Hospital Nurses Research Articles

Short Mindfulness Meditations During Breaks and After Work in Everyday Nursing Care: A Simple Strategy for Promoting Daily Recovery, Mood, and Attention?

Nurses experience high job demands, which makes recovery particularly necessary to maintain well-being and performance. However, these demands also make recovery challenging. Short mindfulness meditations could potentially help alleviate this paradox. Two ecological momentary intervention studies were conducted among geriatric nurses (Study 1: break study) and hospital nurses (Study 2: after-work study) to investigate whether short audio-guided mindfulness meditations are beneficial for recovery during breaks and psychological detachment after work. Furthermore, break recovery and after-work detachment were examined as mediators of the associations between mindfulness meditations and after-break/after-sleep mood and attention after respective recovery periods. Multilevel path models were based on a sample of 38 nurses and 208 after-break surveys in the break study and 26 nurses and 192 after-sleep surveys in the after-work study. Compared to breaks spent as usual, breaks that incorporated short mindfulness meditations were associated with higher break recovery, which mediated the positive associations between mindful breaks and after-break calmness, valence, and energetic arousal. Only with certain constraints did mindfulness meditations predict a lower rate of attention failures. In the after-work study, short mindfulness meditations were positively related to psychological detachment, which mediated the positive associations between the intervention and after-sleep valence and calmness. Both pilot studies showed that short mindfulness meditations aid in recovery among nurses. However, to fully utilize the advantages of recovery-promoting breaks, structural changes are necessary to ensure that breaks of an appropriate duration are consistently implemented.

Overview of Post-acute and Long-term Care Providers and Services Users in the United States, 2020.

This report presents national results from the National Post-acute and Long-term Care Study to describe providers and services users in seven major settings of paid, regulated post-acute and long-term care services in the United States. Data are from the 2020 National Post-acute and Long-term Care Study, which includes surveys of adult day services centers and residential care communities and administrative data from the Centers for Medicare and Medicaid Services on home health agencies, hospices, inpatient rehabilitation facilities, long-term care hospitals, and nursing homes. The findings show variation in characteristics of the seven post-acute and long-term care settings. About 68,150 providers served roughly 7.3 million people in the United States; about one-half of these providers were residential care communities, and about one-quarter were nursing homes. The Northeast had a higher percentage of adult day services centers than other settings, the Midwest had a higher percentage of nursing homes, the South had a higher percentage of long-term care hospitals, and the West had a higher percentage of residential care communities. Among the settings, more registered nurses were employed in inpatient rehabilitation facilities and long-term care hospitals, and more licensed practical nurses in home health agencies and long-term care hospitals. The most common services were skilled nursing and therapeutic services. Adult day services centers had the highest percentage of users younger than age 65, while nearly one-half of hospice and nursing home users were age 85 and older. Adult day services centers had the highest percentage of other non-Hispanic and Hispanic users among the settings. The percentage of users with selected diagnoses and activities of daily living difficulties varied by setting. The providers described in this report comprise a large share of the U.S. post-acute and long-term care industry. This report provides the most recent nationally representative information on these providers and services users and updates findings from previous National Center for Health Statistics reports.

The Influence of Work Experience and Employee Competency on Nurse Performance

Human Resource Management (HRM) is a science or method of managing the relationships and roles of resources (workforce) owned by individuals efficiently and effectively. HR management consists of HR planning, personnel selection, training and development, and performance assessment. The performance of nurses in hospitals is very important because it can influence performance in achieving health services in the hospital itself. This study aims to determine and analyze the influence of work experience and competency on the performance of nurses at RSD dr. Soebandi Jember. The data used in this research is primary data obtained through distributing questionnaires. The population in this study were all nurses at RSD dr. Soebandi, numbering 463 people. The sampling technique or method used was stratified random sampling, totaling 150 people. Validity and reliability analysis was carried out in this research. Hypothesis testing is also carried out for direct influence analysis. The research results stated that work experience had a significant effect on nurse performance. Nurse competency has a significant effect on nurse performance.

Determining Factors in the Implementation of Biosecurity Measures by Hospital Nurses in Piura, Peru.

Nosocomial infections are a significant cause of morbidity, mortality, and increased treatment costs in hospitals. This study aimed to analyze the factors determining the implementation of biosafety measures by the nursing staff of four hospitals in Piura via a structural equation modeling (SEM) approach. A total of 215 nurses from various hospitals in the region participated by completing an online survey. The results demonstrated that extrinsic factors (FEX) positively influence the implementation of biosafety measures (BIOM) (β = 0.319 ***), as do intrinsic factors (FINT) (β = 0.520 **). Furthermore, intrinsic factors mediate the relationship between extrinsic factors and the implementation of biosafety measures (β = 0.443 ***). In conclusion, this study provides a deeper understanding of biosafety dynamics in healthcare settings and lays the groundwork for the development of customized interventions and ongoing training programs that ensure the optimal implementation of biosafety measures in hospitals.

Nurses during war: Profiles-based risk and protective factors.

Nurses in southern Israel's public hospitals were exposed to unusual traumatic events following the October 7, 2023, Hamas attack on Israel, and the ensuing Swords of Iron War. This study aimed to clarify the complexity of wartime nursing by identifying profiles based on risk factors (i.e., psychological distress and adjustment disorders) and protective factors (i.e., positive affect (PA), resilience, and perceived social support [PSS]). This study utilizes a cross-sectional design. Two hundred nurses at a major public hospital in southern Israel completed self-report questionnaires. A latent profile analysis (LPA) was conducted to identify distinct profiles based on nurses' risk and protective factors. Differences in profiles were examined alongside sociodemographic and occupational variables and traumatic event exposure. The LPA was conducted using MPlus 8.8 Structural Equation Modeling (SEM) software. Two distinct profiles were identified: "reactive" and "resilient." The "reactive" group included nurses who had higher risk factor scores (psychological distress and adjustment disorder), whereas the "resilient" group included nurses who had higher protective factor scores (PA, resilience, and PSS). Furthermore, nurses in the "reactive" group were younger, with greater seniority, worse self-rated health, and a higher frequency of kidnapped family members compared to nurses from the "resilient" group. Nurses in wartime are at risk if identified as "reactive." Identifying these profiles can assist in developing effective support practices to help nurses cope with wartime challenges and maintain their mental well-being. Healthcare organizations should tailor interventions to prepare and support nurses of various ages and experience levels, during and after conflicts. This approach aims to reduce risk factors and promote protective factors among nurses during wartime.

Associations of perceptions of patient safety culture, job crafting, and perceptions of patient rounding with patient safety management activities among tertiary hospital nurses

Associations of perceptions of patient safety culture, job crafting, and perceptions of patient rounding with patient safety management activities among tertiary hospital nurses

Optimized Continuity of Care Report on Nursing Compliance and Review: A Retrospective Study.

The Continuity of Care Report (CCR) is a fundamental document for ensuring high-quality healthcare and a smooth transition between different levels of care. The aim of this study was to evaluate the impact of optimizing the CCR to improve its completion rate by hospital nurses and its review by primary care nurses. To achieve this, a retrospective observational study was conducted on patients discharged from the University Hospital of La Plana de Vila-real during two three-month periods, one prior to the CCR improvement (2022) and one after (2023). No increase in the completion rate for the CCR was observed following its optimization (p = 0.226). However, a statistically significant improvement was noted in the percentage of reports reviewed (p > 0.001), increasing from 4.4% (n = 49) in 2022 to 30.5% (n = 327) in 2023. These results indicate that the optimization of the Continuity of Care Report enhances the communication between specialized care and primary care professionals.

Think-aloud approach combined with case-based learning in nursing teaching round for new nurses in cancer hospital

BackgroundThe transition from nursing students to working as new nurses can be a challenging process. This study aimed to assess the efficacy of a pedagogical approach amalgamating the think-aloud approach and case-based learning in the instructional rounds for new nurses.MethodsUtilizing convenience sampling, new nurses were selected between 2020 and 2021 in China cancer hospital. A total of 98 participants agreed to participate, with 50 enrolled in 2020 as the control group and 48 in 2021 as the observation group. Across a span of weeks 1, 3, 5, 7, 9, and 11, each clinical department conducted six teaching rounds. The observation group engaged in teaching rounds combining the think-aloud approach with case-based learning, whereas the control group solely utilized case-based learning. Disparities in case analysis scores and critical thinking ability between the two groups were scrutinized, alongside an analysis of learning strategies and the observation group feedback.ResultsThe observation group exhibited superior case analysis scores (91.92 ± 6.33) and overall critical thinking ability scores (308.39 ± 35.88) in comparison to the control group, which scored (85.27 ± 5.39) and (275.11 ± 31.32) respectively, reflecting statistically significant variances (t = 1.868 ~ 6.361, P < 0.05). Predominant learning strategies employed in the observation group ranged from cognitive to meta-cognitive, followed by psychosocial strategies. During interviews focused on nurses’ feedback on the learning process, themes emerged surrounding the enhancement of learning proficiency, invigoration of learning enthusiasm, and bolstering psychological well-being.ConclusionThe combination of think-aloud approach and case-based learning in nursing teaching rounds greatly improves the efficiency of training and the critical thinking acuity of new nurses. Concurrently, it facilitated an evaluation of learning strategies, thereby offering valuable insights for the nursing teaching rounds of new nurse.

Current status and development perspectives of learning ability building for nurses in new hospitals: a cross-sectional survey

BackgroundAs a dynamically developing medical institution, the new hospital places patients at the center of it focus. It investigates the status quo of nurses' learning ability and aims to comprehensively improve their medical nursing ability. Despite this objective, few studies have been conducted on the learning ability of nurses in new hospitals.MethodsA cross-sectional survey was conducted among nursing at the Second Affiliated Hospital of Zunyi Medical University in 2022–2023.In this survey design, a total of 410 nurses in a new tertiary general hospital completed questionnaires, with 402 valid questionnaires collected. Optimal scale regression was used to analyse the factors influencing nurses' learning ability in newly built hospitals.ResultsThe overall score of nurses' learning ability in the new hospital averaged 140.27 ± 36.49, indicating a high level of proficiency. The results showed that age, length of service, daily working hours, and monthly income could influence the learning ability of nurses in new hospitals, with a statistically significant difference (P < 0.05).ConclusionsThese findings suggest that it is necessary for nursing managers in new hospitals to pay attention to factors such as nurses' age, work experience, daily working hours and income in developing nurse education programmes to improve nurses' learning capacity. For the development of high quality nursing in new hospitals.

The Problem of Sequential Entry of Nurses as a Disincentive to Medical Safety and a Factor Increasing Overtime.

The purpose of this study was to visualize the nurses' approach to recording and to identify the causes that lead to overtime. The data used were those related to the performance and entry of nursing tasks (observation and care acts). Data from Hospital A, a provider of acute care with approximately 400 beds, was used. One month of work data were obtained from 12 nurses who were judged by the chief nurse to be excellent and efficient in their work. 12 nurses were divided into three groups: a high-level sequential entry rate group (>0.6), a medium-level sequential entry rate group (0.4 to <0.6), and a low-level sequential entry rate group (<0.4). The high-level sequential input rate group had data input every time they performed their work, so that the work implementation and input implementation were completed at 5:00 p.m. The medium-level sequential entry rate group tended to enter data about an hour late when they started work, which tended to result in overtime. The low-level sequential input rate group tended to input work in the afternoon, resulting in significant overtime. The data of approximately 400 nurses in a 900-bed University Hospital B, where Team Compass is implemented, were used to analyze the actual sequential input rate. 884 nurses in University Hospital B, of whom 397 had input data for 19 consecutive months. The sequential input rate in November 2020, one and a half years after the start of operation, was divided into five groups by 20%: 0-20%: 27 (7%), 20-40%: 30 (7%), 40-60%: 37 (9%), 60-80%: 69 (17%), and over 80%: 234 (59%). The number of employees who have been working overtime hours is also high. Although the importance of sequential entry to achieve results in reducing overtime hours continued to be strongly presented, there were 23% of nurses who indicated a sequential entry rate of less than 60%.

The Role of Burn Out and Role Stress in Mediating Workload on Job Satisfaction Study on Hospital Nursing Staff in Cirebon

This study aims to examine the effect of Workload on Job Satisfaction with Burnout and Role Stress as mediating variables. This study uses quantitative methods that aim to analyze whether there is a relationship between the variables studied and to confirm the theory with PLS-SEM (Partial Least Square - Structural Equation Modeling) analysis. The sample in this study was 192 respondents of nursing staff in 3 hospitals in Cirebon, West Java, which were taken by random sampling. The results showed that Workload has a significant positive effect on burnout with a P-value (0.00 &lt; 0.05) and a T-Table of (16.725 &gt; 1.96), Workload has a significant positive effect on job satisfaction with a P-value (0.00 &lt; 0.05) and a T-Table of (11.277 &gt; 1.96), Workload has a significant positive effect on role stress with a P-value (0.00 &lt; 0.05) and a T-Table of (9.588 &gt; 1.96). Furthermore, the results of this study found that Role Stress is able to mediate the effect of Workload on Job Satisfaction with a T-Table value of (6.407 &gt; 1.96) and a P-value of (0.000 &lt; 0.05), Burnout is able to mediate the effect of Workload on Job Satisfaction with a T-Table value of (3.549 &gt; 1.96) and a P-value of (0.000 &lt; 0.05).

Guidelines for promoting awareness of radiation protection among professional nurses

ABSTRACT X-ray imaging plays a crucial role in medical diagnosis, particularly for patients presenting with severe symptoms who require radiographic examination for further evaluation. While uncommon, there are instances where nurses may be exposed to radiation, such as when performing certain procedures on patients. The study employs an explanatory sequential mixed-method research aims to analyze the level of awareness of nurses on radiation exposure, identify predictive factors, and develop guidelines for promoting radiation protection awareness among professional nurses in Royong Hospital. Quantitative research involved a simple random sampling of 120 professionals who completed a 23-item questionnaire, with results analyzed using percentage, mean, standard deviation, and multiple regression analysis. Qualitative research included a purposive selection of 10 professional nurses for in-depth interviews, with data analyzed thematically. Results showed a high level of awareness, with predictive factors including gender (95.8% female, P < 0.05), age (highest awareness in 31–40 years range, 42.50%, P < 0.01), work experience (highest awareness in 11–15 years range, 27.50%, P < 0.01), and training on radiation protection (27.50%, P < 0.01). Guidelines for promoting awareness through radiation protection training and online hospital resources. It concludes that prioritizing radiation safety education is key to enhancing awareness among professional nurses in hospitals.

How is social support defined, categorized and measured in studies of work-related musculoskeletal disorders among hospital nurses: A scoping review.

To summarize current literature on the definition, categorization and measurement of social support in studies of work-related musculoskeletal disorders among hospital nurses. A scoping review. A literature search of four databases (CINAHL, Medline, Embase and Web of Science) was employed to map the evidence between January 2012 and April 2023 on the definition, categorization and measurement of social support in studies of work-related musculoskeletal disorders among nurses in hospital settings. This review adopted Arksey and O'Malley's framework for conducting scoping reviews. Data extraction was reported using PRISMA Scoping Review guidelines and articles synthesized using a descriptive approach. Fifteen studies met the criteria for inclusion in the review. Social support was distinctly defined in only two studies. Four main categories of social support identified were Co-worker, Supervisor, Family and Overall support. Eight tools were found to measure social support, and the most used tool was the Job Content Questionnaire. The review identified that social support is often not explicitly defined. Furthermore, social support can be categorized and measured in different ways, using diverse tools. This variation may affect the understanding of social support and the approaches in measuring and providing social support in the workplace. Studies should clearly define the social support category evaluated, to facilitate comparisons between studies of nurses with work-related musculoskeletal disorders. Healthcare managers should obtain feedback from nurses to ensure that the category of social support provided matches that which the nurse requires to ensure it helps the nurse from an organizational perspective. Healthy social relationships should be encouraged among nurses to promote nurses' well-being and by extension patient care. There was no patient or public involvement.

Investigating the Frequency and Causes of Nursing Errors and their Relationship with Occupational Stress in Nurses of Sirjan Hospitals During the Coronavirus Disease Outbreak

Background: During the outbreak of infectious diseases, the occurrence of numerous psychological reactions in nursing personnel is likely to increase, affecting their mental health. The present study aims to investigate the frequency and causes of nursing errors and their relationship with occupational stress in nurses of Sirjan hospitals during the coronavirus disease 2019 (COVID-19) outbreak. Methods: In this cross-sectional descriptive-analytical study conducted in 2021, 301 nurses from Sirjan hospitals were included in the study as census. The individual and occupational characteristics information questionnaire, the Nursing Errors Questionnaire, and the Osipow’s Occupational Stress Inventory (OSI) were used to collect data. Data were analyzed using SPSS statistical software version 19. Results: According to the results of this study, 41.2% of nurses reported their occupational stress to be severe. Illegibility of the doctor’s medication orders (46.8%), Giving the wrong medicine to the patient (46.2%) were the most common nursing errors. Based on the results, 68.4% of nurses reported the lack of nurses as the most common cause of nursing errors. Also, regarding the relationship between each part of the nursing error questions with the occupational stress mean scores, reading medication orders incorrectly (P=0.008) and sending the wrong blood sample (P=0.002) had a significant relationship. Conclusion: Due to the high prevalence of occupational stress and nursing errors, nurses should work in a calm environment that makes appropriate nursing interventions possible and avoids ward overcrowding. Furthermore, nursing managers should act to provide necessary standards, such as appropriate nurse-to-patient ratio and continuous training on infusing drugs.

Management Support in Implementing A Career Path System for Nurses in Local Government Hospitals

Career ladder systems are an important mechanism in supporting the professional development of nurses and have been implemented in various models in a number of countries. Effective management support is critical to the successful implementation of career ladder systems in Indonesia. This study aims to determine the description of management support in the implementation of career ladder system in Local Government Hospitals. This study is a quantitative study with a cross-sectional design conducted in May-June 2024. The study population was all nurses who applied for competency assessment and credentialing/recredentialing as many as 76 people who also became samples with total sampling technique. Data were analyzed using descriptive statistics including frequency distribution and percentage. These questionnaires have undergone validity and reliability testing, with Cronbach's alpha values of 0.905 for the Management Support Questionnaire and 0.927 for the Nursing Career Path Questionnaire. The results showed that the majority of executive nurses were female (92%) with vocational education (84%) and were in early adulthood (26-35 years old). Most of them had between 8 to 15 years of service and almost half of them were at the Pre PK level (43%). Management support in implementing career ladders was mostly categorized as good (54%). This study concludes that management support in the implementation of the career ladder system in Local Government Hospitals is mostly good, but there are still some aspects that need to be improved. Optimal management support includes the provision of adequate resources, structured training programs, and continuous feedback to ensure the successful implementation of the career ladder system.

Management Support in Implementing a Career Path System for Nurses in Local Government Hospitals

Management Support in Implementing a Career Path System for Nurses in Local Government Hospitals

The Impact of Patients and Student Mental Health Nurses Sharing Time Together in Forensic Units.

Student mental health nurses have greater patient contact than registered nurses, and this is appreciated by patients. This phenomenological study explored the impact of patients and student mental health nurses' time shared on forensic units for men carrying a personality disorder diagnosis. Phenomenology was the underpinning philosophy of this research. Patients and student mental health nurses in forensic hospitals participated in unstructured hermeneutic interviews. The time students and patients shared together was considered a gift, enabling them to feel that they were "just people" and valued, strongly impacting on their sense of person. The impact the students have on patients' quality of life is meaningful. When the students and patients connected, it had powerful implications for their sense of humanness and value, highlighting the reciprocal impact they each have on another and the importance of having student nurse clinical placements in forensic wards and facilities.Implications for Clinical Forensic Nursing Practice: This article offers a unique contribution to forensic practice by exploring the experiences of the time patients and students share together in forensic units. Students, who often have the greatest contact with patients, represent the present and future of nursing, and their time is appreciated by patients. Previous research focuses on attitudes and therapeutic relationships, rather than the impact of shared contact. In addition to this, patients in forensic services with personality disorder diagnoses can be the most stigmatized group in mental health care, and exploration of their experiences is lacking. These experiences must be shared.

The Impact of Emotional Intelligence on Job Burnout through the Mediating Effect of Job Satisfaction of Nurses in Private Hospitals in Gaza Strip

The Impact of Emotional Intelligence on Job Burnout through the Mediating Effect of Job Satisfaction of Nurses in Private Hospitals in Gaza Strip

Mind over matter: mindfulness as a buffer against workplace incivility.

This study examines the relationship between co-worker incivility, emotional exhaustion, mindfulness, and turnover intention among nurses in public and private hospitals in North Cyprus. Drawing upon the Job Demand-Resources theory, the research aims to contribute to the existing literature by investigating the mediating role of emotional exhaustion and the moderating effect of mindfulness on the relationship between co-worker incivility and turnover intention. Data were collected from 238 nurses through questionnaires, and structural equation modeling was employed for data analysis. The results indicate a positive association between co-worker incivility and emotional exhaustion, as well as between co-worker incivility and turnover intention. Emotional exhaustion was found to mediate the relationship between co-worker incivility and turnover intention. Furthermore, mindfulness was identified as a moderator, attenuating the negative impact of co-worker incivility on turnover intention. The findings underscore the importance of addressing workplace incivility and promoting mindfulness to mitigate turnover intentions among nurses. Practical implications include the implementation of interventions to foster a supportive work environment and enhance nurses' emotional wellbeing.

Enhancing the quality of medicine handover at hospital discharge: a priority setting workshop.

When a patient is discharged from hospital it is essential that their general practitioner (GPs) and community pharmacist are informed of changes to their medicines. This necessitates effective communication and information-sharing between hospitals and primary care clinicians. To identify priority medicine handover issues and solutions to inform the co-design and development of a multifaceted intervention. A modified nominal group technique was used to reach consensus on medicine handover priority areas. The first hour of an interactive 2-hr workshop focused on ranking pre-identified issues drawn from literature. In the second hour, participants identified solutions that they then ranked from highest to lowest priority through an online platform. Descriptive statistics were used to analyse workshop data. In total 32 participants attended the workshop including hospital doctors (n = 8, 25.0%), GPs and hospital pharmacists (n = 6 each, 18.8%), consumers and community pharmacists (n = 4 each, 12.5%), and both hospital and aged care facility nurses (n = 2 each 6.3%). From the list of 23 issues, the highest ranked issue was high workload and time pressures impacting the discharge process (22/32). From the list of 36 solutions, the participants identified two solutions that were equally ranked highest (12/27 each). They were mandating that patients leave hospital with a discharge summary, including medication reconciliation information and, developing an integrated information technology system where medication summary and notes are accessible for primary, secondary and tertiary health provider. The consensus process highlighted challenges in hospital procedures where potential solutions may be implemented through co-design of a multifaceted intervention to improve medicine handover quality.