Work Schedule Characteristics, Missed Nursing Care, and Organizational Commitment Among Hospital Nurses in Korea

Organizational Commitment of Korean American Nurses: A Cross-Sectional Study

BACKGROUND

Studies on reducing the turnover of foreign-educated nurses (FENs) can help address the nursing shortage in the United States. Organizational commitment and associated factors have been explored in relation to lower turnover. Nursing researchers have identified job satisfaction, psychological contract breach, person-organization fit, and person-work setting fit as major factors in enhancing nurses' organizational commitment. Research on the organizational commitment of Korean American (KA) nurses would provide insights into reducing turnover among FENs.

OBJECTIVES

This study identifies some of the key factors that significantly enhance the organizational commitment of KA nurses.

METHODS

A cross-sectional study conducted with a survey was employed. One hundred fifty-one KA nurses working in US healthcare organizations participated in the study. Analysis of variance, Pearson correlation, and multiple linear regression analyses were used to identify the key factors associated with nurses' organizational commitment.

RESULTS

Nurses with higher job satisfaction, lower perception of psychological contract breach, and higher perception of person-organization fit display a stronger organizational commitment. Other factors associated with organizational commitment are age and geographical work location. The adjusted R2 of the 5 factors included in the research model is 0.62 (F[11,139] = 22.78, P = .001).

CONCLUSIONS

Strategies are needed to enhance job satisfaction and perceived person-organization fit and to reduce psychological contract breach for KA and other FENs. The strategies should include comprehensive training and job-enculturation programs, systematic efforts for clear communication, and attention to respect and fairness for KA and other FENs.

Associations between key job resources, job demands, and affective organizational commitment among nursing professionals in German hospitals: a cross-sectional study

BACKGROUND

Hospitals in industrialized countries like Germany face persistent shortages of nursing professionals, making staff retention through affective organizational commitment essential. However, factors associated with this commitment among nursing professionals in German hospitals remain understudied. Guided by affective events theory and the job demands-resources model, this study examines the associations between key job resources, job demands, and nursing professionals' affective organizational commitment in general wards.

METHODS

To investigate the relationships between job resources and demands and affective organizational commitment of nursing professionals, this study employed a cross-sectional survey. The dataset for analyses comprised 312 nursing professionals working in general wards in Germany and was analyzed using multiple linear regression.

RESULTS

The investigated variables explained 44% of the variance in nursing professionals' affective organizational commitment. Fair and authentic management was positively associated with affective commitment, while work overload and inadequate remuneration showed negative associations. No significant relationships emerged for other examined job resources, such as supervisor support or job autonomy, or for job demands like work-life interference.

CONCLUSIONS

These findings align with theoretical perspectives suggesting that specific job resources and demands may play a role in nursing professionals' affective organizational commitment. Based on the observed associations between job resources and demands and affective organizational commitment, this study offers considerations for hospital management. Three areas might warrant management attention: cultivating fair, authentic, and moral leadership practices among nurse managers; systematically mitigating work overload; and ensuring attractive remuneration packages. Future research, particularly longitudinal or experimental studies, is needed to further investigate the causal relationships underlying the observed associations.

The relationship between teamwork and the workload of nurses with missed nursing care in intensive care units in Iran: a cross-sectional study

BACKGROUND

Missed nursing care (MNC) is a major challenge faced by nurses working in intensive care units (ICU). Workplace characteristics, including teamwork and workload, can affect the extent of missed nursing care. Examining the relationship between these variables can help create strategies to enhance care. Thus, this study aimed to explore the connection between teamwork, workload, and missed nursing care in the intensive care units of hospitals in Iran.

METHODS

This descriptive cross-sectional study was conducted from August to November 2023 on 219 nurses working in the intensive care units of teaching hospitals affiliated with Hamadan University of Medical Sciences. Participants were selected through multi-stage sampling after meeting the inclusion criteria. Data were collected using the General Characteristics questionnaire, the Team-STEPPS® Teamwork Perception Questionnaire (T-TPQ), the National Aeronautics and Space Administration Task Load Index (NASA-TLX), and the MISSCARE survey. Data analysis was performed using Stata software version 14.

RESULTS

Out of 219 returned questionnaires (92.79% response rate), 194 valid responses were analyzed. Missed nursing care showed a significant negative correlation with overall teamwork (r = -0.538, P < 0.001) and its subcomponents, including team structure (r = -0.472), leadership (r = -0.303), situation assessment (r = -0.486), mutual support (r = -0.325), and communications (r = -0.517). Tenure was also significantly related to missed nursing care (p = 0.040), with nurses having less than 2 years of experience reporting the lowest missed care scores. No significant relationships were found between workload scores and demographic variables.

CONCLUSION

The relationship between teamwork, nurse workload, and missed nursing care is complex. The findings of this study emphasize the importance of effective teamwork and manageable workloads in reducing missed nursing care. However, contextual differences in nurses' work environments are of great importance in different countries.

Patients' Perception of Missed Nursing Care in a Tertiary Hospital: A Cross-Sectional Study

AIMS

To identify types of patient-reported missed nursing care and adverse events and identify the factor associated with missed care in a Western Australian tertiary hospital.

BACKGROUND

Research in the domain of missed nursing care has established the association between missed nursing care and unsafe patient outcomes. However, there is a paucity of evidence on patient perception of missed nursing care and associated factors.

DESIGN

Cross-sectional study.

METHOD

A study of inpatients in a tertiary teaching hospital in Western Australia was carried out. Ninety-eight patients admitted in 16 medical and surgical wards were sampled. The patient MISSCARE survey was used to capture patient-reported types of missed care, prevalence of adverse events and the association between missed care, unit type, demographic characteristics and patient health problems. Descriptive and logistic analysis were performed using SPSS.

FINDINGS

The most frequently reported missed nursing care activities included mouth care (63%), ambulation (35%), helping patient out of bed into a chair (31%), informing patient about tests or procedures (29%) and considering patient opinion (27%). The majority of reported missed care activities were from basic care domain followed by communication. The most common adverse events reported were intravenous infusion leaking into skin, intravenous fluid running dry, falls and development of pressure ulcer. Significant association was observed between missed nursing care and patient age.

DISCUSSION

The findings of this study showed significant level of patient-reported missed nursing care particularly in the domain of basic care. Although this study's limitations, including its small sample size and potential response bias, warrant caution in generalising the findings, the insights gained provide a valuable foundation for future research aimed at improving patient care.

CONCLUSION

Findings provide valuable insight about patient's perception of missed care and inform the need for effective interventions to reduce unsafe outcomes related to missed nursing care.

RELEVANCE TO CLINICAL PRACTICE

Healthcare systems need to make necessary efforts to ensure that patients receive the right amount of care needed to maintain and promote safe hospitalisation outcomes.

REPORTING METHOD

The study was reported according to the STROBE guidelines.

PATIENT OR PUBLIC CONTRIBUTION

The development of this study protocol, data collection, analysis and interpretation of results were carried out through a collaborative effort between patients, families and the research team.

The Mediating Role of Emotional Intelligence in the Organisational Commitment and Turnover Intention of Clinical Nurses: A Cross-Sectional Study

AIM

To explore the influence of emotional intelligence and organisational commitment (OC) on clinical nurses' turnover intention (TI) and to provide intervention strategies to reduce the turnover rate of nursing staff and maintain the stability of the nursing team.

DESIGN

A cross-sectional descriptive study was conducted with nurses (n = 452) in a tertiary hospital in Kaifeng City, Henan Province, China.

METHODS

The project was conducted in July 2023. The data were collected using the organisational commitment scale, Wong and Law emotional intelligence scale and turnover intention scale.

RESULTS

The emotional intelligence score of clinical nurses was (3.07 ± 0.68), organisational commitment scale was (3.04 ± 0.68), and turnover intention scale was (2.70 ± 0.58). Organisational commitment scale and emotional intelligence scores are negatively correlated with turnover intention; the mediating effect of emotional intelligence in organisational commitment and turnover intention scale of clinical nurses is -0.406, and the mediating effect accounts for 49.9%.

PUBLIC CONTRIBUTION

Nurses' organisational commitment can directly predict turnover intention, and emotional intelligence plays a role in mediating the relationship between nurses' organisational commitment and turnover intention. This research makes a substantial contribution to the public and healthcare sector. The findings provide valuable insights for healthcare administrators, policy-makers and educators, offering evidence-based strategies to improve nurse retention and enhance the quality of patient care. It is important to note that the research upholds the highest standards of integrity, with a meticulous review process and a dedicated effort to maintain data quality.

Developing nurse and midwife centred rostering principles using co-design: a mixed-methods study

BACKGROUND

Current nursing and midwifery rosters are based on guidelines which may no longer adequately meet the needs of health services or staff and often result in decreased job satisfaction, poor health and wellbeing, and high turnover. Little is known about the rostering needs and preferences of contemporary nurses and midwives in Australia. The aim of this study was to identify the rostering concerns, needs and preferences of nurses and midwives, and co-design acceptable, equitable and feasible rostering principles.

METHODS

A mixed-methods design using a co-design approach with three components: survey, discussion groups, and co-design workshops. Nurses and midwives employed at three public health services in Victoria, Australia were invited to participate. The quantitative (survey) data were analysed using descriptive statistics and the qualitative (discussion groups and co-design workshops) data using thematic analysis.

RESULTS

Surveys were completed by 715 nurses and midwives including unit (n = 14) and roster (n = 13) managers. Nurses and midwives (n = 688) were mostly satisfied with their roster (mean satisfaction score = 57.4). Many had responsibilities or commitments which impacted their roster availability (n = 406, 61.6%) and over half had taken personal leave due to roster-related fatigue (n = 335, 59.1%) or unmet roster requests (n = 310, 54.7%). Midwives reported significantly less satisfaction (p < 0.001) and more challenges with current roster practices than nurses. Roster and unit managers described spending considerable time preparing and reworking rosters. Thirty-nine nurses and midwives participated in a focus group and outlined concerns about the fairness and equity of current roster practices, and the adverse impact on their health, work, and personal lives. Ninety-one nurses and midwives participated in a co-design workshop and identified a need for roster practices and guidelines which ensure flexibility, fairness and equity, and fatigue management.

CONCLUSIONS

Although nurses and midwives were mostly satisfied with their rosters, they often experienced frustrations and challenges with current roster guidelines and practices as well as adverse effects on their health and work and personal lives. Nurses and midwives identified a preference for fair and equitable rosters which provide flexibility and enable them to manage their other commitments and responsibilities, reduce roster-related fatigue, and provide high quality patient care.

Translation and validation of the Persian version of the Nursing Practice Readiness Scale (NPRS) for new graduate nurses

BACKGROUND

The clinical readiness of newly graduated nurses is crucial in meeting the growing demand for health services. Consequently, it is essential to develop a scale that accurately evaluates the clinical readiness of these novice nurses.

AIM

This study aimed to translate and psychometrically evaluate the Persian version of the Nursing Practice Readiness Scale (NPRS) for new graduate nurses.

METHODS

This methodological and cross-sectional study was conducted on new graduate nurses from June to November 2023 in Kermanshah City, Iran. The translation of the scale was performed using the forward-backward translation method. Construct validity was assessed using Exploratory Factor Analysis (EFA) with a sample of 180 participants and Confirmatory Factor Analysis (CFA) with a sample of 318 participants, both employing the convenience sampling method. The internal consistency of the tool was measured using Cronbach's alpha coefficient. Additionally, the tool's reliability was evaluated using the intraclass correlation coefficient (ICC). The analyses were conducted using SPSS version 27 and LISREL version 8 software.

RESULTS

The results of EFA and CFA confirmed the tool's structure, comprising five factors and 35 items. The CFA results showed a well-fitting model (CFI = 0.96, NNFI = 0.96, GFI = 0.893, RMSEA = 0.062, SRMR = 0.049). Pearson's correlation coefficient indicated a significant relationship between the items, subscales, and the main scale. Additionally, the Cronbach's alpha coefficient of the tool was 0.932, and the intraclass correlation coefficient (ICC) was 0.891(0.724-0.957).

CONCLUSION

The Persian version of the Nursing Practice Readiness Scale (NPRS) is a valid and reliable tool, comprising 35 items and five factors. This scale can be effectively used to evaluate the clinical readiness of newly graduated nurses within the Iranian community.

A comparison of work characteristics and health status between Korean and US hospital nurses

AIM

A rigorous examination of the occupational features across cultures helps draw policy recommendations for nurses' quality care practices and good health. This study aimed to explore the differences in work characteristics and health status between Korean and US hospital nurses.

DESIGN

For this comparative secondary data analysis study, we constructed a dataset with 304 pairs of nurses from Korea and the United States, matched by age and gender.

METHODS

We used the data from the 2020 Korean Hospital Nurses Health Behaviors and Health Status study, collected from May to July 2020, and the Nurse Worklife and Wellness Study (NWWS), conducted between November 2020 and February 2021.

RESULTS

Compared to nurses in the United States, Korean nurses rated their job-related conditions much lower, had lower intentions to stay in their current workplace and were less satisfied with their jobs. Korean nurses reported that organizational support and employee health resources were less prevalent and their levels of healthy behaviour practice and health status were lower than their US counterparts. Nurses in Korea require better practice environments and employee health support. Adequate workload and staffing levels are needed to improve job conditions for Korean nurses. Organizational support and employee health resources should always be accessible at nurses' workplaces.

Investigating the relationship between missed/rationed nursing care and organizational commitment in Iranian nurses

BACKGROUND AND OBJECTIVE

The primary objective of the nursing profession is to provide comprehensive and appropriate nursing care that meets the individual needs of patients. However, instances of missed/rationed nursing care can jeopardize the delivery of complete and safe healthcare, potentially putting patients' lives at risk. The level of organizational commitment demonstrated by nurses is likely to impact various personnel and organizational factors. Therefore, this study aims to predict instances of missed/rationed nursing care by examining the influence of organizational commitment.

METHOD

This descriptive and cross-sectional study will be conducted in 2023. Three hundred nurses working in general and intensive critical care units at Tehran University of Medical Sciences hospitals were randomly selected. Data collection included Allen and Mayer's organizational commitment questionnaires, Kalish's missed care questionnaire, and demographic variables. A multiple linear regression model was used to analyze the prediction of missed care by commitment and other variables. The relationship between these variables was also explored using SPSS version 26 software.

FINDINGS

Half of the nurses reported occasionally missing nursing care. Moreover, more than half of the nurses reported moderate organizational commitment in all dimensions. The most significant reasons identified by nurses for missed care were financial resources, human resources, and communication (p < 0.001). There was a significant relationship between missed/rationed nursing care and organizational commitment (p = 0.042). In the multiple regression equation, a significant portion of missed care due to commitment was predicted when considering demographic variables (p < 0.001).

CONCLUSION

By understanding the relationship between organizational commitment and missed care, and identifying the factors contributing to missed/rationed care, managers can improve the efficiency of human resources and allocate appropriate financial resources. Establishing effective communication with employees can also enhance their commitment to addressing neglected care, ultimately reducing instances of oversight.

The relationship between occupational therapists' organizational commitment, perceived organizational support, and entrepreneurial orientations

Introduction

Entrepreneurial orientation is a critical factor in the success of an organization and encourages higher performance. Individual entrepreneurial orientation can be influenced by organizational commitment and perceived organizational support. The study aimed to examine the relationship between occupational therapists' organizational commitment, perceived organizational support levels, and their individual entrepreneurial orientation.

Method

Using an online form, a cross-sectional survey study was conducted with 88 occupational therapists aged between 22 and 28. Occupational therapists completed a socio-demographic information form, the Organizational Commitment Scale, the Perceived Organizational Support Scale, and the Individual Entrepreneurial Orientation Scale. Data were analyzed using descriptive statistics and correlation analysis.

Results

Significant positive correlations were found between occupational therapists' individual entrepreneurial orientations and organizational commitment (p = 0.015; r = 0.260) and perceived organizational support (p = 0.045; r = 0.214).

Conclusion

This study indicates that occupational therapists' individual entrepreneurial orientation increases when their levels of organizational commitment and perceived organizational support increase. Therefore, organizations should strive to maintain high levels of organizational commitment and the support provided by the organization to enhance the entrepreneurial orientation of occupational therapists, which is important for their creativity and innovation.

Missed nursing care and its relationship with nurses' moral sensitivity: a descriptive-analytical study

BACKGROUND

Missed care rates are an indicator of healthcare quality. Missed nursing care can reduce patient safety and lead to adverse events. Moral sensitivity enables nurses to interpret and respond to clients' needs according to ethical principles. Despite the importance of moral sensitivity and its role in the quality of care, the relationship between nurses' moral sensitivity and missed nursing care has not been extensively studied. This raises the question of whether there is an association between nurses' moral sensitivity and missed care. This study was conducted to investigate the relationship between nurses' moral sensitivity and missed nursing care in the medical and surgical departments of Imam Khomeini Hospital in Urmia, Iran.

METHODS

A cross-sectional study was conducted in 2022, on 202 nurses working in the medical and surgical departments of Imam Khomeini Medical Education Center, Urmia, Iran. Stratified random sampling was used to select the participants. A questionnaire on demographic characteristics, Kalisch's missed care questionnaire, and Lutzen's moral sensitivity questionnaire were used to collect data. Data were analyzed using the Pearson correlation test and linear regression analysis.

RESULTS

Most participants (52.97%) showed moderate moral sensitivity. Nurses' mean moral sensitivity and total missed care scores were 149.07 ± 21.60 and 59.45 ± 4.87, respectively. Pearson correlation test showed no significant correlation between moral sensitivity scores and the total missed care scores (r = 0.041, p = 0.152). However, in the regression analysis, moral sensitivity (β = 0.213, p < 0.001), age (β = 0.131, p < 0.001), working in rotating shifts (β = 0.183, p < 0.001), monthly income (β = 0.079, p = 0.004), work experience (β = 0.030, p = 0.010), and monthly work hours (β = 0.247, p = 0.010) influenced missed care. Approximately, 0.98% of the variance in the missed care was explained by these variables.

CONCLUSION

Our nurses reported moderate levels of moral sensitivity and a concerning level of missed care. Missed care can have detrimental effects on patient safety. Therefore, nursing managers must address this issue promptly.

Nursing Professional Commitment as a Mediator of the Relationship Between Work Environment and Missed Nursing Care Among Nurses: A Cross-Sectional Analysis

Introduction

Nursing care plays a pivotal role in promoting patient well-being and optimizing health outcomes. The nursing profession is characterized by its commitment to delivering high-quality care to patients.

Objective

The purpose of the study was to explore the role of nursing professional commitment as a mediator between the work environment and missed nursing care.

Methods

A cross-sectional analysis study "STROBE guideline" used an online structured questionnaire to collect data. It was conducted on a sample of 813 nurses who worked at seven governmental hospitals in Egypt, in the hospital wards, operating rooms, intensive care unit (ICU) or outpatient clinics, during a 4-month period from April to August 2022. Researchers used Characteristics of nurses, Nursing Work Index-Revised, Nursing Professional Commitment Scale, and MISSCARE Questionnaire to collect the data. Structural equation modeling by AMOS was used for testing nursing professional commitment as a mediator between the work environment and missed nursing care. Nurses' professional commitment was used as a mediator between work environment and missing nursing care.

Results

The working environment has a direct impact of -0.175, an indirect impact of -0.139, and a total impact of -0.314. Furthermore, professional commitment has a direct impact of -0.421. Additionally, when the working environment increases by 1, professional commitment increases by 0.33. Similarly, when the working environment increases by 1, missed care decreases by 0.175. Moreover, when professional commitment, as a mediating factor, increases by 1, missed care decreases by 0.421.

Conclusion

In conclusion, the findings of this study highlight the significant role of professional commitment as an intermediary factor between the working environment and missed nursing care. According to these results, it is necessary to formulate and implement intervention strategies to improve nurses' professional commitment and working environment, which is the key to reducing their missed nursing care.

Work-schedule management in psychiatric hospitals and its associations with nurses' emotional exhaustion and intention to leave: A cross-sectional multicenter study

BACKGROUND

Managing nurses' work schedules in hospitals is challenging because employer needs, like shift changes at short notice and overtime, may conflict with nurses' desires for a predictable and stable schedule. Nurses should have a certain degree of control over their work schedules, and their supervisors should support their needs in scheduling. How perceived control over work schedules, perceived support from supervisors in scheduling, shift changes at short notice, and overtime affect nurses' emotional exhaustion and intentions to leave has not been studied.

OBJECTIVES

The aims are (1) to describe perceived control, perceived supervisor support, shift changes at short notice, and overtime among nurses in psychiatric hospitals; (2) to assess the variation of these four factors between units at psychiatric hospitals; and (3) to investigate the association between these factors with nurses' emotional exhaustion and intentions to leave.

DESIGN

Cross-sectional survey study.

SETTING(S)

Swiss psychiatric hospitals with 24-hour services.

PARTICIPANTS

Registered nurses (N = 994) from 114 adult-inpatient units.

METHODS

To describe perceived control, perceived supervisor support, shift changes at short notice, and overtime among nurses, we calculated frequencies, percentages, means, and standard deviations of their responses to the survey. To assess the variation between units, we computed intraclass correlations for the four factors. We constructed random-effects models accounting for the clustering of nurses in units for emotional exhaustion and intentions to leave separately.

RESULTS

Perception of work-schedule control was 3.32 (SD 1.39, range 0-5); perception of supervisor work-schedule support was 3.28 (SD 1.14, range 0-4). On average, 9 % of the nurses had to take over a shift at short notice at least three times per month, and 40 % worked at least 15 minute overtime on their most recent shift. Intraclass correlation for all four factors was higher than 0.05. Emotional exhaustion was significantly associated with supervisor support and overtime, and leaving intentions were significantly associated with perceived control, supervisor support and overtime.

CONCLUSION

Perceived control, perceived supervisor support, shift changes at short notice, and overtime are promising factors for interventions to prevent nurses' emotional exhaustion and allay their intentions to leave. Unit managers should provide nurses with increased predictability and influence on their work schedules. This could reduce early career endings and early retirement and counteract nurse shortages.

Clinical nurses' patient safety competency, systems thinking and missed nursing care: A cross-sectional survey

AIM

The aim of this study was to examine the relationships among patient safety competency, systems thinking and missed nursing care.

BACKGROUND

Patient safety competency and systems thinking are important nurse attributes that promote patient safety. Missed nursing care is known to negatively impact patient safety. However, how nurses' patient safety competency and systems thinking relate to missed nursing care is unknown.

METHODS

A cross-sectional survey design was used to collect data from nurses practicing in two general hospitals in South Korea. Data were collected between 3 March and 17 April 2020. Questionnaires were distributed to nurses providing direct care in general and specialty units. Patient safety competency, systems thinking and missed nursing care were measured using reliable and valid instruments. A total of 432 complete sets of data were used in final analysis.

RESULTS

Higher patient safety competency of nurses was associated with lower missed nursing care. Systems thinking partially mediated the relationship between knowledge of patient safety competency and missed nursing care, and attitudes of patient safety competency and missed nursing care.

CONCLUSIONS

The knowledge, skills and attitudes sub-scales of patient safety competency showed somewhat different effects in the relationship between missed nursing care and systems thinking, suggesting that each attribute may tap into a separate aspect of patient safety.

Artificial intelligence-based intelligent surveillance for reducing nurses' working hours in nurse-patient interaction: A two-wave study

AIM

To explore the feasibility of applying artificial intelligence in nurse-patient interaction to assist nurses in grasping patient status and reducing their working hours.

BACKGROUND

Artificial intelligence has been reshaping the health care industry and has immense potential in nursing care, but there is still a lack of suitable artificial intelligence methods to improve the efficiency of the nurse-patient interaction that takes much time of nurses.

METHODS

An artificial intelligence-based intelligent surveillance system was developed to reduce nurses' working hours in nurse-patient interaction, and a two-wave follow-up design was adopted in this study. The data were collected in a nursing home in Guangzhou, China. The first and second waves of data were recorded in the same format on the same patients by the same nurses. The only difference is the deployment of artificial intelligence technology between the two waves of data.

RESULTS

Artificial intelligence-based intelligent surveillance can provide statistical health data for nurses to grasp the patients' status more intuitively, reducing the average nurse-patient interaction time per patient from 18 to 10 min. In addition, artificial intelligence's real-time response to the abnormal health status of patients not only avoids more serious secondary injuries for patients but also prevents nurses from consuming energy in detecting emergencies.

CONCLUSION

The application of artificial intelligence has great potential to reduce nurses' working hours in nurse-patient interaction. There are still many limitations in artificial intelligence technology at this stage, and it is not feasible to completely rely on artificial intelligence. However, as a tool to assist decision-making, it can still have beneficial impacts on nursing management.

IMPLICATIONS FOR NURSING MANAGEMENT

Artificial intelligence has great potential in daily nurse-patient interaction, and nursing facility managers and nurses need to be more open to this new technology.

Determinants of missed nursing care in Jordanian hospitals during COVID-19 pandemic

AIM

The aim of the study was to examine the effect of perceived organizational support, accountability and nurses' characteristics on missed nursing care under the impact of COVID-19.

DESIGN

A cross-sectional design was used to describe and predict nurses' characteristics.

METHODS

A sample of 536 Registered Nurses participated in the study from eight hospitals in different health sectors in Jordan (three public hospitals, three private hospitals and two teaching hospitals).

RESULTS

Communication problems had the highest impact on missed nursing care, compared with labour resources and material resources reasons. Higher patient: nurse ratio aggravated by COVID-19 pandemic, years of experience, satisfaction with the income, perception of accountability and organizational support were among the factors associated with the levels of missed nursing care.

Structural and psychological empowerment and organizational commitment among staff nurses in Jordan

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.

An evaluation of instruments measuring behavioural aspects of the nurse-patient relationship

The Fundamentals of Care Framework is an evidence-based, theory-informed framework that conceptualises high-quality fundamental care. The Framework places the nurse-patient relationship at the centre of care provision and outlines the nurse behaviours required for relationship development. Numerous instruments exist to measure behavioural aspects of the nurse-patient relationship; however, the literature offers little guidance on which instruments are psychometrically sound and best measure the core relationship elements of the Fundamentals of Care Framework. This study evaluated the quality of nurse-patient relationship instruments by (1) assessing their content development and measurement properties (e.g. dimensionality, targeting, reliability, validity) and (2) mapping instrument content to the Framework's core relationship elements: trust, focus, anticipate, know, and evaluate. Twenty-seven instruments were evaluated. Findings demonstrated that patients and nurses were rarely involved in item development. Most instruments exhibited poor measurement properties, with only one instrument having complete information on all quality indicators. Instrument content focused primarily on nurses getting to know patients and earning their trust, with only 54, 18, and 1 item(s), respectively, measuring 'focus', 'anticipate' and 'evaluate'. Hence, there does not appear to be a robust instrument measuring behavioural aspects of nurse-patient relationships, nor one capturing the relationship elements of the Fundamentals of Care Framework.

Model of Organizational Commitment Applied to Health Management Systems

In this paper, we try to build on the problems surrounding the management of human resources in health care organizations worldwide. After the analysis of the reviewed literature, we detected that the scientific community considers several recurring themes that need attention: stress, burnout, and turnover intention. Based on this, we developed a model of organizational commitment that aims to achieve performance and health quality, its main result the establishment of the appropriate management policies in order to avoid the abandonment of the organization through the search for commitment and job satisfaction. Amongst our main conclusions, we highlight the need to implement a human resources model for hospital administrators based on the relationships with "patients" not "clients" through the maintenance of a positive and strong atmosphere of staff participation. It is important to develop innovative practices related to clear job design that eliminate reasons for ambiguity and stress in executing the tasks of the healthcare system. Finally, we urge training programs in transformational leadership to promote the well-being and organizational commitment of employees.

Developing and validating the transition status scale for newly graduated nurses in China

AIM

The present study aimed to develop and examine the psychometric properties of the Transition Status Scale for Newly Graduated Nurses.

METHODS

Three phases were conducted: Phase I involved a qualitative research to explore and establish the potential items pool; Phase II reduced the items using the item analysis with a sample of 73 nurses. Phase III evaluated the psychometric properties of the final scale. Data from 814 valid questionnaires were analysed using exploratory factor analysis and confirmatory factor analysis.

RESULTS

Five factors, including 'Interpersonal integration', 'Profession-related positive emotion', 'Competence for nursing work', and 'Active coping strategies', 'Balance between work and life', accounted for 68.87% of total variance. Cronbach's α was 0.891. Confirmatory factor analysis indicated acceptable model fitness.

CONCLUSIONS

The Transition Status Scale for Newly Graduated Nurses has good psychometric properties. It can be used to measure the transition status conveniently and effectively.

IMPLICATIONS FOR NURSING MANAGEMENT

The assessment result with the Transition Status Scale for Newly Graduated Nurses can provide information about the transition status of new nurses, thereby providing reference to guide the specific nursing interventions to smooth the transition process. It can also work as an alternative instrument to compare the effectiveness of different transition programs.