The Relationship of Nursing Teamwork and Job Satisfaction in Hospitals

The application of an escape room teaching method on the training for ICU new nurses: a quasi-experimental study

BACKGROUND

There is a severe shortage of intensive care nurses worldwide, and training a qualified ICU nurse is hard since it takes a very long time to accumulate the intensive care knowledge and skills needed. This study aimed to examine the effect of an escape room teaching method on teamwork attitudes and intensive care knowledge of ICU new nurses, their satisfaction with, and willingness to participate in escape room training.

METHODS

A convenience sampling approach was utilized to enlist new nurses from April 2023 to March 2024 in China. ICU nurses with less than two years of experience in the First Affiliated Hospital of Kunming Medical University were involved in our study. Most of them were female (85.71%) with bachelor's degrees (85.71%), and without escape room experiences (92.86%). Teamwork attitudes were collected through the TeamSTEPPS Teamwork Attitudes Questionnaire (T-TAQ) developed by the Agency for Healthcare Research and Quality (AHRQ); intensive care knowledge were collected by researchers-made online intensive care knowledge tests; satisfaction with escape room training, and willingness to participate in the escape room training were collected by researchers-made online questionnaires. Finally, the data were analyzed with SPSS v.26. Descriptive statistics, the paired samples test, the Wilcoxon signed-rank test, multivariate regression, and Pearson correlation were utilized for analysis.

RESULTS

Fifteen groups of new nurses participated in the escape room training. For teamwork attitudes, there were significant differences in the mean T-TAQ total score (p < 0.001) and in the dimensions of teamwork (p < 0.001), leadership (p < 0.001), situation monitoring (p = 0.019), mutual support (p < 0.001), and communication (p < 0.001) before and after the escape room training. For the learning level, the mean intensive care knowledge scores were significantly different before and after the escape room training (p < 0.001). As for the reaction level, the satisfaction of ICU new nurses with the escape room training was high (9.23 ± 0.869), and the majority of them (95.24%) were willing to participate in the escape room training.

CONCLUSION

Implementing the escape room teaching method could promote teamwork attitudes and intensive care knowledge of ICU new nurses, and they were satisfied with and willing to participate in the escape room training. The key limitations in the study are the absence of a control group and data loss, and the results should be taken with caution. Our findings indicate that the escape room can be conducted in clinical practice learning for nursing and medical education settings with some props, and in ways of game playing, which doesn't require expensive equipment and can be conducted conveniently, suggesting that escape room might be a promising method with cost-effectiveness value for nursing and medical education globally.

Relationship between work productivity and patient safety attitudes among intensive and critical care nurses: A structural equation modelling approach

BACKGROUND

Intensive care units present various challenges that can affect the productivity of nurses who play a critical role in ensuring patient safety; however, the relationship between these nurses' work productivity and patient safety attitudes has not been sufficiently explored.

AIM

To investigate the relationship between work productivity and patient safety attitudes among intensive and critical care nurses (ICCNs) using structural equation modelling (SEM).

STUDY DESIGN

This cross-sectional study involved 372 ICCNs who were members of the Turkish Society of Critical Care Nurses. Data were collected via an online survey using the Nurse Information Form, the Attitudes Toward Productivity Scale (ATPS) and the Patient Safety Attitude Questionnaire (PSAQ).

RESULTS

A significant positive correlation was found between the total ATPS and the PSAQ score (r = .704, p < .01). The SEM analysis revealed that teamwork climate (β = .192, p = .001), perceptions of management (β = .141, p = .001) and job satisfaction (β = .482, p = .001) positively predicted attitudes towards productivity, while stress recognition had a negative impact (β = -.219, p = .001). The model accounted for 62.2% of the variance in attitudes towards productivity and demonstrated good fit indices (χ2/df = 3.566; GFI = 0.989; CFI = 0.991; RMSEA = 0.078).

CONCLUSIONS

Teamwork climate, perceptions of management, job satisfaction and stress recognition significantly influence work productivity among ICCNs. Enhancing these factors can improve ICCNs' productivity and foster positive patient safety attitudes, ultimately leading to better patient care outcomes in intensive care settings.

RELEVANCE TO CLINICAL PRACTICE

Health care institutions need to adopt strategies to increase ICCNs' work productivity and patient safety attitudes, such as teamwork support initiatives, leadership development programmes for managers, professional development opportunities and stress reduction interventions. Positive working environment and favourable working conditions can improve ICCNs' well-being and performance, leading to better patient care outcomes in intensive care settings.

What is the state of play? A nursing and midwifery workplace satisfaction survey across five local health districts

BACKGROUND

The COVID-19 pandemic and recovery period have exacerbated workforce challenges for nurses and midwives. The increasingly complex nature of healthcare, combined with rising workloads and staff attrition highlights the need for initiatives that improve workplace satisfaction and retention. In response, mentoring programs aimed at enhancing job satisfaction and retention are being increasingly implemented.

AIMS

This study sought to measure the workplace satisfaction of nurses and midwives across five New South Wales local health districts, utilising data captured from a wider study investigating the implementation of the Deadly Aboriginal and Torres Strait Islander Nursing and Midwifery Mentoring program.

DESIGN

An exploratory, mixed methods study using purposive sampling was employed.

METHODS

A secondary analysis of a modified version of the Nursing Workplace Satisfaction Questionnaire, was used to quantify intrinsic, extrinsic, and relational workplace satisfaction constructs among nursing and midwifery staff. Open ended questions included in the survey were thematically analysed using methods developed by Braun and Clarke (2022).

RESULTS

Between June-October 2023, n = 106 participants returned the survey. Differences between intrinsic (items 2 & 5), extrinsic (item 9) relational (items 13-15) constructs were observed for health districts, Aboriginality, age, and professional role characteristics (P < 0.05). Five qualitative themes emerged from the data: Helping people is the priority; Teams make a difference to my workplace satisfaction; Managers impact my satisfaction; Scope and recognition; and Organisational factors.

CONCLUSIONS

Overall, our findings indicate noticeable differences in workforce satisfaction and retention across various factors, including workforce areas, Aboriginality, age, and professional roles. For these groups, initiatives aimed at improving satisfaction and retention should prioritise fostering teamwork and a sense of belonging, as these elements have significant impact on job satisfaction for nurses and midwives and provide valuable guidance for nursing leaders.

Perception of nursing students on nursing teamwork in hospitals in Slovakia: a cross-sectional study

OBJECTIVES

To investigate how undergraduate nursing students perceive teamwork among nurses during their most recent clinical placement and to identify factors that can affect their teamwork perception.

METHODS

The descriptive cross-sectional study was carried out between September 2022 and February 2023 using the Slovak version of the Nursing Teamwork Survey (NTS) tool and included 749 undergraduate nursing students.

RESULTS

The average NTS score was 3.32 (SD=0.43) and significantly associated with academic year, perceived staff adequacy, clinical supervision and learning expectations, hours per week, number of patients per shift, and number of students per shift (p<0.05).

CONCLUSIONS

The study underscores the importance of understanding teamwork dynamics from the perspective of undergraduate nursing students.

Oncology Physician Turnover in the United States Based on Medicare Claims Data

OBJECTIVE

Physician turnover rates are rising in the United States. The cancer workforce, which relies heavily on clinical teamwork and care coordination, may be more greatly impacted by turnover. In this study, we aimed to characterize oncologists who move to identify targets for recruitment and retention efforts.

METHODS

We identified medical, radiation, and surgical oncologists who treated Medicare beneficiaries diagnosed with breast, colorectal, or lung cancer in 2016-2019. We used multivariable logistic regression to identify physician-level and multivariable multinomial regression to identify region-level characteristics associated with turnover. Measures included demographic, practice, and patient-sharing network characteristics.

RESULTS

Our cohort included 25,012 medical, radiation, and surgical oncologists, of which, 1448 (5.8%) moved. Women [vs men; odds ratio (OR): 1.46; 95% CI: 1.30-1.64] and surgeons (vs medical oncologists; OR: 1.17; 95% CI; 1.04-1.33) had higher odds of moving. Compared with oncologists with moderate patient-sharing ties, those with many ties had lower odds of moving (OR: 0.55; 95% CI: 0.43-0.70). Patient-sharing networks with low efficiency (vs moderate) were more likely to have a net loss in their oncology workforce (OR: 3.06; 95% CI: 1.12-8.35), whereas those with low specialist vulnerability (vs moderate) were less likely to have a net loss (OR: 0.32; 95% CI: 0.1-0.99).

CONCLUSIONS

This study identified novel patient-sharing network characteristics associated with turnover, providing new insights into how the structural features of patient-sharing networks may be related to the recruitment and retention of oncologists.

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.

The Moderating Role of Emotional Intelligence on the Relationship Between Nurses' Preparedness to Care for COVID-19 Patients and Their Quality of Work Life

Emotional intelligence (EI) is increasingly recognized as a key factor in healthcare, where managing emotions is vital for job satisfaction, productivity, and interpersonal relationships. For nurses, particularly during the COVID-19 pandemic, EI plays a pivotal role in navigating emotional challenges and improving their quality of work life (QoWL). This study examined how EI moderates the relationship between nurses' preparedness to care for COVID-19 patients and their QoWL. A cross-sectional, correlational design was used, involving 267 nurses from various healthcare settings. Data were collected through the Emotional Intelligence Scale, the Quality of Nursing Work Life survey, and demographic questionnaires. The sample was predominantly female (94.4%), with a mean age of 37.47 years (SD = 8.09) and an average of 8.43 years of experience (SD = 6.33). Most nurses (87.3%) attended COVID-19-related workshops, with 76.4% feeling prepared to care for COVID-19 patients. Emotional intelligence levels were high, with 93.6% of nurses reporting good personal competence and 85.4% reporting good social competence. Descriptive results showed that 71% of nurses perceived their QoWL as good, while 29% rated it as fair. Pearson correlation analysis revealed significant positive correlations between both personal competence (r = 0.33, p < 0.001) and social competence (r = 0.34, p < 0.001) with QoWL, but preparedness to care for COVID-19 patients did not correlate significantly with either EI or QoWL. Hierarchical regression analysis demonstrated that, although nurses' preparedness alone did not predict QoWL (β = 0.034, p = 0.57), including emotional intelligence as a moderator explains 41% of the variance in QoWL. Both personal (β = 0.578, p < 0.001) and social competence (β = 0.665, p < 0.001) components of EI had significant buffering effects on the relationship between preparedness and QoWL. These findings suggest that fostering EI in nurses can enhance their resilience and improve their work life quality, particularly in high-stress healthcare environments like those experienced during the pandemic.

The impact of the nurse practice environment, workload, and professional support on job outcomes and standards of care at primary health care clinics in South Africa: A structural equation model approach

Background

There is substantial evidence on the associations between a positive nurse practice environment and improved nurse and patient outcomes, as well as the factors that mediate these associations, in high-income countries and in hospital settings. The knowledge gaps in African and primary health care settings motivated this empirical study.

Objective

The objective of this study was to examine the impact of the dimensions of the nurse practice environment, specifically human resource management, foundations for nursing care, and participation in clinic affairs, on job outcomes and standards of care.

Design

A cross-sectional study was conducted between November 2021 and June 2022.

Setting

180 primary health care clinics in two South African provinces of Gauteng and North West.

Participants

665 nurses of all categories.

Methods

A causal model was developed with pathways between the nurse practice environment dimensions and the outcomes of job satisfaction, intention to leave, and standards of care. A set of standardised instruments was used to measure the study variables. Using structural equation modelling, workload and professional support were tested as potential mediators between the nurse practice environment and the outcome variables.

Results

The nurses scored the domain of foundations for nursing care 71.2 out of 100 on average, indicating high agreement, while the mean scores for nurses' participation in clinic affairs and human resources management were lower at 68.0 and 61.7 respectively. Although nurses expressed moderate satisfaction with professional support (67.7), they were less satisfied with their workload (52.2). The mean score of overall job satisfaction was moderate (58.9), with 53.8 % of the nurses reporting that they intended leaving the clinic where they were working. Thirty-six percent intended leaving the nursing profession, indicating low intention to stay. The final mediation model was judged to fit the data adequately based on goodness-of-fit indices, confirming that workload and professional support had a mediating role between the nurse practice environment dimensions of interest and both nurses' job outcomes and standards of care.

Conclusions

We have highlighted the value of supportive practice environments, effective workload management, and enhanced professional support in improving nurses' job outcomes and satisfaction with standards of care. Improving nurses' practice environments at primary health care level may have a wide-ranging impact on the performance of the health system. Therefore, primary health care facility managers should ensure that workload is distributed equitably, professional support for nurses is enhanced, and the overall work environment is improved.

Bridging the generational gap between nurses and nurse managers: a qualitative study from Qatar

BACKGROUND

The nursing workforce comprises multiple generations, each with unique values, beliefs, and expectations that can influence communication, work ethic, and professional relationships. In Qatar, the generational gap between nurses and nurse managers poses challenges to effective communication and teamwork, impacting job satisfaction and patient outcomes.

AIM

This study investigates the generational gap between nurses and nurse managers in Qatar, aiming to identify strategies to enhance collaboration and create a positive work environment.

METHODS

A qualitative research design was used, involving semi-structured interviews with 20 participants, including frontline nurses and senior nurse managers. Participants were purposively sampled to represent different generations. Data were collected through face-to-face and virtual interviews, then transcribed and thematically analyzed.

FINDINGS

Four key themes emerged: Optimizing the Work Environment: Older generations preferred transformational and situational leadership, while younger nurses valued respect, teamwork, accountability, and professionalism. Strengthening Work Atmosphere through Communication and values: Older nurses favored face-to-face communication, while younger nurses preferred digital tools. Cultivating Respect and Empathy: Younger nurses emphasized fairness in assignments and promotions, while older nurses focused on empathy and understanding. Dynamic Enhancement of Healthcare Systems: Younger nurses were more adaptable to technology and professional development, while older nurses prioritized clinical care and patient outcomes.

CONCLUSION

The study reveals significant generational differences in leadership preferences, communication styles, and adaptability to technology. Addressing these gaps through effective leadership, ongoing education, and open communication can improve job satisfaction and patient care.

The association of teamwork and missed nursing care in acute care setting: A mixed-methods systematic review

AIM(S)

Teamwork among healthcare professionals is a key aspect of patient safety that influences the prevalence of missed nursing care. The association between teamwork and missed care in acute care hospitals is now well established in the literature. Therefore, this review aimed to synthesise the existing empirical evidence on the association between teamwork and missed care in the acute care setting.

DESIGN

A mixed-method systematic review study.

METHODS

The search was carried out in February 2023 in four scientific databases, PubMed, ProQuest, Web of Science and Scopus based on their institutional availability. The search produced 1542 studies. The method of thematic analysis was used in data synthesis.

RESULTS

A total of 18 studies were selected that revealed the relationship between teamwork and missed care. The teamwork score was weak to moderate but significantly associated with the overall score of missed care and was found to be a statistically significant predictor of missed care in an acute care setting. Additionally, teamwork represented an important reason for missed care, primarily in the context of poor communication, lack of trust and cooperation in the nursing team and lack of leadership.

CONCLUSION

The review findings contribute to a deeper understanding of the intricate dynamics between teamwork and missed care and provide valuable information to healthcare professionals and institutions looking to optimise teamwork and mitigate instances of missed care in the acute care setting.

IMPLICATIONS FOR THE PROFESSION AND/OR PATIENT CARE

Recognising how teamwork influences the occurrence of missed care, healthcare organisations can strategically implement targeted interventions to enhance collaboration, address communication gaps, foster trust, and provide effective leadership.

IMPACT

This review suggests that improving teamwork seems to be one of the most important strategies focused on mitigating missed care in acute care settings.

REPORTING METHOD

The reporting of this review followed the PRISMA 2020 checklist.

PATIENT OR PUBLIC CONTRIBUTION

No patient or public contribution.

Telemedicine and Teamwork Among Health Care Professionals: State of the Science

Background: As telemedicine becomes further rooted in standard patient care delivery, it is critical to understand how it may affect teamwork among health care providers. Understanding the state of the science between telemedicine and teamwork is an important first step. Obejctive: The purpose of this state-of-the-science review was to synthesize the published research on teamwork within the context of telemedicine. Methods: Data abstraction and analysis were structured following the Virtual Team Performance and the "Big Five" of Teamwork theoretical frameworks. The concepts within these models were used to organize data extraction. This state of the science used the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) guidelines. Results: A total of 14 studies met the inclusion criteria after final review. The most common variables were communication, tasks, leadership, team orientation, and team cohesion. Despite variable commonalities across the included articles, there was a discrepancy between improved and reduced teamwork outcomes with telemedicine. Conclusions: Multiple teamwork variables are influential across health care teams using telemedicine technologies-those that include communication, task facilitation, leadership, team orientation, and cohesion appear to have the greatest impact. However, it is not an individual teamwork variable, type of technology, or care environment alone that influences positive or negative outcomes among health care teams using telemedicine. Instead, it is a combination of factors and mechanisms that facilitate or hinder teamwork outcomes. A comprehensive model that describes the interaction of these common variables in teamwork among blended virtual and in-person health care teams is needed.

Job satisfaction and burnout syndrome among intensive-care unit nurses: A systematic review and meta-analysis

INTRODUCTION

The severe conditions often experienced in an intensive care unit, combined with poor working conditions, increase stress and therefore decrease job satisfaction. Sustained stress in the workplace leads to the development of burnout, a syndrome characterised by three dimensions: emotional exhaustion, depersonalisation and perceived lack of personal fulfilment.

OBJECTIVE

To analyse the relationship between burnout syndrome and job satisfaction among ICU personnel.

DATA SOURCES

The PubMed, CINAHL and Scopus databases were used.

STUDY DESIGN

A systematic review and meta-analysis. The study sample consisted of 18 quantitative primary studies conducted in the last five years. Validated questionnaires were used to assess burnout in ICU healthcare workers, the most commonly used being the Maslach Burnout Inventory.

EXTRACTION METHODS

The search equation applied was: "job satisfaction AND nurs* AND burnout AND (ICU OR intensive care units)". The search was performed in October 2022.

PRINCIPAL FINDINGS

The search returned 514 results. Only 73 articles met the eligibility criteria. After reading the title and abstract, 20 articles were selected. After reading the full texts, 12 articles remained and after the reverse search, 18 articles were finally selected. The studies reported a 50% prevalence of burnout, all three dimensions of which were heightened by the COVID-19 pandemic. Analysis of the study findings revealed an inverse association between burnout and job satisfaction.

CONCLUSIONS

Job dissatisfaction of ICU nurses depends on lack of experience, working conditions or working environment among others. ICU nurses with lower job satisfaction have higher levels of burnout.

IMPLICATIONS FOR CLINICAL PRACTICE

This meta-analysis shows the potential value of job satisfaction on improving health outcomes related to burnout syndrome for nursing professional in Intensive Care Units. Different factors that could increase job satisfaction and consequently protect them from suffering high levels of burnout, such as salary, permanence in the service, mental health care are the responsibility of the hospital supervisor and, finally, of the own Health System. Knowledge of a risk profile based on the factors influencing job dissatisfaction would enable the implementation of effective workplace interventions to reduce or prevent the risk of burnout. Health policies should focus on protecting the worker, so in addition to improving working conditions, it would be interesting to promote coping skills in order to improve the quality of care and patient safety.

Areas of professional life and job satisfaction of nurses

Introduction

Job satisfaction among nurses is closely related to work environment as well as organizational and professional commitment. Satisfaction is a concept derived from Latin, where "satis" means "enough," as much as is needed to fully satisfy expectations, needs, aspirations, in such a way that there is no room for complaint. Job satisfaction, on the other hand, is formulated as a positive attitude of employees toward the duties of the job, the work environment and other employees. The aim of this paper was to demonstrate how the different areas of nurses' professional life, i.e., workload, control, rewards, community, sense of justice and values, correlate with their perceived job satisfaction.

Materials and methods

A cross-sectional study was conducted in a group of 509 nurses working in a public hospital in Poland. Data were collected using a survey questionnaire, which consisted of a section containing sociodemographic data and standardized instruments: The Minnesota Satisfaction Questionnaire (MSQ) and The Areas of Worklife Survey (AWS) developed by Maslach and Leiter. Correlations were made using Spearman's rho coefficient. The calculations also used stepwise linear regression analysis after checking certain assumptions, including checking the assumption of normality of residuals and the Durbin-Watson Test.

Results

The mean score for the 20 items of the MSQ questionnaire ranged from 3.05 to 3.43 on a 5-point Likert scale. Support from the interdisciplinary team, which concerned assessing the quality of the social environment in the workplace, cooperation and showing positive feelings received the highest rating among respondents (3.51 ± 0.76). The sense of fair treatment at work averaged 3.26 ± 0.58. The area of value conflict within the organization itself or between the employee's values and those of the organization, respondents rated an average of 3.26 ± 0.65. The mean score for all areas of professional work in the surveyed group was 3.09 ± 0.45.

Conclusion

As satisfaction in particular areas of work life increases, so does the level of satisfaction in such aspects of work as achievement and a sense of fairness. The higher the level of satisfaction in the area of control, the more the sense of satisfaction with independence increases. The higher the satisfaction of respondents in the areas of values, workload and control, the higher the level of satisfaction with working conditions occurs.