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Aungsuroch Y, Gunawan J, Juanamasta IG, Montayre J. Updating Factors Influencing Nurse Work Engagement in the Hospital Settings: A Systematic Review. J Healthc Leadersh 2024; 16:157-176. [PMID: 38523801 PMCID: PMC10961065 DOI: 10.2147/jhl.s451056] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/21/2023] [Accepted: 02/29/2024] [Indexed: 03/26/2024] Open
Abstract
Background Understanding the factors influencing work engagement among nurses is crucial for ensuring high-quality care and positive patient outcomes. Despite numerous factors associated with nurse work engagement, many were explored before the pandemic, potentially overlooking aspects relevant to the current context. Aim To explore and update factors related to nurse work engagement in the new normal era. Design Systematic review. Data Sources The search was restricted to articles published from 2019 to 2024 in CINAHL, PubMed, Scopus, ScienceDirect, Web of Science, and ProQuest, with full English text. The search was conducted from September 13th to 15th, 2023. Quantitative research articles that examined factors related to work engagement were included. Review Methods Data extraction, quality appraisal, and data analysis were performed in all included studies. Manual content analysis method was used to classify and group the factors. Results Sixty-one research articles were included in the final review. Five key groups of factors were generated from content analysis, including 1) individual-related factors, 2) organizational-related factors, 3) job and role-related factors, 4) work-life balance, and 5) work environment. Conclusion Understanding and addressing these multifaceted factors holistically is essential to develop strategies to sustain optimal engagement levels among nursing staff and improve overall patient care outcomes. Further studies are needed to confirm the findings.
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Affiliation(s)
| | - Joko Gunawan
- Faculty of Nursing, Chulalongkorn University, Bangkok, Thailand
| | - I Gede Juanamasta
- Faculty of Nursing, Chulalongkorn University, Bangkok, Thailand
- Nursing Program, STIKES Wira Medika Bali, Bali, Indonesia
| | - Jed Montayre
- School of Nursing, The Hong Kong Polytechnic University, Hong Kong SAR, People’s Republic of China
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Kuha S, Rissanen S, Harmoinen M, Vähänikkilä H, Kanste O. The association between appreciative management and work engagement among health- and social care professionals: A cross-sectional study. Scand J Caring Sci 2024; 38:210-219. [PMID: 37577811 DOI: 10.1111/scs.13202] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/16/2023] [Revised: 06/29/2023] [Accepted: 07/29/2023] [Indexed: 08/15/2023]
Abstract
BACKGROUND The importance of work engagement has been emphasised due to the increasing demand for health- and social care and the shortage of skilled labour. Improving organisational and managerial factors is important when enhancing professionals' work engagement. The association between management and work engagement has only been established in previous studies at a general level, but the association between appreciative management and work engagement has not received equivalent research interest. AIM This study aimed to describe the association between appreciative management and work engagement among health- and social care professionals. METHODS The study used a cross-sectional survey design. The data were collected in five health and social services centres in one city in Finland from September to October 2022 using the Appreciative Management Scale 2.0 and the Utrecht Work Engagement Scale-9. A total of 182 health- and social care professionals participated. The data were analysed using correlations, linear regression analyses, independent samples t-tests and two-way analyses of variance (ANOVAs). RESULTS A moderate association was found between appreciative management and work engagement and its dimensions of vigor, dedication and absorption. Systematic management had the strongest association and equality had the weakest association with work engagement. Among the dimensions of work engagement, appreciative management had the strongest association with vigour and the weakest association with absorption. Appreciative management and work type predicted 18% of the variance in work engagement. Full-time employees reported higher levels of work engagement and all its dimensions than did part-time employees. CONCLUSION The results indicate that appreciative management and full-time work predict work engagement among health- and social care professionals. Due to this positive association, it is important to promote managers' appreciative management skills by educating them to understand how appreciative management enables and supports professionals' vigour, dedication and absorption in health- and social care.
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Affiliation(s)
- Suvi Kuha
- Research Unit of Health Sciences and Technology, Faculty of Medicine, University of Oulu, Oulu, Finland
| | - Sanna Rissanen
- Research Unit of Health Sciences and Technology, Faculty of Medicine, University of Oulu, Oulu, Finland
| | - Merja Harmoinen
- Faculty of Social Sciences, Health Sciences, Nursing Science, Tampere University, Tampere, Finland
| | - Hannu Vähänikkilä
- Northern Finland Birth Cohorts, Arctic Biobank, Infrastructure for Population Studies, Faculty of Medicine, University of Oulu, Oulu, Finland
| | - Outi Kanste
- Research Unit of Health Sciences and Technology, Faculty of Medicine, University of Oulu, Oulu, Finland
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Maassen S, van Oostveen C, Weggelaar AM, Rafferty AM, Zegers M, Vermeulen H. Measuring the work environment among healthcare professionals: Validation of the Dutch version of the Culture of Care Barometer. PLoS One 2024; 19:e0298391. [PMID: 38421985 PMCID: PMC10903908 DOI: 10.1371/journal.pone.0298391] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/17/2023] [Accepted: 01/23/2024] [Indexed: 03/02/2024] Open
Abstract
OBJECTIVES A positive work environment (WE) is paramount for healthcare employees to provide good quality care. To stimulate a positive work environment, employees' perceptions of the work environment need to be assessed. This study aimed to assess the reliability and validity of the Dutch version of the Culture of Care Barometer (CoCB-NL) survey in hospitals. METHODS This longitudinal validation study explored content validity, structural validity, internal consistency, hypothesis testing for construct validity, and responsiveness. The study was conducted at seven departments in two Dutch university hospitals. The departments were included based on their managers' motivation to better understand their employees' perception of their WE. All employees of participating departments were invited to complete the survey (n = 1,730). RESULTS The response rate was 63.2%. The content of the CoCB-NL was considered relevant and accessible by the respondents. Two factor models were found. First, confirmative factor analysis of the original four-factor structure showed an acceptable fit (X2 2006.49; df 399; p = <0.001; comparative fit index [CFI] 0.82; Tucker-Lewis index [TLI] 0.80; root mean square error of approximation [RMSEA] 0.09). Second, explanatory factor analysis revealed a five-factor model including 'organizational support', 'leadership', 'collegiality and teamwork', 'relationship with manager', and 'employee influence and development'. This model was confirmed and showed a better fit (X2 1552.93; df 395; p = < 0.00; CFI 0.87; TLI 0.86; RMSEA 0.07). Twelve out of eighteen hypotheses were confirmed. Responsiveness was assumed between the measurements. CONCLUSIONS The CoCB-NL is a valid and reliable instrument for identifying areas needing improvement in the WE. Furthermore, the CoCB-NL appears to be responsive and therefore useful for longitudinal evaluations of healthcare employees' work environments.
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Affiliation(s)
- Susanne Maassen
- Department of Quality and Patientcare, Erasmus MC, University Medical Center, Rotterdam, The Netherlands
- TRANZO, Tilburg University, Tilburg, The Netherlands
| | - Catharina van Oostveen
- Erasmus School of Health Policy & Management, Erasmus University, Rotterdam, The Netherlands
- Spaarne Gasthuis Academy, Spaarne Gasthuis Hospital, Hoofddorp, Haarlem, The Netherlands
| | | | - Anne Marie Rafferty
- Florence Nightingale Faculty of Nursing and Midwifery & Palliative Care, King’s College London, London, United Kingdom
| | - Marieke Zegers
- Department of Intensive Care, Radboud Institute for Health Sciences, Radboud University Medical Center, Nijmegen, The Netherlands
| | - Hester Vermeulen
- Radboud Institute for Health Sciences, Scientific Center for Quality of Healthcare (IQ healthcare), Radboud University Medical Center, Nijmegen, The Netherlands
- Faculty of Health and Social Studies, HAN University of Applied Sciences, Nijmegen, The Netherlands
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Pohl S, Djediat A, Van der Linden J, Closon C, Galletta M. Work engagement, emotional exhaustion, and OCB-civic virtue among nurses: a multilevel analysis of emotional supervisor support. Front Psychol 2023; 14:1249615. [PMID: 37954182 PMCID: PMC10637374 DOI: 10.3389/fpsyg.2023.1249615] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/29/2023] [Accepted: 09/25/2023] [Indexed: 11/14/2023] Open
Abstract
Introduction This study investigates the moderating role of supervisor emotional support at the group level on the relationship between emotional exhaustion and work engagement with organizational citizenship behavior-civic virtue (OCB-civic virtue) at the individual level among nurses. Method A cross-sectional study was carried out on 558 nurses nested in 36 working units from two hospitals in Algiers. A multilevel analysis using Hierarchical Linear Modeling was performed. Results Results show that the positive effect of work engagement on OCB-civic virtue was moderated by supervisor emotional support at group level. The nurses emotional exhaustion and OCB-civic virtue negative relationship at the individual level is buffered by supervisor emotional support at group level. Discussion In consequence, supervisor emotional support experienced by the team has an influence on the emotional exhaustion and work engagement OCB-civic virtue relationship.
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Affiliation(s)
- Sabine Pohl
- Department Work and Consumption Psychology, Faculty of Psychology, Université Libre de Bruxelles, Brussels, Belgium
| | - Abdel Djediat
- Department Work and Consumption Psychology, Faculty of Psychology, Université Libre de Bruxelles, Brussels, Belgium
| | - Jan Van der Linden
- Department Work and Consumption Psychology, Faculty of Psychology, Université Libre de Bruxelles, Brussels, Belgium
| | - Caroline Closon
- Department Work and Consumption Psychology, Faculty of Psychology, Université Libre de Bruxelles, Brussels, Belgium
| | - Maura Galletta
- Department of Medical Sciences and Public Health, Faculty of Medicine and Surgery, University of Cagliari, Cagliari, Sardinia, Italy
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Wei H, Horsley L, Cao Y, Haddad LM, Hall KC, Robinson R, Powers M, Anderson DG. The associations among nurse work engagement, job satisfaction, quality of care, and intent to leave: A national survey in the United States. Int J Nurs Sci 2023; 10:476-484. [PMID: 38020845 PMCID: PMC10667320 DOI: 10.1016/j.ijnss.2023.09.010] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/14/2022] [Revised: 06/30/2023] [Accepted: 09/17/2023] [Indexed: 12/01/2023] Open
Abstract
Objectives Employee work engagement, job satisfaction, quality of care, and intent to leave are critical indicators for healthcare organizational performance. This study aimed to analyze the current state of nurses' work engagement and its factors to examine the associations among nurses' work engagement, job satisfaction, quality of care, and intent to leave in the United States (US). Methods This is a quantitative descriptive cross-section design. Data were collected online from the US registered nurses from March to September 2022. Measures comprised the Utrecht Work Engagement Scale, the demographics, and questions regarding job satisfaction, perceived quality of care, and intent to leave. Results Nine hundred nurses participated in the online survey. Among the participants, 79.2% reported holding a specialty certification, 59.4% scored high/very high on job satisfaction, 82.2% expressed high/very high on the perceived quality of nursing care, and 28.4% conveyed likely/very likely to leave in the following year. Nurses' work engagement was positively associated with nurses' job satisfaction and their perceived quality of care but negatively associated with intent to leave. More certified nurses reported high or very high job satisfaction than non-certified nurses. As for demographics, the linear regression analysis showed that nurses who were older, identified as White, and held doctorate degrees reported higher levels of work engagement in comparison to their counterparts. Conclusions This study shows that nurses' work engagement is associated with their job satisfaction, perceived quality of care, and intent to leave. Nurses' work engagement in this study is lower than in other studies, especially before the COVID-19 pandemic, which may indicate a possible association with the COVID-19 impact. Because nurses' work engagement is significantly associated with job satisfaction, nurse leaders need to find ways to promote nurses' job satisfaction and retention.
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Affiliation(s)
- Holly Wei
- East Tennessee State University College of Nursing, Johnson City, TN, USA
| | - Leann Horsley
- Texas A&M University School of Nursing, College Station, TX, USA
| | - Yan Cao
- East Tennessee State University College of Nursing, Johnson City, TN, USA
| | - Lisa M. Haddad
- East Tennessee State University College of Nursing, Johnson City, TN, USA
| | - Katherine C. Hall
- East Tennessee State University College of Nursing, Johnson City, TN, USA
| | - Roslyn Robinson
- East Tennessee State University College of Nursing, Johnson City, TN, USA
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Zheng AD, Cai LL, Xu J. Effects of health concept model-based detailed behavioral care on mood and quality of life in elderly patients with chronic heart failure. World J Psychiatry 2023; 13:444-452. [PMID: 37547733 PMCID: PMC10401501 DOI: 10.5498/wjp.v13.i7.444] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 04/07/2023] [Revised: 05/17/2023] [Accepted: 05/23/2023] [Indexed: 07/17/2023] Open
Abstract
BACKGROUND With the intensification of social aging, the susceptibility of the elderly population to diseases has attracted increasing attention, especially chronic heart failure (CHF) that accounts for a large proportion of the elderly.
AIM To evaluate the application value of health concept model-based detailed behavioral care in elderly patients with CHF.
METHODS This study recruited 116 elderly CHF patients admitted from October 2018 to October 2020 and grouped them according to the nursing care that they received. The elderly patients who underwent health concept model-based detailed behavioral care were included in a study group (SG; n = 62), and those who underwent routine detailed behavioral nursing intervention were included as a control group (CG; n = 54). Patients’ negative emotions (NEs), quality of life (QoL), and nutritional status were assessed using the self-rating anxiety/ depression scale (SAS/SDS), the Minnesota Living with Heart Failure Ques-tionnaire (MLHFQ), and the Modified Quantitative Subjective Global Assessment (MQSGA) of nutrition, respectively. Differences in rehabilitation efficiency, NEs, cardiac function (CF) indexes, nutritional status, QoL, and nursing satisfaction were comparatively analyzed.
RESULTS A higher response rate was recorded in the SG vs the CG after intervention (P < 0.05). After care, the left ventricular ejection fraction was higher while the left ventricular end-diastolic dimension and left ventricular end systolic diameter were lower in the SG compared with the CG (P < 0.05). The post-intervention SAS and SDS scores, as well as MQSGA and MLHFQ scores, were also lower in the SG (P < 0.05). The SG was also superior to the CG in the overall nursing satisfaction rate (P < 0.05).
CONCLUSION Health concept model-based detailed behavioral care has high application value in the nursing care of elderly CHF patients, and it can not only effectively enhance rehabilitation efficiency, but also mitigate patients’ NEs and improve their CF and QoL.
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Affiliation(s)
- Ai-Di Zheng
- Department of Cardiology, Affiliated Hangzhou First People’s Hospital, Zhejiang University School of Medicine, Hangzhou 310006, Zhejiang Province, China
| | - Li-Li Cai
- Department of Cardiology, Affiliated Hangzhou First People’s Hospital, Zhejiang University School of Medicine, Hangzhou 310006, Zhejiang Province, China
| | - Jing Xu
- Department of Cardiology, Affiliated Hangzhou First People’s Hospital, Zhejiang University School of Medicine, Hangzhou 310006, Zhejiang Province, China
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Zhai Y, Cai S, Chen X, Zhao W, Yu J, Zhang Y. The relationships between organizational culture and thriving at work among nurses: The mediating role of affective commitment and work engagement. J Adv Nurs 2023; 79:194-204. [PMID: 36104977 DOI: 10.1111/jan.15443] [Citation(s) in RCA: 6] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/11/2022] [Revised: 07/22/2022] [Accepted: 08/30/2022] [Indexed: 12/15/2022]
Abstract
AIM Guided by the social embeddedness model of thriving at work, this paper explores how nursing organizational culture, work engagement and affective commitment affect nurses' thriving at work. BACKGROUND Thriving at work has implications for better employee and organization outcomes. The antecedents of thriving at work among the nursing population needs to be expanded by analysing the cross-level impact of organizational and individual characteristics. METHODS A cross-sectional design was used to collect data from 1437 frontline nurses in a tertiary teaching hospital in China between April and May 2020 through an online survey about perceived nursing culture, work engagement, affective commitment and thriving at work. Data were analysed using SPSS, and a structural equation model was established using the PROCESS macro. RESULTS Our results showed that work engagement and affective commitment mediated the relationship between nurses' perceived nursing culture and their thriving at work. Among nurses, work engagement was positively correlated to affective commitment. CONCLUSION Our study confirmed the social embeddedness model of thriving at work by showing that both contextual and dispositional factors can influence nurses' thriving at work. Nurse leaders can foster nursing staff's thriving at work by building an inclusive work environment and by providing adequate resources to staff. Future research is needed to elaborate on employee and organizational outcomes associated with thriving at work. IMPACT Nurse leaders should be the advocate for nurses to improve their organizational identification, fostering their thriving at work. Individual nurses can also take an active role in developing work-related resources to sustain their thriving through self-adaption processes. Collective thriving in the nursing workforce is needed to overcome adversity and hardship in the ever-changing and increasingly demanding health care industry and to further contribute to the vitality of the broader social and public environments. PATIENT OR PUBLIC CONTRIBUTION No patient or public contribution. This study did not involve patients, service users, caregivers or members of the public.
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Affiliation(s)
- Yue Zhai
- School of Nursing, Fudan University, Shanghai, China.,Department of Nursing, Zhongshan Hospital, Shanghai, China
| | - Shining Cai
- Department of Nursing, Zhongshan Hospital, Shanghai, China
| | - Xiao Chen
- Department of Nursing, Zhongshan Hospital, Shanghai, China
| | - Wenjuan Zhao
- Department of Nursing, Shanghai Cancer Center, Shanghai, China
| | - Jingxian Yu
- Department of Nursing, Zhongshan Hospital, Shanghai, China
| | - Yuxia Zhang
- School of Nursing, Fudan University, Shanghai, China.,Department of Nursing, Zhongshan Hospital, Shanghai, China
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Li H, Xu YL, Jing MJ, Wei XJ, Li LM, Guo YF. The mediating effects of adversity quotient and self-efficacy on ICU nurses' organizational climate and work engagement. J Nurs Manag 2022; 30:3322-3329. [PMID: 36017688 DOI: 10.1111/jonm.13773] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/04/2022] [Revised: 08/13/2022] [Accepted: 08/19/2022] [Indexed: 11/28/2022]
Abstract
AIM This study aimed to explore the mediating effects of adversity quotient and the moderating effect of self-efficacy on the relationship between the organizational climate and the work engagement of intensive care unit nurses. BACKGROUND A good organizational climate can contribute to a high level of work engagement. Adversity quotient and self-efficacy are the key factors affecting nurses' work engagement, while the mechanism of these factors in the organizational climate and work engagement remains unclear. This study was conducted to contribute to the relevant field research. METHODS The study used a cross-sectional research design and surveyed 323 intensive care unit nurses working in a public hospital in China. The data were analyzed using descriptive statistical methods: Pearson correlation analysis and PROCESS macro Model 7 in the regression analysis. RESULTS Organizational climate was positively correlated with work engagement and adversity quotient. The indirect effect of organizational climate on work engagement through adversity quotient was positive. Furthermore, self-efficacy moderated the relationship between the two factors. CONCLUSION Cultivating organizational climate and adversity quotients is an important strategy to improve the work engagement of intensive care unit nurses, particularly for nurses with high self-efficacy. IMPLICATIONS FOR NURSING MANAGEMENT Administrators should make efforts to create a good organizational climate and cultivate nurses' adversity quotients and self-efficacy to decrease their intent to leave.
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Affiliation(s)
- Hao Li
- Department of Critical Care Medicine, Henan Provincial People's Hospital, Zhengzhou University People's Hospital
| | - Yu-Lin Xu
- Department of Cardiovascular Medicine, The First Affiliated Hospital of Zhengzhou University
| | - Meng-Juan Jing
- Department of Critical Care Medicine, Henan Provincial People's Hospital, Zhengzhou University People's Hospital
| | - Xiao-Jing Wei
- Department of Critical Care Medicine, Henan Provincial People's Hospital, Zhengzhou University People's Hospital
| | - Li-Ming Li
- Department of Critical Care Medicine, Henan Provincial People's Hospital, Zhengzhou University People's Hospital
| | - Yun-Fei Guo
- Department of Emergency Medicine, Henan Provincial People's Hospital, Zhengzhou University People's Hospital
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Li Y, Chou M, Lin L, Tsai C, Lin M. Relationships between Willingness to Participate in the Nursing Clinical Ladder Program and Its Related Factors among Clinical Nurses. Healthcare (Basel) 2022; 10:369. [PMID: 35206983 PMCID: PMC8871538 DOI: 10.3390/healthcare10020369] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/12/2022] [Revised: 02/08/2022] [Accepted: 02/10/2022] [Indexed: 11/23/2022] Open
Abstract
The professional nursing competence ladder system can effectively inspire nurses’ work morale, improve quality of life, and avoid the issue of senior staff leaving the clinical setting. The aim of this study was to explore the willingness to participate in the professional nursing competence ladder system and its related factors among nurses. A cross-sectional study design with a structured questionnaire was used. Purposive sampling was employed, and 696 nurses who qualified to be promoted as N2 were recruited from a medical center in southern Taiwan. The results showed most nurses were willing to participate in the nursing ladder system. There were significant differences between willingness to participate in the ladder system and age, education level, as well as promotion experience. This study emphasizes the importance of intensifying internal encouraging factors and strengthening external encouraging factors to improve participation rates. Healthcare institutions could provide instruction on case report writing to increase nurses’ willingness to participate in the clinical ladder program.
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Pohl S, Battistelli A, Djediat A, Andela M. Emotional support at work: A key component for nurses’ work engagement, their quality of care and their organizational citizenship behaviour. International Journal of Africa Nursing Sciences 2022. [DOI: 10.1016/j.ijans.2022.100424] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022] Open
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