Nursing Patients Research Articles

Determinants of Work Fatigue in Inpatient Nurses at RSI Siti Hajar Sidoarjo

Introduction: Nurses are an important part of patient care so they are often required to provide optimal service which sometimes causes fatigue. With different individual characteristics of each worker such as age and physical condition of workers and job characteristics such as length of service and duration of work, it is possible to experience fatigue at different levels of fatigue. Objective: To determine the relationship between age, work period, and work shifts with work fatigue in inpatient nurses at RSI Siti Hajar Sidoarjo and identify the relationship between age with work fatigue, work period with work fatigue, work shifts with work fatigue in inpatient nurses at RSI Siti Hajar Sidoarjo. Method: This type of research is quantitative with random sampling technique. Data collectin was carried out with IFRC (Industrial Fatigue Research Committee) questionnaire instrument on 125 inpatient nurses at RSI Siti Hajar Sidoarjo. The bivariate analysis process is carried out by testing the data with the SPSS program using the Spearman Rank Correlation test. Result: The majority of inpatient nurses who have the potential to work fatigue are ?35 years old, had worked for ?5 years, working on the morning shift, experienced low fatigue and the majority of nurses felt thirsty, wanted to lay down after work, often yawned, sleepy, and tired all over. Based on the hypothesis test, between age and fatigue was obtained sig. 0.002 < 0.05, between tenure and fatigue obtained sig. 0.001 < 0.05, and between work shifts and work fatigue obtained sig. 0.032 < 0.05. Conclusion: There is a relationship between age, length of service, work shifts with work fatigue in inpatient nurses at RSI Siti Hajar Sidoarjo.

Investigating the relationship between various dimensions of organizational justice and psychological contract breach among clinical nurses: a cross-sectional study

BackgroundAlthough psychological contract breach is linked to various significant organizational consequences, few studies have explored the antecedents of this important concept within the nursing field. This study aimed to investigate the correlation between perceived organizational justice and psychological contract breach among clinical nurses.MethodsThis descriptive cross-sectional study included 328 inpatient ward nurses from six teaching hospitals in Tehran, Iran. Clinical nurses were selected through multistage random sampling. Data were collected using a demographic questionnaire, the Niehoff and Moorman (1993) Organizational Justice Questionnaire, and the Robinson and Morrison (2000) Psychological Contract Breach Questionnaire.Data analysis was performed in SPSS version 21 using descriptive statistics, Pearson’s correlation coefficient, and multiple linear regression analysis.ResultsThe findings revealed that procedural justice (P < 0.001; β=-0.20) and interactional justice (P < 0.001; β=-0.47) explained 41% of the variance in psychological contract breach among nursing staff.ConclusionsThe results identified interactional and procedural justice as the most significant dimensions of organizational justice in explaining nurses’ perceived psychological contract breach. Therefore, healthcare managers should prioritize fair decision-making processes and interactions with nurses to mitigate ' perceived the psychological contract breach.

Exploring Inpatient Unit Nurses’ Experience with Emergency Department Crowding, Access and Flow, and Associated Patient Outcomes

Background: Emergency department crowding and hospital access and flow are complex and long standing issues that negatively impact healthcare delivery. This study aims to address these issues through the perspectives of inpatient unit nurses. Strategies to alleviate ED crowding are supported by research exploring ED staff perspectives; however, a paucity of research exists addressing the perceptions of inpatient unit nurses and other key stakeholders. Methods: The research aims were addressed using qualitative method. Semi-structured virtual interviews were completed with eleven inpatient unit registered nurses from two hospital sites. A 17-question interview tool facilitated the collection of data. Results: Three main themes emerged from the data analysis. Inpatient unit nurses identified ED crowding, hospital access and flow, and site congestion as key areas of concern. In addition, the influence of understaffing was viewed as a contributor to ED crowding, resulting in negative outcomes for patient care. Conclusion: This study is the initial step to understanding different experiences, perceptions and knowledge on emergency department crowding and access and flow processes. Further research exploring diverse viewpoints on this topic is necessary given the interconnected organizational structure of healthcare today and how key stakeholders, outside of the emergency department, strongly influence access block and ED outflow.

PENGARUH KOMPETENSI TERHADAP KINERJA PERAWAT BANGSAL RAWAT INAP DI RSUD dr. SOEHADI PRIJONEGORO SRAGEN

Introduction: Human resources are the most important determining factor in achieving the strategic goals of an organization, especially in the healthcare industry. Based on the results of a preliminary study, inpatient ward nurses have education ranging from third diploma to bachelor's degree to postgraduate degree, and inpatient indicators meet the ten standards set by the Indonesian Ministry of Health. The competence of nurses in terms of knowledge and skills in nursing is very important to know how good the performance of nurses is in achieving good health goals in accordance with the duties and authority, code of ethics and applicable standard operating procedures. Objectives: The purpose of this study was to determine the effect of competence on the performance of inpatient ward nurses at RSUD Dr. Soehadi Prijonegoro Sragen Methods: This study used a quantitative paradigm with a cross-sectional design to test the hypothesis. The study population consisted of all nurses (N = 158) in 11 inpatient wards. The study sample consisted of 121 nurses selected using proportional random sampling technique. The predictor variable was competence and the criterion variable was nursing performance. The analysis used univariate and bivariate analysis (simple linear regression analysis). Results: Based on univariate analysis, competence and performance are in the "good" category, with the percentage of competence of 95.87% and nurse performance of 92.56%. Based on bivariate analysis, the significance value is 0.000 &lt;0.05 and t count is 8.796&gt; t table 1.980. The results of the study indicate that competence has a positive influence on the performance of nursing staff. Conclusions: The conclusion is that competence has a positive effect on the performance of the inpatient ward hospital Dr. Soehadi Prijonegoro Sragen Regional Hospital.

The Influence of Leadership Style and Cognitive Attitudes on Patient Safety Culture With Coordination as a Moderation Variable in Inpatient Nurses at Tzu Chi Hospital

This research is based on the results of initial observations which indicate that several safety incident problems will occur in the year 2022. The aim of this research is to reveal empirically the influence of leadership style and cognitive attitudes on patient safety culture with coordination as a moderator. This type of research is quantitative with a cross sectional study design. The population used is nurses who work in inpatient installations. The sampling technique is non-probability sampling, with perm = calculation of the number of samples using Slovin's formula with an error rate of 10%, so that a total sample of 64 respondents was found. The data collection technique uses a questionnaire, and the analysis method uses three box method analysis and PLS-SEM with the help of the Smart-PLS program. The results of the analysis prove that leadership style, cognitive attitude and coordination simultaneously and partially influence patient safety culture, and cognitive attitude is the most dominant variable capable of improving patient safety culture. Coordination cannot moderate the influence of leadership style on patient safety culture, but coordination can weaken the influence of cognitive attitudes on patient safety culture.

Reducing Readmissions Using Collaborative Care.

After noting an elevated chronic obstructive pulmonary disease readmission rate for 2022, the inpatient Nurse Navigator at a rural nonprofit, 116-bed acute care facility in the State of Virginia met with interdisciplinary team (IDT) members to identify improvement efforts to decrease 30-day readmission rates. A 116-bed health care facility in Southside Virginia. Quality improvement initiative aimed to decrease 30-day penalty readmission rates using a collaborative IDT approach, focusing on patients 65years or older who are discharged home or to an assisted living facility with a diagnosis of acute myocardial infarction, heart failure, chronic obstructive pulmonary disease, and pneumonia. Compared to the readmission rates obtained in 2022, the 2023 readmission rates among the four diagnoses groups met or were under the disease-specific targets for 2023, supporting the efforts of the collaborative interdisciplinary approach to decrease 30-day readmission rates. Addressing community barriers and social determinants of health at the index admission. Collaborating with IDT members for a safe transition of care. Using the community paramedic program to provide additional resources to a rural community.

Professional Behavior Assessment During Residency Training: Can We Identify Outliers?

The American Board of Orthopaedic Surgery (ABOS) Knowledge, Skills, and Behavior (KSB) project sets up a framework for competency-based medical education for orthopaedic surgery residency training. The Behavior aspect of KSB includes use of the American Board of Orthopaedic Surgery Behavior Tool (ABOSBT) to assess 5 domains of professional behavior. The purpose of this study was to analyze the results of 2 years of ABOSBT assessments and to characterize the low score ratings. All ABOSBT assessments from January 1, 2022, to December 31, 2023, were reviewed totaling 51,678 completed assessments with 48,648 (94%) assessments from a 360° process and 3,030 (6%) as end-of-rotation assessments. Distribution of 51,678 ABOSBT assessments with 258,390 scores demonstrated low scores (disagree or strongly disagree) in 0.9% of assessments. All 5 domains identified low scores in a small percentage at all years-in-training with the greatest number in second- and third-year residents. Comparison of scores from 360° vs. end-of-rotation requests demonstrated a higher percentage of low scores given during the 360° process (p < 0.0001). Three thousand seven hundred seven unique evaluators completed ABOSBT assessments, with attending physicians as the most frequent evaluator type (44%); inpatient nurses assessed residents with low ABOSBT scores more frequently (4.5%) than any other evaluator type. Residents with 2 or more low scores by 2 or more different evaluators were analyzed for each of the 5 domains; low scores were most frequently observed in the reliability domain. The ABOSBT was originally validated 5 years ago in 18 programs with 9,892 assessments; this article updates results using the ABOSBT across 95 programs assessing 2,397 residents with 3,707 evaluators. The ABOSBT demonstrates that most residents demonstrate professional behavior across 5 domains of assessment; the ABOSBT identifies residents with low scores. A strength of KSB is the ability to identify professionalism deficiencies while residents are in training and can focus on individualized educational improvement. Tracking residents with low scores on the ABOSBT assessment over time will help determine its effectiveness in identifying unprofessional behavior.

Managing the work stress of inpatient nurses during the COVID-19 pandemic: a systematic review of organizational interventions

BackgroundDuring the coronavirus disease 2019 (COVID-19) pandemic, inpatient nurses faced various work stressors. Little is known about organizational interventions that can mitigate the negative consequences of pandemic-related stressors.ObjectiveThe aim was to provide a synopsis of the literature concerning the types and outcomes of organizational interventions performed during the COVID-19 pandemic that directly (re)organized the work structures of inpatient nurses to address pandemic-related work stressors or to increase nurses’ ability to cope.MethodsWithin this preregistered systematic literature review, we searched four databases (PubMed, PsycINFO, PsycARTICLES, CINAHL) and two preprint databases (MedRxiv, PsyArXiv) for interventional studies of organizational interventions published between 01/2020 and 03/2023 (k = 990 records). We included 12 primary studies after title-abstract and full-text screening. A synthesis of results without meta-analysis was conducted. Risk of bias was assessed with the Cochrane risk-of-bias tool for randomized trials – version 2 (RoB-2) and Risk Of Bias In Non-randomized Studies - of Interventions (ROBINS-I) tool.ResultsAll interventions were implemented in hospitals. The reasons given for implementation included pandemic-related work stressors such as a high workload, understaffing, and a lack of medical resources. To respond to the various work stressors, half of the studies took a multilevel approach combining organizational and person-oriented interventions (k = 6). Most studies (k = 8) took a secondary prevention approach, focusing on the organization of rest breaks (k = 5). With respect to outcomes, the studies examined nurse-related stress and resilience, turnover intention, job satisfaction, and other factors. Risk-of-bias analyses revealed that conclusions about the effectiveness of the interventions are limited due to confounding factors and self-selection.ConclusionsThe identified interventions provide a basis for future research to draw conclusions on the effectiveness of organizational interventions during pandemics. The promotion of adequate work breaks could be useful if the work stressors associated with strain and negative consequences cannot be changed directly. However, the same stressors (e.g., high workload) can hinder nurses from participating in offered interventions. This emphasizes the importance of directly addressing inpatient nurses’ work stressors.RegistrationProspero-ID CRD42023364807 (March 2023).

CARING OF INPATIENT NURSES WITH THE FAMILY'S READINESS TO RECEIVE MEDICAL INFORMATION ABOUT ADVANCED THERAPY

Background. Caring is the basis for nurses to be able to analyze nursing actions carried out well and appropriately for clients which becomes a reference in further care. In other words, caring is the moral ideal of the nursing profession which refers to the willingness to provide sincere care with seriousness in carrying out actions to care for clients' health. Research Method. A literature search in this research was carried out by identifying all types of national and international articles regarding caring for community nurses and the readiness of families to receive further therapy information The electronic databases used were PubMed, Springer, and Google Scholar with 30 articles then filtered into 3 articles with a search strategy using the PICO method (patient, intervention, comparison and outcome). Findings. Participants expressed that caring is an attitude of empathy, caring about patient needs, providing nursing care not only when patients come to the health center but also when nurses provide home care. Participants expressed caring behavior such as empathy, being friendly to patients who came to the treatment center, caring about patient needs, making home visits to patients, paying attention to the patient's health needs. Conclusion. Caring for inpatient nurses is an effort to improve the performance of nurses in providing nursing services to patients so as to create integrated and comprehensive care for patients. By increasing professional patient-nurse relationships, participants said they were helped by getting to know the many patients who came for treatment at the health center.

Implementation and delivery of electronic health records training programs for nurses working in inpatient settings: a scoping review.

Well-designed electronic health records (EHRs) training programs for clinical practice are known to be valuable. Training programs should be role-specific and there is a need to identify key implementation factors of EHR training programs for nurses. This scoping review (1) characterizes the EHR training programs used and (2) identifies their implementation facilitators and barriers. We searched MEDLINE, CINAHL, PsycINFO, and Web of Science on September 3, 2023, for peer-reviewed articles that described EHR training program implementation or delivery to nurses in inpatient settings without any date restrictions. We mapped implementation factors to the Consolidated Framework for Implementation Research. Additional themes were inductively identified by reviewing these findings. This review included 30 articles. Healthcare systems' approaches to implementing and delivering EHR training programs were highly varied. For implementation factors, we observed themes in innovation (eg, ability to practice EHR skills after training is over, personalizing training, training pace), inner setting (eg, availability of computers, clear documentation requirements and expectations), individual (eg, computer literacy, learning preferences), and implementation process (eg, trainers and support staff hold nursing backgrounds, establishing process for dissemination of EHR updates). No themes in the outer setting were observed. We found that multilevel factors can influence the implementation and delivery of EHR training programs for inpatient nurses. Several areas for future research were identified, such as evaluating nurse preceptorship models and developing training programs for ongoing EHR training (eg, in response to new EHR workflows or features). This scoping review highlighted numerous factors pertaining to training interventions, healthcare systems, and implementation approaches. Meanwhile, it is unclear how external factors outside of a healthcare system influence EHR training programs. Additional studies are needed that focus on EHR retraining programs, comparing outcomes of different training models, and how to effectively disseminate updates with the EHR to nurses.

Estimating the Impact of Hospital-Level Variation on the Use of Inpatient Rehabilitation Facilities Versus Skilled Nursing Facilities on Individual Patients With Stroke.

There is substantial hospital-level variation in the use of Inpatient Rehabilitation Facilities (IRFs) versus Skilled Nursing Facilities (SNFs) among patients with stroke, which is poorly understood. Our objective was to quantify the net effect of the admitting hospital on the probability of receiving IRF or SNF care for individual patients with stroke. Using Medicare claims data (2011-2013), a cohort of patients with acute stroke discharged to an IRF or SNF was identified. We generated 2 multivariable logistic regression models. Model 1 predicted IRF admission (versus SNF) using only patient-level factors, whereas model 2 added a hospital random effect term to quantify the hospital effect. The statistical significance and direction of the random effect terms were used to categorize hospitals as being either IRF-favoring, SNF-favoring, or neutral with respect to their discharge patterns. The hospital's impact on individual patient's probability of IRF discharge was estimated by taking the change in individual predicted probabilities (change in individual predicted probability) between the 2 models. Hospital-level effects were categorized as small (<10%), moderate (10%-19%), or large (≥20%) depending on change in individual predicted probability. The cohort included 135 415 patients (average age, 81.5 [SD=8.0] years, 61% female, 91% ischemic stroke) who were discharged from 1816 acute care hospitals to IRFs (n=66 548) or SNFs (n=68 867). Half of hospitals were classified as being either IRF-favoring (n=461, 25.4%) or SNF-favoring (n=485, 26.7%) with the remainder (n=870, 47.9%) considered neutral. Overall, just over half (n=73 428) of patients were treated at hospitals that had moderate or large independent effects on discharge settings. Hospital effects for neutral hospitals were small (ie, change in individual predicted probability <10%) for most patients (72.5%). However, hospital effects were moderate or large for 78.8% and 84.6% of patients treated at IRF- or SNF-favoring hospitals, respectively. For most patients with stroke, the admitting hospital meaningfully changed the type of rehabilitation care that they received.

Spiritual Leadership Enhances Caring Behaviour: The Mediating Role of Calling

Background: Caring behaviour is essential for patient health; however, it is often not practised optimally. Therefore, spiritually-based leadership is required to encourage this behaviour. Unfortunately, research investigating the ability of spiritual leadership to enhance caring behaviour through spiritual well-being is limited.Purpose: This study aimed to examine the impact of spiritual leadership and spiritual well-being in the form of calling and membership on caring behaviour.Methods: This study employed an explanatory quantitative design with a cross-sectional approach. One hundred fourteen inpatient nurses who provided comprehensive patient care were selected as a total sampling technique. Data were collected using the Spiritual Leadership Questionnaire and the Caring Behaviours Inventory. The analysis adopted partial least squares structural equation modelling (PLS-SEM) using a second-order reflective-formative model.Results: The findings demonstrate that spiritual leadership has a significant direct effect on caring behaviour (t=3.976, p=0.000), calling (t=4.672, p=0.000), and membership (t=2.845, p=0.005). However, the direct impact of membership on caring behaviour was insignificant (t=1.298, p=0.194). Calling proved to mediate the effects of spiritual leadership on caring behaviour (t=3.145, p=0.002), while membership could not function as a mediator (t=1.197, p=0.231).Conclusion: This study emphasizes the importance of spiritual leadership in nursing care, particularly in enhancing nurses' caring behaviours. Healthcare organizations should implement training programs on spiritual leadership to encourage calling nurses to perform their duties with dedication. Developing nurse membership should be considered, but the main focus must be on strategies that strengthen nurses' calling, as this is an essential factor in providing quality and empathetic care.

Palliative Care for Dialysis-Dependent Pediatric Patients: A Survey of Providers, Nurses, and Caregivers.

Dialysis-dependent pediatric patients and their families face significant biopsychosocial burdens and low health-related quality of life. Palliative care consultations can alleviate some degree of suffering for patients and families but remain underutilized within pediatric nephrology. Little is known about how providers, nurses, and caregivers perceive palliative care integration into the multidisciplinary care of dialysis-dependent pediatric patients. This study surveyed pediatric nephrology providers (physicians and advanced practice providers), inpatient pediatric nephrology bedside nurses, and caregivers of dialysis-dependent pediatric patients at a freestanding tertiary care children's hospital in Dallas, Texas. Participants completed a survey regarding knowledge about, experiences with, and perceptions of palliative care in pediatric nephrology. 10 providers, 20 nurses, and 18 caregivers completed the survey. Although 80% of providers and all nurses agreed that palliative care would benefit dialysis-dependent pediatric patients, most believed that palliative care is not as important in pediatric nephrology as it should be. 70% of providers and 45% of nurses believed that they understand the scope of palliative care. 90% of providers and all nurses desired more palliative care education. Of the 22% of caregivers whose child had already received palliative care services, all found the consultation to be helpful. Many providers and nurses worried that a palliative care consultation would signal to families that the nephrology team would be giving up on their child and that their child is approaching the end of life. However, no caregivers thought that a consultation would mean that the nephrology team would be giving up on their child and only 6% worried that it would indicate that their child is approaching the end of life. These data support further palliative care education for pediatric nephrology providers and nurses and more robust and systematic involvement of subspecialty palliative care for dialysis-dependent pediatric patients.

Faktor – Faktor Yang Berhubungan dengan Motivasi Kerja Perawat Rawat Inap Rsud Kota Tanjungpinang

Work motivation is the desire or desire that influences nurses' behavior in order to improve performance. There are several factors related to the work motivation of inpatient nurses at Tanjungpinang City Regional Hospital, namely responsibility, recognition, achievement, working environment conditions, interpersonal relationships and supervision. This research was conducted in the inpatient room of Tanjungpinang City Hospital, Riau Islands Province. The type of research used is quantitative research with a cross sectional approach. The population in this study were all inpatient nurses at the Tanjungpinang City Regional Hospital, namely 85 people and the number of samples in this study was 85 respondents using a total sampling technique. The statistical test used is the chi square test. The results of the research show that what influences work motivation are: Responsibility 98.87 Recognition 80.7 Achievement 83.59 Work environment conditions 51.87 Interpersonal relationships 97.64 Supervision 89.49. The results of statistical tests formulate a relationship between motivation and: Responsibility, the P value is 0.353. Achievement of P value recognition P value 0.028. Interpersonal relationships P value 0.547. Working environmental conditions P value 0.521. Supervision P value 0.334. It is hoped that the results of this research can increase the work motivation of nurses at the Tanjungpinang City Hospital.

Damaging dichotomies and confounding contradictions in mental health inpatient nursing: lessons learned from Orwell’s 1984

PurposeThis discursive paper considers the use of restrictive practices in mental health inpatient settings and how these are often prioritised over relational approaches, especially where the diagnostic label of personality disorder intersects with risk.Design/methodology/approachKey concepts from Orwell’s 1984 are studied for their pertinence to mental health inpatient settings, supporting our argument that restrictive practices arise from dichotomous thinking and externalised fears.FindingsDrawing upon Orwellian themes of power, social control and digital surveillance from 1984, the authors highlight the role of fear in perpetuating restrictive practices under a guise of benevolent care in mental health inpatient settings, especially for those who are diagnosed with a personality disorder. A lack of preparedness to work with complexity in such environments, coupled with a deficit in self-reflexivity and critical thinking, can exacerbate challenges.Research limitations/implicationsTo transcend damaging dichotomies and reduce restrictive practices in inpatient settings, the authors make the argument for the adequate preparation and education of the mental health nurse and authentic, collaborative, user-involved care.Originality/valueThe authors use Orwell’s novel to support a critical discourse around those damaging dichotomies and inherent contradictions that contribute to restrictive practice in contemporary mental health settings and to question whose interests’ these restrictive practices serve.

Creating an inpatient prechemotherapy checklist for nurses

Inpatient oncology nurses are responsible for providing patient teaching; however, there's a lack of standardized procedures and education materials available to support these professionals.

Pengetahuan Bantuan Hidup Dasar dengan Pelaksanaan pada Perawat

This study aims to determine the relationship between knowledge and the implementation of essential life support in inpatient nurses at the Hospital. The quantitative research method was cross-sectional, with a sample of 68 nurses in the inpatient room of the hospital. The results of this study obtained a p-Value of 0.032 = &lt;0.05, with a positive correlation direction, which means that the higher the nurse's knowledge, the better the implementation of essential life support. The conclusion is that there is an influence between knowledge of critical life support and implementation in nurses. Keywords: Basic Life Support, Implementation, Knowledge

Psychoeducation group facilitation training for nurses: A quality improvement project.

According to the 2020-2021 National Survey of Children's Health, 23.3% of children and adolescents met criteria for one or more mental, emotional, developmental, or behavioral problems. However, the prevalence of depression, anxiety, and post traumatic stress disorder have risen dramatically since the COVID-19 pandemic, leading to an increase in suicidal ideations, completed suicides, and pediatric psychiatric hospitalizations. There is a critical need for high quality mental healthcare treatments, including psychoeducation. Inpatient psychiatric nurses are well positioned to lead psychoeducation groups, but few receive training. Nurses at a designated inpatient pediatric psychiatric unit expressed discomfort in facilitating psychoeducation groups. This is a one-group prepost and follow-up quality improvement study designed to improve the quality of psychoeducation group facilitation skills provided by nurses at a child and adolescent inpatient psychiatric unit. A convenience sample of nurses (N = 16) participated. Baseline (T1), post-test (T2), and follow-up (T3) data were collected regarding nurses' self-efficacy, evidence based-practice attitudes, and knowledge of psychoeducation group facilitation. Nurses received 45 min of psychoeducation group facilitation education and 15 min of skills simulation. The nurses' knowledge, self-efficacy, and attitudes toward evidence-based practice when facilitating psychoeducation groups increased significantly from the baseline to the post-test, which was sustained from the post-test to the follow-up period. Study findings indicate the importance of supporting nurses in their role of psychoeducation group facilitation through education and program structure. Further research is needed to assess longer term sustainability and efficacy in leading psychoeducation groups.

The Relationship Between Job Satisfaction and Performance of Inpatient Nurses at Malahayati Islamic Hospital Medan

Nurse performance can significantly impact the quality of healthcare services in hospitals, meaning that low nurse performance can affect patient trust, satisfaction, and ultimately, the quality of life and well-being of the community. One factor influencing nurse performance in hospitals is job satisfaction. Job satisfaction reflects employees' feelings towards their jobs. Thus, this study aims to describe the relationship between job satisfaction and nurse performance. The research uses a cross-sectional study design with a sample size of 77 inpatient nurses at Malahayati Islamic Hospital in Medan, employing total sampling techniques. The research instruments include the Job Satisfaction Survey developed by Spector (1994) and the Individual Work Performance Questionnaire (IWPQ) developed by Koopmans et al. (2014). Data analysis was conducted using univariate and bivariate analysis with the chi-square test. The results showed that the majority of nurses' job satisfaction fell into the optimal category (71.4%) and the majority of nurse performance was categorized as good (63.6%). There is a significant relationship between job satisfaction and the performance of inpatient nurses at Malahayati Islamic Hospital in Medan, with a p-value of 0.000 (P value &lt;0.05).

Low levels of psychological safety in inpatient medical-surgical nurses on the tail end the COVID-19 pandemic

Background: The COVID-19 pandemic required an increased reliance on and utilization of the inpatient nursing workforce. We aim to examine the psychological safety of U.S. inpatient acute care nurses in the two years following the onset of COVID-19. Method: Participants were recruited for participation across two major metropolitan medical centers in the tristate area, six units per site (12 total). Anonymous Qualtrics survey invitations were distributed through work listservs in the first halves of 2022 and 2023. The invitation was open to registered nurses who provided at least 16 hours/week of direct patient care for at least six months at the hospital. The survey was open for 4-6 weeks, with reminders sent every other week. Nurses were offered a $25 gift card the firs year and $35 the second. Nurses were asked to rate how frequently they experience seven conditions indicative of psychological safety in their work environment from 1 = “Never” to 5 = “Always”. Two items were reverse coded in analysis as the prompts were negatively phrased. Blank and ineligible responses were excluded from the analytic sample. As response distributions were skewed, Wilcoxon rank-sum tests were used to analyze differences between years (alpha = 0.5). Blank and ineligible responses were excluded from the final analytic sample. Result: We achieved an overall response rate of 52% for each survey year (n=258 Year 1, n=221 Year 2). Psychological safety was found to be low overall for both years, but lowest for Year 1 (3.5 vs. 3.7, p=0.0132). The highest rated condition in both years was “When a medical error occurs at this hospital, health care workers are encouraged to discuss mistakes in order to learn how to prevent similar future errors” (4.0 Year 1 vs. 4.2 Year 2, p=0.0054). The lowest rated condition changed across years. For Year 1, “At this hospital, people are too busy to invest time in improvement” (reverse coded) received the lowest rating at 3.1 (vs. 3.3 in Year 2, p=0.0685). For Year 2, “If you make a mistake at this hospital, it is often held against you” became the lowest rating at 2.9 (vs. 3.4 year 1, &lt;.0001). A summary of the psychological safety conditions is presented in Figure 1. Conclusion: Nurses in our study reported low psychological safety during the end of the COVID-19 pandemic. This has implications for overall patient safety and for nursing staff retention in acute care units.