Quality Of Nursing Work Life Research Articles

Quality of nursing work life and related factors among emergency nurses in Jordan.

ObjectivesThe objective of this study is to assess quality of nursing work life (QNWL) and related factors among nurses working in emergency room (ER).MethodsA cross‐sectional descriptive design was employed. Data were collected from a convenient sample of nurses working in ER Eligible participants were required to complete a demographic and work related variables sheet, the Brooks Quality of Nursing Work Survey (BQNWLS).ResultsA total of (186) nurses participated in the study. Study participants reported a BQNWL mean score of (M = 140.15, SD = 28.34) indicating a moderate BQNWL. Additionally, the participants scored moderate levels on all BQNWL subscales. The mean score of BQNWL was statistically better for nurses who had training courses on emergency department (t = −2.663, P = 0.008). However, no other statistically significant differences were found in BQNWL scores in regarding to demographic and work related variables.ConclusionThe results of this study reported a noticeable alteration in QNWL among nurses working in ER. The nurses had a moderate QNWL levels. Also, the results emphasized on the importance of conducting further interventional research studies in the future to establish effective measures to enhance nurse QNWL. Consequently, this may improve the provided nursing care for the patients and their families.

Validity and Reliability of Quality of Nursing Work Life Instrument for Hospital Nurses

Introduction: The validity and reliability of the quality of nursing work life (QNWL) instrument in hospitals that suitable to treatment needs include: trust, care, respect, learn, and contribute need, have to be assessed. Therefore, in order to perform good care, it is necessary to notice QNWL aspect, which the implementation may be assessed by using valid and reliable instruments. This study aimed to evaluate the construct validity of the QNWL scale in hospital.Methods: The research used a cross-sectional approach and the respondents were 100 experts in nursing and 400 nurses working in four hospitals in Gresik, Indonesia, who have been working for minimum one year. The sampling technique was purposive sampling. We analyzed the data using content analysis, the validity of item discrimination using Pearson products moment, reliability with Cronbach’s alpha, and construct validity with Confirmatory Factor Analysis.Results: The results based on content validity index QNWL instrument was 0.2075-0.915, with an average 0.7059 (high). Item discrimination capacity was 0.339-0.79 (high), while the reliability was 0.9374 (very high) and the validity of the construct meets the goodness of fit criteria.Conclusion: All constructs are able to explain and support the QNWL instrument model. This research can be used to measure the quality of work life of nurses in all classes of hospitals in Indonesia.

Quality of nursing work life and turnover intention among nurses of tertiary care hospitals in Riyadh: a cross-sectional survey

BackgroundNurse turnover has a negative impact on the ability to meet patient needs and provide a high quality of care, which may create more stress on other staff due to increased workloads. This can lead to critical changes in the behavior of nurses towards their jobs resulting in low work satisfaction, low productivity, and leaving the organization. Thus, this study aimed to assess the quality of nursing work life (QNWL), to explore the nurses’ turnover intention and to examine the correlation between QNWL and nurses’ turnover intention.MethodsA cross-sectional survey was conducted on nurses with at least 1 year of nursing experience at two hospitals selected randomly from Riyadh, Saudi Arabia: King Fahad Medical City and King Faisal Specialized Hospitals. Data were collected using a self-administered questionnaire comprising four sections (Brooks’ survey of QNWL, Anticipated Turnover Scale (ATS), open-ended questions and demographic characteristics).ResultsA sample of 364 nurses was recruited. Results proposed that the participants were dissatisfied with their work life (54.7%), with almost 94% indicating a turnover intention from their current hospital. Moreover, 154 (93.3%) out of 165 nurses who reported satisfaction with QNWL indicated the intention to turnover. The correlation between QNWL and ATS for binary variables was too week (r = − 0.024) and statistically not significant (p = 0.206).ConclusionThe QNWL and nurse turnover are challenging issues for healthcare organizations because of its consequences and impact on patient care. Our study provided critical findings low indication satisfaction of nurses with their QNWL and a high turnover intention. The results of this study could be used as a nexus for the development of regulations and practical strategies to enhance QNWL and to decrease the turnover.

Quality of nursing work life among staff nurses in a tertiary care hospital in Puducherry

Background: Quality of nursing work life (QNWL) is degree to which nurses can satisfy important personal needs through their experiences in work organization, while achieving the organization's goals, to make meaningful contributions to their organization. Objectives of the study were to assess the quality of nursing work life among staff nurses in a tertiary care hospital in Puducherry and to study the influence of socio-demographic factors on the QNWL of these staff nurses.Methods: We conducted a cross-sectional analytical study in a tertiary care hospital in Puducherry between January and June 2017. Based on universal sampling, all 429 nurses with more than one-year work experience were selected for the study. After obtaining Ethical approval from the institution and informed consent from the study participants, data on socio-demographic characteristics, work-related information and QNWL were collected using a semi-structured questionnaire. Double data entry was done in Epidata entry client (v4.2.0) and analysed using STATA (v14) software.Results: Among the nurses, 90% were females and 60% were from rural background. The study revealed that there was a moderate QNWL score reported among majority (60%) of staff nurses. Bivariate analysis showed higher the age, female gender, absence of dependent individuals at home, higher income, more work experience, having only a diploma degree, working in OPDs and no nightshifts were the significant factors contributing to higher QNWL scores (p<0.05).Conclusions: The study identified factors that influence the nurses’ work life quality which can be used for developing and appropriately implementing successful induction programs to improve the QNWL.

Quality of Work Life among Public Health Nurses: A Survey Comparison between Thailand and Japan

Researchers from Thailand and Japan have initiated a collaborative project to compare the Quality of Work Life (QWL) among public health nurses. Thus, the QWL of registered nurses working in a community in Thailand was identified and compared with the Public Health Nurses (PHNs) in Japan. The purpose of which was to determine the similarities and differences between the two countries regarding their nurses’ quality of work life. The 42-item of Brooks’ survey of Quality of Nursing Work Life (QNWL) was translated and evaluated in Thailand and Japan. There were 102 Thai and 209 Japanese public health nurses completed the questionnaire.
 Findings showed that the QNWL level of both Thai and Japanese PHNs were at moderate level. Thai nurses scored higher than Japanese nurses in overall scores. Thai reported significantly higher on work design dimensions (t = 9.12, p < 0.05). For both groups, three out of four dimensions were ranked in the same pattern in which home life/work life was recorded as the lowest. This was followed by work design and work context. However, Thai scored lowest on work world dimension, while Japanese scored highest on that dimension. Findings also showed significant association between country and age groups (χ2 = 20.01, p = 0.00, marital status (χ2 = 6.50, p = 0.01), education (χ2 = 70.05, p = 0.00), and dependent family members (χ2 = 128.16, p = 0.00). No significant association was noted between country and gender (χ2 = 0.37, p = 0.54), and between country and work experience (χ2 = 2.88, p = 0.23).The findings extended our understanding of the Public Health Nurse’s quality of work life that contributes to nursing in different cultural contexts through a rare direct comparison of Public Health Nurses between Thailand and Japan.

Development of an empowerment model for burnout syndrome and quality of nursing work life in Indonesia

ObjectivesThis study aimed to develop an empowerment model for burnout syndrome and quality of nursing work life (QNWL). MethodsThis study adopted a mixed-method cross-sectional approach. The variables included structural empowerment, psychological empowerment, burnout syndrome and QNWL. The population consisted of nurses who have civil servant status in one of the regional hospitals in Indonesia. The participants were recruited using multi-stage sampling measures with 134 respondents. Data were collected using questionnaires, which were then analysed using partial least squares. A focus group discussion was conducted with nurses, chief nurses and the hospital management to identify strategic issues and compile recommendations. ResultsStructural empowerment influenced psychological empowerment (path coefficient = 0.440; t = 6.222) and QNWL (path coefficient = 0.345; t = 4.789). Psychological empowerment influenced burnout syndrome (path coefficient = −0.371; t = 4.303), and burnout syndrome influenced QNWL (path coefficient = −0.320; t = 5.102). Structural empowerment increased QNWL by 39.7%. ConclusionThe development of a structural empowerment model by using the indicators of resources, support and information directly influenced the psychological empowerment of the sample of nurses. As an indicator of meaning, psychological empowerment decreased burnout syndrome. In turn, burnout syndrome, as the indicator of personal achievement, could affect the QNWL. Structural empowerment directly influenced the QNWL, particularly within the workplace context. Further studies must be conducted to analyse the effects of empowerment, leadership styles and customer satisfaction.

Quality Of Nursing Work Life Improvement Model to Decrease Nurse Intention to Quit in Premier Surabaya Hospital

Introduction: Quality of Nursing Work Life (QNWL) is a thing that needs attention by human resource management approach. The purpose of this research was to provide develop model to increase QNWL in order to lower nurse’s intention to quit the Premier Hospital Surabaya.Methods: Design used in the structure was explanatory research. The independent variables was Internal factors (Individual factors, social and environment conceptual factors, operational factors, administrative factors) where as the dependent variable from this study was intention to quit, and moderator variables QNWL random sampling technique. Total sample was 160 nurses, taken according to inclusion criteria. The research was conducted in Premier Hospital Surabaya from October 2012 - July 2013. Data were collected by using structured questionnaire. Data were then analyzed by using multiple linear regression test with level of significance of ≤ 0.05. Result: The results showed, QNWL was influenced by relationships inter-professional part of variabel social and environment conceptual factors, supervision monitoring part of variabel operational factors, career development part of variabel administrative factors. Intention to quit influenced by relationships between nurses, inter-departmental and inter-professional part of variabel social and environment conceptual factors and salaries and benefits part of variabel administrative factors with significant value p = 0.005.Discussion: It can be concluded good inter-professional relation, supervision monitoring, and good career development affected QNWL. Good relationships between nurses, inter-departmental and inter- professional led to lower intention to quit. Low salary and benefits led nurse’s intention to quit getting stronger.

Development of Intention to Stay Model for Temporary Nursing Staff in RS UNAIR

Introduction: Intention to stay of nurses is important to reduce turnover rate and to improve the stability of hospital. Quality of nursing work life (QNWL) has been found to influence intention to stay. However, reliable information of this effect is limited. The purpose of this study was to develop the model of intention to stay for temporary nursing staff in RS UNAIR. Method: Anexplanative cross-sectional survey design was used in this study. Data were collected by using questionnaire among 32 nurses working at different units in this hospital through simple random sampling and analyzed by partial least square (PLS). Result: QNWL affected job satisfaction but did not affect commitment. Commitment was significantly affected by job satisfaction. There was effect of job satisfaction on intention to stay. Commitment also significantly affected intention to stay Discussion: QNWL is a predictor of intention to stay trough job satisfaction and commitment. It is recommended that more focused interventions on QNWL, job satisfaction, and commitment developments may improve intention to stay. Recruitment of non-nursing staff to carry out billing and administrative tasks is urgently needed. Suggestions for further research is to analyze the effect of empowerment, remuneration, and career ladder on nurses’ intention to stay.Keywords: intention to stay, quality of nursing work life, job satisfaction, commitment.

Development of Intention to Stay Model for Temporary Nursing Staff in RS UNAIR

Introduction: Intention to stay of nurses is important to reduce turnover rate and to improve the stability of hospital. Quality of nursing work life (QNWL) has been found to influence intention to stay. However, reliable information of this effect is limited. The purpose of this study was to develop the model of intention to stay for temporary nursing staff in RS UNAIR.Method: Anexplanative cross-sectional survey design was used in this study. Data were collected by using questionnaire among 32 nurses working at different units in this hospital through simple random sampling and analyzed by partial least square (PLS). Result: QNWL affected job satisfaction but did not affect commitment. Commitment was significantly affected by job satisfaction. There was effect of job satisfaction on intention to stay. Commitment also significantly affected intention to stayDiscussion: QNWL is a predictor of intention to stay trough job satisfaction and commitment. It is recommended that more focused interventions on QNWL, job satisfaction, and commitment developments may improve intention to stay. Recruitment of non-nursing staff to carry out billing and administrative tasks is urgently needed. Suggestions for further research is to analyze the effect of empowerment, remuneration, and career ladder on nurses’ intention to stay.

Quality of Work Life and Its Related Factors: A Survey of Nurses

Background: Improving the quality of work life (QWL) is a comprehensive process essential to attracting and retaining employees, especially in health care. Objectives: The purpose of the present study was to determine quality of nursing work life and its related factors at nurses Kashan city hospitals in 2014. Methods: This cross-sectional study was conducted on 157 ICU nurses from September to November, 2014 at 4 educational hospitals of Kashan, Iran. A three part questionnaire was used in this study: demographic and professional characteristics, quality of nursing work life (QNWL), and the national aeronautics and space administration task load index (NASA-TLX). Data were analyzed using the t-test, the Mann-Whitney U test, and the chi square and Fisher’s exact test with SPSS software, version 16. Results: The majority of the participants (N = 112) were female (83.3%), and the mean age of the subjects was 33 ± 6.98 years. Age, education, job position, job location, and a second nursing job in another hospital were found to predict QNWL. Among the six subscales of NASA-TLX, frustration and mental demand had the lowest and highest rating score, respectively. Temporal demand, frustration, and effort levels were significantly correlated with QNWL. Conclusions: It is necessary to pay more attention to the QNWL and its related factors, especially nursing workload, to improve quality of care.

Validation of the Chinese version of the Quality of Nursing Work Life scale.

Quality of Nursing Work Life (QNWL) serves as a predictor of a nurse’s intent to leave and hospital nurse turnover. However, QNWL measurement tools that have been validated for use in China are lacking. The present study evaluated the construct validity of the QNWL scale in China. A cross-sectional study was conducted conveniently from June 2012 to January 2013 at five hospitals in Guangzhou, which employ 1938 nurses. The participants were asked to complete the QNWL scale and the World Health Organization Quality of Life abbreviated version (WHOQOL-BREF). A total of 1922 nurses provided the final data used for analyses. Sixty-five nurses from the first investigated division were re-measured two weeks later to assess the test-retest reliability of the scale. The internal consistency reliability of the QNWL scale was assessed using Cronbach’s α. Test-retest reliability was assessed using the intra-class correlation coefficient (ICC). Criterion-relation validity was assessed using the correlation of the total scores of the QNWL and the WHOQOL-BREF. Construct validity was assessed with the following indices: χ2 statistics and degrees of freedom; relative mean square error of approximation (RMSEA); the Akaike information criterion (AIC); the consistent Akaike information criterion (CAIC); the goodness-of-fit index (GFI); the adjusted goodness of fit index; and the comparative fit index (CFI). The findings demonstrated high internal consistency (Cronbach’s α = 0.912) and test-retest reliability (interclass correlation coefficient = 0.74) for the QNWL scale. The chi-square test (χ2 = 13879.60, df [degree of freedom] = 813 P = 0.0001) was significant. The RMSEA value was 0.091, and AIC = 1806.00, CAIC = 7730.69, CFI = 0.93, and GFI = 0.74. The correlation coefficient between the QNWL total scores and the WHOQOL-BREF total scores was 0.605 (p<0.01). The QNWL scale was reliable and valid in Chinese-speaking nurses and could be used as a clinical and research instrument for measuring work-related factors among nurses in China.

Quality of Worklife for Nurses

Much has been written regarding the global nurse shortage. Frequently, authors and speakers who represent the discipline of nursing raise the topic of contextual barriers and limitations experienced in the practice setting as potential for the de-valuing of human dignity in the worklife of nurses. Quality of worklife issues arise and are reflected in observations of an ever-present difficulty with recruitment and retention of professional nurses in a multitude of global healthcare settings. This column is intended to begin a dialogue about the valuing of human dignity for nurses and the quality-of-life issues that surface as described by nurses and healthcare recipients that dramatically influence the quality of nursing practice from the humanbecoming school of thought.

Assessing the Quality of Nursing Work Life

Traditionally, nursing has measured job satisfaction by focusing on employees' likes and dislikes. However, job satisfaction is an unsatisfactory construct to assess either the jobs themselves or employees' feelings about work sinceas much as 30% of the variance explained in job satisfaction surveys is a function of personality, something employers can do little to change. Based on socio-technical systems theory, quality of nursing work life (QNWL) assessments focus on identifying opportunities for nurses to improve their work and work environment while achieving the organization's goals. Moreover, some evidence suggests that improvements in work life are needed to improve productivity. Therefore, assessing QNWL reveals areas for improvement where the needs of both the employees and the organization converge. The purpose of this article was to assess the QNWL of staff nurses using Brooks' Quality of Nursing Work Life Survey.

A moral imperative to improve the quality of work-life for nurses: Building inclusive social capital capacity

The complexity and incessant change in the corporatised health care workplace has influenced nurses’ work choices, morale, quality of work-life and the wellbeing of patients. Thus, there is an urgent moral imperative to improve the quality of work-life for nurses. To this end, it is crucial to re-define progress beyond the sole economic markers of success and profit in the health care workplace. This paper argues for the identification of ethical markers and indicators of organisational success based on bridging and linking social capital which could be used to re-organise health care organisations, hence crafting inclusive moral spaces where nurses can safely work and provide quality care for patients. Social and ethical evaluation is well suited to examine current workplace dilemmas from a psychosocial perspective and provide a framework for best practice in building capacity in effective social relations and family friendly, ethical workplaces.

Nursing Burnout

ABSTRACT The study of nursing burnout is crucial because it impacts on nurses and their families, patient-care, and hospital employee benefit and disability expenses. Clinical research on bumout has been based on differing conceptual frameworks some emphasizing individual factors, and others emphasizing organizational and systemic factors, such as the interaction between individuals and characteristics of their work environment. Further, models differ to the extent that actual vs. perceived work demands determine risk for burnout. It is argued here that interactional models such as Cherniss (1980) that emphasize perceived demands of burnout provide a better “fit” to explain nursing burnout. Further, selected factors that may lead to burnout are described. It is argued that a proactive systemic approach to intervention is likely to be the most effective in reducing the risk of burnout. Hospital organizational development should focus on enhancing motivation and the “value” nurses add to patient care by removing non-nursing tasks which are incongruent with their interests and training. Enhanced quality of work-life for nurses may reduce the incidence of this pervasive work-related dysfunction.