Job Performance Of Nurses Research Articles

Nurses' Colleague Solidarity and Job Performance: Mediating Effect of Positive Emotion and Turnover Intention

BackgroundJob performance is known as an essential reflection of nursing quality. Colleague solidarity, positive emotion, and turnover intention play effective roles in a clinical working environment, but their impacts on job performance are unclear. Investigating the association between nurses’ colleague solidarity and job performance may be valuable, both directly and through the mediating roles of positive emotion and turnover intention. MethodsIn this cross-sectional study, a total of 324 Chinese nurses were recruited by convenience sampling method from July 2016 to January 2017. Descriptive analysis, Spearman’s correlation analysis, and the structural equation model were applied for analysis by SPSS 26.0 and AMOS 24.0. ResultsA total of 49.69% of participants were under 30 years old, and 90.12% of participants were female. Colleague solidarity and positive emotion were positively connected with job performance. The results indicated the mediating effects of positive emotion and turnover intention in this relationship, respectively, as well as the chain mediating effect of positive emotion and turnover intention. ConclusionsIn conclusion, dynamic and multiple supportive strategies are needed for nurse managers to ameliorate nursing job performance by improving colleague solidarity and positive emotion and decreasing turnover intention based on the job demand-resource model.

The effects of organizational silence on work engagement, intention to leave and job performance levels of nurses.

Reducing the level of organizational silence can play an important role in the work-related decisions of nurses. However, to date a comprehensive study investigating the effect of organizational silence on work engagement, intention to leave, and job performance levels of nurses has yet to be conducted. This study aimed to explain the effect of organizational silence on work engagement, intention to leave, and job performance of nurses. The sample of the study consisted of 224 nurses. The Organizational Silence Scale, the Job Performance Scale, the Intention to Leave Scale, and the Work Engagement Scale were used to collect data in this study and the Pearson correlation test and regression tests were used in the data analysis. It was observed that organizational silence was negatively correlated with job performance (r = -0.455) and work engagement (r = -0.242), and positively correlated with intention to leave (r = 0.440) (p < 0.01). Regression analysis also illustrated that dimensions of organizational silence have a significant effect on job performance, intention to leave, and work engagement. A decrease in the organizational silence level of nurses is effective in decreasing intention to leave and increasing work engagement and job performance levels. Nurses should be able to express their opinions clearly towards other healthcare professionals and management and management should provide this working environment for nurses. To increase work engagement and job performance levels and decrease intention to leave, meetings and educational programs that reduce organizational silence might be developed at an organizational level by management.

Workplace violence and its effect on nursing professionals at the in-hospital level: a national and international systematic review

Psychological harassment in the workplace, or mobbing, is a practice that has become today a health problem that affects not only the victim but also society as a whole; however, nursing professionals, who are both victims and perpetrators, are no exception. The present study allows, within the framework of the research, to gather more sources of information in order to provide the basis for the creation of protocols, public policies and measures to protect and promote a healthy work environment, free of violent practices and based on the ultimate goal of the profession: to take care of oneself in order to take care of others. Objective: To identify the effects of workplace violence on the mental health of nursing professionals within the in-hospital setting at the national and international level. Method: An exhaustive analysis of the world literature on workplace mobbing among nursing professionals from different countries was carried out. For this purpose, databases such as Web of Science, Scielo, ResearchGate, PubMed, Science Direct, Redalyc, Google Scholar and the Repositorio Académico de la Universidad de Chile were used, where a series of key words corresponding to the research topic were used. Results: There are effects on health, interpersonal relationships and job performance in nurses when exposed to workplace bullying. Coping and prevention strategies used by nurses from various countries against mobbing were identified. Conclusions: It was possible to identify the negative effects of workplace mobbing among nursing professionals, as well as their respective coping and prevention strategies. It is recommended to increase research on the subject and implement urgent regulations at the national level.

Nursing Work Environment and Job Stress of Nurses: Effects on Job Performance of Nurses in the Intensive Care Unit

Purpose: This study investigates factors that influence the nursing performance of nurses in the intensive care unit(ICU). Methods: This study was a cross-sectional research design enrolling 118 ICU nurses who had worked 3 months or longer at a single general hospital. The data were analyzed with independent t-test, ANOVA, Pearson’s correlation and multiple regression. Results: The nursing job performance of participants positively correlated with the nursing work environment (r=.60, p<.001) and nurses’ job stress (r=-.43, p<.001). The nusing work environment (β=.31, p=.002) and nurses’ job stress (β=.20, p=.004) had a significant effect on nursing performance and accounted for 36.0% of the total variance. Conclusion: These results indicate that adequate administrative and financial support is required for improving the nursing work environment and managing the job stress of ICU nurses.

Analysis Head Nurses' Leadership Styles to Staff Inpatient Nurses' Job Performance in Hospital

This research explores and focuses on the nursing profession, because there is still a lack of research in knowing the relationship between nurse leadership styles and nurse performance. Data collection by interviews, questionnaires and observations on inpatient nurses at Rotal Prima Hospital Medan. This study tries to examine the influence of the Job Performance Nurse dimension which is influenced by the dimensions of the Transactional Leadership Style and the Transformational Leadership Style of Head Nurses. This research is associative, with a quantitative method approach, using a descriptive correlational research design. The research was validated using SPSS-26 with data analysis techniques using multiple linear regression analysis. The results showed that the Transactional Leadership Style and Transformational Leadership Style had a positive and significant effect on Nurse Job Performance. The results of this study, we found that nurse leaders must have a good transformational leadership style so that leaders can help and encourage their subordinates in providing training and achieving their work goals properly. Nurse leaders are more likely to adopt a transformational leadership style. The results of this study also show that transactional leadership can affect nurse performance, although it is even better if the head nurse performs transformational leadership.

The relationship between nurses' perceived organisational, supervisor and coworker support, psychological well-being and job performance.

To examine the relationship involving nurses' perception of organisational, supervisor and co-worker support, psychological well-being and job performance. The cross-sectional, correlational study was conducted from June 2016 to January 2017 after approval from the ethics review committee of Istanbul Medipol University, Istanbul, Turkiye, and comprised nurses working in public or private sector and being in their current employment for at least one year. Data was obtained using Organisational Support, Co-Worker Support, Supervisor Support, Psychological Well-Being and Job Performance scales. Data was analyzed using SPSS 26. Of the 1056 nurses, 896(84.8%) were women and 160(15.2%) were men. The overall mean age was 30.69±7.53 years (range: 17-59 years) and mean professional experience was 9.31±7.66 years (range: 1-36 years). Organisational, supervisor and co-worker support increased psychological wellbeing. Supervisor and co-worker support had a positive effect on job performance, but organisational support did not. Psychological wellbeing also increased job performance. Psychological well-being had a mediating role in the effect of organisational, supervisor and co-worker support on job performance. There was a positive relationship between perceived support, psychological wellbeing and job performance of nurses.

Effect of Work Conditions and Fatigue on Job performance of Staff Nurses at Al Eman General Hospital

Effect of Work Conditions and Fatigue on Job performance of Staff Nurses at Al Eman General Hospital

Positive affect and job performance in psychiatric nurses: A moderated mediation analysis.

The aims of this research were (a) to determine if job satisfaction plays an intermediary role between positive affect and job performance; (b) to explore whether the mediating process of positive affect affecting job performance through job satisfaction is moderated by the work seniority of psychiatric nurses. A questionnaire-based cross-sectional study. From January 2021 to May 2022, a total of 328 psychiatric nurses were recruited through online advertisements. Data regarding positive affect, job satisfaction, work seniority and job performance were obtained through survey questionnaires. The moderated mediation model was examined in this study utilizing the SPSS (Version 26.0) macro process 3.3, with job satisfaction as the mediation variable and work seniority as the moderation variable. Job performance and job satisfaction were both positively connected with positive affect, while job satisfaction was favourably correlated with job performance. Job satisfaction played a part mediating role between positive affect and job performance, with an effect value of 0.10, accounting for 22.22% of the total effect. And work seniority moderated the second half of the mediating process. Positive affect positively affected job performance through two paths, directly or indirectly. Part of the intermediate role of job satisfaction between positive affect and job performance is regulated by seniority; that is, work seniority buffered the positive effect of positive affect on job performance. This study revealed how positive affect works and elaborated the conditions to play a role, which greatly enriched the content of positive psychology and had important significance for deepening and expanding the relationship between positive affect and job performance. It also provided a reference for nursing managers to implement humanized management, build a high-performance psychiatric nurse team and promote the long-term development of psychiatric hospitals. Three hundred and twenty-eight psychiatric nurses participated in the questionnaire. Trained staff were involved in data collection.

Impact of Emotional Intelligence on Job Performance of Nurses with the Mediating Effect of Job Satisfaction

The current study investigates the effect of Emotional Intelligence (EI) on the performance of nurses with the mediating effect of job satisfaction. This study measures the concept of EI, Job Performance, and Job Satisfaction across 385 respondents from various private and government hospitals and the locale of the study was the Delhi NCR region. PLS-SEM was used for analyzing the data. The result indicates that a relationship exists between these three variables and job satisfaction mediates the relationship between Emotional Intelligence &amp; Job performance. The findings of the current study showed that awareness of emotions, regulation of emotions, and managing of emotions are the significant components of EI which enhances leadership, critical care, professional development, interpersonal relationships, planning and collaboration aspects of Job Performance. Further, the mediating effects support that the positive working conditions and organizations’ compensation policy fetches higher level of Job Satisfaction among the professional and nursing employees who are satisfied as well as having a higher level of Emotional Quotient would be a better performer than the employees who are having a low level of emotional intelligence. It can be recommended that while recruiting nursing employees along with their technical competence EI competence needs to be equally emphasized. Similarly, EI needs to be integrated into healthcare practice guidelines and performance evaluations as it is one of the important assets of individual persona.

임상간호사의 역할갈등과 조직효과성, 간호업무수행에 관한 연구

Objectives The purpose of this study is to investigate the correlation between role conflict, organizational effectiveness, and differences in nursing job performance and variables according to the general characteristics of clinical nurses. Methods A structured questionnaire was distributed to 520 clinical nurses working at 3 secondary medical institutions with 250 beds or more and 1 tertiary medical institution in U city, and 477 copies of data were used for the final analysis. For data analysis, the SPSS 22.0 program was used for descriptive statistics, independent sample t-test, one-way ANOVA, Scheffe post-test, Person's correlation analysis, and reliability of the tool. Results In the difference in role conflict according to general characteristics, it was found that there was a statistically significant difference according to the current departmental experience and position. 3.340, p&lt;.05), there was no difference between groups in role conflict. In terms of organizational effectiveness, it can be seen that there is a high level of organizational effectiveness with more than 40 years of experience, more than 15 years of total experience, full-time employees, and more than a head nurse, suggesting the importance of role management according to working conditions, careers, and positions. In nursing job performance, the difference in nursing job level improvement according to work type was found to be statistically significant (t=2.085, p&lt;.05), and the improvement of nursing job level was higher than that of having no job change experience. According to educational background, the differences in nursing job performance ability, nursing job performance attitude, nursing job level improvement, nursing support function, and nursing process application were found to be statistically significant. Organizational effectiveness showed a significant negative (-) correlation result with role conflict, and nursing job performance did not show a significant correlation with role conflict, and it was significant with role isolation and role ambiguity, which are sub-factors of role conflict. A negative (-) correlation result was done. Conclusions Effective organizational management and leadership are needed to reduce role conflict of clinical nurses and improve organizational effectiveness and nursing work performance, and it is considered that various nursing intervention programs need to be developed so that they can adapt to the organization.

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.

Male nurses' work performance: A cross sectional study.

Background:Nursing performance is closely related to the success of hospital and patient outcome. Recently, the proportion of male nurses has gradually increased. However, we do not know how these male nurses perform in clinical work. The purpose of this study was to understand the job performance of male nurses in China and to identify their risk factors.Methods:This is a cross-sectional study. We contacted all the 30 public tertiary hospitals in Hunan Province and 26 of them cooperated. All the 647 male nurses in these hospitals were given questionnaires face-to-face between April 7 and August 8, 2020. The questionnaire included demographic information and the Schwirian’s Six Dimension Scale. We also collected the family attitude and the main reason for choosing nursing. We then performed descriptive analyses and liner regressions on the collected data.Results:We obtained valid questionnaires from 599 individuals. The median age of these male nurses was 26 years old and the nursing age was 4 years. They were mainly distributed in intensive care unit (ICU) (36.12%), operating room (27.42%), and emergency department (23.08%). And the means of the total scores for work performance was 176.42 (standard deviation (SD) = 20.62). The result of the regression shows that length of service, relationship status, educational level, department, main reason for choosing nursing, and family attitude are all risk factors of male nurses’ work performance.Conclusion:Chinese male nurses are younger and have shorter working years. They mainly work in departments with higher work intensity and greater pressure. In addition, we found that years of service, education, marital status, department and main reasons for choosing nursing as factors influencing the job performance of male nurses.

Effects of Stress on the Job Performance of Psychiatric Nurses

The purpose of this study was to examine the effects of stress on the job performance of psychiatric nurses in the Ankaful Psychiatric Hospital in Cape Coast. A descriptive survey design was adopted for the study. A sample of 150 psychiatric nurses were selected from a population of 197 psychiatric nurses using a simple random sampling procedure. Data were collected using the Weiman Occupational Stress Scale (WOSS) questionnaire. 143 answered questionnaires were retrieved out of the 150 questionnaires offered, giving a 95% return rate. Data were analysed using both descriptive and inferential statistics. The study revealed that the psychiatric nurses' job performance were negatively affected due to the effects of stress, which include mild to severe headache, loss of concentration, exhaustion, anger, overreaction, finding excuses and absence from work, and forgetfulness. The study recommended that the hospital authorities structure the work schedules of psychiatric nurses so that the nurses can get intermittent periods of leave away from work while providing the logistics to make the work of psychiatric nurses easy.

The Influence of Transformational Leadership Style to Nurse Job Satisfaction and Performance in Hospital

The complexity of today's healthcare system challenges hospitals to provide safe, patient-oriented, and cost-effective services. Leadership style in an organization is one factor that plays an essential role in increasing or slowing down the interest and commitment of individuals in the organization. The transformational leadership style emphasizes moral principles, cooperation, and community together united in the privilege of human ethics. Job satisfaction of nurses is expected to improve their performance to create full service to patients. This literature review aims to determine the effect of transformational leadership style on job satisfaction and performance of hospital nurses. The method in this study is a literature review by searching for articles through the Ebscohost, Science direct, and Proquest electronic databases published from 2016-2021 and meeting the inclusion criteria. The review process uses the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Results: The results of this review obtained nine articles showing that the transformational leadership style has a positive influence on job satisfaction. Five reports show that leadership positively affects nurse performance in hospitals. Transformational leadership style influences job satisfaction and nurse performance in hospitals. Transformational leadership has more influence on nurse performance than transactional leadership in public hospitals. Nurses' job satisfaction is influenced by opportunity, structural empowerment, job attachment, work environment, and stress. At the same time, nurse performance is influenced by organizational commitment, employee empowerment, workload, motivation, stress, psychological safety, work attachment, and work environment.

The Influence of Transformational Leadership Style to Nurse Job Satisfaction and Performance in Hospital

The complexity of today's healthcare system challenges hospitals to provide safe, patient-oriented, and cost-effective services. Leadership style in an organization is one factor that plays an essential role in increasing or slowing down the interest and commitment of individuals in the organization. The transformational leadership style emphasizes moral principles, cooperation, and community together united in the privilege of human ethics. Job satisfaction of nurses is expected to improve their performance to create full service to patients. This literature review aims to determine the effect of transformational leadership style on job satisfaction and performance of hospital nurses. The method in this study is a literature review by searching for articles through the Ebscohost, Science direct, and Proquest electronic databases published from 2016-2021 and meeting the inclusion criteria. The review process uses the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Results: The results of this review obtained nine articles showing that the transformational leadership style has a positive influence on job satisfaction. Five reports show that leadership positively affects nurse performance in hospitals. Transformational leadership style influences job satisfaction and nurse performance in hospitals. Transformational leadership has more influence on nurse performance than transactional leadership in public hospitals. Nurses' job satisfaction is influenced by opportunity, structural empowerment, job attachment, work environment, and stress. At the same time, nurse performance is influenced by organizational commitment, employee empowerment, workload, motivation, stress, psychological safety, work attachment, and work environment.

Effect of work environment on the job performance among nurses at Makkah City, Saudi Arabia

Background: Nurses represent the most significant proportion of health care professionals. Nurses work in different healthcare organisations and play a vital role in improving healthcare quality. The healthy nursing practice environments are significant to recruiting and retaining nursing professionals in in Saudi Arabia, because the country facing a critical nursing shortage. Nurses are generally eager to have a healthy work environment that provides them with a sense of worth, and a favourable work environment means better hospital performance. In this regard, it is essential to study the factors influencing nurses’ job performance. Aim: To determine the effect of the work environment on the job performance of nurses working in selected hospitals in Makkah, Saudi Arabia. Design: This study employed a quantitative, descriptive, cross-sectional research design to assess the effect of the work environment on nurses’ job performance. Sample: The convenience sampling method was chosen to collect and analyse the data from professional nurses who have worked for at least six months in the selected hospitals, from King Faisal Hospital and King Abdulaziz Hospital in the Makkah region of Saudi Arabia.

The Relationship Between Nurses' Quality of Work-Life on Organizational Loyalty and Job Performance in Saudi Arabian Hospitals: A Cross-Sectional Study.

PurposeThe purpose of this study is to analyze the relationship between quality of work-life on the organizational loyalty and job performance in Saudi Arabia.MethodsThis study used a cross-sectional design for collecting the data related to the nurses' quality of work-life, organizational loyalty, and job performance from nursing staff in Saudi Arabian hospitals. Three questionnaires were used in this study, which includes Quality of Work Life Scale (QWLS), Organizational Commitment Questionnaire (OCQ), and Individual Work Performance Questionnaire (IWPQ). An online version of the survey questionnaire was generated using the Google survey, to which a link is generated for collecting data. At the end of the survey, 243 responses were received. After removing the incomplete responses, 209 responses were considered for the data analysis. The statistical techniques including t-tests and Pearson's correlation were used in the data analysis.ResultsNurse managers reflected good quality of life, and high loyalty toward their employers, and also reflected good job performance levels. However, staff nurses reflected poor quality of work-life, organizational loyalty, and job performance. Training and development had strong positive correlation with continuance commitment (r = 0.628, p < 0.01). Job satisfaction and job security held strong positive correlation with task performance (r = 0.601, p < 0.01) and contextual performance (r = 0.601, p < 0.01).ConclusionQuality of work-life, organization loyalty, and job performance are positively correlated, and poor quality of work-life can negatively impact job performance and organizational loyalty of nurses.

Effect of Ethical Leadership on Nurses Job Performance

Effect of Ethical Leadership on Nurses Job Performance

Stress Management Techniques as A Tool for Improving Head Nurses Job Performance: Literature Review

Stress Management Techniques as A Tool for Improving Head Nurses Job Performance: Literature Review

Professional identity and emotional labour affect the relationship between perceived organisational justice and job performance among Chinese hospital nurses.

To investigate the influence of perceived organisational justice, professional identity and emotional labour on nurses' job performance. Previous studies have not explored the impact of professional identity and emotional labour on the relationship between perceived organisational justice and job performance. However, how to mobilize the enthusiasm of nurses and improve their job performance is the key for nursing managers to realize the sustainable development of hospitals. A cross-sectional survey design was conducted. A total of 951 nurses from public hospitals in China participated in the survey from March-June 2021. The descriptive statistical approach, Pearson's correlation analysis and the PROCESS Macro Model 4 and 14 in regression analysis were used to analyse the available data. The results showed that nurses' perceived organisational justice, professional identity, emotional labour and job performance were significantly positive correlations between every two variables, with coefficients ranging between .24 and .75. Professional identity played a whole mediating role in perceived organisational justice and job performance, accounting for 98.04% of the total effect; meanwhile, this process was moderated by emotional labour. Perceived organisational justice positively predicted nurses' job performance; as a mediating mechanism with moderating, professional identity and emotional labour further explained how perceived organisational justice promoted the job performance of nurses. This study highlighted the moderated mediation role of professional identity and emotional labour between nurses' perceived organisational justice and job performance. Understanding this mechanism has guiding significance for nursing managers to improve nurses' job performance.