Healthy Work Environment Research Articles

The characteristics and factors associated with omitted nursing care in the intensive care unit: A cross-sectional study

IntroductionPrior research showed that work environment features in acute care settings influence nurses’ capacity to provide care and impacts patient outcomes (e.g., falls). However, little is known about this phenomenon in the intensive care unit. The objectives of this study were to describe the characteristics of omitted nursing care, and to examine the associations between work environment features, omitted nursing care and nurse-reported outcomes in the intensive care unit. MethodsAn electronic cross-sectional correlational study was conducted in the province of Quebec, Canada. Over September 2021, nurses were asked to complete the Healthy Work Environment Assessment Tool (HWEAT), the Intensive Care Unit Omitted Nursing Care instrument (ICU-ONC) and to report their perceptions of nurse-reported outcomes (e.g., quality of care). The associations between these variables were estimated using multivariable cluster-robust regression models, adjusted for nurse and hospital characteristics. ResultsA total of 493 nurses from 42 distinct hospitals participated to this study. On average, nurses felt that their work environment was acceptable, and that the quality and safety of patient care was good. Basic care activities (e.g., mobilisation) were most frequently reported as omitted as opposed to those related to surveillance and medical interventions. In multivariable analyses, higher work environment scores were associated with reduced omitted nursing care scores (p < 0.001) and better ratings for nurse-reported outcomes (p < 0.001). Also, higher omitted nursing care scores were associated with more negative perceptions about the quality and safety of care (p < 0.001). ConclusionOur study portrays the characteristics and some factors associated with omitted nursing care in the intensive care unit. Further research should determine whether intensive care nurses’ reports of organisational features and omitted nursing care are associated with objectively captured patient outcomes.

Clinical Pearls.

Most children born with a congenital heart defect (CHD) survive; however, those who require intervention during the neonatal period are more susceptible to neurodevelopmental disabilities. Developmental care improves outcomes in premature infants, but little evidence addresses the impact on infants with CHD.Elhoff and colleagues evaluated the use of developmental care rounds in their pediatric cardiac intensive care unit for a 2-year period. Their developmental care rounds comprise the following: Families are included in developmental care rounds and are asked at the start how they have been able to interact/bond with their infant. This guides the discussion on the plan of care.A weekly facilitator selects the patients to include in the rounds, on the basis of established criteria, and provides the family 24 hours’ notice.The team includes various disciplines such as physical, occupational, and/or speech therapists, child life, social work or chaplain, bedside nurse, and the therapy leader.Use of developmental care rounds in this unit showed sustained family involvement in more than 85% of rounds during the 2 years. The team used a virtual format during the pandemic but later moved to a hybrid format that still allows participation of team members and families who cannot be physically present.See Article, pp 494-498Patients with COVID-19–related acute hypoxemic respiratory failure and prolonged mechanical ventilation may require a tracheostomy. Research reports on COVID-19 transmission during a tracheostomy procedure have shown limited viral transmission, yet the reports have been primarily anecdotal.Standiford and colleagues investigated the rate of transmission of COVID-19 to health care workers (HCWs) during a tracheostomy protocol, as well as HCWs’ beliefs and attitudes on safety. They found Ninety-two percent of the HCWs described feeling extremely or moderately safe during the procedure.Five percent of the HCWs reported new symptoms or a positive COVID-19 test within 21 days after the tracheostomy procedure.Seven percent reported breaches of procedure protocol.The findings show that most HCWs were familiar with and adhered to institutional protocols. The authors recommend multidisciplinary engagement in development and implementation of tracheostomy procedure protocols as well as dedicated tracheostomy teams to streamline the procedure and limit the number of providers potentially exposed to COVID-19.See Article, pp 452-460Effective teamwork consists of interprofessional collaboration, cooperation, coordination, communication, and partnership. Intensive care units (ICUs) with low levels of these are often associated with worse patient outcomes and staff satisfaction. Provision of high-quality care depends on a healthy work environment (HWE), yet little is known about the perceptions of ICU teamwork from a “whole team” perspective.Pun and colleagues surveyed more than 3500 staff (nurses, nursing assistants, pharmacists, physicians, rehabilitation therapists, and respiratory therapists) on their perceptions of ICU teamwork and HWE. They found Overall scoring of interprofessional team collaboration was 3.92 (scale 1-5), with nursing assistants scoring the highest (4.18) and pharmacists the lowest (3.83).Scores on the HWE Assessment Tool (scale 1-5) were similar (3.45): highest for physician trainees (3.66), lowest for respiratory therapists (3.38).Among all the professions, nurses rated the appropriate staffing domain the lowest.The ratings for teamwork and HWE by the ICU team could be considered good but not great. The authors suggest that specific training on interprofessional communication and leadership occur in professional schools and in health care organizations.See Article, pp 443-451Many terms are used to describe major medical treatments—such as life support, life-sustaining treatment, withdrawing treatment—and the definitions have become more complicated as technology and care have evolved. The result is confusion for patients and families who must make a decision about the use of major medical treatments.Pecanac and colleagues explored the dialogue that patients and families used to describe their experience with decision-making about major medical treatments for themselves or someone else. They found Respondents’ descriptions indicated that they conceptualized major medical treatments as “keeping the patient alive” and forgoing major medical treatments as meaning that death would occur.Respondents understood that major medical treatments can have adverse consequences, such as pain or an undesirable neurological state.Understanding how patients and families make sense of major medical treatments can help clinicians during decision-making conversations.See Article, pp 461-468

Interprofessional Team Collaboration and Work Environment Health in 68 US Intensive Care Units.

Safe, reliable, high-quality critical care delivery depends upon interprofessional teamwork. To describe perceptions of intensive care unit (ICU) teamwork and healthy work environments and evaluate whether perceptions vary by profession. In August 2015, Assessment of Interprofessional Team Collaboration Scale (AITCS) and the American Association of Critical-Care Nurses Healthy Work Environment Assessment Tool (HWEAT) surveys were distributed to all interprofessional members at the 68 ICUs participating in the ICU Liberation Collaborative. Overall scores range from 1 (needs improvement) to 5 (excellent). Most of the 3586 surveys completed were from registered nurses (51.2%), followed by respiratory therapists (17.8%), attending physicians (10.5%), rehabilitation therapists (8.3%), pharmacists (4.9%), nursing assistants (3.1%), and physician trainees (4.1%). Overall, respondents rated teamwork and work environment health favorably (mean [SD] scores: AITCS, 3.92 [0.64]; HWEAT, 3.45 [0.79]). The highest-rated AITCS domain was "partnership/shared decision-making" (mean [SD], 4.00 [0.63); lowest, "coordination" (3.67 [0.80]). The highest-scoring HWEAT standard was "effective decision-making" (mean [SD], 3.60 [0.79]); lowest, "meaningful recognition" (3.30 [0.92]). Compared with attending physicians (mean [SD] scores: AITCS, 3.99 [0.54]; HWEAT, 3.48 [0.70]), AITCS scores were lower for registered nurses (3.91 [0.62]), respiratory therapists (3.86 [0.76]), rehabilitation therapists (3.84 [0.65]), and pharmacists (3.83 [0.55]), and HWEAT scores were lower for respiratory therapists (3.38 [0.86]) (all P ≤ .05). Teamwork and work environment health were rated by ICU team members as good but not excellent. Care coordination and meaningful recognition can be improved.

The influence of authentic leadership on nurses' turnover intentions and satisfaction with quality of care in Saudi Arabia: A structural equation modelling study.

The study aimed to test a model that examined the relationships between authentic leadership, psychological safety, work engagement and team effectiveness and subsequent effects of team effectiveness on job turnover intentions and nurse satisfaction with quality of care. Nurse leaders who exhibit authentic leadership have been shown to contribute to the development of healthy work environments. In workplaces with demonstrated authentic leadership, nurses are more engaged and have lower job turnover intentions. A non-experimental, cross-sectional design was used to test the hypothesized model via structural equation modelling. A total of 456 nurses were included. Structural equation modelling analysis indicated a good fit for the hypothesized model. Authentic leadership had a positive, significant and direct relationship with team effectiveness, nurses' work engagement and psychological safety. Team effectiveness was found to be negatively related to job turnover intentions but positively related to nurse satisfaction with quality of care. Results of this study may help nursing leaders have a better understanding of the essential role of leadership style in increasing healthy work environments. Applying authentic leadership style in nursing practice could help to reduce the shortage of nurses stemming from the high turnover intentions of nurses.

Lean Thinking into the modular construction of industrial buildings. Identifying the role of daylight

The necessity of energy equilibrium in industrial building stock must be addressed at design level in order to optimise use of materials without jeopardising the functional outcome. To do so effectively, the designer should incorporate a light use vs availability balance that will harness as much natural light resources as possible without creating unfavourable conditions due to over-exposure and thermal gains/losses. This work is an exploration between the relationship of sustainability with Lean thinking in the backdrop of sustainable and Lean construction. Exploring the benefits of lean and sustainable construction is about exploring how one can bring about great environmental, economic and social gains with the minimization of energy use, natural waste, environmental impacts as along with the creation of a healthy and productive work environment are the focus of sustainability in the construction industry. In effect answering how Daylight and Lean Thinking Principles can lead to optimizing Industrial buildings in terms of design and execution.

A Clarifying Look at Respectful and Equitable Practice and Healthy Work Environments for Nursing Professional Development Practitioners.

Geyer, Latrina T. PhD, RN, NPD-BC, NEA-BC; Cameron, Vanessa MSN, RN, NPD-BC, CEN, CNL; Carraher, Jean DNP, RN, NPD-BC, NE-BC, CCRN-KEditor(s): Maloney, Patsy EdD, RN, NPD-BC, NEA-BC; Harper, Mary G. PhD, RN, NPD-BC, NPDA-BC Author Information

Workplace harassment as a cause for the termination of the employment relationship in Ecuador

Ecuadorian legislation, as of 2017, recognizes for the first time the legal figure of workplace harassment, through the Organic Law Reforming the Organic Law of Public Service and the Labor Code to prevent Workplace Harassment. Although there were already regulations that prohibit ill-treatment and guarantee the right to a healthy work environment, the relevance of this figure lies in the fact that it is currently considered an eminent psychosocial risk; and, there is already a general regulatory framework that regulates the private and public spheres to prevent and deal with these acts that threaten the integrity and health of workers. The objective of this research is to analyze workplace harassment as a cause for the termination of the employment relationship, the complaint procedure before the Labor Inspectorate and its legal effects. This qualitative research uses the inductive - deductive method and will allow to focus from reality, the application of national regulations and their effects regarding the employment relationship.

Relationship between Nurse Managers' Psychological Capital and their Ability to Create Healthy Work Environment as Perceived by Nurses

Relationship between Nurse Managers' Psychological Capital and their Ability to Create Healthy Work Environment as Perceived by Nurses

Vogue of leadership research: a bibliometric analysis

Leadership is the utmost influential element of the organization since leaders generate a healthy work environment. There is a dearth of studies conducted on Bibliometric analysis of leadership research in the current period. This kind of study is not available during the period of 2018-2022. From the SCOPUS database, Meta-data was collected for this study. For this study 700 scholarly works reviewed. The increasing trend of publications is observed in leadership research using longitudinal data. It is evident that the researchers from the USA rule the chart on the quantum of research done in the field of leadership research. Using the thematic map, the study of 700 scholarly works divided into four clusters, including basic, motor, niche and emerging themes. Within these more prominent themes and their associated subthemes, paves the way to novel directions in research.

Healthy Work Environments: An Interprofessional Partnership Model to Promote Positive Workplace Culture

Background: Healthy work environments (HWEs) are a primary focus of leaders in health care. Many nurse- specific HWE initiatives exist to improve workplace culture; however, workplace harm persists. An interprofessional partnership model is needed to sustain healthy workplace cultures to promote engagement among providers and employees, and safe, high-quality patient care. Methods: The 5-Stage Process® is a method for teams to openly examine workplace behavior, co-creating their future using continuous quality improvement strategies of Team Building, Assessment, Implementation, Evaluation, and Sustainability. To ensure success, each stage should be completed with focused attention to the concrete strategies the team needs to take to sustain the healthy work environment. Results: The entire 5-Stage Process® was used by interprofessional teams from the specialties of Perinatology and Radiology at major health care institutions in the Midwest and Perioperative in the Northeast United States. Each team implemented one-on-one conflict resolution techniques, and one team noted improvements in employee engagement scores from 60% to 86%, patient satisfaction from 74% to 85%, safety perception scores from 70% to 79%, and teamwork perception scores from 82% to 84%. Conclusion: The interprofessional partnership 5-Stage Process® may be a successful method to continuously improve workplace cultures and ultimately improve patient safety and provider and staff satisfaction. Sustaining healthy work environments requires leaders’ constant focus and dedication to partnership techniques to ensure that new healthy behaviors persist.

THE IMPORTANCE OF AN APPRENTICESHIP SYSTEM IN THE CONSTRUCTION FIELD FOR SAFE AND PRODUCTIVE WORK

Problem statement. The article presents the research results of the workplace training process for workers hired for the first time or repeatedly in the field of construction production. The problem of traumatism high level in construction has been revealed. The main approaches to determining the effectiveness of the labor protection system at the existing construction sites were highlighted. An analysis of the industrial injuries occurrence, the possibilities of its elimination, and the main directions that should be developed in the future to preserve the lives of workers in the construction industry were given. The authors have studied the developments and articles of other scientists, both foreign and Ukrainian. Factors of safety, which must be included in the complex process of the building project management are given. The analysis of the main accidents’ causes at work is carried out, and it is shown that the probation at the workplace is the most important element in the integral system of workers’ training using safe methods and techniques of work. The purpose of the article was to analyze the adverse factors influencing the increase in workplace injuries. In addition, it becomes obvious that the construction industry will be the most in demand in the future. The analysis of the European Union’ countries was carried out with the goal of creating a healthy and safe working environment. The importance of improving the theory and innovative approaches to the complex system of labor protection, the introduction of creative and new methods and approaches was emphasized. The given scheme of apprenticeship and its consolidation at the state level with regular inspections will help to cope with this. It has been proved that by creating a flexible algorithm for testing employees' knowledge of safe work practices, it is possible to consolidate the own system at the state level and reduce the level of industrial injuries in the construction production. The idea of the unified system for apprenticeship is offered. Examples of the use of effective systems in foreign practice in the construction industry are given.

Mine ventilation system reliability evaluation based on a Markov chain

Mine ventilation systems play a key role in creating and sustaining a healthy and safe working environment within the mine, and as such, should always be maintained at optimal performance levels. This paper establishes a model based on Markov chain that can quickly evaluate the reliability of the ventilation system. Firstly, the operation status of the ventilation system is divided into normal, risk and failure. Then, according to the failure rate and repair rate of the system, the operation state of the system under the specified total operation time T and time interval Δt is simulated based on Monte Carlo method, the Markov chain state transfer probability matrix of the system can be obtained. Combined with the current operation state of the system, the reliability indexes such as the system operation state transfer probability and the steady state probability in the future can be quickly analyzed to realize the rapid evaluation of the operation reliability of the ventilation system. Finally, the model is used to evaluate the reliability of XQ mine ventilation system, which shows the effectiveness of the model. This research provides theoretical reference and technical support for mine safety production.

Quality of life among seafarers aboard the government passenger ships at Kochi Port.

Quality of shipboard life plays a significant role, as for a seafarer the ship is both his workplace and home for extended periods. Physical, psychological, social and environmental factors have a substantial impact on the seafarers' quality of life and work. The aim of the study was to analyse the domains determining the factors associated with the seafarers' quality of life at Kochi Port, India. This was a cross-sectional study in which 302 Indian seafarers took part in the research and was conducted in January-February, 2020. WHOQOL-BREF scale was used to explore the four domains of quality of life, and the participants had to rate their perceived satisfaction in each of the domains. The trained researcher conducted a face-to-face interview session using a structured questionnaire. Bivariate and multivariate analysis was used to determine associations and predictors for quality of life, respectively. The majority (80%) of the seafarers were married and were from a rural area (74%). The mean score (standard deviation) was highest for the psychological domain 70.9 (10.5), followed by environmental domain 69.9 (13.2), social relations domain 68.5 (16.9) and physical domain 61.2 (12.8), respectively. A significant association was found between age and the psychological domain (p < 0.05). At the same time, the area of residence had a significant association with physical and psychological domains whereas marital status with physical, psychological and environmental domains (p < 0.05). Daily working hours had a significant association with psychological domains and work experience with the physical and psychological domains (p < 0.05). The findings of this study are an indication for the health policy makers to focus on interventions for improving the quality of life among the seafarers and would also help in enhancing healthy work environments for them.

Pengaruh Knowledge Hiding, Psychological Distress, Psychological Stress terhadap Job Performance Pegawai RSJ

Abstract: Purpose: This study aims to analyze Knowledge Hiding (KH), Psychological Distress (PD), Psychological Stress (PS) on Employees at Mutiara Sukma Mental Hospital NTB. Research Methodology: The sample used was purposive sampling to 125 employees of RSJ Mutiara Sukma NTB by distributing online questionnaires. Using the Multiple Linear Regression Analysis method with SPSS version 23 program. Result: The results showed that KH had no effect on Job Performance (JP), PD had a positive effect on JP, while PS had a negative effect on JP. Limitation: This research was only carried out at Mutiara Sukma Hospital, NTB, so it cannot represent organizations engaged in other fields. The variables in this study contain KH, PD, PS, to see their effect on Job Performance. ContributionResearchers hope this research is able to provide an overview to management about the conditions that occur in the organization, and hopes to provide views on managing, and maintaining a healthy work environment so that it can affect the performance of members. Researchers found different results with previous studies. In this study, PD has a positive effect on JP, and KH has no effect on JP. Keywords: 1. Knowledge hiding 2. Psychological Distress 3. Psychological Stress 4. Job Performance

A Healthy Work Environment in the Slovenian Hotel Industry: Views of Employees Affected by the COVID-19 Pandemic

Previous research has mostly overlooked the hotel employee- -related perspectives on (occupational) health, including its relation to pandemics (such as COVID-19). This research examines this perspective focusing on the case of the Slovenian hotel industry. An anonymous web questionnaire, as the only practical option, was sent during the lockdown to potential respondents from hotels throughout the country. For the analysis, the following approaches were employed: univariate analysis, the check of reliability and confidence intervals for the means, principal component analysis with Varimax rotation, and Spearman's and Pearson's rank-order correlations. The majority of respondents changed their attitude towards health during the pandemic (χ2 = 2.66). Using PCA, dimensionality-reduction of the dataset was implemented. A five-component solution, in which components account for 60.3% of the total variance, was identified. Due to low rs and rp, all components are negligibly correlated to demographic characteristics as well as to the respondents' changing health concerns due to COVID-19.

IMPACT OF CORPORATE SOCIAL RESPONSIBILITY ON FINANCIAL PERFORMANCE: MEDIATING ROLE OF QUALITY OF WORK LIFE

This study examines the influence of perceived corporate social responsibility (CSR) on corporate financial performance (CFP). Based on win-win paradigm, this study uncovers the mediating role of Quality of Work Life (QWL) on CSR-CFP nexus. A questionnaire based cross-sectional survey was conducted to accumulate data from 355 employees working in public and private sector banks of Pakistan. Structural Equation Modeling (SEM) was used to examine the hypotheses. The results depict that CSR is positively related with CFP, and employee QWL partially mediates this relationship. According to our noesis, the review of previous literature regarding the association of CSR and CFP reveals that QWL has not been empirically tested as a mediator between these two variables. This study findings proposes that banks engaged in CSR activities are actually establishing a healthy work environment for their employees which ultimately helps the banks to improve their financial performance. This study highlights the importance of CSR activities for enhancing the CFP of the banking sector in the developing countries. Keywords: Corporate Social Responsibility, Quality of Work Life, Agency Theory, Financial Performance.

SOVERIGNITY OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATION EFFECTIVENESS AND DEVELOPMENT

Human Resource Management is a critical function in both the corporate and public sectors. The process addresses several operational objectives, including recruitment, providing proper training to the employee, selecting the employee, assessing the employee, motivating and maintaining a proper relationship with the employee, and ensuring the welfare and health of the employees in the organisation through laws enacted by the relevant state and country. Human resource management is the process through which an organisation makes use of its limited skilled staff. The fundamental goal is to make the most use of the organization's existing human resources. One of the primary goals of human resource management in the firm is to offer employees with a good working environment. The actions that promote the employee's dignity and growth in the organisation are referred to as the quality of work life. It enables employees to collaborate inside the organisation and the activities, adjustments, and improvements required for goal achievement, improving quality of life, and increasing organisational effectiveness. The purpose of this paper is to discuss the effects of human resource management on organisational performance and development. In recent times, organisations have focused not just on employees for work-related aspects, but also on an employee's overall well-being. Human resource management is comprised of four major functions they are Human resource acquisition, development, maintenance, and motivation. These are the fundamental elements or critical stages that assist an organization in achieving its objectives. It is a truth that the employee's life cannot be compartmentalised and that any disruption in the employee's personal life will disrupt the professional life as well. As a result, human resource management works for the overall growth of the employee by minimising stress and providing a healthy work environment.

Relationship between Stress Perceived and Gastrointestinal Symptoms in Intensive Care Nurses During COVID-19 Pandemic: A Cross-Sectional Study

The purpose of this study is to determine the relationship between perceived stress and gastrointestinal (GI) symptoms during the COVID-19 outbreak in the intensive care unit (ICU) nurses. This cross-sectional study was conducted with 170 nurses working in the ICUs of a hospital in eastern Turkey. Descriptive, chi-square and multiple linear regression analyses were used to analyze data. In the last three months, 48.2% of the nurses had complaints such as heartburn, 44.1% abdominal distension, 41.7% diarrhea/ constipation. The mean perceived stress level experienced by the nurses was found to be 29.30±5.73. Results from regression analysis included perceived stress score, gender, perceived health status, diet, having been infected with COVID-19 before and risk degree of the ICU in question in terms of COVID-19 revealed a statistically significant associated with scores obtained from GI symptoms. Perceived stress level, health perception status, having been infected with COVID-19 before and the high-risk status of the intensive care unit in question for COVID-19 were predictive factors for the occurrence of gastrointestinal symptoms. These findings may provide a basis for creating a healthy work environment where factors contributing to work-related stress are reduced and coping strategies are developed. Keywords: gastrointestinal symptoms, intensive care, nurses, stress

The Role of Emotional Intelligence in Effective Management: A Mental Health Perspective

This research explores the pivotal role of emotional intelligence (EI) in effective management from a mental health perspective. The study delves into the impact of EI on both managers and their subordinates, emphasizing its significance in fostering a healthy work environment. The investigation employs a mixed-methods approach, combining qualitative and quantitative analyses. The results illuminate the correlation between EI and mental well-being, shedding light on the intricate interplay between emotional intelligence and effective management practices. The findings underscore the importance of integrating emotional intelligence training into managerial development programs to enhance overall workplace mental health.

Mediating effect of job performance between emotional intelligence and turnover intentions among hospital nurses during the COVID-19 pandemic: A path analysis

BackgroundNursing shortages are a persistent and concerning problem for the nursing workforce worldwide. However, the COVID-19 pandemic has brought additional stressors and workloads and has worsened nursing shortages. AimTo investigate interrelationships among emotional intelligence, job performance, and turnover intentions of nurses during the coronavirus disease 2019 (COVID-19) pandemic, and explore the mediating effect of job performance between emotional intelligence and turnover intentions. MethodsA cross-sectional survey was conducted. In total, 673 nurses working in a medical centre hospital in northern Taiwan were recruited from November 2020 to April 2021. An anonymous questionnaire was used in this survey. Data were collected using a seven-item turnover intention scale, a 16-item emotional intelligence scale, a 24-item job performance scale, and demographic questions. A path analysis was performed. This study was based on STROBE guidelines. FindingsStatistically significant correlations between turnover intentions and emotional intelligence (r = −0.10, p = 0.012), between turnover intentions and job performance (r = −0.13, p = 0.002), and between emotional intelligence and job performance (r = 0.54, p < 0.001) were detected. Model fit indices were adequate. Job performance had a significant indirect effect between emotional intelligence and turnover intentions (β = −0.16, p = 0.011). DiscussionIt was found that job performance was a mediator between emotional intelligence and turnover intentions during the pandemic. The study results support the need to continue to create healthy work environments. ConclusionThese results can assist hospitals in developing specific evidence-based interventions such as showing appreciation and providing acknowledgments to reduce turnover of their nurses during the COVID-19 pandemic.