The effect of work motivation on a sample of nurses in an Italian healthcare setting

The Effect of Work Engagement and Perceived Organizational Support on Turnover Intention among Nurses: A Meta-Analysis Based on the Price–Mueller Model

Aim. To elaborate on the relationship between work engagement, perceived organizational support, and the turnover intention of nurses by analysing some potential moderators. Background. Nurses’ turnover intention is negatively impacted by their level of work engagement and perceptions of organizational support. However, it is challenging to reach a consistent conclusion. Methods. Data were acquired from six electronic databases. Each study was evaluated using the quality assessment tool for cross-sectional studies of the Agency for Healthcare Research and Quality (AHRQ). STATA 15.0 was used to analyse the data, and a random effects model was used. The groups that included two or more studies were added to the moderator analysis. Results. A total of 40 study articles involving 23,451 participants were included. The turnover intention of nurses was inversely associated with work engagement (coefficient: −0.42) and perceived organizational support (coefficient: −0.32). A substantial moderating role was played by cultural background, economic status, working years, and investigation time ( $P<0.05$ ). Conclusion. Work engagement and organizational support significantly reduced turnover intention among nurses. Considering the acute shortage of nurses worldwide, nurses with lower wages, fewer working years, and lower levels of work engagement should be given more attention and support from their organizations. Implications for Nursing Management. The meta-analysis suggested that managers should give their employees a more organizational support and promote their work engagement to motivate nurses’ retention intention and maintain a stable workforce with little employee turnover.

Towards a parsimonious model of faculty motivation, engagement, and work performance: A case study of a Chinese university

BACKGROUND

The domain of faculty internationalization is under-researched, especially in the context of China. Extant research does not lend itself to applied insight, despite offering theoretical and methodological precision.

OBJECTIVE

Based on the motivational systems theory, this study developed a parsimonious measure of overall faculty motivation (including capacity beliefs, context beliefs, emotions, and goals) and investigated its effect on work performance through the mediating effect of faculty engagement in internationalization among faculty in a Chinese research-centric university.

METHODS

Data of 229 faculty members were analyzed using a structural equation modeling approach.

RESULTS

Faculty responses indicated that: i) the second-order overall faculty motivation scale is superior to individual items in measuring the effect of overall faculty motivation on faculty engagement and work performance; ii) overall faculty motivation positively influences faculty engagement; iii) overall faculty motivation promotes work performance; iv) faculty engagement mediates the relationship between overall faculty motivation and work performance.

CONCLUSION

Faculty responses indicated that the effect of the second-order overall faculty motivation construct is superior to individual items in terms of its effect sizes on faculty engagement and work performance. More so, the measurement model showed that overall faculty motivation exerts a direct and indirect (faculty engagement) positive effect on work performance. Chinese universities should align the goals, capacity belief, context belief, and emotions of faculty with national/institutional goals to yield superior engagement for better performance.

Levels of motivation and basic psychological need satisfaction in nursing students: In perspective of self-determination theory

BACKGROUND

Motivation is the first and most important constituent element of learning behavior. One of the most important theories in this field is self-determination theory (SDT) which is a general theory of motivation. According to this theory, the satisfaction of basic psychological needs of autonomy, competence, and relatedness are effective in the internalization of incentive. Hence this theory can be a good foundation for reforming medical education programs.

OBJECTIVE

The aim of this study was determining the basic psychological need and the effect of it on level of motivation and self-determined motivation of nursing student in the field.

METHODS

This is a cross-sectional, descriptive-analytical study done through a census on 243 nursing students of Guilan University of Medical Sciences. Data gathering tool was demographic information, motivation level, and basic psychological needs questionnaire. Data were analyzed using independent t-test, Spearman and Pearson correlation, Man-Whitney, backward regression considering P < 0.05.

RESULTS

The findings showed that the majority of students (51.9 %) were female and, the mean age was 21 years. Statistical tests indicated a significant relationship between levels of motivation, basic psychological needs, and demographic variables. However, the regression coefficients indicated that the need for competence and relatedness could be a suitable predictor for internal motivation.

CONCLUSION

Basic psychological needs satisfaction, especially needs of competence and relatedness in the clinical field by instructors can lead to internalization of their incentive and positive outcomes.

Who Is at Higher Risk of SARS-CoV-2 Reinfection? Results from a Northern Region of Italy

The SARS-CoV-2 pandemic continues to spread worldwide, generating a high impact on healthcare systems. The aim of the study was to examine the epidemiological burden of SARS-CoV-2 reinfections and to identify potential related risk factors. A retrospective observational study was conducted in Liguria Region, combining data from National Vaccines Registry and Regional Chronic Condition Data Warehouse. In the study period (September 2021 to May 2022), 335,117 cases of SARS-CoV-2 infection were recorded in Liguria, of which 15,715 were reinfected once. During the Omicron phase (which predominated from 3 January 2022), the risk of reinfection was 4.89 times higher (p < 0.001) than during the Delta phase. Unvaccinated and vaccinated individuals with at least one dose for more than 120 days were at increased risk of reinfection compared with vaccinated individuals with at least one dose for ≤120 days, respectively (odds ratio (OR) of 1.26, p < 0.001; OR of 1.18, p < 0.001). Healthcare workers were more than twice as likely to be reinfected than non-healthcare workers (OR of 2.38, p < 0.001). Lower ORs were seen among people aged 60 to 79 years. Two doses or more of vaccination were found to be protective against the risk of reinfection rather than a single dose (mRNA vaccines: OR of 0.06, p < 0.0001, and OR of 0.1, p < 0.0001; vector vaccines: OR of 0.05, p < 0.0001). Patients with chronic renal failure, cardiovascular disease, bronchopneumopathy, neuropathy and autoimmune diseases were at increased risk of reinfection (OR of 1.38, p = 0.0003; OR of 1.09, p < 0.0296; OR of 1.14, p = 0.0056; OR of 1.78, p < 0.0001; OR of 1.18, p = 0.0205). Estimating the epidemiological burden of SARS-CoV-2 reinfections and the role played by risk factors in reinfections is relevant for identifying risk-based preventive strategies in a pandemic context characterized by a high circulation of the virus and a high rate of pathogen mutations.

The Moral Impact of the COVID-19 Pandemic on Nurses’ Burnout, Work Satisfaction and Adaptive Work Performance: The Role of Autobiographical Memories of Potentially Morally Injurious Events and Basic Psychological Needs

The COVID-19 pandemic resulted in unprecedented exposure to Potentially Morally Injurious Events (PMIEs) for nurses, in which they were both moral transgressors and moral victims, with deleterious consequences on their psycho-social health and functioning. Our experimental design compared memories of PMIEs with memories of severe moral transgressions (SMTs), in which participants were only moral transgressors. Drawing from Self-Determination Theory and research on moral auto-biographical episodic memories, we assessed a conceptual model describing the impact of recalling a single PMIE or SMT event on nurses’ burnout, work satisfaction and adaptive performance. Our convenience sample comprised 614 Romanian nurses, and data was analyzed with path analysis, general linear modelling, and t-tests. Findings showed that memories of PMIEs, compared to SMTs, were more autonomy thwarting, being associated with more controlled work motivation, less moral learning, higher burnout, less work satisfaction, and adaptive performance. Burnout, moral learning, and work satisfaction were significant mediators of the relationships between PMIE and SMT recall and, respectively, adaptive performance. Our results highlight the urgency for organizational practices of moral repair for nurses after the pandemic, along with interventions meant to increase their autonomy and self-determined work motivation.

Variability, shift-specific workloads and rationed care predictors of work satisfaction among Registered nurses providing acute care: A longitudinal study

Aims

The aim of this study was to explore nurses’ shift‐work satisfaction variability across time and its shift‐specific predictors: perceived workload, patient‐to‐nurse ratio and rationing of nursing care.

Design

Longitudinal study of 90 Registered nurses (N = 1,303 responses) in a Lebanese hospital over 91 days of data collection.

Methods

Intraclass correlation coefficients (ICCs) were computed to determine shift‐work satisfaction variability between individual nurses and working‐unit clusters. Generalized linear mixed models were used to explore the workloads and rationed care predictors of nurses’ shift‐work satisfaction separately for day and night shifts.

Results

Variability in shift‐work satisfaction was noted between individual nurses in day (ICC = 0.43) and night shifts (ICC = 0.37), but not between medical/surgical units. Nurses satisfied with their shift‐specific work were less probably to ration necessary nursing care (OR = 0.68; 95% CI = 0.60–0.77) in day shifts and to perceive high workload demands in both, day (OR = 0.29; 95% CI = 0.23–0.37) and night (OR = 0.29; 95% CI = 0.18–0.47) shifts. Monitoring and lowering workload demands while observing rationing of care is necessary to improve nurses’ shift‐work satisfaction.

Professional training in mental health self-care for nurses starting work in hospital departments

BACKGROUND

Nurses working in hospitals can suffer from occupational stress due to high workloads and low job and/or personal resources. This can lead to work-related stress, exhaustion, health problems, and low quality of care.

OBJECTIVE

The aim of the study was to evaluate the effectiveness of work-related self-care skill training for nurses.

METHODS

A pilot study was conducted with 94 nurses in hospital departments in Germany. Nurses were either assigned to the intervention group that received competence training or to a waitlist control group. The intervention took place in groups over a period of 12 weeks. Training content included i.e. work-related stress management training, problem-solving techniques, and solution-focused counselling. The outcomes studied were changes in work-related stress, emotional exhaustion, emotion regulation, and job satisfaction. Three follow-up assessments were arranged.

RESULTS

Nurses in the IG achieved a decrease in perceived job stress and emotional exhaustion as well as improvements with regard to enhanced emotion regulation skills. The intervention was evaluated with high satisfaction scores.

CONCLUSIONS

This study showed first indications that training of mental health self-care skills for junior nurses could be a supportive approach for nurses starting work in hospital departments. However, replication studies are needed to verify the results.

Motivational Mechanisms Underlying Physicians' Occupational Health: A Self-Determination Theory Perspective

Numerous studies have documented deteriorating occupational health among practicing physicians. This trend poses a serious risk not only for physicians but also for the many patients under their care. Past research finds that one protective factor involves the quality of physicians' motivation. When physicians are more autonomously motivated, they tend to experience better occupational health. However, few studies have identified antecedent factors that support physicians' autonomous work motivation. To identify and model potential root causes of physicians' autonomous work motivation and occupational health, the current study assessed physicians' intrinsic aspirations and need satisfaction at work. Hypotheses were tested in a sample of 2,116 U.S. practicing physicians. Structural equation modeling showed that physicians who endorsed intrinsic aspirations more strongly reported better occupational health, and that this association was mediated by physicians' need satisfaction and autonomous work motivation. Implications for designing more effective individual- and system-level interventions to improve physician occupational health are discussed.

Promoting a sense of security in everyday life-A case study of patients and professionals moving towards co-production in an atrial fibrillation "learning café"

BACKGROUND

An improvement initiative sought to improve care for atrial fibrillation (AF) patients; many felt insecure about how to cope with AF.

OBJECTIVE

To reveal AF patients' and professionals' experiences of pilot-testing a Learning Café group education programme, aimed at increasing the patients' sense of security in everyday life.

DESIGN

Using an organizational case study design, we combined quantitative data (patients' sense of security) and qualitative data (project documentation; focus group interviews with five patients and five professionals) analysed using inductive qualitative content analysis.

SETTING

AF patients and a multiprofessional team at a cardiac care unit in a Swedish district hospital.

IMPROVEMENT ACTIVITIES

Two registered nurses invited AF patients and partners to four 2.5-hour Learning Café sessions. In the first session, they solicited participants' questions about life with AF. A physician, a registered nurse and a physiotherapist were invited to address these questions in the remaining sessions.

RESULTS

AF patients reported gaining a greater sense of security in everyday life and anticipating a future shift from emergency care to planned care. Professionals reported enhanced professional development, learning more about person-centredness and gaining greater control of their own work situation. The organization gained knowledge about patient and family involvement.

CONCLUSIONS

The Learning Café pilot test-exemplifying movement towards co-production through patient-professional collaboration-generated positive outcomes for patients (sense of security), professionals (work satisfaction; learning) and the organization (better care) in line with contemporary models for quality improvement and with Self-Determination Theory. This approach merits further testing and evaluation in other contexts.

Correlation between job security as motivation and career maturity among Japanese nursing students

Objective: For nursing students, career maturity -an individual's readiness to cope with career development tasks and make age-appropriate career decisions- is an essential factor influencing their desire to continue the job after qualifying as a nurse. Although job security as motivation to become a nurse might influence the career maturity of nursing students, it has not been demonstrated. In this study I aimed to elucidate the correlation between job security as motivation and career maturity among Japanese nursing students. Patients and Methods: This study was conducted in 2012, through an anonymous, self-administered questionnaire, on 237 Japanese nursing students. Data on career maturity, job security as motivation, and personal characteristics were collected followed by data analysis using multiple regression. Results: Job security as motivation ("A nursing job is not affected by the economic climate") was significantly correlated with career maturity (β = -0.29; p < 0.001). Conclusion: This study demonstrated that being motivated by job security negatively affects career maturity. Hence, at an early stage, basic nursing educators should identify nursing students with low career maturity by assessing whether they are motivated by job security, and if so, efficiently providing support to improve their career maturity.