Mid-career Nurses Research Articles

Video consultations among registered nurses in public sector and associated factors

Abstract Background In digital health services, including services for older people, video consultations can enhance access to care while enabling interaction through audio and visual means. Registered nurses are pivotal in digital care delivery and there is a need for more understanding regarding the use of video consultations in nursing. This study aims to examine factors associated with nurses’ video consultations in the public sector. Methods The Finnish ‘Survey on information systems for registered nurses’ was delivered for registered nurses in March 2023. The respondents were asked whether their work had included video consultations in the past six months. Binary logistic regression was used to examine if career stage and digital skills (basic IT-skills, proficiency in data security, skills in digital working environments) were associated with nurses’ video consultations, adjusted for working unit and location of employment. Results The study included 2,525 public sector nurses (92.7% female, mean age 47.34, SD 10.47). Of them, twelve percent had used video consultations with patients. Most nurses used video consultations in outpatient units (63.3%), whereas they were less used among those working in acute care (3.3%), housing services (3.3%) and home-based services (8.2%). Early-career nurses had lower odds (OR .38, 95% CI .19-.73) of video consultations compared to mid-career nurses. Nurses who had good skills in working in digital environments (OR 2.07, 95% CI 1.26-3.39) had greater odds of video consultations than those with poorer skills. Conclusions The study suggests a limited adoption of video consultations among public sector nurses, particularly among early-career professionals. Increasing targeted support and training, and the availability of tools for various patient service needs in video consultations, are needed. By recognizing the importance of nurses’ digital skills, digital care delivery could be enhanced and potential public health benefits promoted. Key messages • Relatively few registered nurses used video consultations in the public sector. More research is needed to explore if their usage could be increased safely for patients, also in early nursing careers. • Proficiency in digital work environments is imperative for ensuring the quality of care in video consultations. Therefore, collaborative efforts are required to enhance professionals’ digital skills.

Feeling Valued as a Mid-Career Nurse: A Scoping Review.

Retaining mid-career nurses is a priority to address the nursing shortage exacerbated by COVID-19. Nurses are more likely to stay if they feel valued. This scoping review revealed a variety of intrapersonal, interpersonal, and external factors that influence how mid-career nurses feel valued. Nursing professional development practitioners can influence satisfaction and retention by implementing mentoring and professional development programs for nurses and managers. More research is needed to understand the impact of the mid-career nurse-nurse manager relationship.

Examining the experiences of mid-career nurses in hospitals: a phenomenological study

Background The turnover of new and mid-career nurses has been increasing, leading to challenges in recruiting and retaining nursing staff. Objectives Securing and retaining mid-career nurses is crucial for ensuring high-quality care. However, little is known about mid-career nurses’ experiences regarding turnover. This study aimed to understand the experiences of mid-career nurses and identify strategies to enable mid-career nurses to maintain long-term employment in health services. Design Colaizzi’s phenomenological methodology was adopted to illuminate the subjective meaning derived from the work-related challenges of mid-career nurses, leading to turnover. Focus group interviews were conducted to delve into the work challenges faced by mid-career nurses. Method The participants were 23 mid-career nurses working in one tertiary hospital and six secondary hospitals across three Korean cities, recruited using purposive and snowball sampling. The inclusion criteria entailed a minimum of three years of nursing experience and current employment within a designated department or clinical area within the hospital environment, commonly known as a nursing unit. Such units encompassed a range of clinical settings, including medical-surgical units, intensive care units, and emergency rooms. The interview data were transcribed verbatim, and significant statements were extracted from abstract sentences to derive themes through an analytical process. Results Analysis of the work experiences of 23 mid-career nurses in medical institutions yielded 15 themes and 4 theme clusters derived from 353 meaningful statements. These theme collections were identified as ‘Difficulties endured as a mid-career nurse’, ‘Meaningless and regrettable new graduate nurses’ education’, ‘An inexpressibly poor work environment’, and ‘Systems and policies needed to remain in the hospital’. Conclusions Difficulties faced by mid-career nurses including the establishment of an education and career development system, provisions for guaranteed leave, a diverse and flexible work system, opportunities for effective communication, and engagement with the opinions of mid-career nurses should promptly be addressed.

Effectiveness of Mentorship Using Cognitive Behavior Therapy to Reduce Burnout and Turnover among Nurses: Intervention Impact on Mentees.

Mentoring programs can improve nurses' mental health. This study examined the effects of a staff training program based on cognitive behavior therapy for burnout in which mentors provided intervention to their mentees. The principal investigator served as a facilitator and conducted staff training in cognitive behavior therapy. An original cognitive behavior therapy manual was presented to trained nurses (mentors), and lectures were provided on using the manual, ways of implementing cognitive behavior therapy, and other important points. The study participants included 35 mid-career nurses (mentors) and 34 young nurses in their first to third year (mentees) working in acute care hospitals. Groups of five mentees were formed in which two mentors provided cognitive behavior therapy based on the manual. Changes in mentees' stress, burnout, and turnover intention at pre-intervention, post-intervention, and follow-up (3 months after the intervention) were objectively evaluated using an evaluation index. The intervention significantly reduced the following evaluation indicators: total strain, conflict with other nursing staff, nursing role conflict, qualitative workload, quantitative workload, conflict with patients, problem avoidance due to irrational beliefs, escape-avoidance, emotional exhaustion of burnout, desire to change hospitals or departments, and turnover intention. Implementation of cognitive behavior therapy by mentors effectively reduced mentees' stress, burnout, and turnover.

Job Satisfaction and Associated Factors among Scrub Nurses: Beyond the Surface.

Job satisfaction is essential, especially among healthcare professionals like scrub nurses, who often face unique professional challenges. This study aimed to evaluate job satisfaction and its related factors among scrub nurses, shedding light on areas of improvement and highlighting the positive aspects of their roles. A detailed study was conducted among a cohort of 31 scrub nurses using a 28-question survey. The questionnaire gauged various aspects of job satisfaction, from work conditions to professional growth opportunities. Notably, the participants showed the least satisfaction with hazard allowances (1.8 ± 1.1) and break durations (1.9 ± 1.3). However, high satisfaction was observed regarding resource availability (3.9 ± 1.0) and the quality of protective equipment (3.7 ± 1.0). The data also revealed that those with 6-10 years of experience were the most satisfied (3.5), while those with 16-20 years were less content (2.7). The study indicates the need for improvements in hazard allowances and break periods. Experience significantly influenced satisfaction, with mid-career nurses showing the highest contentment. Such insights can guide future policy and practice adjustments in healthcare settings.

Work stress and perceived organisational support on young Korean nurses’ care for COVID-19 patients

BackgroundSince the outbreak of COVID-19 worldwide, frontline nurses have faced tremendous stress. Younger nurses in their early-to-mid careers can be more exposed to burnout and work stress, and perceived organisational support can influence the quality of nursing care for vulnerable patients.AimTo identify the impact of younger nurses’ work stress and perceived organisational support on their willingness to care for COVID-19 patients.MethodsThe cross-sectional secondary data analysis included 211 hospital nurses (<35 years) in South Korea with a mean age of 24.60 years (SD=1.90). Multiple logistic regression analysis was used to identify the factors influencing willingness to care.FindingsSupplying personal protective equipment, training in the use of personal protective equipment, lower work stress, and positive perceptions of organisational support significantly increased early-career nurses’ willingness to care. For mid-career nurses, being male and higher work stress significantly increased their willingness to care.DiscussionSupport, including COVID-19-related education or training, should be provided to reduce work stress arising from being exposed to infection or while providing care to critically ill patients, especially among early-career nurses. Support from nurse managers, senior staff, and colleagues could help younger nurses cope better with the challenges of COVID-19, thus increasing their willingness to care.ConclusionPerceived organisational support may facilitate early-career nurses’ organisational commitment. Healthy work environments can relieve early-to-mid-career nurses’ work stress, thus facilitating patient-centred care.

Effects of Cognitive Behavioral Therapy on Nurse Mentors Using a Mentoring System for Reducing their Burnout

Background: This study aimed to implement a staff training program based on cognitive behavioral therapy (CBT) to reduce burnout for mid-career nurses (hereafter, nurse mentors) and determine the effectiveness of the program. Methods: Participants comprised 52 nurse mentors working in an acute care hospital. The program consisted of three sessions. The first session was designed to understand stress and burnout among nurse mentors, and to determine counseling mindset and various counseling techniques. The second session attempted to acquire basic knowledge of CBT and understand interventions based on cognitive restructuring. The third session comprised a 15-minute lecture on intervention-based problem-solving techniques and psychological education that summarized the program, 75 minutes of group work. The primary outcome measure was assessed using the Knowledge Checklist of Cognitive Therapy for Nurses. The secondary outcome measures were assessed using the 20-item shortened version of the Active Listening Attitude Scale, the Communication Skills Scale, the Multidimensional Empathy Scale, and the Maslach Burnout Inventory. Results using the above measures were compared before, immediately after, and three months after the intervention. Results: Data of48 participants (5 male nurse mentors and 43 female nurse mentors) who responded to the questionnaire before, immediately after, and three months after the intervention were analyzed. The Friedman test was performed before, immediately after, and three months after the intervention, and knowledge of CBT, which was the primary outcome measure, significantly improved. In addition, the secondary outcome measures of burnout, “emotional exhaustion” and “depersonalization,” decreased, while "sense of personal accomplishment" improved. In addition, communication skills such as “deciphering ability” and “expressivity” improved. Conclusion: The staff training program based on CBT was effective in reducing nurse mentors’ burnout. Furthermore, the program was effective in improving their communication skills.

Changes to Self in Mid-career Nurses Who Experienced Long-Term Rotation Training

Changes to Self in Mid-career Nurses Who Experienced Long-Term Rotation Training

Item Selection for the Career Plateau Measurement Scale for Mid-career Nurses : Examination of Content and Face Validity

Item Selection for the Career Plateau Measurement Scale for Mid-career Nurses : Examination of Content and Face Validity

Development of a Career Plateau Measurement Scale for Mid-career Nurses and Examining its Reliability and Validity

Development of a Career Plateau Measurement Scale for Mid-career Nurses and Examining its Reliability and Validity

Perceptions of Patient Safety Culture and Medication Error Reporting among Early- and Mid-Career Female Nurses in South Korea.

Reporting medication errors is crucial for improving quality of care and patient safety in acute care settings. To date, little is known about how reporting varies between early and mid-career nurses. Thus, this study used a cross-sectional, secondary data analysis design to investigate the differences between early (under the age of 35) and mid-career (ages 35–54) female nurses by examining their perceptions of patient safety culture using the Korean Hospital Survey on Patient Safety Culture (HSPSC) and single-item self-report measure of medication error reporting. A total of 311 hospital nurses (260 early-career and 51 mid-career nurses) completed questionnaires on perceived patient safety culture and medication error reporting. Early-career nurses had lower levels of perception regarding patient safety culture (p = 0.034) compared to mid-career nurses. A multiple logistic regression analysis showed that relatively short clinical experience (<3 years) and a higher level of perceived patient safety culture increased the rate of appropriate medication error reporting among early-career nurses. However, there was no significant association between perception of patient safety culture and medication error reporting among mid-career nurses. Future studies should investigate the role of positive perception of patient safety culture on reporting errors considering multidimensional aspects, and include hospital contextual factors among early-, mid-, and late-career nurses.

Differences in Clinical Judgment Characteristics Derived from Visual Information―Comparison of Mid-career Nurses with High Nursing Competence and General Mid-career Nurses―

Differences in Clinical Judgment Characteristics Derived from Visual Information―Comparison of Mid-career Nurses with High Nursing Competence and General Mid-career Nurses―

A Concept Analysis of the Career Plateau among Mid-Career Nurses

A Concept Analysis of the Career Plateau among Mid-Career Nurses

Effects of acquiring a clinical ladder for mid-career nurses to improving job satisfaction in the workplace

Effects of acquiring a clinical ladder for mid-career nurses to improving job satisfaction in the workplace

Effect of Empowerment Structures and Career Design on Psychological Empowerment of Mid-Career Nurses

Effect of Empowerment Structures and Career Design on Psychological Empowerment of Mid-Career Nurses

Life Stories of Mid-career Nurses who Moved in the Long-term Care Wards from the Acute Hospitals

Life Stories of Mid-career Nurses who Moved in the Long-term Care Wards from the Acute Hospitals

「いきいき」働く中堅看護師が「いきいき」働くための要素を獲得するプロセス

「いきいき」働く中堅看護師が「いきいき」働くための要素を獲得するプロセス

中堅看護師の職業継続に関する文献検討－「離職」と「職業継続」の理由に焦点をあてて－

目的：本研究は，日本における中堅看護師を対象にした先行文献から，中堅看護師の離職と職業継続に影響を与える要因を明らかにし，職業継続支援への示唆を得ることを目的とする． 方法：文献は，「医学中央雑誌Web(ver.5)」，「メディカルオンライン」，「CiNii」を使用し，「看護師and離職」，「中堅看護師and離職」，「中堅看護師and職業継続」，「中堅看護師and職務継続」というキーワードで検索をした．検索の範囲は，2005年から2017年までとした．対象文献は，「辞めたいと思った理由」と「働き続ける理由」について記載がある21文献で，「辞めたいと思った理由」と「働き続ける理由」を類似性に基づいて帰納的に分類し，カテゴリー化を行った． 結果：中堅看護師が「辞めたいと思った理由」として，【キャリアプランとの不一致】【やりがい不足】【人間関係によるストレス】【労働環境が悪い】【看護実践能力についての不安】【自己効力感の形成阻害】【特に働き続ける理由がない】のコアカテゴリーが抽出された．また，中堅看護師が「働き続ける理由」として，【キャリアプランとの一致】【やりがいがある】【良好な人間関係】【労働環境が良い】【看護実践能力についての自信】【自己効力感を高める体験】【特に辞める理由がない】【ストレス・マネージメント】のコアカテゴリーが抽出された． 考察：看護師が離職を考える要因には，キャリアプランや，仕事のやりがい，職場の人間関係，職場の労働環境，自身の看護実践能力と自己効力感が大きく関わっており，それらは共通して職務継続の要素にもなっていた．しかし，ストレス・マネージメントは，職業継続にだけみられる要因であり，効果的なストレス・マネージメントは，離職を思い留まらせることが示唆された．中堅看護師の職業継続には，ストレス・マネージメントに着目した支援が重要である．

The Process by Which Mid-Career Nurses Overcome Leaving-the-Workforce Crises

The Process by Which Mid-Career Nurses Overcome Leaving-the-Workforce Crises

「キャリア中期看護師の臨床実践力測定尺度ver. 3」作成の試み

「キャリア中期看護師の臨床実践力測定尺度ver. 3」作成の試み