive organizational culture; implementing preventive/curative institutional interventions; identifying and documenting situations linked to presenteeism. Nurses’ perceptions and experiences provided a deeper understanding of their presenteeism and revealed underused pathways toward preventing and minimizing presenteeism via bottom-up approaches.
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Affiliation(s)
- Filipa Pereira
- School of Health Sciences, HES-SO Valais/Wallis, 1950 Sion, Switzerland
- Correspondence:
| | - Ana Querido
- School of Health Sciences, Polytechnic of Leiria, Campus 2, Morro do Lena, Alto do Vieiro, Apartado 4137, 2411-901 Leiria, Portugal
- Centre for Innovative Care and Health Technology (ciTechCare), Polytechnic of Leiria, Campus 5, Rua de Santo André-66-68, 2410-541 Leiria, Portugal
- Center for Health Technology and Services Research (CINTESIS), NursID, University of Porto, 4200-450 Porto, Portugal
| | - Henk Verloo
- School of Health Sciences, HES-SO Valais/Wallis, 1950 Sion, Switzerland
- Service of Old Age Psychiatry, Lausanne University Hospital, Route de Cery 60, CH-1008 Prilly, Switzerland
| | - Marion Bieri
- School of Health Sciences, HES-SO Valais/Wallis, 1950 Sion, Switzerland
| | - Carlos Laranjeira
- School of Health Sciences, Polytechnic of Leiria, Campus 2, Morro do Lena, Alto do Vieiro, Apartado 4137, 2411-901 Leiria, Portugal
- Centre for Innovative Care and Health Technology (ciTechCare), Polytechnic of Leiria, Campus 5, Rua de Santo André-66-68, 2410-541 Leiria, Portugal
- Research in Education and Community Intervention (RECI I&D), Piaget Institute, 3515-776 Viseu, Portugal
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van den Broek A, van Hoorn L, Tooten Y, de Vroege L. The moderating effect of the COVID-19 pandemic on the mental wellbeing of health care workers on sustainable employability: A scoping review. Front Psychiatry 2022; 13:1067228. [PMID: 36683992 PMCID: PMC9852887 DOI: 10.3389/fpsyt.2022.1067228] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/11/2022] [Accepted: 11/30/2022] [Indexed: 01/07/2023] Open
Abstract
Sustainable employability (SE) amongst healthcare workers (HCW) is an important asset for healthcare institutions. However, SE is under strain due to high work pressure, a shortage of employees, and absenteeism amongst employees based on mental problems. These developments had already started before the COVID-19 pandemic. The aim of this review is to explore whether there is a moderating effect of the COVID-19 pandemic on the mental wellbeing of HCW in the context of SE. A double blinded systematic review was conducted for this article in accordance with preferred reporting items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Eligible studies were subjected to quality evaluation and narrative synthesis. The analysis of the selected literature led to the understanding that mental problems amongst HCW were already abundantly present before the COVID-19 pandemic. Mental health problems have increased in prevalence, severity, and variation. In general, a negative relation between (mental) health and SE exists. Our findings show that mental health problems have heavily impacted the SE of HCW: absenteeism has increased and perspective on work has changed. It is time to prioritize the mental health of HCW to prevent acute care capacity from declining even further and ending up in a vicious circle.
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Affiliation(s)
| | | | - Yvette Tooten
- Department Gastro-enterology, ETZ Hospital (Elisabeth-TweeSteden Ziekenhuis), Tilburg, Netherlands
| | - Lars de Vroege
- Department of Anxiety and Depression, GGz Breburg, Tilburg, Netherlands.,Department of Tranzo, Tilburg School of Social and Behavioral Sciences, Tilburg University, Tilburg, Netherlands
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Engström M, Mårtensson G, Pålsson Y, Strömberg A. What relationships can be found between nurses' working life and turnover? A mixed-methods approach. J Nurs Manag 2021; 30:288-297. [PMID: 34643314 DOI: 10.1111/jonm.13494] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/10/2021] [Revised: 09/06/2021] [Accepted: 10/08/2021] [Indexed: 12/28/2022]
Abstract
AIM This study aimed to describe why registered nurses decide to leave their work and to investigate relationships between registered nurses' working life and turnover (leaving the unit vs. leaving the profession). BACKGROUND Much research has explored nurses' intention to leave, whereas less research has looked at turnover and especially leaving the profession. METHODS Data were collected using questionnaires and interviews. RESULTS The three most common reasons for both groups (leaving the profession, n = 40; leaving unit but not profession, n = 256) were high workload, low salary and applied for and got a new job. Multivariate logistic regression analysis revealed statistically significant relationships between turnover and empowering structures, such as access to resources and informal power as well as the factor learning in thriving. CONCLUSIONS Structural empowerment, such as good access to resources and informal power, is important to keeping nurses in the profession, whereas learning seems to increase the risk of leaving the profession when variables such as vitality, resources, informal power and age are held constant. IMPLICATIONS FOR NURSING MANAGEMENT To counteract nurses leaving the profession, managers must provide nurses with good access to resources and informal power, such as networks within and outside the organisation, and focus on nurses' vitality.
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Affiliation(s)
- Maria Engström
- Department of Caring Science, Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden
| | - Gunilla Mårtensson
- Department of Caring Science, Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden.,Department of Public Health and Caring Sciences, Uppsala University, Uppsala, Sweden
| | - Ylva Pålsson
- Department of Caring Science, Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden
| | - Annika Strömberg
- Department of Caring Science, Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden
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Clarissa C, Quinn S, Stenhouse R. 'Fix the issues at the coalface and mental wellbeing will be improved': a framework analysis of frontline NHS staff experiences and use of health and wellbeing resources in a Scottish health board area during the COVID-19 pandemic. BMC Health Serv Res 2021; 21:1089. [PMID: 34645439 PMCID: PMC8513559 DOI: 10.1186/s12913-021-07103-x] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/03/2021] [Accepted: 09/24/2021] [Indexed: 12/21/2022] Open
Abstract
BACKGROUND Frontline healthcare staff working in pandemics have been reported to experience mental health issues during the early and post-peak stages. To alleviate these problems, healthcare organisations have been providing support for their staff, including organisational, cognitive behavioural and physical and mental relaxation interventions. This paper reports the findings of a study commissioned by a Scottish NHS health board area during the initial outbreak of COVID-19. The study aimed to understand the experience of NHS staff relating to the provision of wellbeing interventions between March and August 2020. METHODS Data were gathered from free-text comments of eight surveys completed by a wide range of staff across sites within one NHS health board in Scotland. We conducted a framework analysis of the data. RESULTS Our findings show that despite the provision of relaxational and cognitive behavioural interventions to support staff wellbeing during the early months of the COVID-19 pandemic, there were barriers to access, including heavy workload, understaffing, inconvenient locations and the stigma of being judged. Organisational factors were the most frequently reported support need amongst frontline staff across sites. CONCLUSIONS While relaxational and cognitive behavioural interventions were well received by staff, barriers to accessing them still existed. Staff support in the context of organisational factors, such as engagement with managers was deemed as the most important for staff wellbeing. Managers play a key role in everyday organisational processes and therefore are in the right position to meet increasing frontline staff demands due to the pandemic and removing barriers to accessing wellbeing support. Healthcare managers should be aware of organisational factors that might increase job demands and protect organisational resources that can promote wellbeing for frontline staff.
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Affiliation(s)
- Catherine Clarissa
- Nursing Studies, School of Health in Social Science, University of Edinburgh, Elsie Inglis Quad, Teviot Place, EH8 9AG, Edinburgh, United Kingdom
| | - Sam Quinn
- Nursing Studies, School of Health in Social Science, University of Edinburgh, Elsie Inglis Quad, Teviot Place, EH8 9AG, Edinburgh, United Kingdom
| | - Rosie Stenhouse
- Nursing Studies, School of Health in Social Science, University of Edinburgh, Elsie Inglis Quad, Teviot Place, EH8 9AG, Edinburgh, United Kingdom.
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Zhang X, Huang DS, Guan P. Nursing Scheduling Mode and Experience from the Medical Teams in Aiding Hubei Province During the COVID-19 Outbreak: A Systematic Scoping Review of 17 Studies. Risk Manag Healthc Policy 2021; 14:1805-1813. [PMID: 33986617 PMCID: PMC8110278 DOI: 10.2147/rmhp.s302156] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/19/2021] [Accepted: 04/15/2021] [Indexed: 11/23/2022] Open
Abstract
Introduction Due to COVID-19 outbreak, since January 24, 2020, national medical teams from across the country and the armed forces have been dispatched to aid Hubei. The present review was designed to timely summarize the existing frontline information about nursing scheduling mode with special focus on the length of shifts with the aim to contribute to improve the nurses' job satisfaction and the quality of nursing services. Methods Articles from Jan 2020 to October 2020 were retrieved from China National Knowledge Infrastructure, Wanfang Data and Weipu Information, with the terms "COVID-19", "designated hospital", "Hubei-assisted", "makeshift hospital", "nursing", "nursing shift", "whole-system takeover" and variations of these, in the title and abstract fields and the Boolean combinations of these words as the retrieval strategy. Results Seventeen journal articles have been included in the target field, from the nurses in aiding Hubei Province, four kinds of shift length, 2-hour (h), 3-h, 4-h and 6-h shift have been considered, the main nursing scheduling mode adopted in designated hospitals for COVID-19 patients was dynamic scheduling based on workload, flexible scheduling based on working hours, workload and the number of critically ill patients admitted, humanized scheduling based on the daily reported health status of the nurses, and professional-integrated scheduling according to the professional distribution of nurses on the basis of four-hour shift length, and in makeshift hospitals for mild patients, the scheduling mode was 6-h based correspondingly. Conclusion The descriptive results of the present systematic review shed light on the challenges and practical solutions of nursing scheduling mode in the context of cross-regional medical assistance. Additionally, the present systematic review could provide the academic community of nurses, nurse managers and administrators with baseline information and scientific productions from the content's points of view in the target field.
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Affiliation(s)
- Xiaochun Zhang
- Department of Pulmonary and Critical Care Medicine, The First Hospital of China Medical University, Shenyang, 110001, People's Republic of China
| | - De-Sheng Huang
- Department of Epidemiology, School of Public Health, China Medical University, Shenyang, 110122, Liaoning, People's Republic of China.,Department of Mathematics, School of Fundamental Sciences, China Medical University, Shenyang, 110122, Liaoning, People's Republic of China
| | - Peng Guan
- Department of Epidemiology, School of Public Health, China Medical University, Shenyang, 110122, Liaoning, People's Republic of China
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Blanco-Donoso LM, Moreno-Jiménez J, Hernández-Hurtado M, Cifri-Gavela JL, Jacobs S, Garrosa E. Daily Work-Family Conflict and Burnout to Explain the Leaving Intentions and Vitality Levels of Healthcare Workers: Interactive Effects Using an Experience-Sampling Method. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18041932. [PMID: 33671211 PMCID: PMC7922407 DOI: 10.3390/ijerph18041932] [Citation(s) in RCA: 13] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/29/2020] [Revised: 01/27/2021] [Accepted: 02/12/2021] [Indexed: 12/18/2022]
Abstract
There is an intensification of work in global health systems, a phenomenon that could increase work-family conflict, exhaustion, and intentions to leave among healthcare workers. The main objective of this study is to analyze if daily work-family conflict and burnout could explain the daily leaving intentions and vitality of healthcare workers. This is a diary study, which employs an experience-sampling methodology (ESM). A total of 56 physicians, nurses, and nursing aides from intensive care and nephrology units filled out various quantitative scales during 5 working days (56 × 5 = 280 observations). Multilevel hierarchical analysis showed that daily work-family conflict and burnout were significantly associated with higher daily intentions of leaving the profession, and with lower levels of daily vitality. In addition, those workers who experienced more work-family conflict and depersonalization on a daily basis were those who showed more intentions to leave and less daily vitality, showing an interactive effect. The results highlight the importance of examining the psychosocial risks experienced by healthcare workers by employing experience-sampling methodologies, which could help us to deepen our understanding of the proximal antecedents of their intentions to leave and their psychological well-being.
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Affiliation(s)
- Luis Manuel Blanco-Donoso
- Faculty of Psychology, Autonomous University of Madrid, 28049 Madrid, Spain; (J.M.-J.); (M.H.-H.); (J.L.C.-G.); (E.G.)
- Correspondence: ; Tel.: +34-91-4975-818
| | - Jennifer Moreno-Jiménez
- Faculty of Psychology, Autonomous University of Madrid, 28049 Madrid, Spain; (J.M.-J.); (M.H.-H.); (J.L.C.-G.); (E.G.)
| | - Mercedes Hernández-Hurtado
- Faculty of Psychology, Autonomous University of Madrid, 28049 Madrid, Spain; (J.M.-J.); (M.H.-H.); (J.L.C.-G.); (E.G.)
| | - José Luis Cifri-Gavela
- Faculty of Psychology, Autonomous University of Madrid, 28049 Madrid, Spain; (J.M.-J.); (M.H.-H.); (J.L.C.-G.); (E.G.)
| | - Stephen Jacobs
- The School of Nursing, University of Auckland, Auckland 1142, New Zealand;
| | - Eva Garrosa
- Faculty of Psychology, Autonomous University of Madrid, 28049 Madrid, Spain; (J.M.-J.); (M.H.-H.); (J.L.C.-G.); (E.G.)
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