Nurses Job Research Articles

An app for predicting nurse intention to quit the job using artificial neural networks (ANNs) in Microsoft Excel.

Abstract Background: Numerous studies have identified factors related to nurses’ intention to leave. However, none has successfully predicted the nurse’s intention to quit the job. Whether the intention to quit the job can be predicted is an interesting topic in healthcare settings. A model to predict the nurse’s intention to quit the job for novice nurses should be investigated. The aim of this study is to build a model to develop an app for the automatic prediction and classification of nurses’ intention to quit their jobs. Methods: We recruited 1104 novice nurses working in 6 medical centers in Taiwan to complete 100-item questionnaires related to the nurse’s intention to quit the job in October 2018. The k-mean was used to divide nurses into 2 classes based on 5 items regarding leave intention. Feature variables were selected from the 100-item survey. Two models, including an artificial neural network (ANN) and a convolutional neural network, were compared across 4 scenarios made up of 2 training sets (n = 1104 and n = 804 ≅ 70%) and their corresponding testing (n = 300 ≅ 30%) sets to verify the model accuracy. An app for predicting the nurse’s intention to quit the job was then developed as a website assessment. Results: We observed that 24 feature variables extracted from this study in the ANN model yielded a higher area under the ROC curve of 0.82 (95% CI 0.80-0.84) based on the 1104 cases, the ANN performed better than the convolutional neural network on the accuracy, and a ready and available app for predicting the nurse’s intention to quit the job was successfully developed in this study. Conclusions: A 24-item ANN model with 53 parameters estimated by the ANN was developed to improve the accuracy of nurses’ intention to quit their jobs. The app would help team leaders take care of nurses who intend to quit the job before their actions are taken. Key Points

The association between hospital nursing resource profiles and nurse and patient outcomes.

To identify and describe profiles of nursing resources and compare nurse and patient outcomes among the identified nursing resource profiles. Research linking nurse education, staffing, and the work environment treats these nursing resources as separate variables. Individual hospitals exhibit distinct profiles of these resources. This cross-sectional secondary analysis used 2006 data from 692 hospitals in four states. Latent class mixture modelling was used to identify resource profiles. Regression models estimated the associations among the profiles and outcomes. Three profiles were identified (better, mixed and poor) according to their nursing resource levels. Hospitals with poor profiles were disproportionately mid-sized, for-profit, and had lower technology capability. Nurse job outcomes, patient mortality and care experiences were significantly improved in hospitals with better resource profiles. Hospitals exhibit distinct profiles of nursing resources that reflect investments into nursing. Nurse and patient outcomes and patients' experiences are improved in hospitals with better nursing resource profiles. This finding is consistent with the literature that has examined these resources independently. Nurse managers can identify their nursing resource profile and the associated outcomes. Our results show the advantages of improving one's hospital nursing resource profile, motivating managers to make an informed decision regarding investments in nursing resources.

SOCIO-DEMOGRAPHIC CORRELATES OF JOB SATISFACTION AMONG NURSES AND MIDWIVES IN HEALTH FACILITIES IN THE BOLE DISTRICT OF THE SAVANNAH REGION, GHANA.

In the Ghanaian health system, low job satisfaction has been shown to affect service delivery. It is indicated that poor remuneration, non-conducive working environments and poorly resourced healthcare facilities influence job satisfaction and affect quality healthcare delivery. In this study, the relationship between socio-demographic variables and job satisfaction were examined. An analytical cross-sectional design and a multistage sampling technique were employed and the Mueller/McCloskey Nurse Job Satisfaction Scale was adapted and used to carry out interviews among 156 nurses and midwives in the Bole District of the Savannah Region. Spearman’s correlational analysis was done at 95% confidence level (p 0.05); marital status (r=-0.120, p=0.137> 0.05); level of education (r=0.055, p=0.576>0.05); working experience (r=0.135, p=0.094) and job satisfaction. Job type by healthcare profession was the only socio-demographic variable that predicted job satisfaction. Whilst the midwives were more likely to be dissatisfied, the nurses were more likely to be satisfied. It is recommended that nursing leaders and policy makers should institute motivational packages in consonance with the job types of these health professionals and respecting their rights to be involved in decision making and creating fair promotion opportunities. 
 Keywords: Nurse, Midwife, Job Satisfaction, Socio-demographic Factors, Bole District.
 

A Development of Robotic Scrub Nurse System - Detection for Surgical Instruments Using Faster Region-Based Convolutional Neural Network –

There is presently a shortage of nurses in Japan, with a further shortage of 3,000–130,000 nurses expected. There is also shortage of scrub nurses. Scrub nurses are nurses who work in the operating room. The main job of scrub nurses is to assist surgeons. Scrub nurses are a high turnover rate, because it is a difficult job. Therefore, system for assisting scrub nurses are needed. The purpose of this study was to develop a robotic scrub nurse. As a first step, a detection system for surgical instruments was developed using the “Faster Region-Based Convolutional Neural Network” (Faster R-CNN). In experiments, computer graphics (CG) model images and 3D-printed model images were evaluated, and the system showed high accuracy. Consequently, the Faster R-CNN system can be considered as suitable for detecting surgical instruments.

The Relationship between Patient Care Management and Nurse Job Satisfaction in a Regional Hospital

The hospital’s demand to increase nurse job satisfaction is influenced by various factors including theimplementation of good patient care management. In nursing professional development, job satisfactionprovides guidelines for various hospital services. This study aims to determine the relationship between patientcare management and nurse job satisfaction. A cross-sectional study was conducted among 303 nurses workingin a regional Hospital in Indonesia. The demographic data were collected using the patient care managementquestionnaire on the Main Duties and Functions of the case manager for the Hospital Accreditation Commissionwhile information on job satisfaction was assessed through the Minnesota Satisfaction Questionnaire, then theanalysis was carried out with the Chi-Square Test. The bivariate test showed that patient care management hasa p-value of 0.004. There was a relationship between patient care management and job satisfaction. Based on theresults, nurses need to understand patient care management from the case manager’s perspective to increasetheir job satisfaction.

COVID-19'lu Hastalara Hemşirelik Hizmeti Sunan Hemşirelerde İş Motivasyonu: Tanımlayıcı Bir Çalışma

Objective: In the study, it was aimed to examine the work motivation level of nurses and the factors affecting work motivation during the coronavirus disease-2019 (COVID-19) pandemic. Material and Methods: This descriptive study was conducted with 110 nurses providing healthcare services to patients diagnosed with COVID-19 in a university hospital during the pandemic. Research data were collected using an online survey between September 2021 and December 2021. The survey consisted of ''the socio-demographical and working characteristics of nurses'', ''Nurses Job Motivation Scale (NJMS)'', and ''the importance level of factors affecting work motivation''. Results: The mean score of the NJMS of the nurses during the pandemic was 60.17±9.19. The motivation of the nurses who chose the profession because of their ''love of the profession'' was significantly high (p<0.05). The views of nurses on the ''suitability of the profession for them'' changed negatively during the pandemic compared to the before pandemic (p<0.05). The work motivation of the nurses whose opinions were changed negatively was significantly low (p<0.05). There was a significant increase in the NJMS scores in parallel with the increase in the importance score of the factors assuming responsibility, getting authority, opportunity to display creativity, openness to innovations, and participation in decisions (p<0.05). Conclusion: The results of the research showed that the work motivation of the nurses during the pandemic process was high, although not at the maximum level.

Evaluation of burnout and other psychological aspects in medical staff working in the Covid-19 ward and comparison with non-Covid-19 wards

Background: The Covid-19 pandemic has put unprecedented pressure on staff, and many are suffering from mental disorders and burnout. Objectives: The present study aimed to evaluate burnout and other psychological aspects in medical staff working in the Covid-19 ward and comparison with non-Covid-19 wards. Methods: This is a cross-sectional study conducted from 10 December 2020 to 16 April 2021 in the province of Qazvin. A total of 384 respondents (187 people in Covid-19 wards and 197 people in non- Covid-19 wards) were selected to participate in the study using the convenience sample method. The Maslach Burnout Inventory (MBI) and the General Health Questionnaire-28 (GHQ-28) were distributed online to all participants. Moreover, sociodemographic data and occupational conditions were collected and analyzed using appropriate statistical methods. Results: Medical staff working in Covid-19 wards had significantly higher GHQ scores compared to non-Covid-19 wards (29.82 ± 11.07 vs. 25.76 ± 11.83, p &lt;.001, respectively). Risk factors associated with GHQ included jobs of nurses, physicians, and more shifts (p &lt;.05). In terms of burnout subscales, the medical staff working in Covid-19 wards had significantly more depersonalization, emotional exhaustion, and lower individual performance (p &lt;0.05). Risk factors associated with the burnout subscales included the female gender, being a nurse, being a physician, having children, confirming an infection, and changing jobs during the Covid-19 pandemic (p &lt;0.05). Conclusion: The present study demonstrated that individual variables, along with the prevalence of Covid-19, can affect the psychological consequences of the medical staff and be considered as a risk factor for each of them.

Effect of Spiritual Leadership Educational Program for Head Nurses on Staff Nurses Job Enjoyment

Effect of Spiritual Leadership Educational Program for Head Nurses on Staff Nurses Job Enjoyment

Moral Distress Work Motivation and Job Satisfaction of Medical-Surgical Nurses During the COVID-19 Pandemic: A Correlation Study

This research is the second part of a more comprehensive study. The purpose of this part of the study is to examines the relationship between the level of moral distress, work motivation, and job satisfaction of medical-surgical nurses in Hail Saudi Arabia. This study used a descriptive-correlation research design using the combination of three questionnaires (Moral Distress Questionnaire, Multidimensional Work Motivation Scale, and Nurses Job Satisfaction Questionnaire) through an online survey. There are 274 respondents in this study. The statistical tests used are mean, standard deviation, and Pearson-r. Results include about the relationship between moral distress and work motivation Pearson-r scored r=0.07; p=0.27; regarding the relationship between moral distress and job satisfaction Pearson-r scored r=-0.35; p=&lt;0.001; concerning the relationship between work motivation and job satisfaction, Pearson-r scored r=0.05; p=0.42. The researchers conclude that moral distress is minimally inversely influenced by job satisfaction and vice versa, while moral distress does not affect work motivation and vice versa. Also, work motivation is not influenced by job satisfaction and vice versa.

Theory Organizational Behaviour untuk Menganalisa Pengaruh Psychological Well-Being dan Job Attitude terhadap Perawat Klinis

Job Attitude nurses become the basis of the formation of good health services, one of the dimensions of job attitude is job satisfaction. Clear career development makes nurse job satisfaction good and has a loyalty impact on the hospital. Psychological well-being is the most important part of the nurse's Turn Over Intention process. The number of job demand nurses in daily activities causes job attitude nurses to be not good and nurses feel dissatisfied with high job demand. The goal is to analyze the effect of Job Demand and Career Development on The Job Attitude of Nurses In Class C Hospitals Through Psychological Well-being as an Intervening Variable. Research methods with an associative quantitative descriptive approach with cross-sectional research design. The data analysis technique used is path analysis and uses 63 nurses as a saturated sample of research. The result is the Effect of Job Demand and Career Development on Nurse Job Attitude Through Psychological Well-being as an Intervening Variable. Broadly speaking there is the Influence of Job Demand and Career Development on Job Attitude Through Psychological Well-being in Class C Hospital Tangerang City. Management must make a Determination of Work load of each nursing unit in the Hospital so that it can create a good assignment, plan the nurse's career development work program and make a corner of complaints so that every problem can be resolved properly. Further research needs to develop with a larger sample and add independent variables to be more widespread in the discussion

The Relation between Clinical Competency and Perceived Psychiatric Nurses Job Stress

The Relation between Clinical Competency and Perceived Psychiatric Nurses Job Stress

The Relationship between Workload and Social Support with Nurse Job Satisfaction in Hospital Inpatient Room

Introduction: Concern for good psychological condition of nurse regarding workload and social support in every job they do is an effective strategy to increase nurse job satisfaction. Nurse job satisfaction is important for the creation of better nurse performance. The purpose of the study was to explain the relationship between workload and social support with nurse job satisfaction in the inpatient room of RSUD Dr. Harjono Ponorogo.Method: The study used a descriptive correlational design with a cross sectional approach. The study population was 164 nurses in the inpatient room of RSUD Dr. Harjono Ponorogo. The sample size of 116 respondents was obtained by using cluster random sampling technique. The independent variables are workload and social support, while the dependent variable is nurse job satisfaction. The instruments used are workload questionnaire, social support questionnaire, and nurse job satisfaction questionnaire. Data analysis were used descriptive test and logistic regression test with a significant value of p ≤ 0.05.Results: There was a relationship between workload (p=0.000), social support (p=0,003), instrumental support (p=0.003), informational support (p=0.020), emotional support (p=0.004), appceciation support (p=0.019) with nurse job satisfaction.Conclusions: The light workload is characterized by a balance between the number of nurses and the demands of the existing task and good social support (instrumental support, informational support, emotional support, appreciation support), that nurses feel cared for and appreciated, can increase nurse job satisfaction. So that the performance of nurses increases and creates professional nursing services.

Investigation of Human Errors in Emergency Department of Imam Khomeini Hospital Emergency Department of Jiroft Using Systematic Human Error Reduction and Prediction Approach

Introduction: In examining the unfortunate events that have taken place in the industrial and health sectors, human error is considered as the main cause of these events. Given the sensitivity and importance of medical careers, the occurrence of errors can lead to irreparable consequences. The purpose of this study was to investigate the human error in the emergency department of Imam Khomeini Hospital in Jiroft.&#x0D; Methods: This study was a cross-sectional and descriptive one. Emergency nurses' job duties have been analyzed by interviewing emergency nurses and studying nursing job guidelines and procedures using hierarchical task analysis. Finally, using the Systematic Human Error Reduction and Prediction Approach, human errors in nursing care were analyzed.&#x0D; Results: Generally, 4 tasks, 18 sub-tasks and 91 types of errors related to nursing activities were identified. Number of errors found, 27 (30%) Action errors, 18 (20%) Checking errors, 19 (21%) Retrieval errors, 12 (13%) communication errors, and 15 (16%) selection errors Were. As can be seen, the largest number of errors was related to the type of Action errors.&#x0D; Conclusion: Considering the results of the present study, the highest numbers of errors were related to Action and Checking errors respectively, which due to the sensitivity of nursing jobs and especially in the emergency department, require the use of highly skilled people to perform tasks that require high concentration and accuracy.

MOTIVASI MEMEDIASI PENGARUH KOMITMEN PROFESIONAL TERHADAP KEPUASAN KERJA PERAWAT RSUD KABUPATEN KLUNGKUNG

A person's job satisfaction is influenced by several aspects, such as having the motivation and professional commitment needed to encourage a professional to do his job and develop the abilities he has in doing his job. This research is conducted at the Klungkung District General Hospital with 120 civil servant nurses as a sample using nonprobability sampling method. Data were collected using a questionnaire and analyzed by path analysis. The results show that Professional Commitment has a positive and significant effect on Job Satisfaction; Work Motivation has a positive and significant effect on Job Satisfaction; Professional Commitment has a positive and significant effect on Work Motivation; and Professional Commitment has a positive and significant effect on Nurse Job Satisfaction mediated by Work Motivation.&#x0D; Keywords: Professional Commitment, Motivation, Job Satisfaction

Evidence-Based Practice Culture and Mentorship Predict EBP Implementation, Nurse Job Satisfaction, and Intent to Stay: Support for the ARCC© Model.

The Advancing Research and Clinical practice through close Collaboration (ARCC© ) Model is a system-wide framework for implementing and sustaining evidence-based practice (EBP) in hospitals and healthcare systems. The model involves assessing organizational culture and readiness for EBP in addition to the development of a critical mass of EBP mentors who work with point-of-care clinicians to facilitate the implementation of evidence-based care. Determining how the various components of the ARCC© Model relate to one another is important for understanding how EBP culture and mentorship impact EBP implementation, nurses' job satisfaction, and intent to stay. The current study aimed to test a model that could explain the relationships and direct pathways among eight key variables in the ARCC© Model: (1) EBP culture, (2) mentorship, (3) knowledge, (4) beliefs, (5) competency, (6) implementation, (7) nurses' job satisfaction, and (8) intent to stay. Structural equation modeling was used to test relationships among the variables in the ARCC© Model with data obtained from an earlier cross-sectional descriptive study with 2,344 nurses from 19 hospitals and healthcare systems across the United States. The final structural equation model found that EBP culture and mentorship were key variables that positively impacted EBP knowledge, beliefs, competency, implementation, job satisfaction, and intent to stay among nurses. As described in the ARCC© Model, establishing a strong sustainable EBP culture along with a critical mass of EBP mentors is crucial for the development of EBP competency and consistent implementation of evidence-based care by nurses. A strong EBP culture along with EBP mentorship also can result in higher job satisfaction and intent to stay. Implementation of the ARCC© Model is a key strategy in assisting systems to reach health care's Quadruple Aim.

A Literature Content Analysis of Performance Incentives and Organizational Development Practices Focused on Nursing Job Satisfaction in Complex Health

In 2016, millennials surpassed Baby Boomers as the largest living generation in the United States. As more millennials have entered the nursing workforce, healthcare leaders have confronted a growing challenge of nursing shortages and high turnover rates for young nurses. Although nurses of all ages were pleased with their career choices, differences exist in how nurses in various age groups view job satisfaction, ideal workplace cultures, and workplace rewards. Generational differences among the nursing workforce have resulted in an increase in turnover, decreased retention, motivation, and job loyalty that have comprised the work environment of healthcare facilities. This inquiry uses an exploratory content analysis of the literature to understand the complex health administration challenges of creating managing, motivating, and retaining nurses.

National Estimates of the Reserve Capacity of Registered Nurses Not Currently Employed in Nursing and Emergency Nursing Job Mobility in the United States

In a large-scale disaster, recruiting from all retired and nonworking registered nurses is one strategy to address surge demands in the emergency nursing workforce. The purpose of this research was to estimate the workforce capacity of all registered nurses who are not currently working in the nursing field in the United States by state of residence and to describe the job mobility of emergency nurses. Weighted population estimates were calculated using the 2018 National Sample Survey of Registered Nurses. Estimates of all registered nurses, including nurse practitioners who were not actively working in nursing as well as only those who were retired, based on demographics, place of residence, and per 1,000 state population, were visualized on choropleth maps. Workforce mobility into and out of the emergency nursing specialty between 2016 and 2017 was quantified. Of the survey participants, 61% (weighted n=2,413,382) worked full time as registered nurses at the end of both 2016 and 2017. At the end of 2017, 17.3% (weighted n=684,675) were not working in nursing. The Great Lakes states and Maine demonstrated the highest per capita rate of those not working in nursing, including those who had retired. The largest proportion of those entering the emergency nursing specialty were newly licensed nurses (15%; weighted n=33,979). There is an additional and reserve capacity available for recruitment that may help to meet the workforce needs for nursing, specifically emergency nurses and nurse practitioners, across the United States under conditions of a large-scale disaster. The results from this study may be used by the emergency care sector leaders to inform policies, workforce recruitment, workforce geographic mobility, new graduate nurse training, and job accommodation strategies to fully leverage the potential productive human capacity in emergency department care for registered nurses who are not currently working.

Knowledge, Attitude, And Practice Regarding Nursing Interruptions Among Nurses in Tertiary Care Hospital: A Cross-Sectional Study

Purpose: Nursing is a profession who belong to care of community, a universal perception. Nurses job criteria belongs to many distractions and obstacles in performing their job. Interruption is considered to be part of workplace. The nursing profession responsibility and reliability are of high concerns because it deals with the life of human beings. Interruption at workplace compromises the patient safety. The study sought to explore the knowledge, attitude, and practices regarding nursing interruption among nurses.&#x0D; Methodology: Descriptive cross-sectional study design used. Questionnaire a tool used to collect data from tertiary care hospital (n=115). The tool contains a dimension of knowledge attitude and practice scoring of questionnaires as knowledge 50 score, attitude 45 and practice 28, respectively number questions each domains knowledge 10, attitude 9 and practice 7.&#x0D; Results: The KAP regarding interruption among Pakistani nurses score range (26-123). The means of knowledge attitude and practices respectively 31.2957 ± 7.21229, 33.1478 ± 5.68507, 19.5826 ± 3.86841. the collective mean and standard deviation of knowledge attitude and practice 84.0261 ± 16.76577. correlation statistically significant in KAP (p&lt;0.05). Coefficient of correlation knowledge enhance practices. The combined KAP of respondents was 69%. &#x0D; Unique contribution to theory, practice and policy: Knowledge attitude and practice prime parameters of confirming the quality of understanding and performance. Study concluded that nurses have moderate level of knowledge attitude and practice 69%. The knowledge and attitude positive coefficient correlation, enhance each other. Gender, increased academic qualification, attention of leader and experience correlation with KAP. Experience and age group 10-15 years possess a high degree of knowledge attitude and practice. There is a need for interruption management training moreover requiring leader attention. Basic understating about interruption on a clinical place not considerably efficient. The dependent variable causes a 20% variance in the criterion variable.&#x0D;

Disparities in Nurse Job Dissatisfaction and Intent to Leave: Implications for Retaining a Diverse Workforce.

To determine if Black nurses are more likely to report job dissatisfaction and whether factors related to dissatisfaction influence differences in intent to leave. Minority nurses report higher job dissatisfaction and intent to leave, yet little is known about factors associated with these differences in community settings. Cross-sectional analysis of 11 778 nurses working in community-based settings was conducted. Logistic regression was used to estimate the association among race, job satisfaction, and intent to leave. Black nurses were more likely to report job dissatisfaction and intent to leave. Black nurses' intent to leave decreased in adjusted models that accounted for dissatisfaction with aspects of their jobs including salary, advancement opportunities, autonomy, and tuition benefits. Nurse administrators may find opportunities to decrease intent to leave among Black nurses through focused efforts to target areas of dissatisfaction.

Effect of Emotion Management on Nurses Job Performance during Pandemic COVID-19.

Background: During a pandemic, healthcare professionals encounter various health hazards that affect their personal life and workplace. Emotion Management (EM) has a substantial impact on nurses’ performance in the healthcare industry. However, previous research studies reported inconsistent findings regarding how different levels of EM affects nurse performance (NP), particularly during pandemics. The present study contributes to the literature on this contemporary topic by investigating the impact of EM on NP among nurses during COVID-19 crisis. Methods: In a convenience sampling, 110 nurses from Tala General Hospital, Menoufyia governorate completed an online survey assessing EM and NP during COVID-19 climax levels in March and May, 2020. Only nurses who had direct contact with patients diagnosed with COVID-19 were eligible. Catherine managing emotion scale was used in a cross-sectional design to determine participants’ EM. Empirically, NP was measured by the Nurse Performance scale (NPS). Results: The results revealed that highest percentages of study subjects described calmness and peace of mind, happiness, as not felt. Their respective percentages were (81.8%), (90.9%). All of study subjects expressed headache and 90.9% expressed nervous feeling. Two third of them were fatigued, and 90% had restless sleep. 45.5% were moderately suppressing their emotion, while 54.4% were moderately burned out. However the results found that all the participants, 100% had competent job performance. Conclusion: The finding revealed that nurses working in quarantine are risk for burn out, depression, frustration, and manifestation of anxiety. However job performance not affected by their way of managing emotion. Recommendations: Establishing periodical psycho-educational program for nurses and health team to manage the psychological consequences of working with COVID 19 patients.