Individual Workload Perception Research Articles

The Effects of Workload Excess on Quality of Work Life in Third-Level Healthcare Workers: A Structural Equation Modeling Perspective.

Examining the workload and working conditions of healthcare workers is crucial regarding the quality of the work life of employees and the quality of services provided. This study aims to determine the effects of the perceptions of workload on the quality of work life of health personnel working in two different tertiary hospitals affiliated with the Ministry of Health and the Higher Education Institution in Türkiye with structural equation modeling. This study was conducted in two hospitals in Malatya province: İnönü University Turgut Özal Medical Center affiliated with the Higher Education Institution and Malatya Training and Research Hospital affiliated with the Ministry of Health. The mean score of the Individual Workload Perception Scale was 106.18 ± 16.5, and the mean score of the Work-related Quality of Life Scale was 66.39 ± 15.33. Total workload scores had a statistically significant positive effect on total quality of work life scores (β1 = 0.98; p = 0.001). It was concluded that there was a statistically significant relationship between workload and quality of work life and age, unit of employment, working time in the profession, and hospital type.

Covid-19 Pandemisi Sürecinde Yoğun Bakımda Çalışanların İş Yüküyle Tükenmişlik Düzeyi Arasındaki İlişki

The research is a cross-sectional and descriptive study that examines the relationship between the increased workload in Covid-19 intensive care units and the burnout levels of nurses. The study population consists of nurses working in Covid-19 intensive care units. The sample was composed of nurses who met the inclusion criteria for the study and volunteered to participate in the research at Yıldırım Beyazıt University Training and Research Hospital. Pandemic is generally defined as the worldwide spread of a previously unseen disease. Pandemics have a high rate of infecting and causing fatalities in the global population. Along with pandemics, come various societal issues affecting areas such as work, the economy, education, and, notably, the healthcare sector. The unprecedented Covid-19 pandemic has placed immense pressure on the healthcare sector worldwide, exacerbating pre-existing workloads and burnout issues. In our study addressing this problem, questions were posed using a sociodemographic data form, the Maslach Burnout Inventory, and the Individual Workload Perception Scale. The collected data was analyzed, and the findings were compared with the literature to draw conclusions. Recommendations were made based on these analyses. Key words: Covid-19, Nursing, Workload, Burnout

The Effect of COVID-19 Pandemic on the Quality of Work Life, Workload, and Burnout in Intensive Care Nurses

Objective: To examine the quality of work-life, workload, and burnout in ICU nurses during the COVID-19 pandemic in Turkey.
 Methods: Cross-sectional online survey study conducted. The data were collected with the Nurse Information Form, Quality of Nursing Work Life Scale (QNWLS), Individual Workload Perception Scale-Revised (IWPS-R), and Burnout Measure-Short version (BMS). For a better understanding of the impact of the pandemic, nurses were asked to evaluate the questions on these scales twice, taking into account the working conditions/environment in the (1) pre-pandemic and (2) pandemic periods.
 Results: A total of 249 nurses were included. Total and subscales of QNWLS, IWPS-R and BMS scores indicated significantly lower quality of work life, high workload and burnout during the pandemic period compared to pre-pandemic (128.12±10.86 vs. 71.46±7.37 points for QNWLS; 101.93±8.98 vs. 61.09±7.41 points for IWPS-R; 20.93±2.03 vs. 56.02±2.46 points for BMS; p=0.001 for all). A significant correlation was found between nurses' workload and burnout level and their work hours in the pandemic ICU, weekly work hours, and the nurse:patient ratio (p

Evaluation of the relationship between individual workload perception and compliance with isolation measures of emergency and critical care nurses.

As a result of the coronavirus 2019 (COVID-19) pandemic, compliance with isolation measures has become challenging. To evaluate the individual workload perception and compliance with isolation measures of nurses working in the emergency service and critical care unit during the COVID-19 outbreak. This descriptive correlational study was carried out in the emergency service and critical care unit of a public hospital between April 20 and May 20, 2021. A total of 153 nurses working in the emergency service and critical care unit who agreed to participate in the study were included in the study. Nurses from a state hospital's emergency department and critical care unit (n = 153) were included in the study sample. The impression of overall individual workload by nurses and compliance with isolation (r = 0.153; p < 0.05) had a positive, weak, and significant relationship. The Isolation Measures Compliance Scale resulted in a mean score of 70.70±5.35. The mean score on the Individual Workload Scale for nurses was moderate (3.22±0.54). The low perception of individual workload of nurses working in the emergency service and critical care unit during the COVID-19 pandemic increased the compliance with isolation measures.

Huzurevleri ve yaşlı rehabilitasyon merkezlerinde çalışanların iş yükü algısı ile tükenmişlik düzeyleri arasındaki ilişkinin incelenmesi

Aim: To identify the relationship between workload perception and burnout levels of employees at nursing homes and elderly rehabilitation centers. Materials and Methods: This cross-sectional study was conducted at private and public nursing homes and elderly rehabilitation centers in Istanbul. An Information Form that questioned demographic characteristics, the Individual Workload Perception Scale and Maslach Burnout Inventory were used to collect data on the employees (n=777) that provided elderly care at these facilities. Results: Averages total scores of the emotional exhaustion, depersonalization, personal accomplishment sub-dimensions of the Maslach Burnout Inventory and the average total score of the overall scale were calculated as 23.34±7.35, 9.87±4.56, 17.22±5.47, and 50.44±13.77, respectively. Individual workload perception had statistically significant relationships with emotional exhaustion, depersonalization, and personal accomplishment (F=39.273, p=0.001; F=23.894, p=0.001; F=33.971; p=0.001). Conclusion: A significant relationship was observed between the increase in manager support, coworker support, unit support, and the decrease in the total burnout level.

Translation and Validation of the Individual Workload Perception Scale-Revised for Portuguese Nurses.

(1) Background: In Portugal, there is no scale to assess nurses' satisfaction with their workload. Therefore, this study aimed to culturally/linguistically adapt and validate the IWPS-R scale, with 29 items, to produce a Portuguese version. (2) Methods: A quantitative, descriptive and cross-sectional study was conducted in two phases: translation and adaptation of the IWPS-R into Portuguese, following the steps recommended by Beaton; and evaluation of its psychometric properties in a non-probability sample of 323 nurses working in a hospital centre of reference in Portugal. (3) Results: The final scale obtained a total explained variance of 62.3% and a KMO of 0.88. The reliability was assured through the determination of an internal consistency of 0.88. The construct validity was determined through confirmatory factor analysis. The factorial model presented a good quality fit (X2/df = 2.118; CFI = 0.925; GFI = 0.900; RMSEA = 0.059; p (RMSEA ≤ 0.05) = 0.041; RMR = 0.078; MECVI = 1.525; SRMR = 0.0631) with five factors. (4) Conclusions: The Individual Workload Perception Scale-Revised-Portuguese version (IWPS-R-PT) is a 21-item tool with five dimensions: Nurse Manager Support, Team Support, Workload, Organizational Resources and Intent to Stay. The IWPS-R-PT was found suitable for hospital-based nurses and may be useful in other settings where nurses work.

The Relationship between Individual Workload Perception and Individualized Care Perceptions of Nurses

The Relationship between Individual Workload Perception and Individualized Care Perceptions of Nurses

The Psychometric Properties of the Turkish Version of Individual Workload Perception Scale for Medical and Surgical Nurses.

Purpose: This study is aimed to analyze the validity and reliability of the Individual Workload Perception Scale in Turkish (IWPSTR). Methods: Exploratory factor analysis (EFA), confirmatory factor analysis (CFA), reliability analysis, test-retest, and descriptive statistics were used to analyze data. The sample group of the study consisted of 569 medical and surgical clinic nurses working in hospitals. Results: The content validity index was .983. The factor loadings of the IWPSTR were between .359 and .875, the variance accounted for in this study was 62.86%. Cronbach's alpha value was found to be .923 for the IWPSTR, and between .721 and .937 for its subscales. Test-retest reliability correlation was found .826. Conclusions: It was concluded that the Turkish version of IWPSTR, which includes 29 items and 5 subscales, could also be applied to nurses in Turkey.

Determining Individual Workload Perceptions and Malpractice Tendencıes Among Operating Room Nurses

Objective: To determine the workload perceptions and malpractice tendency of nurses working in the operating room.Methods: A descriptive, cross-sectional study was conducted with 92 operating room nurses from 3 provinces of Turkey. The data were analyzed by using the numbers, percentages, the Mann-Whitney U test and the Kruskal Wallis test.Results: The mean age of the nurses was 35.19±6.11; 50% of the nurses had operating room working duration of 1-5 years, and 78.3% of the nurses had weekly working hours more than 40 hours. A total of 33.7% of the nurses stated that they came across with one malpractice case. The mean “Individual Workload Perception Scale(IWPS)” score of the participants was 98.82±9.39, and the mean “Malpractice Tendency Scale(MTS)” score was 225.59±12.75. There was a statistically significant difference between the communication subscale mean scores of the participants on the MTS according to their time in the profession. There were statistically significant differences between the gender of the participants and the overall IWPS mean score, the managerial support subscale mean score, and the workload subscale score. Statistically significant differences were detected between the working time of the nurses and the managerial support subscale and the workload subscale scores. Significant differences were detected in the participants’ mean scores on the intention to stay at work subscale of the IWPS according to the operating room working time of the participants.Conclusion: Teamwork and effective communication in the operating room are two critical factors in ensuring patient safety. Eventually, approaches to be developed to foresee and prevent malpractice in operating rooms may ensure a safe perioperative process. The job descriptions of the operating room nurses should be reviewed. Training should be planned to strengthen team communication. Patient safety culture should be expanded in the health care team through monitoring and work flow charts.

Determination of the relationship between workload perceptions and medical error tendencies of surgical nurses

Amaç: Hemşirelerin iş yükü algılarının ve tıbbi hataya olan eğilimlerinin belirlenmesi, hataların öngörülebilmesini ve gerekli yaklaşımların geliştirilmesini sağlayacaktır. Bu çalışma, cerrahi hemşirelerinin iş yükü algıları ile tıbbı hataya eğilimleri arasındaki ilişkinin belirlenmesi amacıyla yapılmıştır. Yöntem: Tanımlayıcı tipteki çalışmaya, Türkiye’nin iki farklı bölgesinde yer alan iki devlet hastanesindeki 139 cerrahi hemşiresi dahil edilmiştir. Verilerin toplanmasında Tanımlayıcı Form, Bireysel İş Yükü Algısı Ölçeği, Tıbbi Hataya Eğilim Ölçeği kullanılmıştır. Verilerin analizinde Statistical Package for Social Sciences (SPSS) 23 kullanılmıştır. Verilerin normal dağlımı Shapiro-Wilk testi ile değerlendirilmiştir. Sayı, yüzde, Mann-Whitney U, Kruskal Wallis ve Spearman Correlation analizi kullanılmıştır. Bulgular: Çalışmaya katılan hemşirelerin yaş ortalamaları 34.78±7.79 olup, %62.6’sı meslek hayatları boyunca tıbbi hata ile karşılaşmıştır. Çalışmamızda, hemşirelerin tıbbi hataya eğilimleri düşük (232.81±17.95), bireysel iş yükü algıları (100.30±12.79) olumlu olarak belirlenmiştir. Hemşirelerin bireysel iş yükü algılarının, tıbbi hataya eğilime yol açan tüm boyutlarla ilişkili olduğu saptanmış olup (p

The Effect of Workload Perception and Occupational Stress on Medical Error Attitudes of Nurses Working in Surgical Clinics

Objectives: The study was conducted to determine workload perception and effects of occupational stress on medical error attitudes of nurses working in surgical clinics.Method: This descriptive study was connducted with 100 nurses employed at surgery clinics, Ordu State Hospital and Training and Research Hospital of Ordu University, Turkey. The data were collected using Descriptive Questionnaire Form, Occupational Stress Scale, Individual Workload Perception Scale and Medical Error Attitudes Scale between September and December 2015.Results: There is not any significant relationship between the average scores of all three scales when they are compared with each other (p&amp;gt;0.05). The surgical nurses’ average score on the individual workload perception scale is 73.37±9.06, their average score on the occupational stress scale is 42.21±4.99, and their average score on the medical error attitude scale is 40.86 ±5.40. It was determined that workload perception and occupational stress in the nurses employed in surgical clinics did not have effect on the medical error attitudes. (r=0.712).Conclusion: In this study, it was observed that nurses’ perception of work stress and work overload did not affect medical error attitudes. The overall average scores of surgical nurses on the scales of individual workload perception, occupational stress, and medical error attitude are directly proportional.

Relationships between workload perception, burnout, and intent to leave among medical-surgical nurses.

These are turbulent times for hospitals, patients, and nurses. Nurse turnover is a global issue across all specialties but are exacerbated in medical-surgical areas where high nurse-patient ratios, use of point-of-care technologies, and stressful working conditions require sufficient numbers of highly trained nurses. These workload factors are further exaggerated by the current nursing shortage. The current nursing shortage crisis makes nursing job conditions more important than ever to examine. Despite heavy emphasis on promoting healthy work environments, job satisfaction, and retention of nurses working in intensive care and emergency room settings, limited research is available about the workload perception, burnout, and intent to leave among medical-surgical nurses. This study aimed to describe the relationships between workload perception, burnout, and intent to leave among medical-surgical nurses at two teaching hospitals in Southeastern United States. A survey design and convenience sampling method was used. A sample of 58 medical-surgical staff nurses participated in the study. A 42-item questionnaire composed of a demographic survey, Individual Workload Perception Scale, and Maslach Burnout Inventory Scale were used. Simple descriptive statistics, Pearson's product-moment correlations, and multiple regression analysis procedures were used to analyze the data. More than half of the respondents reported high workloads and intentions to leave their current position. The overall burnout level for the sample was moderate to high. Moderate-to-strong intercorrelations were found between workload perception and intent to leave (r = 0.513, P < 0.0001), burnout and intent to leave (r = -0.435, P < 0.0006), and workload perception and burnout (r = -0.588, P < 0.0001). Workload perception and burnout among medical-surgical nurses both factored significantly on the intent to leave a current job (P < 0.05). The current study provides new insights about the relationships between workload perception, burnout, and intent to leave among medical-surgical nurses. The findings indicate the higher the nurses' workload perception, the more likely they will leave their current job. Nurse managers should consider these findings when developing strategies to improve the work environment and nurse retention. Additional research is needed to gain more insight into the causality among workload perception, burnout, and intent to leave a current job among medical-surgical nurses.

Evaluation of the individual workload perception of the personnel in food service system

AbstractIntroductionOrganizational factors, insufficient wages, inadequate work performance of their co-workers and lack of physical working environment in the hospital food service system (FSS) cause the increase of the workload. This study aims to determine the individual workload perception of the FSS personnel and to ascertain whether the individual workload perception differs across demographic variables and occupational groups.Materials and MethodsThe population of this descriptive study consists of the personnel working in the kitchen of the Akdeniz University Hospital, and the sample consists of 87 people who accepted to participate in the study by filling out the questionnaire forms on a voluntary basis. Individual Workload Perception Scale was used to evaluate the personnel's perception on their work environment and Personal Information Form was used to detect the participants’ data related to the independent variables.ResultsApproximately half of the individuals (47.1%) participating in the study were aged 31–40 years (33.5 ± 7.32). 56.3% of the individuals were waiter and three quarters of the individuals worked in shifts. Total individual workload perception of the FSS personnel was detected as 64.7 ± 15.25 on average. The mean score of the colleague support sub-group of the individuals was the highest and the mean score of the unit support was the lowest. It was determined that FSS personnel did not display a statistically significant difference across age groups, gender, marital status, educational status and individual workload sub-groups. It was only seen that there was a significant association between the work distribution of the individuals and the colleague&amp;unit support (p &lt; 0.05). A positively significant correlation was detected in FSS personnel between colleague support (r = 0.859), unit support (r = 0.473), work environment perception (r = 0.647) and intention to resume current work (r = 0.434) subscales and total individual workload perception scale (p &lt; 0.01).DiscussionThe workload of the FSS personnel working in the hospital was found to be high, and it is necessary to evaluate the individual workload and develop solutions for the provision of dietary services in a safe, high quality and efficient manner.

Nurses' work environment: indicators of satisfaction.

This study aimed to investigate nurses' perceptions of the nursing work environment in Jordanian hospitals. Previous research has indicated a strong relationship between nurses' work environment and their satisfaction at work. However, little is known about the situation in Jordan. A cross-sectional and descriptive design was used. A sample of 500 nurses was recruited. The study was conducted using the Individual Workload Perception Revised scale (IWPS-R). A sum of 382 out of 500 nurses from three health care sectors in Jordan responded to the questionnaires (response rate=76.4%). The results indicate that nurses working in the public hospitals had significantly better perceptions about their work environment than nurses working in private and university hospitals. Older nurses with lower academic qualifications are more likely to be satisfied with their work. Furthermore, nurses who have good perceptions of support from their manager and peers, and a manageable workload are more likely to stay in their jobs. The public hospitals are currently considered a more suitable milieu for nurses in Jordan. Other health care sectors should work to enhance nurses' working conditions. Providing a supportive work environment with a manageable workload will encourage nurses to stay in their hospitals.

Certified Registered Nurse Anesthetist Perceptions of Factors Impacting Patient Safety.

Certified registered nurse anesthetists (CRNAs) provide more than 40 million anesthetics each year in the United States. This article describes a study that investigates relationships among CRNA organizational structures (CRNA practice models, work setting, workload, level of education, work experience), CRNA ratings of patient safety culture, and CRNA adverse anesthesia-related event (ARE) reporting. This is a cross-sectional survey study of 336 CRNAs randomly selected from American Association of Nurse Anesthetists database. Workload was measured using NASA Task-Load Index and the Revised Individual Workload Perception Scale. Agency for Healthcare Research and Quality (AHRQ) Hospital Survey on Patient Safety Overall Perceptions of Safety Scale and Hospital Survey on Patient Safety Patient Safety Grade Scale were utilized to measure safety culture. Dependent variables (ARE) included difficult intubation/extubation, inadequate ventilation/oxygenation, and pulmonary aspiration. The Revised Individual Workload Perception Scale workload was significantly associated with ARE. Years' experience and Patient Safety Grade Scale were inversely associated with ARE. Overall Perceptions of Safety Scale was significantly and inversely associated with ARE. Practice model, education, and work setting were not associated with ARE. Based on findings, CRNA workload, years' experience, and patient safety culture may be important markers for ARE. Administrative interventions designed to upgrade patient safety culture and ensure manageable CRNA workload may foster quality patient care.

Organizational Support, Workload, and Intent to Stay: Work Environment Perceptions in Perianesthesia Nursing Units

The purpose of this ASPAN study was to understand perianesthesia nurses' perception of their work environments in regards to organizational support, workload, intent to stay, and overall nurse satisfaction. A descriptive design was used with survey methodology. An online survey was sent to American Society of PeriAnesthesia Nurses members. The Individual Workload Perception Scale-Revised was used. A total of 2,121 American Society of PeriAnesthesia Nurses members participated (21% response rate). Fifty-three percent reported that their nurse manager had responsibilities for three or more units. Having an assigned preceptor had a significant difference with organizational support, workload, intent to stay, and overall nurse satisfaction. Certified nurses reported significantly better perceptions of workload and intent to stay. This is the first national glimpse of the perianesthesia work environment and its influence on nurse outcomes. These results can be used to improve the perianesthesia work environment.

The Effects of Workload and Working Conditions on Operating Room Nurses and Technicians

This study was conducted between August 15 and September 20, 2013, to determine the effects of workload and working conditions on operating room (OR) nurses and technicians. The study sample included 74 OR nurses and technicians working in a private university's six hospitals. The Individual Workload Perception Scale and a questionnaire that collected data on risk and environmental factors were used. The mean age of study participants was 29.3 ± 6.7 years, and 62.2% of the participants were female. More than 90% of the nurses and technicians had experienced spills or splashing of blood or other body fluids; anesthetic gases and radiation had affected 63.5% and 71.6% of nurses and technicians, respectively; 63.5% reported lumbar pain; and 46.6% defined the work environment as very stressful. The average workload scale score was 32.4 ± 6.2 (min = 11, max = 55). OR nurses and technicians are exposed to many occupational risks.

A psychometric evaluation of the Taiwan version of the Individual Workload Perception Scale

The aim was to evaluate the psychometric properties of the Taiwan version of the Revised Individual Workload Perception Scale on staff nurses in southern Taiwan. Most psychometric measures of the nursing work environment were developed in North America and reflect nursing practice in Western health care environments. As these instruments are used most often in translation, it is important to inquire whether they appropriately capture the characteristics of nursing work in environments outside of the original contexts. A descriptive, cross-sectional study was conducted between 1 June-30 September 2009, with a convenience sample of 344 nurses providing direct patient care at a regional teaching hospital in southern Taiwan. The Taiwan version of the Revised Individual Workload Perception Scale was created by translating the original English language Individual Workload Perception Scale-Revised, which is used to measure the staff nurses' perceptions of their work environment. The Taiwan version of the Revised Individual Workload Perception Scale is a 24-item five-point Likert scale measuring manager support, peer support, unit support, workload and intent to stay. Content validity, construct validity and reliability of the Taiwan version of the Revised Individual Workload Perception Scale were evaluated. The content validity index of the Taiwan version of the Revised Individual Workload Perception Scale was 0.93. Cronbach's alpha for the total Taiwan version of the Revised Individual Workload Perception Scale was 0.88, with a range of 0.61-0.85 for the subscales. Factorial validity was supported using a five-factor model solution that accounted for 55.47% of the total variance for nursing work environment. Manager support had the highest explained variance (28.38%). Acceptable reliability and content validity were found; the Taiwan version of the Revised Individual Workload Perception Scale is recommended for measuring nurses' perceptions of their work environment. Psychometric properties of a scale such as the Individual Workload Perception Scale translate cross-culturally, with minor adjustments. The Taiwan version of the Revised Individual Workload Perception Scale can be used to provide data and analyses in comparisons with nursing work environment features internationally.

Nursing Support, Workload, and Intent to Stay in Magnet, Magnet-Aspiring, and Non-Magnet Hospitals

This study examined the differences between nurses' (N = 3,337) scores on organizational support, workload, satisfaction, and intent to stay between Magnet, Magnet-aspiring, and non-Magnet hospitals. The study was conducted using the Individual Workload Perception Scale, a valid and reliable tool with 32 Likert scale items, with nurses from 11 states, 15 institutions, and 292 diverse units. Results indicate that nurses at Magnet hospitals had significantly better scores on all subscales. Furthermore, nurses from Magnet-aspiring hospitals had better scores than did nurses from non-Magnet facilities. Conclusions of the study indicate that the Magnet program is meeting its intended goal: to provide a professional practice environment for staff nurses. Nurse executives may consider using the Individual Workload Perception Scale as a way to assess their organization's culture as it relates to professional practice of the registered nurse.

Improving Work Environment Perceptions for Nurses Employed in a Rural Setting

Effective recruitment and retention of professional nurses is a survival strategy for health care facilities, especially in rural areas. This study examines the use of the Individual Workload Perception Scale to measure nurse satisfaction by a small rural hospital in order to make positive changes in the work environment for nurses. Baseline work environment perceptions of nurses employed in a rural Kentucky hospital were assessed using the Individual Workload Perception Scale, a validated 38-item instrument. Nurses reviewed the results and brainstormed on potential interventions to address areas of concern. The 4 interventions selected for implementation by the nursing staff included (1) implementation of a shared decision making or governance model; (2) enhanced role of licensed practical nurses within the organization; (3) augmentation of administrative support on night and weekend shifts; and (4) utilization of wireless communication devices. After implementation of the interventions, staff nurse perceptions were reassessed using the same tool. The follow-up survey revealed improvements in all areas measured by the Individual Workload Perception Scale, with the greatest improvement in the perception of the work environment noted among night nurses. The increase in positive work environment perception among these nurses, with greater than or equal to 11 years of professional experience, was statistically significant. Tools exist to support the development and evaluation of interventions to improve the work environment for nurses practicing in rural health care settings. By addressing issues of specific concern, both job satisfaction and retention of this talented pool of professionals can be enhanced.