Nursing Work Research Articles

The influence of job security on job performance among Jordanian nurses

BackgroundJob security is one of the basic needs of nurses and it has a great influence on their willingness to work. The effectiveness of job performance of nurses will reflect on the whole organization’s performance by providing high quality health services. AimThe purpose of this study is to investigate the relationship between job security and employee performance among Jordanian nurses. MethodThe study utilized a descriptive, comparative cross-sectional design. It was conducted in two governmental and two private hospitals. A sample of 156 nurses was recruited conveniently to participate in the study. The Job security questionnaire and The Six-Dimension Scale of Nursing Performance were used to collect data. ResultsThe mean value of the job security score was (3.26) which reflect a moderate level of job security. The employee performance score average was (2.68) reflecting a high level of job performance. There is a significant moderate positive relationship between job security and employee performance (r = 0.404, p < 0.01). Years of experience as a registered nurse (r = −0.18, p < 0.05), years of experience in the current hospital (r = −0.20, p < 0.05), and years of experience in the current unit (r = −0.19, p < 0.05) had a weak negative but significant relationship with employee performance. ConclusionNurses with moderate levels of job security obtained high scores on job performance. Future research can look into the characteristics of Jordanian nursing work environments that might have contributed to the observed differences between job security and employee performance.

Latent Profile Analysis of Nurse Work Attitudes and Their Impact on Performance: A Cross-Sectional Study

Latent Profile Analysis of Nurse Work Attitudes and Their Impact on Performance: A Cross-Sectional Study

Development and Validation of the Portuguese Transcultural Nursing Leadership Questionnaire (QLTE‐PT)

Introduction. This study introduces the Portuguese Transcultural Nursing Leadership Questionnaire (QLTE‐PT), a pioneering instrument designed to assess leadership behaviours in multicultural nursing work environments, addressing gaps in current leadership assessment tools. Aim. This study aimed to develop and validate the Portuguese Transcultural Nursing Leadership Questionnaire (QLTE‐PT). Methods. It was conducted as a sequential exploratory mixed‐method study, integrating DeVellis’s steps for instrument development. Items were formulated based on a literature review and a focus group study, and the content validity was evaluated by a panel of experts. A methodological approach involving nurses registered in the Portuguese Order of Nurses with leadership experience in multicultural nursing work environments was employed to further conduct an exploratory and a confirmatory factor analysis to assess the instrument’s structure and psychometric properties. Results. One hundred forty‐five items were initially generated, of which 39 were included in the QLTE‐PT following content validity assessment by a panel of experts. EFA revealed a factor structure of 25 items loading on six factors, explaining 64% of the total variance. The overall Cronbach’s α coefficient of the questionnaire was 0.90. This six‐factor structure was tested by CFA, revealing a final model of 23 items and six factors, with a good quality of adjustment (CFI = 0.980, TLI = 0.976, SRMR = 0.078, and RMSEA = 0.070). Both convergent and discriminant validity were confirmed. Conclusions. The QLTE‐PT demonstrates good psychometric properties and is suitable for assessing transcultural leadership behaviours of nurse managers and leaders in multicultural nursing work environments. Implications for Nursing Management. The QLTE‐PT can assist nurse managers to improve their leadership behaviours, promote supportive working environments for their multicultural nursing staff, and improve the quality of care provided to patients from different cultural backgrounds.

Prevalence and Associated Factors of Workplace Violence among Nurses Working in Selected Hospital of Chitwan District

Background: Workplace violence represents an escalating global challenge that is not only a public health concern but also a significant social issue. The objective of this study is to find the prevalence and associated factors of workplace violence among Nurses of selected hospital. Methods: A hospital based cross- sectional study was carried out among nurses working various hospital of Bharatpur, Chitwan between November 2022 to March 2023. A self-structured questionnaire was used for data collection using Google form. Descriptive and analytical study were used to analyze data. Frequency and percentage were used for categorical data while mean and standard deviation were used for continuous variables. Chi-square test were used association between workplace violence with sociodemographic. p-value &lt;00.05 was considered as statistically significant. Results: Prevalence of work place violence is 43.6% (with 95% CI as 36.7% to 50.40%). Majority of the nurses were victim from verbal abuse (71.91%) followed by physical violence (21.34%) and least (6.75) were suffered from sexual violence. Also, 53.93% violence were occurred inside the health institution Age (p-value=0.017), ethnicity (p-value=0.042), marital status (p-value=0.0209) and position in the hospital (p-value=0.033) was found to be statistically significant with the prevalence of violence. Conclusions: The existence of workplace violence within the healthcare institutions in this region is a pressing issue and a social challenge. Verbal abuse is more prevalent than physical aggression and sexual harassment in the majority of hospitals.

Challenges Faced by Nurses Working in Emergency Unit of BP Koirala Institute of Health Sciences, Dharan

Introduction: A challenge is regarded as a very difficult situation with a variety of conditions at a given time. Nurses are the major human resources in health care services of the world and are the backbone of the hospital but still they are facing various challenges. The objective of the study was to assess the challenges faced by nurses working in the emergency unit of BPKIHS.&#x0D; Methods: A descriptive cross-sectional study design was used to conduct the study. Fifty nurses who met the eligibility criteria were selected by total enumerative sampling technique. For data collection, self-prepared semi-structured, self-administered questionnaires were used. Collected data was analyzed by using descriptive and inferential statistical tests.&#x0D; Results: The mean age of the respondents was 25.72. Among the challenges, two-thirds (66.0%) of the respondents have faced physical violence. Majority (84.0%) of the respondents have faced psychological violence at least once. More than half (54.0%) of the respondents have faced more stress. More than half (58.0%) of the respondents have faced more workload, nearly two-thirds of the respondents (60.0%) have more salary and employment benefits. Marital status and education level had a significant association with workload domain (p&lt;0.05).&#x0D; Conclusion: Among the challenges, majority of the respondents had faced psychological violence, more than half of the respondents had faced more workload whereas nearly two-thirds of the respondents had more salary and employment benefits.

Independent Practice as a Nursing Practitioner in Pakistan: “Opportunities and Misconceptions

Independent Practice as a Nursing Practitioner in Pakistan: “Opportunities and Misconceptions

Challenges and coping strategies on rotational shift work and multishift duty of nurses

Challenges and coping strategies on rotational shift work and multishift duty of nurses

Opinion of nurses of internal medicine wards regarding factors determining their work - observational and cross-sectional studies.

The aim of the study was to assess the factors determining the work of nurses in internal medicine departments. The study was multicentre, cross-sectional, and observational. The selection of the research group was intentional. The subject of the study were 209 nurses working in 11 internal medicine departments in 10 hospitals in the region of southern Poland. The number of patients cared for by one nurse, nurses' participation in the decision-making process, and nurses' age were shown to be direct predictors of emotional exhaustion. The number of patients cared for by a single nurse, nurses' participation in the decision-making process, and age were direct predictors of depersonalization. It was shown that significant (p < 0.05) independent (multivariate analysis) variables of the job satisfaction subscale were information on support for nurses at work by managerial staff and nurses' participation in the decision-making process. After analysing the impact of socio-demographic factors on the nurses' working environment, it was found that the participation of nurses in the decision-making process was significantly lower in the youngest group than in the other age groups (p = 0.006). Participation of nurses in the decision-making process is a direct determinant of occupational burnout. A higher number of patients under the care of a nurse, lack of participation in the decision-making process and a higher age of nurses are predictors of emotional exhaustion and depersonalization.

Factors associated with the extent of nurses’ involvement in promotion of the nursing profession: A study among nurses working in diverse healthcare settings.

Aims and objectives: To examine factors associated with promotion of the nursing profession, to the nursing community, other healthcare professionals and the general public, by nurses employed in diverse healthcare settings.&#x0D; Background: Little is known about the factors that contribute to nurses’ involvement in the promotion of the nursing profession.&#x0D; Methods: The study population comprises a convenience sample of registered nurses (n=526) with ≥3 months’ experience in nursing, who are employed in internal and surgical units, pediatric wards, psychiatric wards, or in the community across Israel. Participants completed a self-administered questionnaire addressing socio-demographic, occupational and organizational factors relating to the nursing work environment and to the extent of nurses' involvement in promotion of the nursing profession. Descriptive statistics, one-way analysis of variance, Pearson's correlation analysis, and multivariate linear regression were performed.&#x0D; Results: Nurses in all the surveyed healthcare settings reported relatively low levels of involvement in promotion of the profession, either to the nursing community or to other healthcare professionals and the public. Being a female-nurse was significantly negatively associated with nurses' involvement in promotion of the nursing profession. In contrast, holding a master’s degree in nursing, having a managerial role, and working in a supportive organizational nursing work environment were the principal factors associated with positive promotion of the nursing profession.&#x0D; Conclusion: The extent of nurses' involvement in promotion of the nursing profession mainly depends on occupational factors and a supportive organizational nursing work environment. &#x0D; Clinical Relevance: Healthcare managers may advance nurses’ involvement in promotion of the profession by modifying the organizational nursing work environment. Specifically, we recommend nurse leaders to dedicate efforts to make professional promotion an integral part of a nurse’s role.

Lessons learned of providing integrated care within an interprofessional learning and innovation network in the community.

Introduction: Providing integrated care, i.e. attention for health and wellbeing, to older people living at home, is the ideal of policymakers and older people themselves. With setting up two Interprofessional Learning- and InnovationNetworks (LINs) in the community, consisting of nursing and social care professionals, students and teachers, we are pursuing this ideal.&#x0D; Implementing LINs: With support from managers, the interprofessional LINs were implemented by the professionals of two healthcare and one social care institution and the nursing and social work lecturer practitioners (LP-ers) of a higher vocational education institution. Intermediate and higher vocational social work and nursing students, health and social care professionals and LP-ers were involved by giving content to the program, existing of quality improvement projects, reflection meetings, and case discussions of complex patient situations.&#x0D; Aim including research question: Our aim was to gain insight into the extent to which interprofessional learning and collaboration can make a positive contribution to integrated care of older people living at home.&#x0D; Research questions:&#x0D; &#x0D; To what extent does an interprofessional LIN lead to collaboration and (team) learning between nursing and social care professionals, students and teachers and what where promoting and hindering factors?&#x0D; How does an interprofessional LIN contribute to integrated care for older people living at home?&#x0D; &#x0D; Methods: Qualitative methods, i.e. participative observations of ten interprofessional case discussions and two focus groups were conducted. Data were analyzed with MAXQDA according five interprofessional competences: 1 Collaborate and Support; 2 Work out Interprofessional Care Plans; 3 Deal with problems; 4 Make appropriate referrals; 5 Evaluate.&#x0D; Results: In the case discussions, on average ten LIN-participants participated. The focus groups included five and four participants. Much attention was paid to competence 1 with themes: have responsibility, available time, understanding each other's language, and sharing information. Themes regarding competence 2 were: gaining insight into the patients’ physical, social and psychological issues, meeting patients’ needs, collaborative barriers. Discussed themes regarding competence 3 were: reflection on own attitude, lack of consultation with other professionals, and meet agreements. Themes related to competence 5 were: need for more consultation and coordinating tasks of other involved professionals. Competence 4 was rarely mentioned.&#x0D; Discussion: In our interprofessional LINs, nursing was more represented then social care. In the case discussions, the methodical cycle was not always properly followed, with a strong focus on problem analysis, goal setting, and treatment proposals. In future, allowing older people themselves to participate in case discussions will be of great value. Probably, their participation encourages careful completion of the methodological cycle. &#x0D; Conclusions and Implications for practice: The impact of this project is to continue the two established IP LINs. Though it takes time and barriers are still there, interprofessional case discussions and small quality projects, lead to better coordination and collaboration between nursing and social care-domains, which benefits the quality of life of older people. But there is still a lot to learn! The next step is to establish more equivalence between social work and nursing and involve patients or their representatives in case discussions.

Forgotten Voices: The Onerous Role of School Health Nurses Residential Schools of India- A View Point

Background: School health nursing is a specialized practice that addresses students' well-being. Apart from routine health screening, immunization, and health education, the role of school health nurses is expanding to deal with public health crises. remains a challenging concept to practice school health nursing. This article reflects on the challenges of school health nurses and methods to overcome these challenges at different levels- Individual, Professional, Organizational, and Policymaking Methods: Continuing professional education is the best way to manage school health nursing challenges. Upgradation of knowledge and skills can offer new career opportunities. The following are the methods to overcome the challenges discussed above. Results: Discrepancies in guidelines and protocols and lack of written standing orders for school health practice reflect inconsistent and incompatible expectations and demands at work. Information deficits concerning which tasks and responsibilities individuals should undertake have been shown to result in work stress. Policies and protocols exist but not in reality. Policies, protocols, annual performance appraisal records, and training schedules exist for school health nurses but not in reality and practice Conclusion: In residential schools, the school nurse is often the only healthcare professional to meet the students and staff's routine and emergency needs. The work of school nurses is essential in supporting children to have a whole, active, and healthy school life. With such an important role, adequate school nurses must be recruited and provided with the necessary power and infrastructure to ensure their positive contribution to student’s health

Difficulties and facilities perceived by nursing workers in relation to exposure to biological material

Objective: To describe the difficulties and/or facilities perceived by nursing workers in situations involving exposure to biological material. Methods: This was a qualitative study carried out with eight female mid- and higher-level nursing workers who had been working for at least six months in the Medical and Surgical Clinics of a public general hospital. Data was collected through semi-structured interviews, carried out remotely (videoconferencing) and in person, between December 2021 and April 2022. The Content Analysis technique was used to analyze the data. Results: The difficulties were: high demand; non-adherence to Personal Protective Equipment; inadequate disposal of materials used by students; management of emotional issues; implementation of the protocol; lack of knowledge of the source patient; and non-recognition of exposure by the exposed worker. As for facilities, these were: aspects related to care (guidance, reception, service and agility); control of the situation; segregation of hospital waste; knowledge of the protocol and of the source patient. Conclusion: There is a need for interventions that seek to overcome the difficulties and strengthen the facilities found in this study to reduce/avoid the occurrence of possible exposures and promote the quality of the service provided.

Left Without Being Seen: Nurse Work Environment and Timely Outcomes in New York and Illinois Emergency Departments

IntroductionThis study determined the relationship between the emergency nurse work environment and emergency department patient left without being seen rates and lengths of stay. MethodsCross-sectional analysis of 215 New York and Illinois emergency departments. The work environment (abbreviated Practice Environment Scale of the Nursing Work Index) was measured by emergency nurses in the 2021 RN4CAST-NY/IL survey and linked with outcomes from Hospital Compare. Regression models estimated the relationship between the nurse work environment and emergency department patient left without being seen rates, median length of stay (in minutes), and median behavioral health patient length of stay. Model coefficients were used to estimate expected additional care minutes gained if emergency department work environments improved. Results“Mixed” work environments had the longest median overall length of stay (3.4 hours) and the highest median left without being seen rates (2.2%), while “poor” work environments had the longest median length of stay for behavioral health patients (6 hours). Improving the emergency department work environment from poor to mixed (and mixed to better) was associated with a 13-minute reduction in overall length of stay (P ≤ .05), a 33-minute reduction in behavioral health length of stay (P ≤ .01), and a 19% reduction in left without being seen rates (P ≤ .01). We estimated 11,824 to 41,071 additional patients could be seen in emergency departments associated with work environment improvements from “poor” to “better,” depending on annual patient volumes. DiscussionHospital administrators should consider investing in nurse work environments as a foundation to improve timely outcomes.

THE ROLE OF NURSES IN INFECTION CONTROL IN THE POSTOPERATIVE PERIOD IN RENAL TRANSPLANT RECIPIENTS

Kidney transplantation offers an improvement in the quality of life of patients with chronic renal failure. However, there are complications that may occur during the postoperative period of this procedure and are significant. This work seeks to analyze the role of nurses in the control of infection in the postoperative period in renal transplant recipients, in this sense, an integrative literature review was conducted through secondary databases. The results showed that in view of the complexity, the renal transplant therapy module requires that the nursing team offer specific care, the systematization of nursing care can help to project nursing work, to reduce the risk of rejection, increase the quality of life of renal transplant recipients and the credibility of the services provided. Nursing care is fundamental for the success of the procedure, so interventions should be directed to the prevention of these complications.

Frequency of Job Satisfaction and its influencing Factors Among Nurses Working in Tertiary Care Hospital of Lahore

Backgroud: &#x0D; The level of patient care directly correlates with nurse job satisfaction. Nurses are more likely to experience job discontent due to increased work demands, which could have an impact on their productivity. &#x0D; Objective: &#x0D; This study's objective was to ascertain the level of job satisfaction and contributing factors among the nurses at Lahore's tertiary care hospital.&#x0D; . &#x0D; Methods: &#x0D; A cross-sectional study was carried out in 2022 between June and August. Following an informed consent, 170 nurses employed by tertiary care hospitals were included in the study. The self-administered questionnaire was handed to the nurses, who completed it. The researcher assembled all of the information. Frequency and percentages were determined for quantitative data, and the chi-square test was used to determine whether there was a statistically significant difference between variables for categorical variables. In order to create the results, SPSS (version 23) was used.&#x0D; Results: In this study 124(73%) out of 170 nurses were satisfied. .Relationship between intrinsic factors such as choice of profession(p-value= .004), nature of job (p-value =.003) and extrinsic factors like relationship with patients and colleagues, time pressure, opportunity to develop were found significantly associated with job satisfaction having p-value =.001,.030,.012 and .031 respectively. Nurses (4%) working in intensive care unit showed dissatisfaction due to time pressure.&#x0D; Conclusion: This study shows that most of the nurses were satisfied with their job. Which can be further improved by reducing the working hours and providing career development opportunities and job security in form of permanent jobs to nurses.&#x0D;

Nurses' perception of work and life under COVID-19 pandemic conditions: a qualitative study.

Although nurses work and live in special and stressful conditions due to the nature of their profession, in periods of crises and pandemics, when the work pressure on nurses and the public's need for professional services increases to extraordinary and incomparable levels compared to customary conditions, their work and life situation becomes entirely different. Therefore, what nurses experienced in the COVID-19 pandemic went beyond the typical challenges of their work environment. This study was conducted to discover nurses' perceptions of work and life during the COVID-19 pandemic. This qualitative study was conducted with a conventional content analysis approach on 16 nurses working in the inpatient wards during the COVID-19 pandemic in Iran. Data were collected through unstructured, individual, and in-depth interviews between August 2020 and June 2023 and were analyzed using content analysis with the conventional (inductive) approach of Granheim and Lundman. Data analysis led to the extraction of 11 subcategories, namely, "feeling a lack of support and understanding from managers," "team cooperation and communication challenges in difficult work conditions," "shadow of burnout," "shortage inequity," "dissatisfaction with unfair wages and benefits," "not having their work and sacrifices appreciated," "suffering and fatigue of using personal protective equipment (PPE)," "deprivation of entertainment and rest," "fear of illness and imminent death," "low resilience," and "deteriorating life conditions" These 11 subcategories led to the following themes: "unsafe work environment" and "the shadow of suffering and death." Nurses working in COVID-19 wards in Iran worked in an unsafe work environment during the COVID-19 pandemic and had to deal with suffering and fear of death. It is necessary to pay attention to the needs and problems of nurses, and healthcare organizations must provide the required support to maintain the physical and mental health of nurses during epidemics.

Impacts of the Covid-19 pandemic on the lives and work of nurses

Impacts of the Covid-19 pandemic on the lives and work of nurses

“We don't experiment with our patients!” An ethnographic account of the epistemic politics of (re)designing nursing work

This article draws on ethnographic research investigating experimental reform projects in local nursing practices. These are aimed at strengthening nursing work and fostering nurses' position within healthcare through bottom-up nurse-driven innovations. Based on literature on epistemic politics and critical nursing studies, the study examines and conceptualizes how these nurses promote professional and organizational change. The research draws on data from two pilot projects to show how epistemic politics frame the production and use of knowledge within reform efforts. The study finds that knowledge produced through such experimenting is often not considered valid within the contexts of broader organizational transitions. The nurse-driven innovations fail to meet established legitimate criteria for informing change, both among stakeholders in the nurses' socio-political environment, as well as within the nursing community. The research reveals that the processes inadvertently reinforce normative knowledge hierarchies, perpetuating forms of epistemic injustice, limiting both nurses' ability to function as change agents and healthcare organizations’ capacity to learn.

Optimisation of an Electronic Call Light System in an Austrian Hospital. Phase I: Current State Analysis

Electronic call light systems provide important information and coordination instruments for patient care in the clinical setting. Subjective impressions and impacts on communication and work processes of nursing staff can contribute to a sustainable optimisation of concepts. Studies have not yet been conducted on this topic in Austria. The main objective was to assess subjective attitudes and perceptions as well as emotional reactions of nurses towards an existing call light system. Connections with skill and grade mix should be demonstrated in order to comprehensively record the effects on nursing communication, work processes and financial impact in everyday ward life. For this study a mixed-methods approach was used. The present study was conducted in an Austrian hospital. Nurses for interviews were recruited by using information leaflets. The ward for the open unstructured participant observation was chosen by the nursing director. Inclusion criteria for the interviews refer to the willingness of nurses to participate in the study on a voluntary basis and a good knowledge of German or English. A total of seven short interviews with nurses and 129 observational units were conducted. None of the nurses dropped out. Ward- and staff-related key figures/characteristics were provided by the nursing management. Emotional reactions of nurses and time measurements (distance covered, duration of activity after activation of a call light) were recorded during observations. Subjective impressions were obtained by using structured short interviews. The study took place between June and August 2020. Data analysis of the interviews was carried out by using MAXQDA®. Results of the observations were transferred to excel spreadsheets and analysed in accordance with legal requirements in Austria. Structural, technical, and financial backlogs can be identified from the results. The existing call light system concept has proven to have a negative impact on the quality of care, job satisfaction of nursing staff, and hospital financing. In future, further studies are needed to provide a more detailed analysis of the individual findings. This also implies integrating nursing managers and patients as target groups.

Differences in Quality of Female Nursing Work Life Based on Gender and Nursing Perspectives

The quality of a nurse’s work life is the degree of satisfaction regarding personal and organizational needs based on experience in a work organization. A nurse with a dual role is the nurse who acts as a mother and a professional nursing staff at the same time. The purpose was to determine differences in the quality of female nurses’ work life in gender and nursing perspective at Balung General Hospital and Kalisat General Hospital in Jember Regency. The research method uses a comparative study with a quantitative research type. The sampling technique in this research is random sampling with a total of 115 samples. Data collection was conducted by using questionnaires about the quality of nurses’ work life from the nursing perspective and questionnaires conflict with women’s dual role from the gender perspective. Data processing using the Mann-Whitney analysis test with a 95% significance level (α=0.05). The results using Mann-Whitney analysis showed that there is a difference between the gender perspective and the nursing perspective (p=0.000). The mean results showed that the nursing perspective () is higher than the gender perspective (). The conclusion shows that the quality of female nursing work life from the gender perspective needs to be improved. The hospital needed to review further regarding work schedules and shift time; the family needed to provide full support and good cooperation; and female nurses themselves must also have good coping control, time, and energy management. Apart from that, it is necessary to have a policy from the room head and team leader regarding the distribution of schedules for female nursing staff without reducing the feeling of unfairness for male health workers.