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Baljani E, Rezaee Moradali M, Hajiabadi NR. The nurse manager support process in the work-family conflict of clinical nurses: a qualitative study. J Res Nurs 2023; 28:499-513. [PMID: 38144961 PMCID: PMC10741254 DOI: 10.1177/17449871231204537] [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: 12/26/2023] Open
Abstract
Background Nurses are exposed to work-family conflict because of the high expectations associated with the workplace and family demands. Nurse managers' support for work-family conflict requires theoretical principles. Aims The current study explores managers' experiences of work-life conflict and how they manage this. Methods Grounded theory is used to explain the theoretical principles of nursing managers' support to clinical nurses. Participants included 20 managers and 2 clinical nurses working in one hospital. The data collection method used unstructured interviews. Sampling was first purposive and then theoretical, and data analysis was carried out using Corbin and Strauss's approach. Results Participants' primary concern was the threat to their organisational position, and they used a functional-exchangeable conservation strategy to consolidate their own positions. The strategy resulted in the consolidation of managers' and nurses' positions. Two factors were identified as influencing nurse managers' strategies, namely 'the sense of insecurity in the functional position' with a deterrent effect, and 'cooperative atmosphere' as a facilitator with a positive effect. Conclusion The most important supportive strategy used by nurse managers in the work-family conflict of clinical nurses was based on 'functional-exchangeable conservation' between themselves and the nursing staff. Functional- exchangeable protection is a type of protection of human resources by the manager. In this exchange, to solve the conflict between work and family for the nurse, the nursing manager wants to maintain their managerial position by solving the nurse's problem. Both of them benefit from this exchange. The theory of functional-exchangeable protection may provide the necessary background for the development of a prescriptive theory to minimise nurses' worries about family matters. Flexible work schedules may help nurses resolve work-family conflict and so provide better care and reduce work errors. The concept of functional-exchangeable protection and its subclasses may be helpful in preparing policies to support clinical nurses through implementing flexible work schedules, increasing nurses' motivation and fulfilling the family role of nurses.
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Affiliation(s)
- Esfandyar Baljani
- Assistant Professor of Nursing, Department of Nursing, Islamic Azad University, Iran
| | - Monireh Rezaee Moradali
- Assistant Professor of Midwifery, Department of Midwifery, Urmia Branch, Islamic Azad University, Iran
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Xia G, Zhang Y, Dong L, Huang F, Pu Y, Luo J, Chen YP, Lei Z. The mediating role of organizational commitment between workplace bullying and turnover intention among clinical nurses in China: a cross-sectional study. BMC Nurs 2023; 22:360. [PMID: 37803355 PMCID: PMC10559583 DOI: 10.1186/s12912-023-01547-8] [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: 07/31/2023] [Accepted: 09/30/2023] [Indexed: 10/08/2023] Open
Abstract
BACKGROUND Workplace bullying experienced by clinical nurses is a critical and pervasive issue that not only detrimentally impacts nurses but also poses a significant threat to the overall quality of nursing services and patient care. This study aimed to determine the mediating role of organizational commitment in the relationship between workplace bullying and turnover intention among clinical nurses in China. METHODS Participants were recruited from 40 hospitals in various provinces of China from December 2, 2021 to February 25, 2023, using convenience sampling. After obtaining hospital ethical approval and participants' informed consent, clinical nurses (n = 585) from different nursing departments in different hospitals completed the questionnaire. The Socio-demographic Questionnaire, Negative Acts Qestionnaire, Chinese Workers' Organizational Commitment Scale and Turnover Intention Questionnaire were used to collect general demographic data of nurses and assess workplace bullying they experienced, their level of organizational commitment and turnover intention. Descriptive statistics, Pearson correlation analyses and structural equation model were adopted to analyze the data. RESULTS Pearson's correlation analysis showed that that workplace bullying was significantly negatively correlated with organizational commitment (r = - 0.512, P<0.01) and significantly positively correlated with turnover intention (r = 0.558, P<0.01), organizational commitment was significantly negatively correlated with turnover intention (r = - 0.539, P<0.01). Mediation analysis indicated organizational commitment partially mediated the association between workplace bullying and turnover intention. The total effect (β = 0.69) of workplace bullying on turnover intention consisted of its direct effect (β = 0.41) and the indirect effect mediated through organizational commitment (β = 0.280), with the mediating effect accounting for 40.58% of the total effect. CONCLUSION Organizational commitment mediated the associations of workplace bullying and turnover intention. Therefore, healthcare organizations and nursing managers should develop appropriate strategies to enhance nurses' organizational commitment in order to reduce their turnover intention.
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Affiliation(s)
- Guili Xia
- Department of Gastroenterology, Shenzhen Hospital, Southern Medical University, Shenzhen, Guangdong, China
| | - Yi Zhang
- Hunan Key Laboratory of Oral Health Research & Xiangya Stomatological Hospital & Xiangya School of Stomatology, Central South University, Changsha, Hunan, 410008, China
| | - Ling Dong
- Department of Gastroenterology, Shenzhen Hospital, Southern Medical University, Shenzhen, Guangdong, China
| | - Fengtao Huang
- Department of Gastroenterology, Shenzhen Hospital, Southern Medical University, Shenzhen, Guangdong, China
| | - Yao Pu
- Department of Gastroenterology, Shenzhen Hospital, Southern Medical University, Shenzhen, Guangdong, China
| | - Jiang Luo
- Hunan Key Laboratory of Oral Health Research & Xiangya Stomatological Hospital & Xiangya School of Stomatology, Central South University, Changsha, Hunan, 410008, China
| | - Yi-Ping Chen
- Department of Gastroenterology, Shenzhen Hospital, Southern Medical University, Shenzhen, Guangdong, China.
| | - Zhengxia Lei
- Department of Gastroenterology, Shenzhen Hospital, Southern Medical University, Shenzhen, Guangdong, China.
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Al-Oweidat I, Shosha GA, Baker TA, Nashwan AJ. The relationship between emotional intelligence and organizational commitment among nurses working in governmental hospitals in Jordan. BMC Nurs 2023; 22:195. [PMID: 37291597 DOI: 10.1186/s12912-023-01361-2] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/27/2023] [Accepted: 05/31/2023] [Indexed: 06/10/2023] Open
Abstract
INTRODUCTION Nurses' emotions and feelings in response to their environment and their ability to manage their emotions can significantly affect several aspects of their job. In Jordan, studies are still investigating whether emotional intelligence is significantly related to organizational commitment. AIM To investigate whether a significant relationship exists between emotional intelligence and organizational commitment among Jordanian nurses working in governmental hospitals in Jordan. METHODS The study used a descriptive cross-sectional correlational design. A convenience sampling method was used to recruit participants working in governmental hospitals. A total of 200 nurses participated in the study. A participant information sheet developed by the researcher was used to obtain the participants' socio-demographic characteristics, the Emotional Intelligence Scale (EIS) developed by Schutte and colleagues, and the Organizational Commitment Scale developed by Meyer and Allen were utilized for data collection. RESULTS Participants had high levels of emotional intelligence (M, SD = 122.3, 14.0) and moderate levels of organizational commitment (M, SD = 81.6, 15.7). Emotional intelligence had a significant, positive relationship with organizational commitment (r = 0.53, p < 0.01). Male nurses, widowed nurses, and nurses with higher postgraduate qualifications demonstrated significantly higher levels of emotional intelligence and organizational commitment than female nurses, single nurses, and nurses with undergraduate degrees (p < 0.05). CONCLUSION Participants in the current study were highly emotionally intelligent and moderately committed to their organizations. Policies supporting the implementation of interventions to improve organizational commitment and maintain a high level of emotional intelligence should be developed and promoted by nurse managers and hospital administrators, as well as decision-makers should magnet the nurses with postgraduate degrees at clinical sites.
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Wardhani UC, Hariyati RTS. Retaining employment in the hospital setting: A descriptive phenomenological study of Indonesian nurses' experiences. BELITUNG NURSING JOURNAL 2023; 9:159-164. [PMID: 37469585 PMCID: PMC10353597 DOI: 10.33546/bnj.2481] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/08/2022] [Revised: 01/04/2023] [Accepted: 03/05/2023] [Indexed: 07/21/2023] Open
Abstract
Background Losing competent nurses due to turnover can have adverse effects on healthcare administration, service delivery, and organizational dynamics. Frequent staff turnover can hinder optimal nursing practices, but some nurses remain committed. Therefore, understanding factors that foster sustained engagement and retention is crucial to create a retention strategy. Objective This study aimed to explore the current experience of Indonesian nurses who retain their jobs in the hospital setting. Methods A phenomenological design was employed in this study, with ten nurses selected using purposive sampling. Semi-structured interviews were used to gather data from a private hospital in Batam, Indonesia, between January and March 2022. A conventional content analysis was used to analyze the data. Results The participants had an average total work experience of 10.4 years and an average age of 35.6 years, ranging from 28 to 44 years. The majority of the participants were females, held bachelor's degrees, and were married. Three main themes were developed in this study: solid teamwork, adequate compensation, and professional career development. Conclusion Retaining experienced nurses in hospitals is influenced by antecedents such as teamwork, pay, and career growth. These findings offer nursing and hospital managers insights into developing policies and strategies to improve hospital nursing retention programs in Indonesia and beyond.
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Cho H, Sagherian K, Steege LM. Hospital staff nurse perceptions of resources and resource needs during the COVID-19 pandemic. Nurs Outlook 2023; 71:101984. [PMID: 37126868 PMCID: PMC10086098 DOI: 10.1016/j.outlook.2023.101984] [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: 09/18/2022] [Revised: 03/28/2023] [Accepted: 04/04/2023] [Indexed: 05/03/2023]
Abstract
BACKGROUND There is a knowledge gap related to the resource needs of hospital nurses working during the Coronavirus disease 2019 (COVID-19) pandemic. PURPOSE To investigate nurses' perceptions of organizational resources and support needs approximately 18 months after the COVID-19 pandemic began. METHOD Cross-sectional survey of a convenience sample of 2,124 U.S. hospital nurses from July to September 2021 FINDINGS: There were some misalignments between what resources were provided to nurses and what was perceived as helpful to them. Nurses reported increased staffing, compensation, and management and leadership support most frequently as resources that could help them continue to provide safe and quality care during and after the pandemic. These were also the resources nurses most frequently reported that they wanted to be provided by their hospitals during the pandemic but were not. DISCUSSION The findings offer valuable insights into how organizations can prepare to ensure workforce resilience during future crises.
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Affiliation(s)
- Hyeonmi Cho
- College of Nursing, Chung-Ang University, Seoul, South Korea
| | - Knar Sagherian
- College of Nursing, The University of Tennessee Knoxville, Knoxville, TN
| | - Linsey M Steege
- School of Nursing, University of Wisconsin-Madison, Madison, WI.
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Yun B, Su Q, Ye X, Wu Y, Chen L, Zuo Y, Liu J, Han L. The relationships between clinical teaching behaviour and transition shock in newly graduated nurses. Nurs Open 2023; 10:2107-2117. [PMID: 36329679 PMCID: PMC10006593 DOI: 10.1002/nop2.1458] [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: 03/13/2022] [Revised: 08/17/2022] [Accepted: 10/22/2022] [Indexed: 11/06/2022] Open
Abstract
AIM To explore the relationships between clinical teaching behaviour and transition shock in newly graduated nurses and significant differences in the northwest and northeast China. DESIGN A cross-sectional design. METHODS A total of 211 (nurses) and 925 (preceptors) were recruited in six Third-class different hospitals from July to August 2019. RESULTS The transition shock is negatively correlated with the clinical teaching behaviour in northwest and northeast China, while the transition shock in the northwest is higher than that in the northeast for the behindhand economy and natural limit. CONCLUSION The transition process of newly graduated nurses in northeast China with ethnic minorities and the behindhand economy is more difficult. For newly graduated nurses, personal health and a supportive environment need further improvement. Teaching strategies for preceptors need to be enhanced. Two-way feedback is more useful for both the newly graduated nurses and preceptors to improve quality care, and holistic care.
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Affiliation(s)
- Bei Yun
- School of Nursing, Naval Medical University (Second Military Medical University), Shanghai, China.,School of Nursing, Lanzhou University, Lanzhou, China
| | - Qian Su
- The First Clinical Medical College of Lanzhou University, Lanzhou, China.,Nursing Department, Gansu Provincial Hospital, Lanzhou, China
| | - Xuchun Ye
- School of Nursing, Naval Medical University (Second Military Medical University), Shanghai, China
| | - Yuhan Wu
- School of Nursing, Lanzhou University, Lanzhou, China
| | - Lian Chen
- School of Nursing, Lanzhou University, Lanzhou, China
| | - Yamei Zuo
- School of Nursing, Lanzhou University, Lanzhou, China
| | - Jia Liu
- School of Nursing, Lanzhou University, Lanzhou, China
| | - Lin Han
- School of Nursing, Lanzhou University, Lanzhou, China.,The First Clinical Medical College of Lanzhou University, Lanzhou, China.,Nursing Department, Gansu Provincial Hospital, Lanzhou, China
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Jiang N, Zhou X, Gong Y, Tian M, Wu Y, Zhang J, Chen Z, Wang J, Wu J, Yin X, Lv C. Factors related to turnover intention among emergency department nurses in China: A nationwide cross-sectional study. Nurs Crit Care 2023; 28:236-244. [PMID: 35384173 DOI: 10.1111/nicc.12770] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/26/2021] [Revised: 03/10/2022] [Accepted: 03/14/2022] [Indexed: 11/30/2022]
Abstract
BACKGROUND Turnover intention among nurses is high, especially in the emergency department. However, factors that are associated with Chinese emergency department nurses' turnover intention have been scarcely studied. AIMS The present study examined relationships between turnover intention and demographic characteristics, job-related factors, depressive symptoms, and organizational commitment among emergency department nurses. STUDY DESIGN A cross-sectional study of emergency department nurses was conducted in China between July and August 2018. The questionnaire included demographic characteristics (age, gender, level of education, and self-rated health status), job-related factors (qualification title, job seniority, night shifts, and workplace violence), depressive symptoms, organizational commitment, and turnover intention. A hierarchical linear regression model was used to identify factors that are associated with turnover intention among emergency department nurses. RESULTS A total of 17 582 emergency department nurses participated in the study. The response rate was 68.9%. The findings indicated that poor self-rated health status (β = 0.25, p < .001), working more than 11 night shifts per month (β = 0.14, p < .01), experiencing workplace violence in the past year (β = 0.08, p < .05), and higher depressive symptom scores (β = 0.07, p < .001) positively correlated with turnover intention. More years of service (β = -0.38, p < .001) and higher organizational commitment scores (β = -0.45, p < .001) negatively correlated with turnover intention. CONCLUSIONS Health status, job seniority, night shift frequency per month, workplace violence, depressive symptoms, and organizational commitment were significantly associated with emergency department nurses' turnover intention. RELEVANCE TO CLINICAL PRACTICE To reduce turnover intention in the emergency department nurses, hospital administrators and managers should implement measures to improve their physical and mental health, increase organizational commitment, develop staff acceptable shift schedules, and reduce incidences of workplace violence.
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Affiliation(s)
- Nan Jiang
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Xuan Zhou
- Department of Anesthesiology, Tongji Hospital, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Yanhong Gong
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Mengge Tian
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Yafei Wu
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Jiali Zhang
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Zhenyuan Chen
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Jing Wang
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Jianxiong Wu
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Xiaoxv Yin
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Chuanzhu Lv
- Department of Emergency Medicine Center, Sichuan Provincial People's Hospital, University of Electronic Science and Technology of China, Chengdu, China.,Research Unit of Island Emergency Medicine, Chinese Academy of Medical Sciences (No.2019RU013), Hainan Medical University, Haikou, China.,Key Laboratory of Emergency and Trauma of Ministry of Education, Hainan Medical University, Haikou, China
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Nursing Workforce Retention in Rural Ghana: The Predictive Role of Satisfaction, Rural Fit, and Resilience. J Nurs Manag 2023. [DOI: 10.1155/2023/9396817] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/23/2023]
Abstract
Introduction. High turnover of nurses in rural healthcare settings contributes to challenges in healthcare delivery. Various incentive packages have been introduced in rural healthcare settings to curb this phenomenon, but the canker still exists. The study aimed at assessing the predictive role of job satisfaction, rural fit, and resilience on nurses’ retention in rural Ghana. Materials and Methods. A multicentre cross-sectional design was adopted to collect data from 462 nurses. Analysis through descriptive statistics, one-way ANOVA, Pearson moment product correlation, and multiple regression was done. Results. There was low resilience and rural fit among nurses with higher turnover intention, which was predicted by average daily attendance (β = 0.108), rural fit (β = −0.144), resilience (β = −0.350), satisfaction with prospects (β = −0.187), and satisfaction with prospect and pay (β = −0.171) at the significance of 0.05. Conclusion. Policymakers can be assured that not just improving financial incentives to nurses, but the integration of nurses to rural settings, commensurate workload and improving pay and prospects for professional growth and resilience are needed for rural retention. Implications for nursing management, nurse managers, and policymakers have a role to develop sustainable strategies to integrate rural fit, resilience, and job satisfaction to help reduce turnover among nurses.
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Effects of the areas of worklife on job embeddedness: a national cross-sectional study among Egyptian nurses. BMC Nurs 2022; 21:353. [PMID: 36510228 PMCID: PMC9742651 DOI: 10.1186/s12912-022-01107-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/28/2022] [Accepted: 11/14/2022] [Indexed: 12/14/2022] Open
Abstract
AIM This study aimed to examine the effects of a person-job match in the six areas of worklife on Egyptian nurses' job embeddedness. BACKGROUND Healthcare organizations struggle to embed nurses in their job. However, the antecedents of nurses' job embeddedness are not fully known, especially those related to organizational factors. This study is an initiative to contribute in this field. METHODS A national cross-sectional study that enrolled 1003 Egyptian licensed nurses was conducted. Data were collected using an online-based version of the Areas of Worklife Scale and the Global Job Embeddedness Scale and analyzed using the descriptive statistics, Pearson correlation, and regression analysis. RESULTS Nurses reported a moderate level of job embeddedness with a person-job match in control, reward, and community. Regression analysis showed four of six areas of worklife (value, fairness, community, and control) contributing to nurses' job embeddedness. CONCLUSION Nurses who experience a person-job match in the value, fairness, community, and control areas of worklife are more likely to embed in their job. A match in the value area has the great potentials for nurses to embed in their job. IMPLICATIONS FOR NURSING MANAGEMENT Actions aimed at embedding nurses should prioritize on optimizing a person-job match in value, fairness, community, and control.
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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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Chen Y, You Y, Shen Y, Du Z, Dai T. Village doctors' dilemma in China: A systematic evaluation of job burnout and turnover intention. Front Public Health 2022; 10:970780. [PMID: 36438210 PMCID: PMC9684668 DOI: 10.3389/fpubh.2022.970780] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/16/2022] [Accepted: 09/05/2022] [Indexed: 11/11/2022] Open
Abstract
Background Village doctors (VDs) in China undertook arduous primary healthcare missions. However, they received little attention in comparison to doctors in urban public secondary and tertiary hospitals. There is an urgent need to explore the overall situation of turnover intention and job burnout among VDs to evaluate and adjust current health manpower policy. Methods In this study, seven databases like PubMed, EMBASE, Web of Science (WOS), WanFang, China Science and Technology Journal Database (VIP), Chinese BioMedical Literature Database (CBM), and China National Knowledge Infrastructure (CNKI) were systematically searched, relevant experts were consulted, and empirical research on job burnout and turnover intention among VDs in international publications was evaluated. Therefore, we evaluated the prevalence of job burnout among VDs in general, across all dimensions and different severity levels, as well as the scores of each category. For turnover intention, we assessed the prevalence of different groups and their overall situation and also identified significant contributors. Results In this study, we integrated 20 research evidences on job burnout and turnover intention among 23,284 VDs from almost all provinces in China, and the prevalence of turnover intention among VDs in China was as high as 44.1% [95% confidence interval (CI): 34.1-54.2], which was two to four times that of primary health workers in high-income countries, but not much different from some developing countries. Simultaneously, VDs with the highest risk of turnover intention were men [odds ratio (OR): 1.22 (1.05-1.43)], those with a monthly income below USD 163.4 [OR: 0.88 (0.78-0.98)], those with a high educational level [OR: 0.88 (0.78-0.98)], and those <40 years old [OR: 1.27 (1.16-1.40)]. Similarly, the detection rate of job burnout toward them was 59.8% (95% CI: 38.7-79.1) with the MBI-GS score being 44.44 (95% CI: 37.02-51.86) in a total of 90, while the detection rate of job burnout in moderate and above almost reached 20%. The most significant contributor that affects job burnout was low personal accomplishment (LPA), and the detection rate for moderate and higher severity was 65.2% (95% CI: 58.7-71.7). Conclusion Attention should be paid to the high turnover intention and severe job burnout of primary health workers in rural areas of developing countries, and targeted measures should be taken to improve the situation. Health policymakers should increase financial subsidies for VDs, set a reasonable workload, improve various health policies such as pension insurance for VDs, and encourage "targeted training" for medical students to enrich and expand their team. Systematic review registration https://www.crd.york.ac.uk/PROSPERO/, identifier: CRD42021289139.
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Affiliation(s)
- Yuquan Chen
- Institute of Medical Information/Medical Library, Chinese Academy of Medical Sciences, Beijing, China,Peking Union Medical College, Beijing, China
| | - Yanwei You
- School of Social Sciences, Tsinghua University, Beijing, China,Division of Sports Science and Physical Education, Tsinghua University, Beijing, China
| | - Yaying Shen
- Institute of Medical Information/Medical Library, Chinese Academy of Medical Sciences, Beijing, China,Peking Union Medical College, Beijing, China
| | - Zifei Du
- The Affiliated TCM Hospital of Guangzhou Medical University, Guangzhou, China
| | - Tao Dai
- Institute of Medical Information/Medical Library, Chinese Academy of Medical Sciences, Beijing, China,*Correspondence: Tao Dai
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12
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Tang P, Zhang X, Feng F, Li J, Zeng L, Xie W, Jin M, Wang J. The relationship between organizational commitment and work engagement among clinical nurses in China: A cross-sectional study. J Nurs Manag 2022; 30:4354-4363. [PMID: 36196679 DOI: 10.1111/jonm.13847] [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: 04/26/2022] [Revised: 09/28/2022] [Accepted: 09/30/2022] [Indexed: 12/30/2022]
Abstract
AIM This study aims to investigate the levels of organizational commitment and work engagement among clinical nurses in tertiary hospitals and explore the relationship between them. BACKGROUND The nursing literature supports the idea that organizational commitment plays an important role in positively influencing job performance. However, the relationship between organizational commitment and work engagement among clinical nurses remains unclear. METHODS This was a cross-sectional study. A convenience sample of clinical nurses (n = 621) was selected from five tertiary hospitals in Sichuan Province of China. Survey instruments included a general information questionnaire about organizational commitment and work engagement. Univariate analysis, correlation analyses and linear regression analysis were used to examine the association between organizational commitment and work engagement. RESULTS The mean scores for organizational commitment and work engagement were 3.85 ± 0.59 and 4.58 ± 1.46, respectively. A moderate degree of positive correlation was found between them. Gender, monthly income and retention commitment were significantly associated with work engagement, and they accounted for 39.0% of the total variance. CONCLUSIONS Clinical nurses had a moderate level of organizational commitment and a high level of work engagement. Organizational commitment positively influenced work engagement; that is, organizational commitment is a significant determinant of nurses' work engagement. IMPLICATIONS FOR NURSING MANAGEMENT Hospital organizations should focus on assessing and strengthening nurses' organizational commitment to promote increased work engagement and, ultimately, improved quality of care. This may include, but is not limited to, increasing rest time for nurses, implementing a performance appraisal system and focusing on nurses' psychological state.
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Affiliation(s)
- Ping Tang
- Anyue County People's Hospital, Ziyang, China.,Chengdu University of Traditional Chinese Medicine, Chengdu, China
| | | | - Fen Feng
- Hospital of Chengdu University of Traditional Chinese Medicine, Chengdu, China
| | - Junwen Li
- Chengdu First People's Hospital, Chengdu, China
| | - Li Zeng
- Sichuan Nursing Vocational College, Deyang, China
| | - Wanqing Xie
- Chengdu University of Traditional Chinese Medicine, Chengdu, China
| | - Man Jin
- Chengdu University of Traditional Chinese Medicine, Chengdu, China
| | - Jialin Wang
- Chengdu University of Traditional Chinese Medicine, Chengdu, China
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Wang XX, Wang LP, Wang QQ, Fang YY, Lv WJ, Huang HL, Yang TT, Qian RL, Zhang YH. Related factors influencing Chinese psychiatric nurses' turnover: A cross-sectional study. J Psychiatr Ment Health Nurs 2022; 29:698-708. [PMID: 35716343 DOI: 10.1111/jpm.12852] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/12/2021] [Revised: 05/05/2022] [Accepted: 06/10/2022] [Indexed: 12/01/2022]
Abstract
WHAT IS KNOWN ON THE SUBJECT Because of increasingly stressful, dangerous and unpredictable psychiatric nursing work, psychiatric nurses have experienced higher job stress than general ward nurses. Little is known about the factors that affect the turnover intention of Chinese psychiatric nurses. Understanding the influencing factors of nurses' turnover intention will help to formulate targeted measures to stabilize psychiatric nursing teams. WHAT DOES THIS PAPER ADD TO EXISTING KNOWLEDGE The results showed that 70.2% of psychiatric nurses had higher turnover intention. The strong turnover intention of Chinese psychiatric nurses is a problem that needs to be considered by managers. The results showed that having more children, between 31 and 39 years old, and having a part-time job were strongly associated with turnover intention. In addition, "job stress" was also an important factor, psychiatric nurses' turnover intention decreased as their job stress level decreased. WHAT ARE THE IMPLICATIONS FOR PRACTICE Nursing managers should pay attention to nurses who have more children, between 31 and 39 years old, and take on part-time jobs. Additionally, nursing managers should reduce job stress and implement targeted programmes to prevent psychiatric nurses' turnover. Experience-sharing meetings and mindfulness-based stress reduction training are also useful to improve the mental health status of psychiatric nurses with great job stress. Nursing managers should arrange human resources and shifts appropriately to give nurses with more children more time with their families. Provide more development opportunities for psychiatric nurses between 31 and 39 years old. Managers explore the reasons why nurses take on part-time jobs and take targeted interventions (such as increasing income) to reduce the behaviour that happens. ABSTRACT Introduction Nurses' turnover is the main cause of nursing shortages, greatly affected by nurses' intention to leave. Nurses' turnover rate is particularly high in psychiatric wards. Several factors influencing the turnover intention of psychiatric nurses have not been well identified in China, and the association between job stress and turnover intention is still limited. Aims To examine the relationship between job stress and turnover intention and identify the influencing factors of psychiatric nurses' turnover intention. Methods Data were collected from 2355 psychiatric Chinese nurses using a cross-sectional design with an online questionnaire investigation. Results Psychiatric nurses had higher turnover intention. Significant factors influencing their turnover intention were job stress, having more children, age between 31 and 39 years old, part-time jobs, education, income and patient-to-nurse ratio. Discussion Demographics and job-related factors should be considered when developing strategies to reduce the turnover intention of psychiatric nurses. Implications for practice Nursing managers should pay attention to nurses with higher job stress levels and different demographic characteristics. Effective measures should be taken to reduce psychiatric nurses' job stress and turnover intention, such as arranging reasonable shifts, implementing targeted family-friendly policies, increasing their occupational possibilities and promoting mental health.
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Affiliation(s)
- Xiao-Xiao Wang
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Li-Ping Wang
- Geriatrics Department, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Qing-Qing Wang
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Yuan-Yuan Fang
- Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Wen-Jun Lv
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Hao-Lian Huang
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Tian-Ting Yang
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Rui-Lian Qian
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
| | - Yan-Hong Zhang
- Department of Nursing, Nanjing Brain Hospital, Brain Hospital Affiliated to Nanjing Medical University, Nanjing, Jiangsu, China
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Wang T, Abrantes ACM, Liu Y. Intensive care units nurses' burnout, organizational commitment, turnover intention and hospital workplace violence: A cross-sectional study. Nurs Open 2022; 10:1102-1115. [PMID: 36126210 PMCID: PMC9834521 DOI: 10.1002/nop2.1378] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/13/2021] [Revised: 03/31/2022] [Accepted: 09/04/2022] [Indexed: 01/16/2023] Open
Abstract
AIMS This study aimed to (1) assess the relationship between intensive care unit (ICU) nurses' burnout, organizational commitment and turnover intention, (2) examine the moderating effect of the organizational commitment on the relationship between ICU nurses' burnout and turnover intention, and (3) explore the prevalence and influencing factors of hospital workplace violence among ICU nurses. DESIGN Cross-sectional study design. METHODS Data were collected from August to October 2020 and a convenience sample of registered nurses was recruited. To control common method biases, one-month temporal separation, Harman's single-factor analysis and method of latent variables were adopted. The moderating effect was tested by SPSS Hayes PROCESS Macro. Chi-square and logistic regression were used to examine workplace violence data. RESULTS Organizational commitment (β = -.23, 95% confidence interval -.45 to -.03) and continuance commitment (β = -.15, 95% confidence interval -.24 to -.16) have negative moderation effects on the relationship between emotional exhaustion and turnover intention. 77.7% of ICU nurses experienced workplace violence, male and staff nurses, and nurses with lower professional titles and shorter working years have greater odds of experiencing this violence.
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Affiliation(s)
- Tiemei Wang
- Hepato Pancreato Biliary Surgery, Department of General SurgeryThe Third People’s Hospital of Chengdu &The Affiliated Hospital of Southwest Jiaotong UniversityChengduSichuanChina
| | | | - Yan Liu
- West China School of Public Health and West China Fourth Hospital, Sichuan University/West China School of Nursing, Sichuan UniversityChengduSichuanChina
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15
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Peng K, Han X, Jiang N, An R, Lv C, Yan S. Organizational commitment of emergency physician and its related factors: A national cross-sectional survey in China. Front Public Health 2022; 10:936861. [PMID: 35958859 PMCID: PMC9357984 DOI: 10.3389/fpubh.2022.936861] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/05/2022] [Accepted: 06/29/2022] [Indexed: 11/25/2022] Open
Abstract
Background Organizational commitment is important for job performance and employee retention. However, studies on the level of organizational commitment and its related factors among emergency physicians in China are scarce. Therefore, this study aimed to identify the factors associated with organizational commitment among emergency physicians in China. Methods A national cross-sectional study was conducted in 2018 among emergency physicians in China. Data were collected from 10,457 emergency physicians using a standard structured anonymous questionnaire, including demographic characteristics, organizational structure factors and work environment factors. A generalized linear model was used to explore the correlation between the independent variables and organizational commitment. Results In this study, 55.3% of emergency physicians reported a moderate level of organizational commitment. The physicians who were male, younger than 40 years old, had a mid-level title and had a lower average monthly income were more likely to show lower organizational commitment levels. Conversely, the organizational commitment was higher among physicians who perceived that promotion is easy and the number of emergency physicians meet their daily work or had not experienced workplace violence in the last year. Conclusions The study showed that organizational commitment among Chinese emergency physicians was moderate and related to gender, age, monthly income, frequency of daily visits, departmental promotion mechanism and workplace violent. Targeted interventions are needed to improve the organizational commitment of emergency physicians in a comprehensive way.
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Affiliation(s)
- Ke Peng
- Department of Finance, Southampton Business School, University of Southampton, Southampton, United Kingdom
| | - Xiaotong Han
- Hunan Provincial Key Laboratory of Emergency and Critical Care Metabolomics, Department of Emergency Medicine, Hunan Provincial Institute of Emergency Medicine, Hunan Provincial People's Hospital/The First Affiliated Hospital, Hunan Normal University, Changsha, China
| | - Nan Jiang
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Rongrong An
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Chuanzhu Lv
- Department of Emergency Medicine, Sichuan Provincial People's Hospital, University of Electronic Science and Technology of China, Chengdu, China
- Research Unit of Island Emergency Medicine, Chinese Academy of Medical Sciences (No. 2019RU013), Hainan Medical University, Haikou, China
- Key Laboratory of Emergency and Trauma of Ministry of Education, Hainan Medical University, Haikou, China
- Chuanzhu Lv
| | - Shijiao Yan
- Hunan Provincial Key Laboratory of Emergency and Critical Care Metabolomics, Department of Emergency Medicine, Hunan Provincial Institute of Emergency Medicine, Hunan Provincial People's Hospital/The First Affiliated Hospital, Hunan Normal University, Changsha, China
- School of Public Health, Hainan Medical University, Haikou, China
- Key Laboratory of Emergency and Trauma of Ministry of Education, Hainan Medical University, Haikou, China
- *Correspondence: Shijiao Yan
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Ahmad MS, Barattucci M, Ramayah T, Ramaci T, Khalid N. Organizational support and perceived environment impact on quality of care and job satisfaction: a study with Pakistani nurses. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2022. [DOI: 10.1108/ijwhm-09-2021-0179] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeReferring to the theory of organizational empowerment, the purpose of this study is to examine the relationship of organizational support and perceived environment on quality of care and job satisfaction, with organizational commitment as a mediator for the first variable.Design/methodology/approachThis study employed a cross-sectional research design and data was collected from seven private and public sector hospitals in Pakistan, involving 352 nurses on a voluntary basis through a self-administered survey.FindingsThe results showed that organizational commitment mediates the relationship between organizational support and job satisfaction with the quality of care. Moreover, the perceived environment has an impact on job satisfaction and quality of care.Originality/valueHealthcare service quality seems strictly dependent on the perceived quality of care and job satisfaction among healthcare workers. Theoretical and practical implications for policymakers and HR management are discussed.
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17
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An M, Heo S, Hwang YY, Kim J, Lee Y. Factors Affecting Turnover Intention among New Graduate Nurses: Focusing on Job Stress and Sleep Disturbance. Healthcare (Basel) 2022; 10:healthcare10061122. [PMID: 35742172 PMCID: PMC9223151 DOI: 10.3390/healthcare10061122] [Citation(s) in RCA: 14] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/28/2022] [Revised: 06/12/2022] [Accepted: 06/13/2022] [Indexed: 11/16/2022] Open
Abstract
Despite the high prevalence of nurses’ turnover and the turnover intention of new nurses, there are insufficient studies examining turnover intention at the time when job orientation is completed and independent nursing commences. Thus, this study examined turnover intention levels and identified the factors affecting turnover intention of new Generation Z nurses, focusing on job stress and sleep disturbance, at the eighth week after completing job orientation. This was a cross-sectional descriptive correlational study. Using a convenient sampling method, 133 new nurses were recruited. Data were collected using a structured questionnaire consisting of demographic and occupational characteristics, job stress, sleep disturbance, and turnover intention. Descriptive statistics were computed to describe the sample and interest variables. Logistic regression analysis was performed to examine the association of job stress and sleep disturbance with turnover intention. Most nurses were women (91.7%) and approximately two-thirds worked in the surgical ward (n = 61, 45.9%). Turnover intention was 12.8%, average job stress was 40.11 ± 90.7, and average sleep disturbance was 42.39 ± 15.27. New graduate nurses’ turnover intention was associated with job stress (OR = 1.07, 95% CI = 1.02–1.12) and sleep disturbance (OR = 1.19, 95% CI = 1.05–1.35), and this model explained 47.7% of the variance. Study findings determine that job stress and sleep disturbance were significant predictors of turnover intention in new nurses at the eighth week after joining the hospital. Therefore, nursing administrators should focus on new nurses’ job stress and sleep disturbance, and provide them with timely assessment and management to reduce turnover intention.
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Affiliation(s)
- Minjeong An
- College of Nursing, Chonnam National University, Gwangju 61469, Korea;
| | - Seongkum Heo
- Georgia Baptist College of Nursing, Mercer University, Atlanta, GA 30341, USA;
| | | | - JinShil Kim
- College of Nursing, Gachon University, Incheon 21936, Korea;
| | - Yeonhu Lee
- Department of Trauma Ward, Chonnam National University Hospital, Gwangju 61469, Korea
- Correspondence: ; Tel.: +82-10-9405-7399
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Su L, Wichaikhum O, Abhicharttibutra K. Predictors of organizational commitment among Chinese nurses during the COVID-19 pandemic. Int Nurs Rev 2022; 70:111-116. [PMID: 35639607 PMCID: PMC9347590 DOI: 10.1111/inr.12775] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/18/2021] [Accepted: 04/16/2022] [Indexed: 11/29/2022]
Abstract
AIM To investigate organizational commitment among Chinese nurses and analyze factors influencing organizational commitment during COVID-19. BACKGROUND Organizational commitment is the most important link between nurses and the organization because it is effective in work retention and the motivation of nurses, especially when addressing the COVID-19 crisis. However, there has been no empirical study conducted to predict organizational commitment in the field of nursing by combining work values with professional practice environments. METHODS A cross-sectional predictive study was done with 362 nurses recruited from two tertiary hospitals in China. The Organizational Commitment Questionnaire, the Work Values Scale, and the Practice Environment Scale of the Nursing Work Index were used to collect data. Two factors related to the organizational commitment of nurses were investigated by using binary logistic regression analyses. RESULTS Increased work values and a professional practice environment were associated with an increased likelihood of higher organizational commitment. DISCUSSION The COVID-19 crisis became the utmost challenge to global healthcare systems and professional organizational commitment. Nurses' organizational commitment was directly influenced by the professional practice environment and work values, especially intrinsic work values, in which the spirit of collectivism was consequential. CONCLUSION AND IMPLICATIONS FOR THE FIELD OF NURSING AND HEALTH POLICY: Study results provide information for global hospital administrators to promote these organizational commitment predictive factors, including work values and a professional practice environment in nursing practice. This helped foster a stronger organizational commitment among nurses to reduce nurse resource flow during COVID-19.
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Affiliation(s)
- Lyuna Su
- NurseDepartment of Hepatopancreatobiliary SurgeryLincang People's HospitalLincangChina
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19
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Mon EE, Akkadechanunt T, Chitpakdee B. Factors predicting organizational commitment of nurses in general hospitals: A descriptive-predictive study. Nurs Health Sci 2022; 24:610-617. [PMID: 35596260 DOI: 10.1111/nhs.12953] [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: 12/28/2021] [Revised: 05/03/2022] [Accepted: 05/15/2022] [Indexed: 11/30/2022]
Abstract
This descriptive-predictive, cross-sectional study aimed to explore organizational commitment and to determine the predictability of years of experience, level of education, position, perceived organizational support, and work-life balance on each component of organizational commitment. The participants included 234 nurses who were randomly selected from four general hospitals in the Republic of the Union of Myanmar. The research instruments included a demographic data form, the Organizational Commitment Scale, the Survey of Perceived Organizational Support, and the Work-Life Balance Scale. The data were analyzed using descriptive statistics and stepwise multiple regression. The results revealed that the nurses perceived the three components of organizational commitment at a moderate level. Years of experience, position, perceived organizational support, and work-life balance explained 38.0% of the total variance for affective commitment, 28.3% for continuance commitment, and 35.9% for normative commitment. The findings of this study can inform administrators and policymakers regarding the development of strategies to improve organizational commitment among nurses based on four predictors.
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Affiliation(s)
- Ei Ei Mon
- Nursing Tutor, Nursing and Midwifery Training School, Magway, Myanmar
| | - Thitinut Akkadechanunt
- Department of Nursing Administration, Faculty of Nursing, Chiang Mai University, Chiang Mai, Thailand
| | - Bunpitcha Chitpakdee
- Department of Nursing Administration, Faculty of Nursing, Chiang Mai University, Chiang Mai, Thailand
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20
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Salehi M, Sima HH, Fahimi MA. The Relationship between Organizational Justice and Auditors’ Professional Skepticism with the Moderating Role of Organizational Commitment and Identity. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-020-00700-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
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21
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Albasal NA, Eshah N, Minyawi HE, Albashtawy M, Alkhawaldeh A. Structural and psychological empowerment and organizational commitment among staff nurses in Jordan. Nurs Forum 2022; 57:624-631. [PMID: 35352360 DOI: 10.1111/nuf.12721] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/17/2022] [Revised: 02/23/2022] [Accepted: 03/07/2022] [Indexed: 11/27/2022]
Abstract
AIM The purpose of this study was to examine the relationships between structural empowerment, psychological empowerment, and organizational commitment in Jordanian staff nurses. BACKGROUND Empowering nurses is one of the most effective strategies for increasing efficiency. Therefore, studying the contribution of structural and psychological empowerment to organizational commitment will provide a base for future interventions to improve nurses' working environment. MATERIALS AND METHODS This cross-sectional study used snowball sampling to recruit staff nurses working in Jordanian public and private hospitals. The sample consisted of 180 nurses. Data were collected using three valid and reliable self-reporting questionnaires that were distributed in electronic format. RESULTS Nurses reported a moderate level of both structural and psychological empowerment, and a high level of organizational commitment. Significant positive relationships were found between structural empowerment and psychological empowerment and organizational commitment (r = .62, p < .001) and (r = .57, p < .001) respectively. CONCLUSION Staff nurses reported moderate levels of both structural and psychological empowerment, and have a high level of organizational commitment. Positive relationships between structural empowerment, psychological empowerment, and organizational commitment were found among Jordanian staff nurses.
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Affiliation(s)
- Nawar A Albasal
- Department of Adult Health, Faculty of Nursing, Zarqa University, Zarqa, Jordan
| | - Nidal Eshah
- Department of Adult Health, Faculty of Nursing, Zarqa University, Zarqa, Jordan
| | - Hala E Minyawi
- Department of Nursing Adiminstration, Faculty of Nursing, Assiut University, Asyut, Egypt
| | - Mohammed Albashtawy
- Department of Community and Mental Health, Princess Salma Faculty of Nursing, Al al-Bayt University, Mafraq, Jordan
| | - Abdullah Alkhawaldeh
- Department of Community and Mental Health, Princess Salma Faculty of Nursing, Al al-Bayt University, Mafraq, Jordan
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22
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Guo YF, Wang Y, Plummer V, Cross W, Lam L, Wang KF. Associations between perceived overqualification, organizational commitment and work passion of nurses: A multicentre cross-sectional study. J Nurs Manag 2022; 30:1273-1282. [PMID: 35338533 DOI: 10.1111/jonm.13610] [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: 10/26/2021] [Revised: 01/14/2022] [Accepted: 03/23/2022] [Indexed: 11/29/2022]
Abstract
AIM To investigate the associations between perceived overqualification, organizational commitment and work passion of nurses. BACKGROUND Few studies have considered the effects of perceived overqualification and organizational commitment on work passion of nurses, especially in developing countries. METHODS A multicentre cross-sectional study. A total of 4511 nurses from eight tertiary hospitals were recruited. The Scale of Perceived OverQalification (SPOQ), the Organizational Commitment Scale (OCS) and the Work Passion Scale (WPS) were used to collect the data. Hierarchical multiple regression were employed. RESULTS Perceived overqualification and organizational commitment were the main predictors for both harmonious and obsessive passions (each p < 0.001). The unique effect of organizational commitment (βharmonious = 0.608, βobsessive = 0.556) on work passion were six to eight times larger than these of perceived overqualification (βharmonious = -0.079, βobsessive = 0.085). CONCLUSION Our findings indicate that high perceived overqualification clearly reduces nurses' harmonious passion and increases their obsessive passion, while high organizational commitment significantly promotes nurses' harmonious and obsessive passions. IMPLICATIONS FOR NURSING MANAGERS Nurse managers should distinguish the different effects of perceived overqualification and organizational commitment on work passion. Effective intervention should be developed to release nurses' potential abilities and improve their organizational commitment and work passion.
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Affiliation(s)
- Yu-Fang Guo
- School of Nursing and Rehabilitation, Shandong University, Jinan, Shandong, China
| | - Ying Wang
- School of Nursing and Rehabilitation, Shandong University, Jinan, Shandong, China
| | - Virginia Plummer
- School of Health, Federation University Australia, Berwick, Victoria, Australia.,School of Nursing and Midwifery, Faculty of Medicine, Nursing and Health Sciences, Monash University, Melbourne, Victoria, Australia
| | - Wendy Cross
- School of Health, Federation University Australia, Berwick, Victoria, Australia
| | - Louisa Lam
- School of Health, Federation University Australia, Berwick, Victoria, Australia.,School of Public Health and Preventive Medicine, Monash University, Melbourne, Victoria, Australia
| | - Ke-Fang Wang
- School of Nursing and Rehabilitation, Shandong University, Jinan, Shandong, China
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23
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Organizational Commitment and Intention to Leave of Nurses in Portuguese Hospitals. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19042470. [PMID: 35206656 PMCID: PMC8878484 DOI: 10.3390/ijerph19042470] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/31/2021] [Revised: 02/13/2022] [Accepted: 02/14/2022] [Indexed: 12/31/2022]
Abstract
Intention to leave is influenced by the commitment and individual and structural factors. It is a critical dimension in health systems due to the shortage of professionals and the potential impact on the quality of care. The present paper: (i) characterizes organizational commitment and intention to leave; (ii) analyzes the relationship between structural factors (such as, work environment and nurse staffing), individual factors (age), and nurses’ organizational commitments and intention to leave; and (iii) analyzes the differences in the intention to leave and in the organizational commitment according to service specialty, nurses’ specialization, and contractual relationship in Portuguese public hospitals. A cross-sectional study was conducted with a sample of 850 nurses from 12 public hospitals units. The results show a high affective and continuance commitment of nurses with the hospital, and a reduced tendency of the intention to leave. A significant positive association was also found between the intent to leave and individual/structural factors. Organizational commitment and intention to leave levels are satisfactory, despite the influence of several factors, such as nurse staffing, work environment, or other opportunities for professional development. The results identify particularly sensitive areas that, through adequate health and management policies, can reduce nurses’ intentions to leave and promote the sustainability of the health system.
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24
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Lei LP, Lin KP, Huang SS, Tung HH, Tsai JM, Tsay SL. The impact of organisational commitment and leadership style on job satisfaction of nurse practitioners in acute care practices. J Nurs Manag 2022; 30:651-659. [PMID: 35174563 DOI: 10.1111/jonm.13562] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/13/2021] [Revised: 02/09/2022] [Accepted: 02/13/2022] [Indexed: 11/28/2022]
Abstract
AIM To determine the main factors that affect nurse practitioners' job satisfaction, especially the relationship between organisational commitment and leadership styles in acute care practices. BACKGROUND There is little known about the influence of organisational commitment and leadership on NPs' job satisfaction within acute care hospitals. METHODS A cross-sectional design with a national online survey that enrolled 1,205 nurse practitioners from the Taiwan Association of Nurse Practitioners to identify potential variables associated with job satisfaction using the multiple regression model. RESULTS Organisational commitment (mean=59.47), job satisfaction (mean=173.47), and leadership style (mean ranged from 13.29 to 28) were at a moderate level. Organisational commitment, leadership style, patient load and nurse practitioner advancement levels explained 63% of the variance in nurse practitioners' job satisfaction. CONCLUSIONS Organisational commitment and leadership styles, such as idealised influence and individual consideration, are major factors that impact nurse practitioners' job satisfaction. IMPLICATIONS FOR NURSING MANAGEMENT Healthcare organisations should develop policies targeting organisational commitment and managers' leadership styles to improve nurse practitioners' job satisfaction.
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Affiliation(s)
- Lee-Pi Lei
- Department of Internal Medicine, Ditmanson Medical Foundation Chia-Yi Christian Hospital, Chia-Yi City, Taiwan
| | - Kuan-Pin Lin
- Department of Nursing, HungKuang University, Taichung, Taiwan
| | - Sheng-Shiung Huang
- College of Nursing and Health Sciences, Da-Yeh University, Changhua, Taiwan
| | - Heng-Hsin Tung
- School of Nursing, National Yang Ming Chiao Tung University, Taipei, Taiwan
| | - Jung-Mei Tsai
- Department of Nursing, Mackay Memorial Hospital, Taipei, Taiwan.,Department of Nursing, Mackay Medical College, Taipei, Taiwan
| | - Shiow-Luan Tsay
- College of Nursing and Health Sciences, Da-Yeh University, Changhua, Taiwan
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25
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Ofei AMA, Paarima Y. Nurse managers leadership styles and intention to stay among nurses at the unit in Ghana. Int J Health Plann Manage 2022; 37:1663-1679. [PMID: 35150018 DOI: 10.1002/hpm.3433] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/16/2020] [Revised: 10/29/2021] [Accepted: 01/27/2022] [Indexed: 11/12/2022] Open
Abstract
INTRODUCTION Enabling effective leadership is significant in contemporary healthcare delivery. Nurse Managers' (NMs) leadership styles are a major predictor of nurses' retention. Using the 'Full Range Leadership' model as the organising framework, this study explored NMs leadership styles and their influence on intention to stay among nurses in Ghana. METHODS A quantitative cross-sectional design using the Multifactor Leadership Questionnaire (MLQ-5x), was used to explore nurses' intention to stay at their current workplace. Data were collected from 348 nurses in 38 selected hospitals and analysed using Pearson correlation and multiple linear regression. RESULTS NMs exhibited different leadership styles based on the circumstance, but mostly used a participative leadership style, followed by transformational and transactional leadership styles. Nurses showed a high level of intention to stay. The intention to stay at the current workplace was high (3.26 out of 4) among nurses. The findings show that 85.6% of the nurses had intended to stay. The leadership styles of NMs jointly predicted 20.9% of the variance in intention to stay among nurses. CONCLUSION Regular in-service training programs in leadership is critical for NMs to strengthen their leadership skills. NMs should be encouraged to widely use participative leadership styles to foster inclusiveness of staff in the unit.
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Affiliation(s)
- Adelaide Maria Ansah Ofei
- Department of Research, Education and Administration, School of Nursing and Midwifery, University of Ghana, Accra, Ghana
| | - Yennuten Paarima
- Department of Research, Education and Administration, School of Nursing and Midwifery, University of Ghana, Accra, Ghana
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Kabir H, Chowdhury SR, Tonmon TT, Roy AK, Akter S, Bhuya MTR, Hossain L, Chowdhury SA, Sanjoy S. Workplace violence and turnover intention among the Bangladeshi female nurses after a year of pandemic: An exploratory cross-sectional study. PLOS GLOBAL PUBLIC HEALTH 2022; 2:e0000187. [PMID: 36962185 PMCID: PMC10021668 DOI: 10.1371/journal.pgph.0000187] [Citation(s) in RCA: 10] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/06/2021] [Accepted: 01/19/2022] [Indexed: 11/18/2022]
Abstract
During the COVID-19 pandemic, workplace violence was widespread against healthcare personnel. Workplace violence (WPV) against nurses exhilarates their turnover intention (TI). The objective of this study was to investigate the association between workplace violence and turnover intention and also identify other factors associated with TI among Bangladeshi female nurses. An exploratory cross-sectional study was carried out among 881 female nurses between April 26 and July 10, 2021. The TI of the female nurses was the outcome variable of this study. The primary exposure variable was WPV faced by the nurses. Workplace Violence Scale (WPVS) was used to measure the WPV, and Turnover Intention Scale-6 (TIS-6) was used to measure the TI of the nurses. Multiple linear regression model was fitted to find the adjusted association of TI with WPV and other study variables. A stratified analysis by type of job (government vs. private) was also performed. The majority of the nurses (74.46%) faced low to high levels of WPV. The overall mean score of TIS was found 16.33 (± 4.72). Multiple linear regression analysis revealed that compared to government jobholders, the mean score of TIS (15.81 vs. 17.20) was found significantly higher among the private jobholders (p < 0.001). Nurses exposed to the intermediate and high level of WPV had a significantly higher TI score (β = 4.35, 95% CI: 3.36, 5.34) than the non-exposures. The TI of private jobholders was found significantly higher (β = 2.04, 95% CI: 1.09, 3.00) than the government jobholders. Compared to diploma degree holders, significantly higher TI was observed among the B.Sc. degree holders (β = 0.86, 95% CI: 0.22, 1.55) and M.Sc. degree holders (β = 1.46, 95% CI: 0.58, 2.34). Besides, the nurses who did not get timely salaries scored higher TI (β = 1.17, 95% CI: 0.12, 2.22). Moreover, the nurses who did not receive any training against WPV scored significantly higher TI (β = 1.89, 95% CI: 1.03, 2.74). The stratified analysis by type of job also revealed significant factors of TI in government and private settings. This study found a high prevalence of WPV and a high rate of TI among Bangladeshi female nurses. Moreover, this study explored an association between WPV and TI. The study findings could help policymakers facilitate a comfortable working environment by preventing WPV and addressing the factors to reduce nurses' frequent TI.
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Affiliation(s)
- Humayun Kabir
- Department of Public Health, North South University, Dhaka, Bangladesh
| | | | - Tajrin Tahrin Tonmon
- Department of Public Health, North South University, Dhaka, Bangladesh
- Department of Anthropology, Jahangirnagar University, Savar, Dhaka, Bangladesh
| | - Anjan Kumar Roy
- Department of Nursing and Health Science, Jashore University of Science and Technology, Jashore, Bangladesh
| | - Shimpi Akter
- Department of Medical Studies, Bangladesh University of Professionals, Dhaka, Bangladesh
| | | | - Lukman Hossain
- Department of Sociology, University of Dhaka, Dhaka, Bangladesh
| | | | - Shubrandu Sanjoy
- Research Department, Saskatchewan Health Authority, Regina, Canada
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Liu J, Mao Y, Zhu B. How does job mobility relate to work commitment among rural healthcare workers? a cross-sectional study in western China. BMC Health Serv Res 2021; 21:1126. [PMID: 34666771 PMCID: PMC8527660 DOI: 10.1186/s12913-021-07166-w] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/21/2021] [Accepted: 10/13/2021] [Indexed: 11/10/2022] Open
Abstract
Background Rural healthcare workers (RHWs) are the core of the rural health system. The antecedents of turnover of RHWs have been well studied, but little is known about the consequences of job mobilities among RWHs. This study aimed to identify the association between job mobility and the work commitment of RHWs in China. Methods Based on a three-stage random sampling method, a cross-sectional survey was conducted in 11 western provinces in China. A total of 3783 RHWs, consisting of 2245 doctors and 1538 nurses, were included in our study. Confirmatory factor analysis, Pearson’s chi-squared test, one-way ANOVA, linear regression analysis, and binary logistic regression analysis were performed for data analyses. Results 46.3% of RHWs reported the experience of job mobility in the past. Work commitment of RHWs was not very high; specifically, the mean scores of pride in, concern for, and dedication to work were 3.54, 3.81, and 3.61 (out of a maximum of 5), respectively, and 29.9% presented turnover intent. RHWs’ overall experience of job mobility in the past was significantly associated with an increased odds of having the turnover intent. With respect to the last job mobilities of RHWs, the last job changes that occurred in the last 3 years, especially these lateral (i.e., job changes between two healthcare institutions at the same hierarchical level) and upward (i.e., job changes from a healthcare institution at a lower hierarchical level to current institution) mobilities, were significantly associated with a high level of work commitment (i.e., pride in, concern for, and dedication to work) among RHWs. However, the lateral mobilities in the last four to 5 years and the downward mobilities (i.e., job changes from a healthcare institution at a higher hierarchical level to current institution) 6 years ago or more significantly increased the odds of having turnover intent among RHWs, and RHWs whose last job changes were other mobilities (i.e., job changes from a non-healthcare institution to a healthcare institution) in the last four to 5 years reported had a significantly low level of pride in and concern for work and an increased odds of having the turnover intent. Conclusions The study suggests that the overall experience of job mobility in the past is a threat to RHWs’ work commitment to their current healthcare institutions. The honeymoon-hangover pattern exists in the association between a single job change and RHWs’ work commitment. Managers of rural healthcare institutions should pay more attention to these RHWs with the experience of job mobility to enhance their work commitment. Supplementary Information The online version contains supplementary material available at 10.1186/s12913-021-07166-w.
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Affiliation(s)
- Jinlin Liu
- School of Public Policy and Administration, Northwestern Polytechnical University, Xi'an, Shaanxi, 710072, China
| | - Ying Mao
- School of Public Policy and Administration, Xi'an Jiaotong University, Xi'an, Shaanxi, 710049, China
| | - Bin Zhu
- School of Public Health and Emergency Management, Southern University of Science and Technology, Shenzhen, Guangdong, 518055, China.
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Revisiting Job Satisfaction and Intention to Stay: A Cross-sectional Study among Hospital Nurses in the Philippines. NURSE MEDIA JOURNAL OF NURSING 2021. [DOI: 10.14710/nmjn.v11i2.36557] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
Abstract
Background: The global shortage of nurses and the rapid turnover of nurses remain crucial issues and areas of concern that call for immediate attention. Job satisfaction is a recognized determinant of nurses’ decision to stay in their current workplace. However, while nurses’ job satisfaction has received considerable attention among scholars, the results of studies are still mixed.Purpose: The purpose of this study was to revisit and assess the job satisfaction and intention to stay of nurses in two selected hospitals in the Philippines.Methods: A cross-sectional research design was used in this study. A sample of 120 nurses in a public and private hospital in the Philippines responded to the Job Satisfaction Survey and Intent to Stay Scale questionnaires. Descriptive statistics, t-test, one-way ANOVA, and Pearson’s r were employed for data analysis.Results: Results show that the majority (58.3%) of the nurses were neither satisfied nor dissatisfied with their job. Also, nurses intended to neither stay nor quit in their current workplace with only a few (9.2%) had high intention to stay. Nurses were most satisfied in terms of the nature of their job (18.95+2.50) but were dissatisfied with the fringe benefits (12.69+4.11) and operating conditions (12.18+2.58) at work. Nurses in the public hospital (p=0.040) and those with higher salaries (p=0.015) had significantly higher intentions to stay. Job satisfaction and intention to stay were significantly related (p=0.002).Conclusion: Nurses’ job satisfaction is positively linked with their intention to stay in their current workplace. This study highlights that efforts should be made to improve nurses’ job satisfaction to encourage nurses to remain in their current workplace. Also, increasing nurses’ salary particularly those nurses in the private sector is a focal point of consideration to ensure that there is enough supply of nurses in the country.
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Al Sabei SD, AbuAlRub R, Labrague LJ, Ali Burney I, Al-Rawajfah O. The impact of perceived nurses' work environment, teamness, and staffing levels on nurse-reported adverse patient events in Oman. Nurs Forum 2021; 56:897-904. [PMID: 34350619 DOI: 10.1111/nuf.12639] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/24/2021] [Revised: 07/20/2021] [Accepted: 07/26/2021] [Indexed: 11/30/2022]
Abstract
BACKGROUND Fostering a healthy work environment becomes a necessity in health care institutions that value quality care and patient safety. However, limited studies investigated the impact of work environment characteristics including staffing and teamness among healthcare teams on adverse patient events in Oman. AIMS To examine the (1) impact of work environment, interprofessional teamness, staffing levels on adverse patient events and (2) predicting factors of perceptions of work environment among nurses in the Sultanate of Oman. METHOD A cross-sectional descriptive design was utilized to collect data from 2113 nurses. Participants completed a self-report questionnaire that included a set of instruments. RESULTS The results showed a strong positive relationship between work environment and teamness (r = 0.59, p < 0.001). Nurses working in a favorable environment that has positive teamwork reported a reduction in adverse events including patient and family complaints, patient and family verbal abuse, patient falls, nosocomial infections, and medication errors (p < 0.001). There was a nonsignificant correlation between staffing and adverse patient events. CONCLUSION Fostering a healthy and supportive work environment continue to be crucial for ensuring patient safety. Nurse administrators should strive to improve work environment through creating a culture that values interprofessional teamwork and collaborative relationships.
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Affiliation(s)
- Sulaiman Dawood Al Sabei
- Department of Fundamentals and Nursing Administration, College of Nursing, Sultan Qaboos University, Muscat, Oman
| | - Raeda AbuAlRub
- Department of Community and Mental Health Nursing, Faculty of Nursing/Jordan University of Science and Technology, Jordan
| | - Leodoro J Labrague
- Fundamentals and Nursing Administration Department, College of Nursing, Sultan Qaboos University, Muscat, Oman
| | - Ikram Ali Burney
- Department of Medicine, Sultan Qaboos University Hospital, Sultan Qaboos University, Muscat, Oman
| | - Omar Al-Rawajfah
- Department of Adult and Critical Care, College of Nursing, Sultan Qaboos University, Muscat, Oman.,Department of Adult Health Nursing, College of Nursing, Al al-Bayt University, Mafraq, Jordan
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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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Yan Z, Mansor ZD, Choo WC, Abdullah AR. How to Reduce Employees' Turnover Intention from the Psychological Perspective: A Mediated Moderation Model. Psychol Res Behav Manag 2021; 14:185-197. [PMID: 33633474 PMCID: PMC7901568 DOI: 10.2147/prbm.s293839] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/25/2020] [Accepted: 01/14/2021] [Indexed: 11/23/2022] Open
Abstract
Background The hospitality industry is deemed a great generator of global GDP and employment. However, high rates of voluntary turnover have gradually undermined global service organizations and brought huge losses to them. Nowadays, the hotel sector continues to be plagued by high turnover rates. Purpose A research model investigating job attitudes (job satisfaction and organizational commitment) as mediators of the impact of psychological capital (PsyCap) on turnover intention and also examining position as a moderator between job attitudes and turnover intention was proposed and tested. Methods This study collected data from 406 employees selected from four-star and five-star hotels in the southwest region of China. Online survey questionnaires and a purposive sampling technique were employed in this study. Structural equation modeling was utilized to evaluate the direct, mediating, and moderating effects. Results The results showed that organizational commitment and job satisfaction fully mediated the association between PsyCap and turnover intention. Moreover, position played a moderating role on the effect of the aforementioned two job attitudes on turnover intention. Conclusion The findings implied that hoteliers should focus on employees’ PsyCap and job attitudes in order to mitigate serious turnover issues in the hotel sector in China. Besides, the fact that position resulted in disparity impacts in the formation of turnover intention was evidenced.
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Affiliation(s)
- Zhen Yan
- Faculty of Hotel Management, Qingdao Vocational and Technical College of Hotel Management, Qingdao, Shandong, People's Republic of China
| | - Zuraina Dato Mansor
- School of Business and Economics, Universiti Putra Malaysia, Serdang, Selangor, Malaysia
| | - Wei Chong Choo
- School of Business and Economics, Universiti Putra Malaysia, Serdang, Selangor, Malaysia
| | - Abdul Rashid Abdullah
- School of Business and Economics, Universiti Putra Malaysia, Serdang, Selangor, Malaysia
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Maryam SZ, Ali F, Rizvi M, Farooq S. Demonstrating the motivational scale for commitments toward teachers’ turnover intentions using self-determination theory: a case of higher education institutions in Pakistan. INTERNATIONAL JOURNAL OF EDUCATIONAL MANAGEMENT 2020. [DOI: 10.1108/ijem-02-2020-0058] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThis paper aims to demonstrate the turnover intentions (TIs) among the academic faculty of higher education institutions (HEIs) in Pakistan through their motivation and commitment toward the concerned institution. It inspects the relationship of dimensions of motivation including an absence of motivation (AM), extrinsic motivation (ExM) and intrinsic motivation (InM) with the dimensions of commitment including affective commitment (AC), continuous commitment (CC) and normative commitment (NC) and finally the academic's TIs.Design/methodology/approachThe paper used the self-determination theory (SDT), the theory of organizational commitment (OC) and the theory of planned behavior (TPB) for its proposed model. A sample of 500 academics, working under higher education commission recognized public and private universities in Punjab Pakistan. A structural equation modeling (SEM) conducted for analysis using an algorithm, bootstrapping and blindfolding techniques.FindingsThe outcomes of the research are attention-grabbing, as no direct relationship has been observed between the dimensions of motivation and TIs except InM. The dimensions of commitments are mediating the relationship between motivation and TIs with high significance value. The results reveal a significant adverse effect on TIs through two dimensions of commitment.Research limitations/implicationsAs it is the case of a developing country like Pakistan therefore the finding cannot generalize to developed countries.Practical implicationsThe findings of this research may lead the policymakers and practitioners of HEIs and controlling body to retain their competent teachers.Social implicationsThis research can help the private sector to develop strategies about the retention of their competent teachers within the institutions that not just value the institution but also will be much beneficial for the students and society.Originality/valueThis paper is identifying how motivation is related to TIs and the role of commitment in it at HEIs. Still, no research has been conducted considering this avenue of SDT, OC and TPB
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He R, Liu J, Zhang WH, Zhu B, Zhang N, Mao Y. Turnover intention among primary health workers in China: a systematic review and meta-analysis. BMJ Open 2020; 10:e037117. [PMID: 33067275 PMCID: PMC7569945 DOI: 10.1136/bmjopen-2020-037117] [Citation(s) in RCA: 32] [Impact Index Per Article: 8.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/31/2022] Open
Abstract
OBJECTIVES To analyse the prevalence and determinants of turnover intention (TI) among primary health workers (PHWs) in China to provide evidence for improving retention measures. DESIGN Systemic review and meta-analysis. DATA SOURCES Four English-language databases (PubMed, EMBASE, Cochrane Library, PsycINFO) and three Chinese databases (CNKI, CSPD, CBM) were searched up to October 2019. ELIGIBILITY CRITERIA Eligible studies were observational or descriptive studies conducted in mainland China. The prevalence of TI among health workers and related factors had to be explicitly reported in each included study. DATA EXTRACTION AND SYNTHESIS Data were extracted by one author and reviewed independently by two other authors. For each factor analysed by a meta-analysis, the factor was required to be the same across different studies, and at least three studies had to include it. The quality of studies was assessed using the Newcastle-Ottawa Scale and heterogeneity was evaluated using the I2 statistic. RESULTS We identified 16 cross-sectional studies investigating a total of 37 672 PHWs. The prevalence of TI was 30.4%. Subgroup analysis revealed that the highest prevalence was observed in the community primary healthcare institutions and the eastern provinces of China. Meta-analyses indicated that 21 factors were significantly associated with TI, including demographic factors (gender, age, education, marital status), job characteristic factors (title, work seniority, remuneration, social status, organisational affiliation, work stress) and job satisfaction factors (learning and training opportunity, interpersonal relationship, work condition and environment, and so on). CONCLUSION This study highlights the problem of TI among PHWs in China. Efforts should be made to improve conditions in both work-related areas and areas outside of work. Policymakers should continue to improve reward systems, the construction of infrastructure and promotion systems, and pay more attention to PHWs' lives outside of work and meet their living needs.
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Affiliation(s)
- Rongxin He
- Department of Social Security, School of Public Policy and Administration, Xi'an Jiaotong University, Xi'an, Shaanxi, China
- Research Center for the Belt and Road Health Policy and Health Technology Assessment, Xi'an Jiaotong University, Xi'an, China
| | - Jinlin Liu
- Department of Social Security, School of Public Policy and Administration, Xi'an Jiaotong University, Xi'an, Shaanxi, China
- Research Center for the Belt and Road Health Policy and Health Technology Assessment, Xi'an Jiaotong University, Xi'an, China
| | - Wei-Hong Zhang
- International Centre for Reproductive Health, Department of Public Health and Primary Care, Faculty of Medicine and Health Sciences, Ghent University, Gent, Belgium
| | - Bin Zhu
- Department of Social Security, School of Public Policy and Administration, Xi'an Jiaotong University, Xi'an, Shaanxi, China
- Research Center for the Belt and Road Health Policy and Health Technology Assessment, Xi'an Jiaotong University, Xi'an, China
| | - Ning Zhang
- Department of Social Security, School of Public Policy and Administration, Xi'an Jiaotong University, Xi'an, Shaanxi, China
- Research Center for the Belt and Road Health Policy and Health Technology Assessment, Xi'an Jiaotong University, Xi'an, China
| | - Ying Mao
- Department of Social Security, School of Public Policy and Administration, Xi'an Jiaotong University, Xi'an, Shaanxi, China
- Research Center for the Belt and Road Health Policy and Health Technology Assessment, Xi'an Jiaotong University, Xi'an, China
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De Los Santos JAA, Rosales RA, Falguera CC, Firmo CN, Tsaras K, Labrague LJ. Impact of organizational silence and favoritism on nurse's work outcomes and psychological well-being. Nurs Forum 2020; 55:782-792. [PMID: 32794250 DOI: 10.1111/nuf.12496] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/16/2019] [Revised: 07/19/2020] [Accepted: 07/27/2020] [Indexed: 11/29/2022]
Abstract
OBJECTIVES The study aimed to assess the impacts of organizational silence and favoritism on work outcomes and psychological wellbeing among nurses working in hospitals. BACKGROUND Literature on the organizational climate among nurses in hospital settings is limited, particularly on favoritism and organizational silence and their effect on nurses. METHODS Purposive sampling was used to gather 549 registered nurses who participated in this cross-sectional study. Standardized self-report questionnaires were used to gather the necessary data. RESULTS Years in the nursing profession (β = .028, P < .001), location of work (β = 0.481, P < .001), and facility size (β = 0.451, P < .001) strongly predicted organizational silence, while years in the present unit (β = 0.020, P = .022) and last shift length (β = 0.200, P = .012) predicted favoritism. Favoritism (β = 0.226, P = .028) significantly influenced turnover intention in nurses. CONCLUSION Higher levels of favoritism within the organization are strongly linked with nurses' turnover intention. Few individual and organizational variables predicted organizational silence and favoritism. IMPLICATIONS TO NURSING MANAGEMENT The results of this study provide an insight to the effects of organizational silence and favoritism towards nurses' work outcomes and psychological wellbeing. Improving the channels of communication among the healthcare team is vital to promote inclusivity among healthcare workers and enhance organizational viability.
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Affiliation(s)
| | - Rheajane A Rosales
- College of Nursing, Samar State University, Catbalogan City, Philippines
| | - Charlie C Falguera
- Department of Nursing, University of the Philippines Manila-School of Health Sciences, Palo, Leyte, Philippines
| | - Carmen N Firmo
- Department of Nursing, University of the Philippines Manila-School of Health Sciences, Palo, Leyte, Philippines
| | - Konstantinos Tsaras
- Nursing Department, Technological Educational Institute of Thessaly, Larissa, Thessaly, Greece
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Labrague LJ, Nwafor CE, Tsaras K. Influence of toxic and transformational leadership practices on nurses' job satisfaction, job stress, absenteeism and turnover intention: A cross‐sectional study. J Nurs Manag 2020; 28:1104-1113. [DOI: 10.1111/jonm.13053] [Citation(s) in RCA: 39] [Impact Index Per Article: 9.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/21/2020] [Revised: 04/16/2020] [Accepted: 05/15/2020] [Indexed: 12/25/2022]
Affiliation(s)
| | | | - Konstantinos Tsaras
- Nursing Department Technological Educational Institute of Thessaly Larissa Greece
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Labrague LJ, De Los Santos JAA. Transition shock and newly graduated nurses' job outcomes and select patient outcomes: A cross-sectional study. J Nurs Manag 2020; 28:1070-1079. [PMID: 32315478 DOI: 10.1111/jonm.13033] [Citation(s) in RCA: 61] [Impact Index Per Article: 15.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/27/2020] [Revised: 04/03/2020] [Accepted: 04/14/2020] [Indexed: 12/21/2022]
Abstract
AIM This study examined transition shock experiences in newly graduated nurses as well as its relative influence on job outcomes (job satisfaction, stress and burnout, and intent to leave their organisation) and select patient outcomes (missed care, adverse events and perceived quality of care). BACKGROUND Transition shock is a reality common among newly graduated nurses and has been considered an issue relevant to nursing administrators. To date, the mechanism by which transition shock perception is linked with nurse and patient outcomes remains unexplored. METHODS A descriptive, cross-sectional design was used. One hundred seventy-six newly graduated nurses (nurses with <1 year of work experience) were included in the study. Data were collected using seven standardized scales. RESULTS Hospital classification (e.g., being employed in a government-owned hospital) (β = 0.255; p = .001) predicted transition shock. Overall, newly graduated nurses reported greatest challenges with regard to their expectations of the actual work environment (mean = 2.60, standard deviation = 0.42) and in balancing their professional and personal lives (mean = 2.51, standard deviation = 0.35). Higher levels of reality shock were associated with adverse patient events (β = 0.821; p = .001). CONCLUSION New graduates experience great challenges in balancing their professional and personal lives. Ensuring work-life balance and work readiness in newly graduated nurses may potentially reduce the occurrence of missed nursing care and adverse events. IMPLICATIONS FOR NURSING MANAGEMENT Nurse managers can adequately support newly graduated nurses' transition through the implementation of empirically based transition programmes. By providing flexible work arrangement, reasonable workload, adequate nurse staffing, limited mandatory overtime and self-scheduling, nurse managers can effectively assist newly graduated nurses in attaining work-life balance.
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Hung MSY, Lam SKK. Antecedents and Contextual Factors Affecting Occupational Turnover among Registered Nurses in Public Hospitals in Hong Kong: A Qualitative Descriptive Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17113834. [PMID: 32481664 PMCID: PMC7312687 DOI: 10.3390/ijerph17113834] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 03/30/2020] [Revised: 05/21/2020] [Accepted: 05/27/2020] [Indexed: 12/23/2022]
Abstract
Global increases in both population size and ageing have led to a drastic expansion in the demand for healthcare services. The shortage of nursing workforce capacity continues, posing immense challenges for the global healthcare system. We aimed to identify the antecedents and contextual factors that contribute to the decisions of occupational turnover from the clinical duties of registered nurses in public hospitals in Hong Kong. A qualitative descriptive design was used in this study. A total of 18 registered nurses who had resigned from public hospitals in Hong Kong and changed their occupations were recruited via convenience and snowball sampling methods. Data were collected through individual, semi-structured, and face-to-face interviews and were analyzed according to the content analysis approach. The antecedents and contextual factors that contributed to the registered nurses’ decisions regarding occupational turnover were identified from the collected data. These factors were classified into three overarching categories: (1) job dissatisfaction due to a tense work environment, (2) low motivation due to limited career opportunities, and (3) inadequate communication due to ineffective leadership. The identification of these antecedents and contextual factors could help healthcare service providers to develop strategies to enhance nurses’ commitment and engagement in their positions and eventually improve their retention. Based on these factors, healthcare sector policy makers could consider incorporating appropriate strategies into healthcare system policy.
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Labrague LJ, De Los Santos JAA, Falguera CC, Nwafor CE, Galabay JR, Rosales RA, Firmo CN. Predictors of nurses' turnover intention at one and five years' time. Int Nurs Rev 2020; 67:191-198. [PMID: 32202329 DOI: 10.1111/inr.12581] [Citation(s) in RCA: 63] [Impact Index Per Article: 15.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/02/2019] [Revised: 02/06/2020] [Accepted: 02/13/2020] [Indexed: 12/19/2022]
Abstract
AIM This study examined the role of job dimensions, job satisfaction, psychological stress and job burnout in predicting turnover intention at one and five years' time among professional nurses in the Philippines. METHODS A cross-sectional design was utilized in the study using a convenience sample of 549 registered nurses from six hospitals in the Central Philippines during the period of October 2018 to January 2019. Five self-report scales were used in this study. RESULTS Overall, 46.1% (n = 253) and 78.9% (n = 433) of nurses reported planning to leave the organization at one and five years' time, respectively. The type of hospital, job satisfaction and job burnout explained variances for turnover intention at one and five years' time. Separately, hospital bed capacity and job stress predicted turnover intention at five years' time. None of the job dimensions accurately predicted turnover intention in nurses. CONCLUSION Higher turnover intention results at one and five years' time were dependent on nurses' psychological stress, job burnout and job satisfaction. IMPLICATIONS FOR NURSING PRACTICE AND POLICY Organizational measures aimed at reducing stress and burnout and increasing job satisfaction in nurses are critically important to enhance the retention of nurses and ensure continued quality of nursing care.
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Affiliation(s)
- L J Labrague
- College of Nursing, Sultan Qaboos University, Muscat, Sultanate of Oman
| | | | - C C Falguera
- School of Health Sciences, University of the Philippines Manila, Manila, Philippines
| | - C E Nwafor
- Department of Psychology, Nnamdi Azikiwi University, Awka, Nigeria
| | - J R Galabay
- College of Nursing and Midwifery, Isabela State University - Ilagan Campus, Ilagan, Philippines
| | - R A Rosales
- College of Nursing and Health Sciences, Samar State University, Catbalogan City, Philippines
| | - C N Firmo
- School of Health Sciences, University of the Philippines Manila, Manila, Philippines
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Akgerman A, Sönmez B. The relationship between trust in first-line nurse managers and organizational commitment. Int Nurs Rev 2020; 67:183-190. [PMID: 32048281 DOI: 10.1111/inr.12576] [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: 07/10/2019] [Revised: 12/23/2019] [Accepted: 01/08/2020] [Indexed: 11/26/2022]
Abstract
AIM To determine the effects of nurses' trust in first-line nurse managers on their organizational commitment. BACKGROUND Trust in managers is known to have important effects on employees' organizational commitment. METHODS A descriptive, cross-sectional and correlational research design used in this study. The sample was selected using proportional quota sampling which consisted of 723 nurses working in four hospitals in Istanbul (n = 723). The data collection tools were a nurse information questionnaire, the Trust in Manager Scale and the Organizational Commitment Scale. The data were analysed using descriptive tests, correlation and regression analysis (backward elimination). RESULTS The three regression models which were developed in this study were significant. In these models, the affective commitment subscale had the highest explanatory rate (29.5%). The variables such as being over 40 years old, being employed in a public institution and working on a permanent day shift and the subscales of the trust in manager scale such as support for subordinates and providing a positive work environment were predictors that affected the nurses' organizational commitment scores positively. CONCLUSION The study results show that trust in nurse managers is a determinant of nurse's organizational commitment. IMPLICATIONS FOR NURSING AND HEALTH POLICY First-line nurse managers can increase nurses' organizational commitments by building their trust with positive and encouraging behaviours. Top managers should point out the role of trust in first-line nurse managers and indicate the components of trust that lead to positive organizational outcomes.
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Affiliation(s)
- Ayşe Akgerman
- Department of Allergy, Republic of Turkey Ministry of Health Bursa City Hospital, Bursa, Turkey
| | - Betül Sönmez
- Department of Nursing Management, Florence Nightingale Faculty of Nursing, Istanbul University-Cerrahpasa, Istanbul, Turkey
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Safari A, Adelpanah A, Soleimani R, Heidari Aqagoli P, Eidizadeh R, Salehzadeh R. The effect of psychological empowerment on job burnout and competitive advantage. MANAGEMENT RESEARCH: JOURNAL OF THE IBEROAMERICAN ACADEMY OF MANAGEMENT 2020. [DOI: 10.1108/mrjiam-06-2019-0935] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThis study aims at investigating the effect of psychological empowerment on job burnout and competitive advantage with the mediating role of organizational commitment and creativity.Design/methodology/approachThe statistical population included all the managers and staffs of Tooka Company in Iran, and for data analysis, 120 completed questionnaires were used. Data analysis was carried out by SPSS 18 and Amos 20 software and structural equation modeling method. To test the mediating relationships, bootstrap method was used.FindingsThe findings showed that psychological empowerment has a significant direct effect on job burnout and competitive advantage. Also, psychological empowerment has a significant indirect effect on job burnout through the mediating role of organizational commitment. In addition, psychological empowerment has a significant indirect effect on competitive advantage through the mediating role of organizational creativity.Originality/valueThis study is among the first to investigate the relationship between psychological empowerment, job burnout, competitive advantage, organizational commitment and creativity.
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The Correlation between Leader-Member Exchange and Organisational Commitment among Spanish Registered Nurses: The Moderating Role of Sex and Hospital Size. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17030721. [PMID: 31979125 PMCID: PMC7037745 DOI: 10.3390/ijerph17030721] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/29/2019] [Revised: 01/16/2020] [Accepted: 01/20/2020] [Indexed: 11/17/2022]
Abstract
The role of the supervisor in hospitals is to oversee and encourage the active work participation of registered nurses. In this context, leadership should be focused on the creation of a positive environment for the generation of high-quality care and the development of attitudes that have a beneficial influence on the work of the registered nurse. The aims of this study have been: (i) To verify if the quality of the supervisor-nurse interpersonal relationship was correlated with organisational commitment; (ii) to establish if the correlation could be moderated by empowerment, perceived organisational support, and leader-leader exchange. A cross-sectional survey with self-report questionnaires was performed. A total of 2541 registered nurses from nine public hospitals participated in the study. They completed scales measuring leader-member exchange, commitment, empowerment, perceived organisational support, and leader-leader exchange. There was a positive correlation between the quality of the leader-member exchange and commitment. Leader-leader exchange has a moderating effect on this relationship. The moderating effects of empowerment, perceived organisational support, and leader-member exchange on the supervisor-nurse interpersonal relationship and the nurse's organisational commitment are influenced by sex and/or hospital size. Organisations should design supervisor training strategies aimed at establishing high-quality supervisor-nurse interpersonal relationships.
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Rofiqi E, Nuritasari RT, Wiliyanarti PF. Factors Affecting the Organizational Commitment of Nurses in Comprehensive Health Services: A Systematic Review. JURNAL NERS 2020. [DOI: 10.20473/jn.v14i3.17056] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022] Open
Abstract
Introduction: Organization commitment is an important variable in understanding employee behavior that has a serious effect on organizational performance. Employees not only have to have expertise, empowerment and competence, but they also have to have organizational commitment. Therefore, the level of attachment and commitment of the nurses to their organization can influence their clinical competence. The research was conducted to identify the factors that influence nursing organizational commitment.Methods: The literature review employed the Scopus, ScienceDirect, Pubmed, Ebsco and CINAHL databases to retrieve original articles published between 1999 and 2017. The method used to arrange the literature review started with the topic selection and then the reviewer determined the following keywords: organization commitment, commitment, nursing, health and factors of commitment. Out of the 2.134 articles found, there were 15 journals with a cross-sectional study design that discussed the organizational commitment of nurses.Results: The organizational commitment of care is influenced by many factors, both internal and external. These factors include leadership style, compensation, career development, organizational culture /climate, spiritual health and learning organizations.Conclusion: The factors found above can increase the commitment of nurse organizations in comprehensive health services.
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Al Sabei SD, Labrague LJ, Miner Ross A, Karkada S, Albashayreh A, Al Masroori F, Al Hashmi N. Nursing Work Environment, Turnover Intention, Job Burnout, and Quality of Care: The Moderating Role of Job Satisfaction. J Nurs Scholarsh 2019; 52:95-104. [DOI: 10.1111/jnu.12528] [Citation(s) in RCA: 52] [Impact Index Per Article: 10.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 09/30/2019] [Indexed: 11/29/2022]
Affiliation(s)
- Sulaiman Dawood Al Sabei
- Beta Psi, Assistant Professor, Assistant Dean for Postgraduate Studies and Research, Department of Fundamentals and Nursing Administration, College of Nursing Sultan Qaboos University Al‐Khoud Muscat city Oman
| | - Leodoro J. Labrague
- Phi Gamma, Lecturer, Department of Fundamentals and Nursing Administration, College of Nursing Sultan Qaboos University Muscat city Oman
| | - Amy Miner Ross
- Beta Psi, Associate Professor, Director, Health Systems & Organizational Leadership Program, School of Nursing Oregon Health & Science University Portland OR USA
| | - Suja Karkada
- Assistant Professor Department of Fundamentals and Nursing Administration College of Nursing Sultan Qaboos University Al‐Khoud Muscat city Oman
| | - Alaa Albashayreh
- Graduate Research Assistant College of Nursing University of Iowa Iowa City IA USA
| | | | - Nasra Al Hashmi
- Nursing Section Head Royal Hospital Al Ghubrah south Muscat Oman
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Labrague LJ, McEnroe-Pettite D, Leocadio MC. Transition experiences of newly graduated Filipino nurses in a resource-scarce rural health care setting: A qualitative study. Nurs Forum 2019; 54:298-306. [PMID: 30775787 DOI: 10.1111/nuf.12330] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/23/2018] [Revised: 01/02/2019] [Accepted: 01/27/2019] [Indexed: 06/09/2023]
Abstract
PROBLEM Without a doubt, the transition to a professional nursing role is a challenging and stressful experience for many new nurses, regardless of where they are employed; yet, no study has been conducted to comprehend in detail the transition experiences of newly graduated nurses employed in a resource-scarce rural health care setting. PURPOSE This study describes the transition experiences of newly graduated Filipino nurses during their initial clinical placement process. METHODS A qualitative phenomenological approach using structured interviews with 15 newly graduated Filipino nurses were used along with the Coliazzi's methodological framework for data analysis. FINDINGS Four distinct themes emerged from the content analysis, as follows: experiencing transition shock, feeling pressured, learning excitement, and needing support. CONCLUSIONS Similar to the findings of other international studies, newly graduated Filipino nurses described their transition experiences as a stressful and challenging journey. Both academic and nursing administration team members can play key roles in facilitating a smooth transition and the integration of new nurses into the nursing workforce through the employment of evidence-based educational and structured organizational strategies.
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Labrague LJ, McEnroe-Petitte DM, Tsaras K. Predictors and outcomes of nurse professional autonomy: A cross-sectional study. Int J Nurs Pract 2018; 25:e12711. [PMID: 30426592 DOI: 10.1111/ijn.12711] [Citation(s) in RCA: 39] [Impact Index Per Article: 6.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/06/2018] [Revised: 10/08/2018] [Accepted: 10/20/2018] [Indexed: 11/30/2022]
Abstract
AIMS This paper is a report examining the level of professional autonomy as well as its predictors and outcomes among practicing nurses in the Philippines. METHODS This study adopted a descriptive, cross-sectional research design. One hundred sixty-six (n = 166) nurses participated in the study or a response rate of 83% during the months of January 2017 to May 2017. Seven self-reported scales were used for this study: the Nurse Autonomy Scale, Job Stress Scale, Burnout Measure Scale, Job Satisfaction Index, Organizational Commitment Questionnaire, Turnover Intention Inventory Scale, and the Six Dimension Scale of Nursing Performance. Inferential and descriptive statistics were used to analyse the collected data. RESULTS Nurses demonstrated moderate levels of professional autonomy with education and hospital bed capacity as strong predictors. Regression analysis showed positive effects of professional autonomy on nurses' job outcomes such as organizational commitment, job satisfaction, and work performance. CONCLUSION Consistent to international studies, nurses in the Philippines demonstrated moderate levels of professional autonomy. Nurses who had higher levels of autonomy tended to be high performing, satisfied, and committed in their jobs. Organizational efforts are critically important to foster autonomy in practicing nurses through adequate support, education, training, and developed policies.
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Affiliation(s)
| | | | - Konstantinos Tsaras
- Nursing Department, Technological Educational Institute of Thessaly, Lárisa, Greece
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