Job Satisfaction Challenges Of Nurses In The Intensive Care Unit: A Qualitative Study

A Bibliometric Analysis of Nurses' Job Satisfaction From 2004 to 2023

Aim: To conduct a bibliometric analysis of the nurses' job satisfaction from 2004 to 2023. Design: The bibliometric and visual analysis was performed in January 2024. Methods: Bibliometric approaches were applied to analyse 11,993 articles, utilising R and VOSviewer software. Results: Articles published by 24,155 authors from 1735 distinct sources between 2004 and 2023 were retrieved from the Web of Science and incorporated into the research's purview. The most productive nation and institution correspondingly were the United States and the University of Toronto. The leading scholars in this sphere were Spence Laschinger, Heather K, Labrague, Leodoro J, and Rodwell, John according to Price's Law, author co-citation and bibliographic-coupling network analysis. 14,152 keywords about nurses' job satisfaction study were discovered in this research. The most common keywords encompassed "job satisfaction," "nurses," "burnout," "turnover," and "intention" It was also observed that while trend topics like "work engagement" "COVID-19" and "grit" have gained popularity recently, the most commonly employed trend topics in earlier years included "empirical research report" "longitudinal study," and "organizational characteristics." Conclusion: Research on nurses' job satisfaction remains relatively limited and requires more attention, especially in developing countries. Developed countries, especially the United Kingdom and the United States, are the main contributors to nurse job satisfaction research. In the early days, nurse job satisfaction research mainly focused on the current status and influencing factors of nurse job satisfaction in different medical organizations, nurse groups or departments, while more researchers have recently paid more attention to research on specific issues emerging in this field, such as the impact of COVID-19 on nurse job satisfaction and turnover. In addition, scholars in the field of nurse job satisfaction focus on finding the real determinants of job satisfaction of adult practicing nurses, such as interpersonal value consistency, human resource management, and the impact of job satisfaction of adult nurses in different medical environments. Topics such as "perseverance," "COVID-19" and "work engagement" may be potential focuses for future research. Furthermore, transnational research should be given greater emphasis to investigate whether the major factors and effective interferences of nurses' job satisfaction differ between cultures and more multicenter as well as big sample studies should be conducted to efficiently improve nurses' job satisfaction. Impact: This study used bibliometric analysis to examine the most contributing nations, institutions, authors, trend topics, and research focus. Data on the present state of nurses' job satisfaction research, including its knowledge maps, study emphasis, and thematic trends are few. The findings of this research can lay a strong basis for future research and offer direction. No Patient or Public Contribution: There were no humankind subjects in the bibliometric analysis of published papers.

Evaluation and selection of the highest personal factor of nurses' job satisfaction by applying analytical network process methods

BACKGROUND

Nurses constitute the majority of the healthcare workforce, and it is imperative to develop a comprehensive understanding of the factors that influence their job satisfaction. While considerable knowledge exists regarding the organizational factors that elicit job satisfaction, limited research has been conducted on personal factors. This study aimed to determine and prioritize the impact of personal factors (motivation, professional identity, and job engagement) on nurses' job satisfaction.

DESIGN

This study is a form of applied research conducted in a descriptive-correlational manner, with an emphasis on structural equations.

METHOD

The statistical population of the present study encompassed all nurses of the public hospitals of Tehran, from which 398 were selected as a sample utilizing multi-stage stratified sampling. The data collection instruments were validated Persian forms of Job Descriptive Index questionnaires, nurses' professional identity, work engagement, and London job motivation. Cronbach's alpha was used to verify the reliability of the instruments, all of which were above 0.7. Descriptive statistics, structural equation modeling, and prioritization and weighting were employed to analyze the data using the Analytical Network Process (ANP) method, utilizing SPSS-23, AMOS-26, and Super Decisions-3.0.

RESULTS

The findings confirmed the research model and the relationship between personal factors and nurses' job satisfaction. Furthermore, the findings pertaining to the prioritization of personal factors affecting nurses' job satisfaction revealed that professional identity, with a weight of 0.459, had the highest weight and occupied the first position, followed by motivation with a weight of 0.392. Job engagement, with a weight of 0.147, was ranked third.

CONCLUSION

These findings suggest that personal factors can influence job satisfaction, with professional identity being of greater significance. Enhanced job satisfaction may be achieved through the creation of a respectful and equitable work environment, the strengthening of professional identity development programs, and the establishment of a favorable image of the profession.

The effect of the intensive care unit nurse manpower on care behaviours and stress level on the nurses

BACKGROUND

Nurses working in the intensive care units (ICU) regarding the work-index-nursing work environment, the effect level ICU environment has on the nurses' care behaviors and stress levels of the nurses should be determined.

OBJECTIVE

The study aimed to investigate the effect of the nurse manpower on care behaviours and stress level of the nurses working in the ICU.

METHODS

This was a cross-sectional and correlational study. The sample of the study consisted of 123 nurses working in the ICUs. The data were collected using the survey form, Distress Thermometer (DT), The Practice Work Environment Scale of the Nursing Work Index (PES-NWI), and Caring Behaviors Scale-24 (CBS-24).

RESULTS

The mean age of nurses in the ICU was 30.2±5.6 and the mean of working time in the intensive care unit of nurses in the ICU was 3.7 ± 3.1 years. The mean of the DT was 4.8 ± 3.4, and the mean score of PES-NWI was 2.6 ± 1.0 and the mean score of CBS-24 was 4.7 ± 1.1 in nurses in the ICU. The regression model which was studied to investigate the relationship between caring behaviors and stress and nurse manpower of nurses working in intensive care unit was significant.

CONCLUSION

Care behaviors and stress levels of nurses working in intensive care units are negatively affected by insufficient nurse manpower.

Predictors of Nurses' Job Satisfaction in Home Care Settings: Findings From the AIDOMUS-IT Study

INTRODUCTION

Nurses' job satisfaction in hospitals is fundamental for the quality of care and the safety of patients. However, sociodemographic trends require moving care to patients' homes, and the predictors of job satisfaction for nurses working in the home care settings remain largely unknown. Therefore, the aim of this study was to investigate job satisfaction of nurses working in Italian home care settings and its determinants.

DESIGN

Multicenter observational cross-sectional study.

METHODS

This study was conducted in the districts of 70 local health authorities in Italy. Data on the characteristics of the organization and nurses were collected. Nursing job satisfaction was evaluated on a four-point scale ranging from "very satisfied" to "very dissatisfied." Additionally, the following variables were assessed: workload, quality of leadership, work-private life conflict, burnout symptoms, possibility for development, staffing and resource adequacy, nurse manager ability, safety climate, and teamwork climate. A logistic regression analysis was conducted to identify factors influencing job satisfaction.

RESULTS

Only organizational variables had a predictive value for nurses' job satisfaction. Workload (OR = 1.01; p = 0.033), work-private life conflict (OR = 1.02; p < 0.001), burnout (OR = 1.02; p < 0.001), and staffing inadequacy (OR = 1.44; p = 0.003) predicted higher levels of nurse dissatisfaction. Instead, high-quality leadership (OR = 0.981; p < 0.001), possibility for development (OR = 0.973; p < 0.001), and good teamwork climate (OR = 0.994; p = 0.003) were predictors of better levels of satisfaction.

CONCLUSIONS

This study suggested that home care nurses are generally satisfied with their jobs. To enhance job satisfaction, it is essential to improve nurses' work environment, the leadership quality and ensure professional development.

CLINICAL RELEVANCE

Our results are globally relevant as they contribute to the limited evidence available on this topic in home care settings. This study emphasizes the need of measuring nurses' job satisfaction and implementing interventions to promote healthy work environments.

The relationship between professional autonomy and job performance among Iranian ICU nurses: the mediating effect of job satisfaction and organizational commitment

BACKGROUND

Although previous studies have linked professional autonomy to nurses' job performance, research lacks how job satisfaction and organizational commitment mediate this relationship. Addressing this gap is essential for improving nursing practice outcomes. This study aims to determine the mediating effect of job satisfaction and organizational commitment in this relationship among Iranian nurses.

METHODS

This descriptive-correlational study was conducted in Urmia teaching hospitals from October 2022 to June 2023. Four hundred twenty nurses were recruited using quota sampling. Eligible participants were selected non-randomly from predetermined numbers at four hospitals, and recruitment continued until the required sample size was achieved. Data were collected using demographic questionnaires, the Varjus Professional Autonomy Scale, the Porter Organizational Commitment Questionnaire, the Minnesota Satisfaction Questionnaire, and the Paterson Job Performance Questionnaire. Data were analyzed using SPSS ver. 23 and SmartPLS ver. 3.

RESULTS

Professional autonomy had a positive, direct, and strong effect on nurses' job performance (β = 0.708, t-value = 9.867, p < 0.001). Professional autonomy had a positive, direct, strong impact on job satisfaction (β = 0.854, t-value = 39.736, p < 0.001) and a positive, minor, and direct effect on organizational commitment (β = 0.199, t-value = 3.150, p = 0.000). Professional autonomy positively affects job performance through job satisfaction (β = 0.4016, 95% CI: 0.3280, 0.4736) and organizational commitment (β = 0.7582, 95% CI: 0.6088, 0.9086).

CONCLUSIONS

Healthcare managers should promote nurses' autonomy and job satisfaction to enhance their performance. They can improve working conditions by offering competitive salaries, simplifying promotion processes, and involving nurses in decisions related to patient care. Additionally, essential steps to consider are supporting nursing autonomy, organizing educational classes, and implementing strategies such as stress reduction programs, reducing workloads, addressing nursing shortages, and decreasing working hours.

The effect of mobile health application training based on micro-learning method on the level of resilience and happiness among intensive care nurses: a randomized controlled trial

BACKGROUND

Increasing the level of resilience and happiness of intensive care nurses can lead to an improvement in their psychological health. This study aimed to extract the possible effectiveness of mHealth application utilizing the micro-learning method on a mobile phone platform on the intensive care nurses' resilience and happiness.

MATERIALS AND METHODS

This single-blind randomized controlled trial was conducted in 2022-24. Sixty nurses working in intensive care units at two hospitals in Tehran, Iran were recruited using purposive sampling and randomly assigned to either the intervention or control group. Techniques of resilience and increasing happiness were taught to the intervention group using the mHealth application based on the micro-learning method. No training was provided to the control group. For data collection, questionnaires of individual characteristics, Connor-Davidson Resilience, and Oxford Happiness were used.

RESULTS

Before the intervention, there was no significant difference between the mean of the subscales and the total score of resilience and happiness of the intervention and control groups (P < 0.05). However, after the intervention, there was a significant difference (P < 0.05). After using the mHealth application, the total resilience score of the intervention group increased from 67.30 ± 10.12 to 79.27 ± 5.87 (P < 0.0001), while the resilience of the control group changed from 68.80 ± 9.09 to 65.93 ± 8.44 (P = 0.548). Similarly, using the mHealth educational application based on micro-learning led to an increase in the happiness score of the intervention group from 38.50 ± 11.10 to 67.83 ± 8.84 (P < 0.0001), whereas the happiness score of the control group nurses after the intervention (38.93 ± 14.33) compared to the baseline (41.40 ± 14.51) did not change significantly (P = 0.388).

CONCLUSIONS

The use of the mHealth application based on the micro-learning method played an effective role in training resilience and happiness skills in nurses. It is recommended to conduct more studies using this new educational approach.

TRIAL REGISTRATION

The study has been registered in the Iranian Registry of Clinical Trials (No. IRCT20221225056916N1, Date: 04/29/2023).

Assessing the Effect of Transactional Leadership and Empowerment on Nursing Staff's Satisfaction: A Cross-Sectional Study

Aim

The present study aimed to explore the impact of transactional leadership and psychological empowerment on Greek nurses' job satisfaction.

Methods

Α cross-sectional study was conducted in five Greek public general hospitals between January 1 and March 30, 2022. Participants were 608 nurses. The study was conducted using a self-administered questionnaire that included: a) demographic and occupational characteristics, b) the Multifactor Leadership Questionnaire (MLQ), c) the Psychological Empowerment Instrument (PEI), and d) the Kuopio University Hospital Job Satisfaction Scale (KUHJSS).

Results

Mean scores indicated positive perceptions of transactional leadership (3.55 ± 0.72), high levels of empowerment (3.94 ± 0.49), and job satisfaction (leadership 3.92 ± 1.07, working environment 3.34 ± 0.78, motivating factors 4.11 ± 0.89, and team spirit 4.08 ± 0.37). Younger nurses with secondary education exhibited higher satisfaction. Multiple regression analyses identified nurses' level of education, transactional leadership, and psychological empowerment as main predictors of leadership satisfaction (F=4.343, p=.002, R2 =.28, adjusted R2 =.22). Younger nurses with higher empowerment levels and positive attitudes toward transactional leadership reported greater satisfaction from motivating factors (F=6.925, p=.000, R2 =.44, adjusted R2 =.38).

Conclusion

The results of the study showed that nurses' satisfaction from work is mainly derived from leadership, despite the potent effect of psychological empowerment.

Relationship between structural empowerment and job satisfaction among nurses: A meta-analysis

AIM

To investigate the relationship between structural empowerment and job satisfaction among nurses.

BACKGROUND

Job satisfaction is considered to be a global concern. It is also essential to improve the quality of patient care and promote nurse retention. Structural empowerment of nurses can be an important factor in ensuring nurses' job satisfaction.

METHODS

This meta-analysis was conducted ensuring compliance with the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines. Using seven databases, including PubMed, Science Direct, Scopus, Web of Science, Springer, CINAHL, and Cochrane Library, the relevant articles were identified. Two independent reviewers screened articles and extracted data. The meta-analysis was performed using Jamovi statistical software.

RESULTS

In total, 29 studies involving 30 cohorts (N = 11,078) were identified as eligible for the meta-analysis. A significant positive relationship between nurse structural empowerment and job satisfaction was identified, with the summary effect size of r = 0.559 (95% CI: 0.494-0.618).

CONCLUSION

There was a strong positive relationship between structural empowerment and job satisfaction in nurses. Exploring the relationship between structural empowerment and job satisfaction can provide strategies to promote nurse retention and prevent nursing shortage.

IMPLICATIONS FOR NURSING AND HEALTH POLICY

The results of this study confirmed a strong positive relationship between nurses' job satisfaction and structural empowerment. Implementing interventions that enhance the structural empowerment of nurses will contribute to increasing their job satisfaction, thereby assisting in both nurse retention and optimizing their potential to provide quality patient care. Healthcare organizations and nurse managers should create work environments that provide nurses with access to information, resources, support, and opportunities to empower them and to enhance their job satisfaction.

Happiness and job satisfaction: Dataset of general school teachers and administrators in implementing new curriculum

This dataset explores the perception of happiness and job satisfaction among Vietnamese general school teachers and administrators (principals and vice-principles) in implementing a new curriculum. This study uses SPSS Statistics 26.0 and Exel to analyze data on the opinions of 782 general school teachers and administrators (principles and vice-principles) about satisfaction and happiness at work and influencing factors such as gender, age, experience, income, and workplace, workplaces, difficulties, sources of support when implementing new programs. This dataset contributes to a better understanding of the factors influencing educators' well-being and job satisfaction in the context of curriculum change, providing insights into educational policy and practice in Vietnam and beyond.

Education and Career Advancement Opportunities in Polish and English Nursing-A Comparative Study of Intensive Care Unit Nurses

The aim of this study was to comparatively investigate education, job, and professional development satisfaction among intensive care unit nurses in Poland and England. A total of 258 ICU nurses from both countries were interviewed (72 Polish nurses working in Poland and 186 of various national backgrounds in England, including 50 of Polish origin). We used an 11-item structured survey followed by an open-ended qualitative interview retrospectively coded for statistical analysis. Regardless of national origin, nurses in England report significantly higher education satisfaction, attributed to better theoretical knowledge gain but not to other dimensions (such as practical knowledge or personal satisfaction). They also express greater satisfaction with job conditions regarding professional development, a state-of-the-art work environment, teamwork, and finance. The UK system is also considered significantly superior in promotion opportunities and participation in post-graduation training. In conclusion, systemic factors play a crucial role in career satisfaction and advancement in nursing, with the British band system having a clear advantage over the Polish one.

Job satisfaction in nursing: A qualitative inquiry into novice and experienced nurses' perspectives

AIM

To explore factors associated with job satisfaction between novice and experienced nurses.

BACKGROUND

Job satisfaction is crucial for better quality of patient care and nurses' job engagement in clinical setting. However, job dissatisfaction is commonly reported from clinical nurses leading to poorer patient outcomes and high turnover rate. Job satisfaction at different professional stages may have different expectations. Knowledge about factors influencing job satisfaction of junior and senior nurses is inadequate.

DESIGN

A phenomenological study was conducted using face-to-face individual interviews.

METHOD

Semi-structured interviews were conducted and audio-recorded. The Herzberg's Two-Factor Theory was used to understand the phenomena. Purposeful sampling was used to select eligible nurse participants who were working in hospital settings.

RESULTS

Eight participants, consisting of four junior and four senior nurses, with clinical experience ranging from 1 to more than 25 years, were selected in this study. Four main themes related to job satisfaction were identified: "supportive working environment," "autonomy in practice," "professional training for competence enhancement," and "heavy workload and insufficient manpower." These themes highlighted the common aspects that contribute to job satisfaction among nurses according to the Herzberg's Two-Factor Theory.

CONCLUSION

The findings of this study contribute to our understanding of the factors that influence job satisfaction among both novice and experienced nurses. While four themes highlighting common aspects of their needs have been identified, it is important to acknowledge that novice and experienced nurses may have their own unique perspectives within these aspects. According to Herzberg's Two-Factor Theory, job satisfaction factors can be complex and diverse. To enhance job satisfaction among nurses, hospital policymakers and senior management should be attentive to identify factors that have an impact on job satisfaction of nurses at different stages of their clinical experience. Developing a strategic plan to meet the needs of nurses based on their experience levels should take into consideration the disparities in work environment and responsibilities, ultimately job satisfaction can be improved, leading to better overall patient care.

Spiritual care experiences of nurses working in intensive care units: A qualitative study

BACKGROUND

Most nurses working in intensive care units are unprepared to provide spiritual care to patients and they lack the competence and skills to provide spiritual care. Lack of moral evaluation of patients has negative effects on the patient. Spiritual care given to patients has effects on patient-nurse communication, general condition of the patient, and the quality of care.

AIM

This study was conducted to find out the spiritual care experiences of nurses working in intensive care units.

STUDY DESIGN

A qualitative descriptive design was used. The study was carried out with 14 nurses who were working in the intensive care units of a university hospital in eastern Turkey between May and July 2022. Two forms were created by the researcher according to the purpose of the study and the population. Inductive thematic analysis was used to evaluate the data. Ethics committee approval was obtained.

RESULTS

Ten of the nurses were women. Their ages were between 25 and 47 years, their working years ranged between 2 and 28 years, and their weekly working hours ranged between 40 to 56 hours. As a result of the thematic analysis, six themes and 18 sub-themes were determined: The themes determined are (1) Definition of spiritual care (2) Time of spiritual care, (3) Benefits of spiritual care, (4) Spiritual care practices, (5) Obstacles in providing spiritual care.

CONCLUSIONS

Providing spiritual care to patients in intensive care is a very important experience for nurses. Understanding spiritual care, recognizing its importance, and including it in nursing practice have a central significance.

RELEVANCE TO CLINICAL PRACTICE

Spiritual care provided in nursing profession is as important as physical care, and supporting patients in intensive care is at the heart of providing the best holistic care.

The effect of resilience training with mHealth application based on micro-learning method on the stress and anxiety of nurses working in intensive care units: a randomized controlled trial

INTRODUCTION

Nurses in intensive care units (ICUs) face high stress and anxiety, impacting their well-being and productivity. Addressing this, this study evaluated the impact of resilience training via a mHealth application based on micro-learning on ICU nurses' stress and anxiety levels.

MATERIALS AND METHODS

This study, a single-blind randomized controlled trial conducted in 2022-23, involved sixty ICU nurses from two Tehran hospitals. Nurses were chosen through purposive sampling and divided into intervention and control groups by simple randomization. The intervention group was taught resilience via an educational mHealth application based on micro-learning, with data collected using the anxiety and stress subscales of DASS-21.

RESULTS

Before the intervention, there were no significant differences in stress and anxiety scores between the intervention and control groups (P > 0.05). Upon utilizing the mHealth application, the intervention group exhibited significant reductions in stress, from 10.77 ± 3.33 to 9.00 ± 1.66 (P = 0.001), and in anxiety, from 9.43 ± 3.35 to 7.93 ± 0.98 (P < 0.001). In contrast, the control group experienced a slight increase in stress levels, from 10.10 ± 2.19 to 10.73 ± 2.15 (P = 0.002), and in anxiety levels, from 9.10 ± 1.63 to 10.23 ± 1.65 (P < 0.0001).

CONCLUSIONS

The micro-learning-based mHealth application for resilience training significantly reduced ICU nurses' stress and anxiety, recommending its adoption as an innovative educational method.

TRIAL REGISTRATION

The study has been registered in the Iranian Registry of Clinical Trials (No. IRCT20221225056916N1, Date: 04/29/2023).

Critical care nurses' experiences of caring challenges during post-resuscitation period: a qualitative content analysis

BACKGROUND

Patients in the post-resuscitation period experience critical conditions and require high-quality care. Identifying the challenges that critical care nurses encounter when caring for resuscitated patients is essential for improving the quality of their care.

AIM

This study aimed to identify the challenges encountered by critical care nurses in providing care during the post-resuscitation period.

METHODS

A qualitative study was conducted using semi-structured interviews. Sixteen nurses working in the intensive care units of three teaching hospitals were selected through purposive sampling. The Data collected were analyzed using qualitative content analysis.

RESULTS

Participants experienced individual, interpersonal, and organizational challenges when providing post-resuscitation care. The most significant challenges include inadequate clinical knowledge and experience, poor management and communication skills, lack of support from nurse managers, role ambiguity, risk of violence, and inappropriate attitudes of physicians towards nurses' roles. Additionally, nurses expressed a negative attitude towards resuscitated patients.

CONCLUSION

Critical care nurses face several challenges in providing care for resuscitated patients. To enhance the quality of post-resuscitation care, address the challenges effectively and improve long-time survival it is crucial to implement interventions such as In-service education, post-resuscitation briefing, promotion of interprofessional collaboration among healthcare teams, providing sufficient human resources, clarifying nurses' roles in the post-resuscitation period and increasing support from nursing managers.

Qualitative assessment of nurse satisfaction in the paediatric cardiac ICU

The objective of this qualitative assessment, utilising the constant comparative method, was to identify satisfiers and dissatisfiers that influence paediatric cardiac ICU nurse retention and recognise areas for improvement. Interviews for this study were performed in a single, large academic children's hospital from March of 2020 through July of 2020. Each bedside paediatric cardiac ICU nurse underwent a single semi-structured interview. Among 12 interviews, four satisfiers were identified: paediatric cardiac ICU patient population, paediatric cardiac ICU care team, personal accomplishment, and respect. Four dissatisfiers were identified: moral distress, fear, poor team dynamics, and disrespect. Through this process of inquiry, grounded theory was developed regarding strategies to improve paediatric cardiac ICU nurse retention. Tactics outlined here should be used to support retention in the unique environment of the paediatric cardiac ICU.

Mediating effects of psychological capital on the relationship between workplace violence and professional identity among nurses working in Chinese public psychiatric hospitals: a cross-sectional study

OBJECTIVE

To examine the relationship between workplace violence (WPV) and professional identity among Chinese psychiatric nurses and the mediating effects of psychological capital (PsyCap) from this association.

SETTING

Seven public tertiary psychiatric hospitals in Liaoning Province, China.

PARTICIPANTS

A total of 952 psychiatric nurses were recruited for this study. Registered nurses who have been engaged in psychiatric nursing for more than 1 year were eligible as participants in this investigation.

OUTCOME MEASURES

Questionnaires consisting of the Workplace Violence Scale, the Occupational Identity Scale, the Psychological Capital Questionnaire and a demographic data sheet were used to collect participant information. We used hierarchical multiple regression and asymptotic and resampling strategies to examine the mediating role of PsyCap in the relationship between WPV and professional identity.

RESULTS

WPV was negatively associated with professional identity after controlling for demographic factors (β=-0.353; p<0.001). PsyCap mediated the relationship between WPV and professional identity, according to the mediation analysis (a×b=-0.150, bias-corrected and accelerated 95% CI (BCa 95% CI) (-0.185 to -0.115); p<0.001). In addition, two dimensions of PsyCap: hope (a×b=-0.075, BCa 95% CI (-0.104 to -0.049); p<0.001) and resilience (a×b=-0.064, BCa 95% CI (-0.090 to -0.039); p<0.001) mediated the association between WPV and professional identity. For professional identity, hope, resilience and PsyCap mediation accounted for 21.6%, 18.1% and 42.4%, respectively.

CONCLUSIONS

Based on these findings, PsyCap could partially mediate the relationship between WPV and professional identity. Therefore, hospital administrators should implement measures to prevent and reduce WPV and provide nurses with skills training programmes to improve the PsyCap such as hope and resilience.

The impact of the COVID-19 pandemic on job satisfaction among professionally active nurses in five European countries

The COVID-19 pandemic has negatively affected the work of many medical professionals, including the group of nurses. This study aimed at assessing the impact of the COVID-19 pandemic on job satisfaction of nursing staff in five European countries. The study was conducted using the Job Satisfaction Scale (SSP) and original questions on the job satisfaction. The cross-sectional online study was conducted with a sample of 1,012 professionally active nurses working in Poland, Germany, Italy, Great Britain and Sweden, who assessed their job satisfaction before (retrospectively) and during the pandemic. The results showed a significant decrease in job satisfaction due to the need to perform it during the pandemic caused by the SARS-CoV-2 virus. In 8 out of 10 examined parameters of job satisfaction, a statistically significant decrease in job satisfaction was observed at the level of p < 0.05. Among the examined factors influencing job satisfaction, the highest decrease was recorded based on the assessment of working conditions (1,480). A high level of satisfaction with the work of nurses has a significant impact on providing better patient care as well as reducing the risk of professional burnout of nurses.

Exploring facilitators and barriers for successful transition among new Saudi graduate nurses: A qualitative study

AIM

This study aims at exploring Saudi newly graduated nurses' perspectives on the facilitators and barriers for successful transition from being a student to being a nurse.

DESIGN

A phenomenological qualitative methodology was employed.

METHODS

Focus group discussions were carried out among 35 Saudi nurses at one major university hospital in Saudi Arabia.

RESULTS

Under the theme of barriers to transition three main subthemes emerged, namely "Fear of making medical errors," "Intense Workload and Expectations," "Bullying and lack of support," while under the facilitators of transition the subthemes which emerged were "Supportive preceptor," "Training workshops," "Need for transition programs." This research found that formal and informal techniques for strengthening institutional variables and improving individual factors are critical for new graduate nurses' effective transition into professional responsibilities.

The predicting effects of professional governance and structural empowerment on job satisfaction among Jordanian nurses: A cross-sectional study

AIM

This study aimed to investigate the role of professional governance and empowerment in predicting nurses' job satisfaction.

BACKGROUND

Nurses can lead the way to enhance health care quality for all if they work in safe, satisfying and empowering environments. Professional governance and structural empowerment are associated with favourable work conditions and environments. However, studies addressing the predicting effects of professional governance and structural empowerment on job satisfaction are still limited.

METHODS

A cross-sectional design was applied. Online self-reported questionnaires were completed by 126 nurses. The analysis consisted of descriptive statistics, Pearson r correlation and hierarchical multiple regression to address the research aim.

RESULTS

Job satisfaction moderately correlated with structural empowerment (r = .40, p < .001) and professional governance (r = .30, p < .001). The final regression model revealed that 30% of the variation in job performance scores can be predicted by professional governance, structural empowerment and some demographic characteristics (R²  = .30, F = 8.67, p < .001).

CONCLUSIONS

Working in an environment that incorporates empowerment conditions, genuine support and valuable opportunities will increase the nurse's job satisfaction. Additionally, nurses will have higher job satisfaction if they have their voices heard.

IMPLICATIONS FOR NURSING MANAGEMENT

Nurse managers should properly assess the existing situation in each institution, implement already-tested-for-effectiveness and efficiency interventions and create new ones based on nurses'-specific needs.

Occupational Stress- Addressing Woes of the Nurses in a Burn Unit

Occupational stress can leave the nurses drained while caring for patients in the burn unit. This existential-phenomenological study aimed to explore burn unit nurses' lived experiences of occupational stressors and organizational support. Twenty-two nurses working in the burn unit were interviewed. Data were analyzed utilizing Colaizzi's 7-step method. Three themes were generated: stressful work environment; feelings of helplessness; need for organizational support. Nurses reported that organizational support should be available for dealing with the work-related stressors in the burn unit.

Iranian nurses' views on barriers to moral courage in practice: A qualitative descriptive study

Background

Nursing is a caring profession. Due to the nature of their work, nurses need to have the moral courage to deliver safe nursing care. Research results have reported a low level of moral courage in the majority of nurses. The current study aimed to identify the barriers to show moral courage in Iranian nurses.

Methods

This study was qualitative research that was conducted using conventional content analysis. Data was gathered using in-person, semi-structured, in-depth interviews. Interviews were conducted from March to September 2020. Purposeful sampling was used and sampling was continued until data saturation was reached. Participants were 19 nurses working in hospitals in Iran.

Results

According to data analysis, six categories and three themes were extracted. Themes are “organizational failure”, “deterrent personal identity” and “defeated professional identity”.

Conclusions

The results of this study revealed the barriers to show moral courage which were usually overlooked in previous quantitative studies. It appears that the elimination of these barriers is an effective step in the improvemalet of nurses’ competencies. The results of this study can be helpful in the developmalet of programs to address the factors affecting nurses’ moral courage.

Professional Identity During the COVID-19 Pandemic: A Cross-Sectional Survey of Nurses in China

BACKGROUND

Emergency and intensive care unit nurses are the main workforce fighting against COVID-19. Their professional identity may affect whether they can actively participate and be competent in care tasks during the pandemic.

OBJECTIVE

To examine the level of and changes in professional identity of Chinese emergency and intensive care unit nurses as the COVID-19 pandemic builds.

METHODS

A cross-sectional survey composed of the Professional Identity Scale for Nurses plus 2 open-ended questions was administered to Chinese emergency and intensive care unit nurses through an online questionnaire.

RESULTS

Emergency and intensive care unit nurses had a medium level of professional identity. Participants' total and item mean scores in 5 professional identity dimensions were higher than the professional identity norm established by Liu (P < .001). The greatest mean item score difference was in the dimension of professional identity evaluation (3.57 vs 2.88, P < .001). When asked about their feelings witnessing the COVID-19 situation and their feelings about participating in frontline work, 68.9% and 83.9%, respectively, reported positive changes in their professional identity.

CONCLUSIONS

The professional identity of emergency and intensive care unit nurses greatly improved during the early stages of the COVID-19 pandemic. This finding may be attributed to more public attention and recognition of nurses' value, nurses' professional fulfillment, and nurses' feelings of being supported, motivated, respected, and valued.

Happiness, quality of working life, and job satisfaction among nurses working in emergency departments in Iran

BACKGROUND

Nurses have a vital role in the healthcare system. One of the basic steps to increase their happiness is to recognize factors such as job satisfaction and quality of working life. Therefore, the goal of the present study was to examine the relationship between happiness and quality of working life and job satisfaction among nursing personnel.

METHODS

This descriptive study was carried out on 270 hospital nurses who worked in emergency departments in Iran. Nurses were recruited through the census method. Data collection instruments included the Oxford Happiness Inventory (OHI), the Quality of Work Life Questionnaire (QWL), and the Job Satisfaction Questionnaire (JSQ). Data were explored using descriptive statistics, and stepwise multiple linear regression analysis.

RESULTS

The mean age of participants was 30.1 ± 6.26 years. The mean happiness score was 38.5 ± 16.22, the mean Quality of Working Life (QWL) score was 84.3 ± 17.62, and the mean job satisfaction score was found to be 45.5 ± 13.57); corresponding to moderate levels of attributes. The results obtained from the ordinary least-square (OLS) regression indicated that happiness significantly was associated with economic status and satisfaction with closure (R2: 0.38).

CONCLUSION

Overall the current study found that nurses who work in emergency departments did not feel happy. Additionally, the findings suggest that their happiness were associated with their economic status, and closure over their duties.