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Hospital Nurses (hospital + nurse)
Selected AbstractsWhat aspects of the job have most effect on nurses?HUMAN RESOURCE MANAGEMENT JOURNAL, Issue 1 2003Abraham Sagie The study reported here compared the influences of psychological constructs (job demands and scheduling control) and objective work characteristics (shiftwork, night-work and hospital department type) on job satisfaction, organisational commitment, burnout and withdrawal intentions. Our hypothesis was that psychological constructs have a higher influence on work-related attitudes than objective characteristics of work schedules. In addition to the main effects, we proposed an interactive hypothesis: poor attitudes would result from high demands and low control rather than from other combinations of both psychological variables. Using a sample of 153 hospital nurses in Israel, the hypotheses were generally supported. As night-work, shiftwork and working in intensive care units are unavoidable characteristics of the modern medical environment, these findings are meaningful for improving the personal adjustment of hospital nurses. [source] Causes and management of nursing practice errors: a questionnaire survey of hospital nurses in IranINTERNATIONAL NURSING REVIEW, Issue 3 2008M. Anoosheh rn Background:, Some human error in health care is inevitable. Research into the predisposing factors for these errors is an important step in their management. Aim:, To survey nurse perceptions of the contributing factors to nursing practice errors. Methods:, A descriptive survey was carried out in three selected educational hospitals in Tehran city. Data were collected by questionnaire and analysed using descriptive statistics. The study sample consisted of 96 nurses and nursing managers. A multistage sampling strategy was used. Results:, Results showed that from nurses' and nursing managers' perspectives, various factors could contribute to the occurrence of nursing errors in the ,management', ,environment' and ,nursing care' sections. In addition, there were differences between nurses working on various wards about the causes of nursing errors in each section. Conclusion:, A culture of safety recognizes that safety is ,no accident'. Rather, it requires a change in management practices, providing a suitable environment with the requisite supply of resources and infrastructure, and increasing nurses' knowledge. Outcomes that are identified from the process of practice error management should promote interventions designed to prevent future practice errors based on the above contributing factors. Limitations:, The study relied on self-report by a sample of nurses. These responses should now be tested by empirical research into actual nursing practice errors in order to test whether the nurses' perceived ideas of causation are substantiated. [source] Spirituality and job satisfaction among female Jewish Israeli hospital nursesJOURNAL OF ADVANCED NURSING, Issue 2 2010Aryeh Lazar lazar a. (2010) Spirituality and job satisfaction among female Jewish Israeli hospital nurses. Journal of Advanced Nursing 66(2), 334,344. Abstract Title.,Spirituality and job satisfaction among female Jewish Israeli hospital nurses. Aim., This paper is a report of a study conducted to examine the relationship between spirituality and hospital nurses' work satisfaction and to determine the unique contributions of various specific aspects of spirituality to their work satisfaction. Background., Spirituality has been indicated as a possible contributor to nurses' job satisfaction. However, few researchers have examined the relationship between spirituality and nurses' job satisfaction. Method., During 2007, 120 female Jewish Israeli hospital nurses responded to a questionnaire including a multidimensional measure of spirituality and a measure of overall job satisfaction. Results., Correlation analysis indicated a positive relationship between life coherency aspects of spirituality and spiritual values with job satisfaction. Hierarchical regression analysis indicated the particular importance of an idealistic spiritual orientation (positive contribution) and a transcendent spiritual orientation (negative contribution) to the prediction of nurses' job satisfaction. Conclusion., The relationship between spirituality and nurses' job satisfaction is complex. Hospital managers may be able to enhance job satisfaction by providing opportunities for nurses to satisfy their spiritual needs (in particular, altruistic and ideological orientations) on the job. In addition, nurses with a strong transcendent orientation may be identified and given special attention to increase the likelihood of job satisfaction. [source] Impact of recurrent changes in the work environment on nurses' psychological well-being and sickness absenceJOURNAL OF ADVANCED NURSING, Issue 6 2006Rik Verhaeghe MSc RN Aim., This paper is a report of a study of how the occurrence and appraisal of recurrent changes in the work environment of hospital nurses affect psychological well-being (i.e. job satisfaction, eustress and distress) and absence through illness. Background., Many researchers have demonstrated the impact of major organizational changes on employees' psychological well-being, but only a few have focused on the permanent consequences in work conditions. In a contemporary healthcare setting, an increased number of recurrent operational changes has become a normal characteristic of nurses' work environment. Specific work situations have frequently been associated with occupational stress, whereas employees' appraisal of recurrent changes as stressors and their relation to psychological well-being and health outcomes (i.e. sickness absence) have been dismissed. Methods., A cross-sectional questionnaire survey was conducted in 2003 with 2094 Registered Nurses in 10 general hospitals. Logistic regressions were used to investigate the impact on psychological well-being and prospectively measured rates of sickness absence (frequency and duration). Results., The occurrence of changes in the work environment (in the past 6 months) had had a negative impact on staff psychological well-being. Nurses who had been confronted with changes scored statistically significantly higher for distress. Changes appraised as threatening were negatively related to job satisfaction and eustress, and positively related to distress and sickness absence (frequency and duration). Changes appraised as challenging were positively related to job satisfaction and eustress but had no impact on distress and sickness absence. Conclusion., Future research should take into consideration the impact of the occurrence and appraisal of recurrent changes in the work environment of healthcare employees (i.e. Registered Nurses) on psychological well-being and sickness absence. This should also be considered by managers when dealing with these nursing workforce issues. [source] Continuing care after cancer treatmentJOURNAL OF ADVANCED NURSING, Issue 2 2003Brian Pateman MA MPhil RN DNT Background. Despite nearly three decades of debate and policy guidance there is evidence that, in the United Kingdom, patient hospital discharge remains problematic. District nurses, who deliver skilled home nursing care, receive referrals from hospitals for continuing nursing care needs. However, district nurses' expectations of appropriate patient referral from hospitals are not always achieved. In an attempt to improve services after hospital discharge, government policy has emphasized partnership between care providers, highlighting the need for smooth transition between care settings. Aim. To explore hospital discharge and referral procedures for patients with cancer, with particular emphasis on referrals made by hospital nurses to district nurses. Method. In-depth interviews were carried out with nurses actively involved in the discharge process as both referrers and recipients of referrals. Twenty nurses from a regional cancer centre and 20 district nurses from three adjacent primary care trusts were interviewed. Interviews were transcribed and analysed thematically, and themes compared between the two care settings. Conclusions. We conclude that competing sets of expectations, not only between hospital and community nursing settings, but amongst district nurses themselves, are a major factor impeding agreement on referral criteria and satisfaction with the referral process. [source] Cohesion among nurses: a comparison of bedside vs. charge nurses' perceptions in Australian hospitalsJOURNAL OF ADVANCED NURSING, Issue 4 2001Wendy Chaboyer PhD RN Cohesion among nurses: a comparison of bedside vs. charge nurses' perceptions in Australian hospitals Aim.,This study examines the extent to which hospital nurses view their working environment in a positive sense, working as a cohesive group. Background.,Despite the fact that nursing in Australia is now considered a profession, it has been claimed that nurses are an oppressed group who use horizontal violence, bullying and aggression in their interactions with one and other. Methods.,After ethical approval, a random sample of 666 nurses working directly with patients and all 333 critical care nurses employed in three large tertiary Australian hospitals were invited to participate in the study in the late 1990s. A mailed survey examined the perceptions of interaction nurses had with each other. The hypothesis, that level of employment (either Level I bedside nurses or Level II/III clinical leaders) and area of work (either critical care or noncritical care) would influence perceptions of cohesion, as measured by the cohesion amongst nurses scale (CANS) was tested. Results.,In total 555 (56%) surveys were returned. Of these, 413 were returned by Level I and 142 by Level II/III nurses. Of this sample, 189 were critical care and 355 noncritical care nurses. There was no difference between Level I and II/III nurses in mean CANS scores. It is interesting to note that the item rated most positively was ,nurses on the units worked well together', however, the item rated least positive was ,staff can be really bitchy towards each other' for both Level I and II/III nurses. There was no difference in CANS scores between critical care and noncritical care nurses. Conclusions.,Nurses working in Australian hospitals perceived themselves to be moderately cohesive but, as would be expected in other work settings, some negative perceptions existed. [source] Toward a Multidimensional Construct of Social Support: Implications of Provider's Self-Reliance and Request CharacteristicsJOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 7 2004Anat Drach-Zahavy The two studies reported here sought to propose a multidimensional taxonomy for providing social support, and to use an attachment-theory framework to investigate provision of support at work. Additionally, the studies sought to explore the distinct contextual considerations that affect decisions on the type of support provided. In Study 1, case studies were presented to 164 hospital nurses, who, taking the role of the head nurse, were asked to deal with a distressed staff nurse who was either high or low tenured, and whose cause of distress was either personal or job-related. In the second study, 55 nurses with various job tenures described the support behaviors of their superiors. In both studies, support interventions and attachment styles were measured. Results provided partial evidence of the multidimensionality of social support, and indicated that it contains 4 distinct support behaviors: helping, maintenance, referral, and encouragement of self-coping. Furthermore, the distinct support behaviors were affected by different attachment styles and contextual considerations. [source] Multi-institutional study of barriers to research utilisation and evidence-based practice among hospital nursesJOURNAL OF CLINICAL NURSING, Issue 13-14 2010Caroline E Brown Aims., The study aims were to explore the relationships between perceived barriers to research use and the implementation of evidence-based practice among hospital nurses and to investigate the barriers as predictors of implementation of evidence-based practice. Background., Evidence-based practice is critical in improving healthcare quality. Although barriers to research use have been extensively studied, little is known about the relationships between the barriers and the implementation of evidence-based practice in nursing. Design., Cross-sectional study. Method., Data were collected between December 2006,January 2007 for this cross-sectional study using computerised Evidence-Based Practice Questionnaire and BARRIERS surveys. A convenience sample (n = 1301) of nurses from four hospitals in southern California, USA, participated. Hierarchical multiple regression analyses were performed for each of the three dependent variables: practice, attitude and knowledge/skills associated with evidence-based practice. BARRIERS subscales were used as predictor variables. Results., The perceived barriers to research use predicted only 2·7, 2·4 and 4·5% of practice, attitude and knowledge/skills associated with evidence-based practice. Conclusions., It was unexpected that the barriers to research use predicted such small fractions of practice, attitude and knowledge/skills associated with evidence-based practice. The barriers appear to have minimal influence over the implementation of evidence-based practice for most hospital nurses. Relevance to clinical practice., In implementing evidence-based practice, the focus on barriers to research use among general nursing staff may be misplaced. Further studies are needed to identify the predictors of evidence-based practice and to identify the subset of nurses who are most amenable to adopting evidence-based practice. [source] Organisational climate, organisational commitment and intention to leave amongst hospital nurses in TaiwanJOURNAL OF CLINICAL NURSING, Issue 11-12 2010Shwu-Ru Liou Aims and objectives., To examine: (1) Taiwanese nurses' perceptions of organisational climate, levels of organisational commitment and intention to leave, as well as relationships between these three variables; (2) demographic differences in the levels of these variables; and (3) mediating effects of organisational commitment on the relationship between organisational climate and intention to leave. Background., Organisational climate is related to organisational commitment and affects nurses' performances and attitudes towards an organisation. Design., A cross-sectional, descriptive design. Method., Registered nurses working in eight hospitals in southern Taiwan for more than six months were recruited. Data were collected using the Litwin and Stringer's Organisational Climate Questionnaire, Organizational Commitment Questionnaire and a five-item scale measuring intention to leave. Questionnaires were distributed to 612 potential participants; 486 valid returned questionnaires were analysed. Results., The study's participants were generally satisfied with their hospital's climate and yet claimed low commitment to their organisation and, nevertheless, reported low intention to leave their job. Single nurses were more satisfied with their hospital's climate and were more committed to their hospital and had a lower intention to leave their job compared to married nurses. Nurses working in district hospitals perceived a better hospital climate and had a lower intention to leave than nurses working in teaching or regional hospitals. Staff nurses perceived a better organisational climate than did nurse managers. Organisational climate, organisational commitment and intention to leave were intercorrelated. Organisational climate had almost 60% indirect effect on organisational commitment related to intention to leave. Conclusions., Creating a good organisational climate may increase nurses' organisational commitment and, in turn, decrease their intention to leave. Relevance to clinical practice., To motivate nurses' positive organisational behaviours and to address their diverse needs, hospital administrators are encouraged to understand nurses' work-climate perceptions and to address nurses' varied demographic factors. [source] Job stress, recognition, job performance and intention to stay at work among Jordanian hospital nursesJOURNAL OF NURSING MANAGEMENT, Issue 3 2008RAEDA FAWZI ABUALRUB PhD Purpose, To investigate: (1) relationships between job stress, recognition of nurses' performance, job performance and intention to stay among hospital nurses; and (2) the buffering effect of recognition of staff performance on the ,stress,intention to stay at work' relationship. Background, Workplace stress tremendously affects today's workforce. Recognition of nurses' performance needs further investigation to determine if it enhances the level of intention to stay at work and if it can buffer the negative effects of stress on nurses' intention to stay at work. Design and methods, The sample of the present study was a convenience one. It consisted of 206 Jordanian staff nurses who completed a structured questionnaire. Results, The findings of the study indicated a direct and a buffering effect of recognition of nurses' performance on job stress and the level of intention to stay at work. Conclusion, The results of the study indicated the importance of recognition for outstanding performance as well as achievements. Implications for nursing management, The results of this study support the need to focus on the implementation of recognition strategies in the workplace to reduce job stress and enhance retention. [source] Australian hospital generalist and critical care nurses' perceptions of doctor,nurse collaborationNURSING & HEALTH SCIENCES, Issue 2 2001Wendy P. Chaboyer RN Abstract Previous researchers have indicated that collaborative practice between doctors and nurses results in positive effects on patient care, health-care costs and provider satisfaction. Despite these benefits, collaborative practice appears to be the exception, rather than the dominant pattern, within health care. A collaborative relationship cannot evolve if individuals do not value and respect others' competencies. This study, a mailed survey, used the Collaboration with Medical Staff Scale to compare the perceptions of doctor,nurse collaboration held by critical care nurses and generalist hospital nurses. The hypothesis that critical care nurses perceive there to be greater collaboration with doctors than their generalist nurse colleagues was supported even after taking into consideration education and experience. These results suggest that critical care is an area that might be useful when trying to understand the dimensions and implications of collaboration among health professionals. [source] Reforming hospital nursing: the experiences of Maria MachinNURSING INQUIRY, Issue 4 2006Carol Helmstadter The reform of hospital nursing in the last quarter of the nineteenth century brought nursing leaders into conflict with the gendered and class bound structure of Victorian society. The experiences of Maria Machin are used in this article as an example of the barriers nursing leaders had to overcome in order to establish a competent nursing service. While Machin was eminently successful in improving patient care and expanding the knowledge base of her nurses, she could not change the perceptions of nursing which the public at large held. At the beginning of the nineteenth century hospital nurses had been essentially cleaning women who gave some of the less important nursing care. They formed a cheap service which many hospital governors considered a relatively low priority in the overall operation of the hospital. This view of nursing persisted long after the reformers had made nursing into something quite different. Machin's nursing career also illustrates how nursing participated in a major aspect of British imperialism, the export of professional expertise and administrative skills as well as the way nursing fitted into the rise of the new professionalism. [source] Association between psychosocial factors and musculoskeletal symptoms among Iranian nursesAMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 10 2010Ramin Mehrdad MD Abstract Background While psychosocial factors have been associated with musculoskeletal symptoms among nurses in some countries, previous studies of Iranian nurses show little association using a demand and control questionnaire. The aim of this study is to assess and evaluate the prevalence of musculoskeletal symptoms and to assess their relationships with psychosocial factors among nurses in Iran. Methods In a cross-sectional study, 347 hospital nurses completed a self-reported questionnaire containing the Standardized Nordic questionnaire for musculoskeletal symptoms and the General Nordic questionnaire for Psychological and Social factors at work (QPS Nordic 34+ Questionnaire). Results Prevalence of low back pain, knee pain, shoulder pain, and neck pain were 73.2%, 68.7%, 48.6%, and 46.3%, respectively. Middle and high stress groups had higher crude and adjusted odds than the low stress group for all body sites. The association for neck, wrist/hand, and upper back and ankle/foot reports (adjusted odds ratio for high stress ranging from 2.4 to 3.0) were statistically significant. Conclusions We observed a high prevalence of self-reported musculoskeletal symptoms at a number of body sites, which were associated with psychosocial factors and specifically stress as defined by the QPS Nordic 34+ Questionnaire. Am. J. Ind. Med. 53:1032,1039, 2010. © 2010 Wiley-Liss, Inc. [source] | ||||||||||