Predictors Of Nurses Research Articles

Hospital Nurses’ Job Stressors and Social Support Behaviors During the COVID-19 Era: An Online Cross-Sectional Predictive Study

The COVID-19 pandemic changed our lives and psychological health; thus, job stressors are escalating, and they warrant immediate interventions, especially providing social supportive behaviors. This study investigated predictors of job stressors and social supportive behaviors in various Jordanian hospitals during the COVID-19 era. Data were collected utilizing a descriptive cross-sectional study and a convenience snowball sample of 392 nurses from different hospitals in Jordan using an online survey in 2022. This study was consistent with Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. Nurses’ job stressors occur “occasionally,” and social support behaviors occur “once or twice a month.” The highest and lowest nurses’ job stressors and social support behaviors were ranked were reported. The GLM yielded that the predictors of nurses’ job stressors were social support behaviors and work area; these variables explained 19% of nurses’ job stressors variance. The GLM yielded that the predictors of social support behaviors were nurses’ job stressors, time commitment, nursing care delivery model, and marital status; these variables explained 20% of social support behaviors variance. There are many novel findings in the current study, as time commitment is a significant correlate of social support behaviors and marital status is a predictor of social support behaviors. Assessing and managing nurses’ job stressors, including controlling nurses’ workload, are urgently mandated. A staffing policy is needed to promote safe practices and positive patient, nurse, and organizational outcomes.

Managerial Support Matters: Predictors of Nurses’ Turnover Intentions During the COVID-19 Pandemic in The Bahamas

Amidst the prolonged COVID-19 pandemic, nurses in The Bahamas faced challenges such as exacerbation of severely limited job resources and heightened job demands. Anecdotal evidence suggested that these conditions jeopardized nurses’ well-being and increased their turnover intentions. An incomplete understanding of factors influencing Bahamian nurses’ turnover intentions, during periods of crises limits our ability to formulate appropriate retention strategies. The purpose of this study was to 1) examine the influence of job demands and job resources on nurses’ turnover intentions, and 2) identify key predictors of turnover intentions of nurses employed in a public acute care hospital in The Bahamas during the COVID pandemic. Data were collected from regulated nurses between January and April 2022 using a cross-sectional, descriptive, survey design. Stepwise multiple linear regression analysis was used to predict relationships among turnover intentions and job demands and job resources. The study found that managerial support was a statistically significant job resource that predicted nurses’ turnover intentions (B = -.25, p= 0.19). Support from immediate nursing supervisors was a key predictor of nurses’ turnover intentions among Bahamian nurses. It is essential for nurse managers and other stakeholders to be aware of the importance of managerial support for reducing nurse turnover intentions, especially during crises.

Predictors of Nurses' Attitudes to Palliative Care in Lubumbashi

Predictors of Nurses' Attitudes to Palliative Care in Lubumbashi

Predictors of Nurses’ Talent Retention in MSME-run Home Healthcare Centre in Chennai

This research aims to identify the elements accountable for retaining talent among home healthcare nurses in Chennai. The researchers adopted a descriptive approach. The sample size of this research study is 217 respondents who are nurses from the micro, small and medium enterprises (MSME) corporate centre at Nandanam, covering its areas within Chennai city. The tool used for this study purpose was the questionnaire, consisting of eight constructs: training, compensation, cohesion, autonomy, workload, non-monetary benefits, nurses’ satisfaction and nurses’ retention. The socio-demographic factors such as age, gender, qualification, annual income, employment type, experience, marital status and designation were considered. Data analysis was done using SPSS 21.0. The reliability measures ensured the consistency of the data set. Percentage analysis, descriptive statistics, Pearson correlation and multiple regression are the statistical tests used. Important discussions were given in the article related to the Indian healthcare sector.

Sociodemographic characteristics, moral sensitivity, and moral distress as predictors of nurses’ ageism toward older adults

ABSTRACT The present study aimed to reflect on the predictive role of socio-demographic characteristics (SDCs), moral sensitivity (MS) and moral distress (MD) in nurses’ ageism toward older adults. A total of 145 nurses were recruited to complete the main research instruments, i.e. a Sociodemographic Information Form, the Tool for Evaluating Ageism in Nursing Care of Older People, the Moral Sensitivity Questionnaire and the Moral Distress Scale. The results of the study confirmed that gender and MS could predict nurses’ ageism toward older adults. However, MD was not correlated with ageism. The results of the study could therefore contribute to the development of some strategies to improve nurses’ gerontological nursing knowledge and skills through continuing education.

Levels and predictors of nurses’ knowledge about diabetes care and management: disparity between perceived and actual knowledge

BackgroundNurses have a crucial role in managing, educating, and caring for diabetic patients. However, their knowledge should be regularly assessed to avoid preventable complications and reduce costs. Therefore, the present study assessed the perceived and actual knowledge about diabetes among nurses in Hail province of Saudi Arabia and investigated predictors of such knowledge.MethodsA cross-sectional study was conducted among 325 conveniently sampled nurses from all public hospitals and primary healthcare centres in Hail province from September to December 2022. A pre-designed questionnaire was used to collect demographic and practice-related characteristics of the nurses. In addition, data on nurses’ perceived and actual knowledge about diabetes were collected using the Diabetes Self-Report Tool (DSRT) and Diabetes Basic Knowledge Tool (DBKT) self-report questionnaires, respectively. The mean knowledge scores for demographic and practice-related variables were compared using the independent-samples t-test and one-way analysis of variance. Multiple linear regression was used to identify significant predictors of perceived and actual knowledge. The correlation between perceived and actual knowledge was investigated using Pearson’s correlation coefficient. A P-value ˂0.05 was considered statistically significant.ResultsBased on a highest maximum score of 60 using the DSRT, the mean score of perceived knowledge was 38.4 ± 12.0, corresponding to a percentage mean score of 64%. On the other hand, based on a highest maximum score of 49 using the DBKT, the mean score of actual knowledge was 23.2 ± 9.6, corresponding to a percentage mean score of 47.3% of correct responses. Being Indian, having a diploma or a bachelor’s degree, and having a poor or fair self-perception of competence in diabetes care were predictors of lower perceived knowledge scores, whereas having no access to diabetes guidelines was a predictor of higher scores. However, being non-Saudi and having experience of at least 16 years were predictors of higher actual knowledge scores. The correlation between actual and perceived knowledge about diabetes was negligible and statistically non-significant (r = 0.011, P = 0.055).ConclusionNurses affiliated with public health facilities in Hail province lack adequate knowledge about diabetes, with no correlation between what is perceived to be known and what is actually known. Indian citizenship, having a diploma or bachelor’s degree, not having access to diabetes guidelines, not attending courses/workshops, and having a poor or fair self-perception of competence in diabetes care can significantly predict nurses’ perceived knowledge. However, being non-Saudi (Filipino or Indian) and having at least 16 years of experience can significantly predict their actual knowledge of diabetes.

Association between the Nurses` Productivity and Quality of Work Life in Covid-19 Referral Hospital: Evidence from Iran

Introduction: Nurses' productivity is assumed as a determinant factor affecting patients` health promotion. The productivity of the nurses can be influenced by many factors. Objectives: This study aims to determine the association between the nurses` productivity and their quality of work life (QWL) in the south of Iran. Methods & Materials: This was a cross-sectional study conducted in 2021. 312 nurses by census were included. A researcher-made questionnaire was used to collect the data. Data were analysed by descriptive and analytical statistics, including Independent T-test, ANOVA, Pearson correlation, and multiple linear regression applying SPSS23 at the significant level of 0.05. Results: According to the results, the mean score of productivity and QWL were 89.32±9.24 out of 125 and 91.63±7.01 out of 160, respectively. There was a positive significant statistical correlation between the nurses` productivity and QWL (r=0.621, p<0.0001). Based on the results of linear regression, the following dimensions of QWL were identified as the predictor of nurses` productivity respectively: problem-solving, willingness and motivation to work, engagement in decision making (p<0.0001), employment promotion, communication, job security (p=0.001), salary and payments, and employment proud and honour (p=0.002). Conclusion: As the present results show, the studied nurses` productivity was evaluated at a good level. There was a positive correlation between the nurses` productivity and QWL and the dimensions of QWL were identified as the predictors of productivity. Planning for improvement and promotion of each of these dimensions according to the contextual determinants are recommended to improve the nurses` productivity to an excellent level.

Nurse Information Security Policy Compliance, Information Competence, and Information Security Attitudes Predict Information Security Behavior.

Nurses' attitudes toward information security can influence the hospital's information resources management and development. This study investigated the relationships between nurses' information security policy compliance, information competence, and information security attitudes, which are factors that influence information security behavior. Data were collected during September 2020. The participants were 200 clinical nurses from a general hospital in Korea. The self-reported questionnaire included questions on nurses' general characteristics, information security policy compliance, information competence, and information security attitudes. Information security policy compliance (r = 0.554, P < .001) and information competence (r = 0.614, P < .001) were positively associated with information security attitudes. Predictors of nurses' information security attitudes were information competence (β = .439), information security policy compliance (β = .343), prior information security-related education (β = .113), and job position (nurse manager; β = .101). Implications for practice include the need for strategies to develop information security policy compliance and information competence to improve information security behavior, including different approaches tailored to nurses' job positions and previous information security education.

Factors Affecting the Resilience of Iranian Nurses During the COVID-19 Pandemic

Background: Nurses, more than all other healthcare industry members, are at the forefront of the crisis in the event of sudden pandemics. This study aimed to determine the factors contributing to the resilience of Iranian nurses during the pandemic. Methods: In this cross-sectional web-based survey, the Google forms platform was used to distribute an online Connor-Davidson resilience scale (CD-RISC) to 1025 nurses. The study data were collected in November 2020 via Iranian nurses’ social networks in hospitals nationwide. Using SPSS software, version 22 and multivariate linear regression, the data were evaluated. The significance level was set as less than 5%. Results: The nurses’ mean total resilience score was 68.95±12.76. Multiple linear regression analysis revealed that age (β=0.242, P=0.004), gender (β=-0.061, P=0.046), role (β=0.193, P&lt;0.001), and getting COVID-19 (β=-0.061, P=0.046) are predictors of nurses’ resilience status. Other personal and occupational characteristics were not influential. Conclusion: The resilience of nurses employed in hospitals across the country appears to be higher than that of the general population. Female, young nurses, and those infected with COVID-19 were at a greater risk. The existence of facilities, improvement of working conditions, and provision of sufficient human resources help maintain nurses’ mental health during the pandemic. Longitudinal studies are recommended to evaluate the duration of this level of resilience and its impact on the long-term mental well-being of nurses in the coming months and years.

Communication competence, self-efficacy, and spiritual intelligence: evidence from nurses

IntroductionCommunication skills and acceptable levels of spiritual intelligence (SI) are the prerequisites of the nursing profession, which can significantly impact the individual and organizational performance of nurses. This study aimed to investigate the competency and self-efficacy of communication and its relationship with the SI of nurses.MethodsThis cross-sectional study was conducted in 2021 and included 312 nurses working in a COVID-19 hospital in the south of Iran. The data collection instruments were the Standard Communication Competence Scale, Communication Self-Efficacy, and SI Questionnaires. Data were analyzed with SPSS software version 23 using descriptive and inferential statistics, and t-test, ANOVA, Pearson’s correlation coefficient, and multiple linear regression were performed at 5% significance level.ResultsThe mean scores of nurses’ communication competence, communication self-efficacy, and SI were 89.11 ± 7.32 out of 180, 64.45 ± 5.61 out of 120, and 147.13 ± 11.26 out of 210, respectively. A direct and significant correlation was observed between competence (r = 0.527, p<0.001) and communication self-efficacy (r = 0.556, p<0.001) with spiritual intelligence. The dimensions of spiritual intelligence, including the ability to deal with and interact with problems, self-awareness, love and affection, general thinking and doctrinal dimension, and dealing with moral issues, were identified as predictors of nurses’ communicative competence and self-efficacy (p<0.05). There was a positive and significant correlation between nurses’ competence and self-efficacy with their age (p<0.05). The nurses’ mean communication competence and self-efficacy score were different regarding their level of education and the number of shifts (p<0.05). The mean scores of self-efficacy revealed a statistically significant difference between the participants’ gender and the number of patients under observation (p<0.05). Moreover, the nurses’ SI significantly correlated with age, and the mean scores of this intelligence had statistically significant differences regarding gender (p<0.05).ConclusionThe nurses’ communication competence and self-efficacy were at a moderate level. Considering the correlation and predictive role of SI and its dimensions, it is recommended to promote problem-solving skills, improve self-awareness, and pay attention to moral standards to nurture communication competence and self-efficacy among nurses.

Quality of life as a mediating factor in the relationship between fatigue and perception of safety among critical care nurses in the United Arab Emirates

BackgroundA scientific understanding of the relationships between intensive care unit nurses’ well-being and patient safety will allow nurse managers, administrators, and policymakers to simultaneously manage crucial organisational goals of nurses’ health and patient safety. Understanding predictors of fatigue among intensive care unit nurses may help to balance personal and organisational impacts (e.g., turnover intention, sick leave) and provide a way to positively influence their safety perception. ObjectiveThe aim of this study was to explore the association between work fatigue and perception of patient safety among nurses working in critical care units and determine whether their quality of life levels mediated this relationship. MethodsThis study used a cross-sectional correlational comparative design. Participants were a sample of 250 intensive care unit nurses recruited conveniently from three large hospitals in the United Arab Emirates. The self-reported questionnaire included the Nursing Quality of Life Scale, the Fatigue Severity Scale, and the Safety Attitudes Questionnaire (SAQ)-ICU version, as well as sociodemographic characteristics and work-related information. ResultsOf the 250 participating nurses, 76.8 % reported low QoL. There was a statistically significant correlation between nurses’ Quality of Life and fatigue levels (r = 0.234, P = 0.000). Overall, 52.8 % of the sample had high fatigue and 49.6 % had poor safety perception. Multiple regression analysis using the Baron and Kenny approach showed that QoL, marital status, gender, and work environment were predictors of nurses’ perception of safety. ConclusionIntensive care unit nurses had high levels of fatigue and poor Quality of Life. High Quality of Life and a favourable work environment were independent predictors of good patient safety perception. Efforts should be directed to maximize staffing resources that positively impact patient safety. These findings are comparable with international studies, suggesting that these issues may be ubiquitous. Implications for clinical practiceIntensive care practitioners, managers and policymakers should adopt measures to modify intensive care nurses’ exhausting working conditions and provide a supportive environment. these interventions might improve nurses’ perception of patient safety and consequently prevent safety incidents.

Social Health of Iranian Nurses and Its Related Factors During the COVID-19 Pandemic

Background and Objectives: During the coronavirus disease 2019 (COVID-19) pandemic, nurses were in the frontline of patient care. This study aims to determine the social well-being of Iranian nurses working in hospitals during the COVID-19 pandemic and its related factors. Methods: In this cross-sectional study, 612 nurses working in hospitals across the country participated. They completed the social well-being scale online from January to February 2021. The collected data were analyzed using descriptive statistics (Frequency, percentage, mean, and standard deviation) and multiple linear regression analysis in SPSS software, version 22 software. The significance level was set at 0.05. Results: The mean total score of social health well-being was 74.1±9.5 out of 140. Multiple linear regression analysis results showed that age (P=0.04, β=-0.95); gender (P=0.01, β=0.1) and type of employment (P=0.03, β=-0.1) were the predictors of nurses’ social well-being. Other demographic and job-related factors were not significant. Conclusion: The social well-being status of Iranian nurses working in hospitals during the COVID-19 pandemic is relatively favorable. The increase educational level and age and the specialization of available services through the promotion of organizational tasks can be helpful in improving the social well-being of nurses. Changing the employment of nurses from temporary to permanent can also increase their social well-being.

Interplay between spiritual well-being, organizational commitment, job satisfaction, and stress management among nurses from hospitals in Saint Petersburg

Purpose. This study investigates the interplay between spiritual well-being, organizational commitment, job satisfaction, and stress management among nurses from hospitals in Saint Petersburg, Russia. It aims to understand how these factors are interconnected and how they can impact each other. Methodology. This study is a descriptive research design using regression analysis. A sample of 431 nurses from hospitals in Saint Petersburg was selected using stratified random sampling. Four valid questionnaires on job satisfaction, organizational commitment, spiritual well-being, and stress management were completed by the participants. Findings. The study findings showed that job stress was negatively correlated with the other three research variables. Additionally, the analysis revealed that spirituality, organizational commitment, and job stress were significant predictors (p &lt; 0.05) ofnurses’ job satisfaction. Originality. This study concludes that spirituality, organizational commitment, and job stress are significant predictors of nurses’ job satisfaction. Furthermore, it proposes that giving importance to providing spiritual assistance and growth opportunities to workers could result in lowered job strain, amplified allegiance to the organization, and greater levels of job gratification within the nursing personnel.

Correlates and predictors of clinical leadership need analysis (CLeeNA) for nurses: A cross-sectional web-based study.

Clinical leadership is the process of improving different organizational and patient care processes that achieve high-quality and safety of care outcomes. Clinical leadership is about having the appropriate skills and attributes to manage clinical settings. Nurses need to develop managerial and leadership skills; thus, nurses clinical leadership skills should be developed in all clinical settings. The clinical leadership needs of nurses received limited focus; the concept is still not fully understood. This study aimed to assess the correlates and predictors of nurses' clinical leadership needs in Jordan. Using a cross-sectional research design utilizing a purposive sample of 349 nurses were recruited from different hospitals. Pearson correlation coefficients standard multiple linear regressions were mainly used to analyze the data. The "leadership and clinical practice" was the highest mean score of the subscales, while the "financial and service management" was the lowest. At an alpha of 0.05, significant positive moderate correlations were found between nurses' clinical leadership needs and: level of education, age, years of experience in nursing, years of experience in leadership, number of employees under the direct supervision of the leader, and type of the hospitals. At an alpha of 0.01, significant positive weak correlations were found between nurses' clinical leadership needs and: marital status, title, and unit/ward organizational structure. Marital status-separated/divorced/widowed, and years of nursing-4 years or less predicted negatively affect nurses' clinical leadership needs. Meeting the clinical leadership needs of nurses will positively contribute to various clinical settings outcomes. Leadership training is needed to enhance nurses' clinical leadership skills and competencies.

Jordanian Nurses’ Knowledge, Attitudes, and Willingness to Provide Care to Patients with COVID-19

Background: previous studies showed that nurses reported inadequate knowledge of the risks and protective strategies in dealing with infectious diseases. Additionally, nurses reported a lack of willingness to care for patients with infectious diseases. Purpose: To examine Jordanian nurses’ knowledge and attitudes and their willingness to provide care for patients with COVID-19. Design and Methods: Correlational cross-sectional design with convenience sampling was used to collect data through an online self-administered questionnaire from 347 Jordanian nurses working at hospitals. Results: The study results showed that about 56% of the nurses reported having the experience of treating or providing care to confirmed or suspected COVID-19 patients, and 71.8% expressed their willingness to provide care for them. Only 55% of the nurses reported finishing a training program about COVID-19. Job title, type of hospital, and experience in treating or caring for patients with COVID-19 were predictors of nurses’ willingness to provide care. Conclusion: Jordanian nurses reported gaps in their knowledge about COVID-19 related to using personal protective equipment and fear of transmitting the disease to family members. Nurses also reported a moderate level of attitude toward hand hygiene and the use of personal protective equipment; however, most of the nurses reported willingness to provide care for COVID-19 patients.

Professional commitment, resilience and intent to leave the profession among nurses during the COVID‐19 pandemic ‐ a descriptive study

AimThe three‐component model of commitment, resilience and selected nurse characteristics were tested as predictors of nurses' intent to leave the profession.BackgroundIn the wake of the COVID‐19 pandemic, news reports suggest that a mass exodus of nursing professionals is occurring.MethodThis nonexperimental, descriptive, correlational, predictive study used a cross‐sectional approach to collect survey data from a convenience sample of 189 registered nurses (RNs) who were providing direct patient care in adult inpatient units with a high likelihood of admitting patients diagnosed with COVID‐19 and met other eligibility requirements.ResultsMost (73.5%) plan to remain in the nursing profession and feel highly resilient. Only affective commitment demonstrated a significant relationship to the intention to leave the nursing profession.ConclusionsThe study was conducted after the pandemic had been in effect for a prolonged time, and it is likely the nurses with the intent to leave the profession had already left. The findings provide a glimpse of a sample of nurses drawn from a population likely much different from only a few months prior.Implications for Nursing ManagementStrategies to retain nurses should include efforts to strengthen professional commitment and build resilience.

Moral and Ethical Sensitivity as Predictors of Nurses' Attitudes Towards Medication Errors

Moral and Ethical Sensitivity as Predictors of Nurses' Attitudes Towards Medication Errors

Repeated assessments and predictors of nurses' shift-specific perceived workload.

Workload perception is of interest to researchers and policymakers as it captures subjective assessments of nurses' workload which has implications for staffing and patient outcomes. We aimed to describe repeated assessments of nurses' perceived workload among registered nurses (RNs) in day and night shifts and to examine the association of perceived workload with workdays, units, and nurse-staffing. Repeated data on the indictors of interest were collected from 90 RNs across 91 shifts in a Lebanese acute-care hospital. Perceived workload was assessed using the NASA-Task-Load Index (NASA-TLX). Linear mixed-effect models were used for analysis. Mean perceived workload was high reaching 6.63 (95% confidence interval [CI] = 6.34, 6.92) in day and 5.90 (95% CI = 5.43, 6.36) in night shifts. In mixed-effect models, perceived workload was lower on weekends/holidays as compared to weekdays in day (ß = -.32; 95% CI = -0.53, -0.12) and night (ß = -.46; 95% CI = -0.85, -0.07) shifts. Higher perceived workload (ß = .19; 95% CI = 0.04, 0.33) was associated with higher patient-to-nurse ratio in the day but not night shifts. Repeated workload assessments support the presence of elevated perceived workload among RNs which is related to weekdays and higher patient-to-nurse ratio. Future investigations would benefit from better characterization of workload particularities to address perceived burden and improve organizational and management decisions.

A Conceptual Model of Nurses' Turnover Intention.

The World Health Organisation predicts a lack of 15 million health professionals by 2030. The lack of licenced professionals is a problem that keeps emerging and is carefully studied on a global level. Strategic objectives aimed at stimulating employment, improving working conditions, and keeping the nurses on board greatly depends on identifying factors that contribute to their turnover. The aim of this study was to present a conceptual model based on predictors of nurses’ turnover intention. Methods: A quantitative, non-experimental research design was used. A total of 308 registered nurses (RNs) took part in the study. The Multidimensional Work Motivation Scale (MWMS) and Practice Environment Scale of the Nursing Work Index (PES-NWI) were used. Results: The conceptual model, based on the binary regression models, relies on two direct significant predictors and four indirect significant predictors of turnover intention. The direct predictors are job satisfaction (OR = 0.23) and absenteeism (OR = 2.5). Indirect predictors that affect turnover intention via job satisfaction are: amotivation (OR = 0.59), identified regulation (OR = 0.54), intrinsic motivation (OR = 1.67), and nurse manager ability, leadership and support of nurses (OR = 1.51). Conclusions: The results of the study indicate strategic issues that need to be addressed to retain the nursing workforce. There is a need to ensure positive perceptions and support from managers, maintain intrinsic motivation, and promote even higher levels of motivation to achieve satisfactory levels of job satisfaction.

Predictors of nurse's happiness: a systematic review

Abstract Objective An acute shortage of nurses exists all over the world. Part of this shortage appears to be due to nurses’ low job satisfaction, low retention, and high turnover. Happiness at work is identified as a contributing factor that determines the shortage of nurses across the world. This paper critically appraised the existing scientific articles that assessed the individual and organizational predictors of happiness among nurses. Methods The systematic review was conducted from August 2010 to August 2020 using Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Scientific articles were searched in the electronic databases (Scopus, Medline, CINAHL, PsychINFO, and Pubmed Central) on the predictors of happiness among nurses. Results A total of 13 articles were selected following the literature search and a thematic analysis was done. This review provides updated evidence on the predictors of nurses’ happiness. Job-related predictors were identified as organizational predictors; and personal, psychological, family, social, and spiritual predictors were reported to be the individual predictors. Conclusions As both individual and organizational predictors determine the happiness of nurses, the authors recommend the need for future interventional studies to increase the nurses’ happiness, their mental health, and health-related quality of life.