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1.
Am J Nurs ; 123(2): 28-35, 2023 Feb 01.
Artigo em Inglês | MEDLINE | ID: mdl-36698359

RESUMO

BACKGROUND: Nurses and nursing assistants given one-to-one ("sitter") assignments are placed with one patient for long periods of time. Some of these patients require a sitter for reasons that include dementia, traumatic brain injury, psychiatric disturbances such as delirium, and risk of self-harm. Some may become verbally abusive, physically violent, or both, putting the assigned staff member in danger. PURPOSE: The study purpose was to investigate workplace violence from the perspective of nurses and certified nursing assistants working one-to-one assignments who had experienced violent encounters with patients or visitors. METHODS: This qualitative cross-sectional study used a phenomenological approach. Participants were nurses and nursing assistants at one hospital in the western United States. Data were collected in five focus groups, which were conducted online; a semistructured interview guide allowed researchers to elicit participants' responses and foster discussion. Thematic analysis was used to identify themes in the data. RESULTS: A total of 13 nurses and nursing assistants participated. Four themes emerged: silent epidemic, culture of unsafety, emotional occupational hazard, and policy and response. CONCLUSIONS: This study adds to the work of researchers who are asking difficult questions about workplace violence. It's our hope that the participants' comments and insights, as well as their recommendations, can move the needle in improving prevention and follow-up practices related to patient-initiated workplace violence.


Assuntos
Recursos Humanos de Enfermagem no Hospital , Violência no Trabalho , Humanos , Estados Unidos/epidemiologia , Estudos Transversais , Local de Trabalho/psicologia , Relações Enfermeiro-Paciente , Recursos Humanos de Enfermagem no Hospital/psicologia , Inquéritos e Questionários
3.
J Adv Nurs ; 79(2): 652-663, 2023 Feb.
Artigo em Inglês | MEDLINE | ID: mdl-36484162

RESUMO

AIM: In this study, a person-centred approach was used to analyse career success profiles and explore the associated psychosocial factors among nurses. DESIGN: A cross-sectional study was conducted from 15 April to 15 October 2019. METHODS: A total of 1155 registered Chinese nurses were recruited from two general hospitals using convenience sampling. Participants completed a printed questionnaire, including the Maslach Burnout Inventory, Stress of Conscience Questionnaire, Practice Environment Scale, and Career Success Scale. Latent profile analysis and multinomial logistic regression were performed. The data were analysed with Mplus 8.3 and SPSS version 26.0. RESULTS: Three latent profiles of career success were identified: high, moderate and low. Nurses with lower educational levels, more years of work experience, lower emotional exhaustion, higher personal achievement, lower stress of conscience and higher participation in hospital affairs were more likely to have higher career success than the other profiles. CONCLUSIONS: Burnout, stress of conscience, practice environment, educational level and years of work experience were associated with career success among nurses. Targeting interventions may help enhance nurses' career success. Future research should combine subjective and objective indicators (salary, title and so on) to assess career success and explore other determinants for formulating interventions to enhance nurses' career success. IMPACT: The heterogeneity and psychosocial factors associated with nurses' career success provide valuable evidence for the formulation of individualized interventions. Nursing managers should understand the importance of career success, develop interventions to reduce nurses' burnout and stress of conscience, and improve the practice environment to enhance their career success. NO PATIENT OR PUBLIC CONTRIBUTIONS: This study was designed to examine the psychosocial factors associated with nurses' career success. The study was not conducted using suggestions from the patient groups or the public.


Assuntos
Esgotamento Profissional , Enfermeiras e Enfermeiros , Recursos Humanos de Enfermagem no Hospital , Humanos , Estudos Transversais , Esgotamento Profissional/psicologia , Emoções , Esgotamento Psicológico , Hospitais , Inquéritos e Questionários , Satisfação no Emprego , Recursos Humanos de Enfermagem no Hospital/psicologia
4.
Nurs Adm Q ; 47(1): 31-40, 2023.
Artigo em Inglês | MEDLINE | ID: mdl-36469372

RESUMO

Retention and burnout have always been a challenge for nurse leaders, but the pandemic brought these concerns to a whole new level. And now the Great Resignation is affecting health care. So how can nurse leaders at hospitals and health care systems create a supportive environment for staff during a public health emergency? Structured support groups are a viable option for emphasizing self-care and wellness. We explain why we decided to form a structured support group for our intensive care unit nurses and illustrate the results from our clinical research team. In addition, we share feedback we received from participating nurses and offer advice on forming a structured support group in acute care settings. This strategy resulted in a change in the participant's behaviors after attending the structured emotional support group. This finding aligns with the literature, which supports strategies to protect nurses' mental well-being and to take preventive measures in critical situations. Using this as a foundation, a structured emotional support group can change nurse engagement and involvement in their process and practice, during times of crisis. Many other benefits could be realized from this strategy such as improved nursing practice and processes, improved nurse satisfaction, and improved recruitment and retention.


Assuntos
Esgotamento Profissional , COVID-19 , Recursos Humanos de Enfermagem no Hospital , Humanos , Pandemias , COVID-19/epidemiologia , Reorganização de Recursos Humanos , Esgotamento Profissional/prevenção & controle , Grupos de Autoajuda , Recursos Humanos de Enfermagem no Hospital/psicologia , Satisfação no Emprego
5.
Front Public Health ; 10: 1051895, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-36530650

RESUMO

Background: COVID-19 pandemic has entered a normal stage in China. During this phase, nurses have an increased workload and mental health issues that threaten the sense of security. Poor sense of security may have a considerable impact on turnover intention through low work engagement. It was challenging to maintain the nurse workforce. Fewer studies have been conducted on the effect of nurses' sense of security on their turnover intention in that phase. This study aimed to investigate the interrelationship between nurses' sense of security, work engagement, and turnover intention during the normalization phase of the epidemic in China and to explore the impact of sense of security on turnover intention. Methods: A cross-sectional survey was conducted from September 2020 to May 2021 in Guangdong Province, China. Data were collected online using Sense of Security Scale for Medical Staff (SSS-MS), Utrecht Work Engagement Scale (UWES), and Turnover Intention Scale. Pearson's correlation analysis was used to assess the correlation between sense of security, work engagement, and turnover intention. The hypothesis model used multiple linear regression models and the bootstrapping procedure to analyze the relationship between these variables. Results: Data were collected from 2,480 nurses who met the inclusion criteria. Over half(64.5%) of nurses had a high and very high turnover intention. After controlling the demographic and working variables, sense of security (ß = 0.291, P < 0.001) had a direct positive effect on work engagement. Sense of security (ß = -0.447, P < 0.001) and work engagement (ß = -0.484, P < 0.001) had a direct negative effect on turnover intention. Sense of security and all of its components were associated with turnover intention through the partially mediating effects of work engagement. Conclusions: Nurses' turnover intention was at a high level during the normalization phase of the epidemic. Sense of security and its components act as positive resources to reduce turnover intention by improving work engagement. Policy makers and managers may pay attention to the needs of nurses' sense of security, which may be a new perspective to help managers reduce their turnover intention and stabilize the nurse team.


Assuntos
COVID-19 , Enfermeiras e Enfermeiros , Recursos Humanos de Enfermagem no Hospital , Humanos , Engajamento no Trabalho , Intenção , Estudos Transversais , Pandemias , Recursos Humanos de Enfermagem no Hospital/psicologia , Inquéritos e Questionários , COVID-19/epidemiologia
6.
Int Emerg Nurs ; 65: 101230, 2022 11.
Artigo em Inglês | MEDLINE | ID: mdl-36332444

RESUMO

BACKGROUND: Nursing staff, especially in violence-prone emergency departments (ED), are at high risk of burnout. Frequently experienced violence is expected to have a strong impact on the nursing staff's burnout. This study aimed to examine the differences in the level of burnout between nursing staff who work in the ED and nursing staff who work in other inpatient departments, and its relationship with violence in various hospitals in Israel. METHOD: A cross-sectional study that utilized a three-part questionnaire: demographic data, degree of burnout, and frequency occurrence of violence events against nurses. RESULTS: 150 nurses in EDs (N = 75) and inpatient departments (N = 75) were sampled. Significant differences were found between the two groups: Nurses in EDs experienced a higher degree of burnout than nurses in other hospital departments, and the degree of burnout was found to have a positive relationship with exposure to both verbal and physical workplace violence. CONCLUSIONS: Nursing staff in EDs could develop a high degree of burnout, and exposure to workplace violence could exacerbate it. The physical and emotional safety of the staff is an important aspect in preventing burnout, and creating a secure work environment.


Assuntos
Esgotamento Profissional , Recursos Humanos de Enfermagem no Hospital , Violência no Trabalho , Humanos , Estudos Transversais , Esgotamento Profissional/epidemiologia , Esgotamento Profissional/etiologia , Esgotamento Profissional/psicologia , Violência no Trabalho/psicologia , Local de Trabalho/psicologia , Recursos Humanos de Enfermagem no Hospital/psicologia , Hospitais , Serviço Hospitalar de Emergência , Inquéritos e Questionários
7.
BMJ Open ; 12(11): e059146, 2022 11 02.
Artigo em Inglês | MEDLINE | ID: mdl-36323478

RESUMO

OBJECTIVE: Fatigue is a common problem among nurses, and patient/visitor incivility is thought to lead to nurses' fatigue. However, the mechanism by which patient/visitor incivility leads to nurses' fatigue has not been well studied. The aim of this study is to examine whether the association between patient/visitor incivility and fatigue among Chinese nurses is mediated by emotional labour strategy. DESIGN: A cross-sectional study. METHODS: In November 2019, a stratified cluster sample of 1207 nurses from two hospitals in China was used to collect data on fatigue, patient/visitor incivility and emotional labour strategy through online questionnaires. Emotional labour strategy has three dimensions: surface acting (SA), deep acting and natural acting. Complete responses were provided by 1036 (85.8%) participants. Student's t-test, one-way analysis of variance, Pearson correlation analysis and the PROCESS procedure (A modeling macro installed in SPSS to analyse mediation.) were adopted to analyse the data. RESULTS: Patient/visitor incivility and SA were positively related to fatigue (p<0.01), while natural acting was negatively related to fatigue (p<0.01). SA played as a mediator in the association between patient/visitor incivility and nurses' fatigue (95% CI 0.047 to 0.113, p<0.05). CONCLUSION: Patient/visitor incivility could contribute to Chinese nurses' fatigue. When nurses were exposed to patient/visitor incivility, they were more likely to use the SA emotional labour strategy, which would lead to fatigue. Nursing administrators should be aware of the seriousness of nurses' fatigue.


Assuntos
Incivilidade , Enfermeiras e Enfermeiros , Recursos Humanos de Enfermagem no Hospital , Humanos , Estudos Transversais , Fadiga , Emoções , Inquéritos e Questionários , Recursos Humanos de Enfermagem no Hospital/psicologia
8.
Arch Psychiatr Nurs ; 41: 333-340, 2022 Dec.
Artigo em Inglês | MEDLINE | ID: mdl-36428068

RESUMO

INTRODUCTION: Research on the influence of nursing staff composition and use of seclusion in the forensic mental health inpatient settings is sparse. Nursing staff composition refers to staffing levels, roles, gender ratio and skill mix of the ward teams. Internationally, the rates of seclusion in some forensic mental health inpatient settings have increased over the past 10 years despite global efforts to reduce and eliminate its use. AIM: To examine whether the use of seclusion in a forensic mental health inpatient setting can be attributed to staffing composition or to contextual factors such as day of the week, month or other clinical factors. METHOD: Retrospective data collection was conducted using seclusion data, daily ward reports and staff rosters. Data were collected for all shifts in the hospital over a six-month period. RESULTS: Three staffing variables were identified as having an influence on the use of seclusion: the number of registered nurses on duty, the presence of the shift coordinator and having a lead nurse on shift. DISCUSSION: Senior nurse oversight and guidance are important factors in assisting staff to identify clinical deterioration and intervene early which may assist services reduce the use of seclusion. IMPLICATIONS FOR PRACTICE: As staffing levels and composition are modifiable, the results of this study may assist nurse leaders to consider workforce improvements to reduce seclusion use.


Assuntos
Pacientes Internados , Recursos Humanos de Enfermagem no Hospital , Adulto , Humanos , Pacientes Internados/psicologia , Isolamento de Pacientes/métodos , Saúde Mental , Estudos Retrospectivos , Recursos Humanos de Enfermagem no Hospital/psicologia
9.
Front Public Health ; 10: 1015316, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-36311593

RESUMO

Background: In March 2022, Shanghai, China, was hit by a severe wave of SARS-CoV-2 transmission caused by the Omicron variant strain. The medical staff was greatly infected during this period, which posed a traumatic event for them. Meanwhile, they also experience post-traumatic growth under introspection and positive change. However, the psychological coping and growth after infection with COVID-19 among medical staff have rarely been investigated. Objectives: To explore the process and influencing factors of post-traumatic growth among emergency nurses infected with coronavirus disease (COVID-19) so as to provide a new perspective and theoretical basis for psychological rehabilitation or intervention for medical staff who experienced traumatic events. Methods: The study used a qualitative design based on the phenomenological approach. A purposive sampling method was used to explore the subjective feelings and post-traumatic growth among 13 first-line emergency nurses infected with COVID-19 in Shanghai, China. Semi-structured face-to-face interviews were conducted in June 2022. A Seven-step Colaizzi process was used for data analysis. Results: Themes were described and extracted from the experience and insights at different stages during the fight against the virus. Three main themes, i.e., stress period, adjustment period, and growth period, as well as several sub-themes, were identified. Conclusion: First-line emergency nurses infected with COVID-19 are a sensitive group that should be given more attention. Investigating how they achieve psychological adjustment and growth in the case of severe trauma can provide valuable references for nursing management and education in the future. Society, hospital and nursing managers should pay more attention to the PTG of nurses and establish supportive PTG strategies, which will benefit the retention rate and career development of nurses.


Assuntos
COVID-19 , Recursos Humanos de Enfermagem no Hospital , Crescimento Psicológico Pós-Traumático , Humanos , SARS-CoV-2 , COVID-19/epidemiologia , Recursos Humanos de Enfermagem no Hospital/psicologia , China/epidemiologia
10.
Soins Psychiatr ; 43(341): 21-25, 2022.
Artigo em Francês | MEDLINE | ID: mdl-36280308

RESUMO

Retaining nurses is a crucial issue for psychiatric hospitals. While many psychiatric nurses are retiring, these services are considered unattractive by young graduates who prefer technical acts. In addition to these recruitment difficulties, young nurses are highly unstable. The question of the transmission of knowledge and skills in the services appears to be a determining factor. How can we meet the challenge of the transition between generations of nurses? In order to answer this question, the determinants of the intention of nurses to leave are presented. In addition, the mechanism of these determinants, identified during a research-intervention for French nurses practicing in psychiatry, is described. These elements are levers for action to be implemented.


Assuntos
Recursos Humanos de Enfermagem no Hospital , Enfermagem Psiquiátrica , Humanos , Satisfação no Emprego , Recursos Humanos de Enfermagem no Hospital/psicologia , Inquéritos e Questionários , Intenção
11.
Adv Emerg Nurs J ; 44(4): 333-344, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-36269817

RESUMO

Emergency nurses are one of the groups at risk most during the COVID-19 pandemic. The purpose of the authors of this qualitative study was to reveal the psychosocial difficulties and needs of nurses working in the emergency department of a university hospital during the COVID-19 pandemic. This descriptive phenomenological study was conducted in the emergency department of a university hospital in the West of Turkey. In-depth interviews were conducted with 14 emergency nurses. Colaizzi's descriptive analysis method was used. Findings regarding the psychological difficulties and needs of nurses during the COVID-19 pandemic were collected under the following 4 themes: being a nurse in the emergency department in the pandemic, emotional chaos, living with losses, and the support needs. Not only did the emergency nurses state that working as a nurse in the pandemic was challenging and exhausting but they also emphasized the vital importance of nursing care in the pandemic. During the pandemic, the nurses went through different emotional processes according to the stages of the pandemic. Although they needed psychological support, they were expected to meet organizational requirements.


Assuntos
COVID-19 , Recursos Humanos de Enfermagem no Hospital , Humanos , COVID-19/epidemiologia , Pandemias , Recursos Humanos de Enfermagem no Hospital/psicologia , Pesquisa Qualitativa , Serviço Hospitalar de Emergência
12.
Artigo em Inglês | MEDLINE | ID: mdl-36294084

RESUMO

This paper investigates the links between the psychological contract and organizational justice variables on to performance behaviors through the mechanisms of engagement, job satisfaction and psychological distress, beyond the perception-oriented individual factor of negative affectivity. Nursing staff (n = 273) from a medium to large Australian hospital completed a self-report survey. Structural equation modeling found differential effects of psychological contract breach and psychological contract status, the mediating roles of engagement, job satisfaction and distress on to performance behaviors, while noting the role of individual negative affectivity. Engaging nurses is critical to both their in-role and discretionary performance behaviors. Reducing negative impacts, particularly those due to breaking promises and unfair processes, while protecting the nurses' mental health, enables performance levels to be maintained. This study demonstrates that nurses' general perceptions of their employment relationship impacted their in-role and discretionary performance behaviors, especially through the mechanism of engagement. The complexity of managing nurses is highlighted by those variables that enacted positive impacts via engagement as versus the variables that led to distress and acted as brakes on performance, as well as the impact of the negative affectivity trait of the nurses.


Assuntos
Enfermeiras e Enfermeiros , Recursos Humanos de Enfermagem no Hospital , Humanos , Cultura Organizacional , Justiça Social , Austrália , Satisfação no Emprego , Inquéritos e Questionários , Recursos Humanos de Enfermagem no Hospital/psicologia
13.
Contrast Media Mol Imaging ; 2022: 9974311, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-36262993

RESUMO

Due to the continuous progress of social economy, medical and health technology and the development of disciplines have shown a trend of rapid development. In the current medical environment, quality nursing services are constantly promoted. Nursing staff are dedicated to their work to the best of their ability. Meanwhile, they should be rewarded with corresponding happiness and joy in their work. This study starts from the perspective of nursing management and psychology. On this basis, it investigates the occupational identity and work stress status of nursing staff. At the same time, the data are analyzed, and the relationship between occupational identity and work pressure is analyzed. This article provides a certain theoretical basis and support for the decision-making of relevant nursing managers, and also makes efforts to improve the professional identity and work happiness of nursing staff. In this study, which surveyed 596 rehabilitation nurses, the nurses' total occupational stress score was 74.52, with an average score of 2.12 points. The overall score for professional identity was 102.00, with an average score of 3.40 points. This belonged to the medium level. It showed that the occupational pressure of nurses should be paid attention to by relevant managers. Two of the five dimensions with the highest scores were occupational social support and occupational self-reflection. A negative correlation was found between occupational stress and its dimensions and occupational identity and its dimensions (P < 0.01).


Assuntos
Recursos Humanos de Enfermagem no Hospital , Estresse Ocupacional , Humanos , Recursos Humanos de Enfermagem no Hospital/psicologia , Estresse Ocupacional/psicologia , Inquéritos e Questionários
14.
J Nurs Manag ; 30(7): 2577-2584, 2022 Oct.
Artigo em Inglês | MEDLINE | ID: mdl-36063406

RESUMO

AIM: The three-component model of commitment, resilience and selected nurse characteristics were tested as predictors of nurses' intent to leave the profession. BACKGROUND: In the wake of the COVID-19 pandemic, news reports suggest that a mass exodus of nursing professionals is occurring. METHOD: This 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. RESULTS: Most (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. CONCLUSIONS: The 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 MANAGEMENT: Strategies to retain nurses should include efforts to strengthen professional commitment and build resilience.


Assuntos
COVID-19 , Enfermeiras e Enfermeiros , Recursos Humanos de Enfermagem no Hospital , Adulto , Humanos , Intenção , Reorganização de Recursos Humanos , Satisfação no Emprego , COVID-19/epidemiologia , Pandemias , Inquéritos e Questionários , Recursos Humanos de Enfermagem no Hospital/psicologia
15.
PLoS One ; 17(9): e0272597, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-36048844

RESUMO

INTRODUCTION: Attrition of the Nursing Workforce from low-and middle-income countries to high-resourced settings is a reality that has escalated in the current Coronavirus pandemic due to varied reasons. With increased job stress resulting from the pandemic, the Quality of Work-Life of the Nursing Workforce is affected, with its effect on poor quality care to the client. This study sought to assess the perception of the Nursing Workforce about the Quality of Work-Life, and the factors that predict turnover intention among nurses in the Kumasi Metropolis, Ghana. METHODS: A cross-sectional, descriptive design involving multiple centres was used. The participants were made up of 348 Registered Nurses working in primary, secondary, and tertiary healthcare in five (5) hospitals in the Kumasi Metropolis. Data collection was done using questionnaires adapted from the Work-Related Quality of Life Scale and the Turnover Intention Scale and analyzed using frequencies, mean, standard deviation, Pearson's Product Moment Correlation, and Multiple Regression. RESULTS: The Registered Nurses perceived Quality of Work-Life as low; with close to half of them having a turnover intention. All the domains of Quality of Work-Life of the Nursing Workforce significantly correlated with Turnover intentions. Regression analysis showed that the number of years in a healthcare setting, general well-being, job control and satisfaction, and working condition of the Registered Nurse significantly predicted their turnover intentions at the p-value of 0.05. CONCLUSION: The findings of the study have provided an understanding of the Quality of Work-Life, and factors that contribute to increased turnover intentions among the Nursing Workforce amid the COVID-19 pandemic. Healthcare systems must enrol in requisite programmes that provide psychological and social support through counselling to promote the Quality of Work-Life of nurses.


Assuntos
COVID-19 , Recursos Humanos de Enfermagem no Hospital , COVID-19/epidemiologia , Estudos Transversais , Gana/epidemiologia , Humanos , Intenção , Satisfação no Emprego , Recursos Humanos de Enfermagem no Hospital/psicologia , Pandemias , Reorganização de Recursos Humanos , Qualidade de Vida , Inquéritos e Questionários , Recursos Humanos
16.
BMC Palliat Care ; 21(1): 163, 2022 Sep 22.
Artigo em Inglês | MEDLINE | ID: mdl-36138401

RESUMO

BACKGROUND: Chinese clinical nurses are increasingly confronting patient death, as the proportion of hospital deaths is growing. Witnessing patient suffering and death is stressful, and failure to cope with this challenge may result in decreased well-being of nurses and impediment of the provision of "good death" care for patients and their families. To our knowledge, few studies have specifically explored clinical nurses' experiences coping with patient death in mainland China.  OBJECTIVE: We aimed to explore nurses' experiences coping with patient death in China in order to support frontline clinical nurses effectively and guide the government in improving hospice care policy. METHODS: Clinical nurses were recruited using purposive and snowball sampling between June 2020 and August 2020. We gathered experiences of clinical nurses who have coped with patient death using face-to-face, semi-structured, in-depth interviews. Audio recordings were transcribed verbatim and analyzed using thematic analysis. RESULTS: Three thematic categories were generated from data analysis. The first was "negative emotions from contextual challenges." This category involved grief over deaths of younger persons, pity for deaths without family, and dread related to coping with patient death on night duty. The second category was "awareness of mortality on its own." Subthemes included the ideas that death means that everything stops being and good living is important because we all die and disappear. The third category was "coping style." This category included focusing on treating dying patients, recording the signs and symptoms, and responding to changes in the patient's condition. It also involved subthemes such as avoiding talk about death due to the grief associated with dying and death, and seeking help from colleagues. CONCLUSIONS: Clinical nurses' emotional experiences are shaped by intense Chinese filial love, charity, and cultural attitudes towards death. Reasonable nurse scheduling to ensure patient and staff safety is a major priority. "Good death" decisions based on Chinese ethical and moral beliefs must be embedded throughout hospital care.


Assuntos
Recursos Humanos de Enfermagem no Hospital , Adaptação Psicológica , Pesar , Hospitais , Humanos , Recursos Humanos de Enfermagem no Hospital/psicologia , Pesquisa Qualitativa
17.
J Nurs Manag ; 30(7): 2585-2596, 2022 Oct.
Artigo em Inglês | MEDLINE | ID: mdl-36150900

RESUMO

BACKGROUND: Nurses' burnout and psychological well-being are a significant concern during the pandemic. AIMS: The aim of this study is to (i) examine the level of burnout, anxiety, depression, perceived stress and self-rated health for nurses at two time-points, 2020 and 2021, and (ii) examine the socio-demographic characteristics, work-related factors and perceived workplace support factors in relation to the level of burnout. METHODS: This is a cross-sectional study with a longitudinal approach. A convenience sample of registered nurses who worked in an acute care tertiary hospital in Singapore were surveyed during two time-points. Participants' health, socio-demographic characteristics, work-related factors and perceived workplace support factors were collected. RESULTS: Among the 179 nurses, there was a significant increase in burnout level, poorer self-rated health and reduced job dedication. A decrease in the percentage of nurses who felt appreciated at work was reported in 2021 (p = 0.04). Nurses who felt their team was not working well together were 3.30 times more likely to experience burnout (95% CI 1.12 to 9.69; p = 0.03). Nurses who reported that they never felt appreciated by their department/hospital were 8.84 times more likely to experience burnout (95% CI 2.67 to 29.21; p < 0.001). Nurses with poorer self-rated health were more likely to report burnout (95% CI: 1.32-6.03; p = 0.008). CONCLUSION: Nurses had an increased experience of burnout, reduced job dedication and poorer self-rated health after the outbreak. IMPLICATIONS FOR NURSING MANAGEMENT: Interventions at the departmental and organizational levels are needed to improve the workplace support. Strategies to support nurses' psychological well-being during the aftermath of COVID-19 are vital to managing nurses' burnout and improving job dedication and self-rated health.


Assuntos
Esgotamento Profissional , COVID-19 , Enfermeiras e Enfermeiros , Recursos Humanos de Enfermagem no Hospital , Humanos , Satisfação no Emprego , Recursos Humanos de Enfermagem no Hospital/psicologia , COVID-19/epidemiologia , Estudos Transversais , Esgotamento Profissional/psicologia , Inquéritos e Questionários
18.
Artigo em Inglês | MEDLINE | ID: mdl-36141970

RESUMO

Among Nursing and Psychology professionals, the job satisfaction of those in Adult Inpatient Units is analyzed, with a new scale to measure nursing workloads validated. Objective: The objective of this study was to relate nursing workloads to professional job satisfaction. Methods: This is an observational, analytical, descriptive, concurrent and quantitative study, which used the Overall Job Satisfaction scale and subscales therein, to identify global satisfaction-intrinsic or related to motivational factors and extrinsic or associated with hygienic factors-in nursing professionals (n = 104) from eight Inpatient Units of Internal Medicine and Surgery, in four hospital centers, to describe job satisfaction in the professionals studied and to find statistically significant associations between job satisfaction and workload (measured with the scale MIDENF®) in the inpatient units where they work. Results: There were higher levels of satisfaction in the variables "relationship with immediate boss" and "relationship with fellow workers", and lower levels in "relationship with senior management" and "organizational system of the unit". In the inferential analysis, the scores were 75.63 for overall satisfaction, 35.28 for intrinsic satisfaction, and 40.36 for extrinsic satisfaction. Conclusions: There is a close relationship between workload and job satisfaction, showing more dissatisfaction regarding organizational aspects and professional recognition.


Assuntos
Satisfação no Emprego , Recursos Humanos de Enfermagem no Hospital , Adulto , Humanos , Pacientes Internados , Recursos Humanos de Enfermagem no Hospital/psicologia , Inquéritos e Questionários , Carga de Trabalho
19.
Artigo em Inglês | MEDLINE | ID: mdl-36142089

RESUMO

The COVID-19 pandemic was a fertile ground for nurses' exposure to self- and other-Potentially Morally Injurious Events (PMIEs). Our study explored the effects of nurses' memories of self- and other-PMIEs on occupational wellbeing and turnover intentions. Using an experimental design on a convenience sample of 634 Romanian nurses, we tested a conceptual model with PLS-SEM, finding adequate explanatory and predictive power. Memories of self- and other-PMIEs were uniquely associated with work engagement, burnout, and turnover intentions, compared to a control group. These relationships were mediated by the three basic psychological needs. Relatedness was more thwarted for memories of other-PMIEs, while competence and autonomy were more thwarted for memories of self-PMIEs. Perceived supervisor support weakened the indirect effect between type of PMIE and turnover intentions, through autonomy satisfaction, but not through burnout. Self-disclosure weakened the indirect effect between type of PMIE and turnover intentions, through autonomy satisfaction, and both burnout and work engagement. Our findings emphasize the need for different strategies in addressing the negative long-term effects of nurses' exposure to self- and other-PMIEs, according to the basic psychological need satisfaction and type of wellbeing indicator.


Assuntos
Esgotamento Profissional , COVID-19 , Enfermeiras e Enfermeiros , Recursos Humanos de Enfermagem no Hospital , Esgotamento Profissional/epidemiologia , Esgotamento Profissional/psicologia , COVID-19/epidemiologia , Estudos Transversais , Humanos , Satisfação no Emprego , Recursos Humanos de Enfermagem no Hospital/psicologia , Pandemias , Fatores de Proteção , Inquéritos e Questionários
20.
Arch Psychiatr Nurs ; 40: 68-76, 2022 10.
Artigo em Inglês | MEDLINE | ID: mdl-36064248

RESUMO

AIM: To analyze and integrate the incidence and its influencing factors on workplace violence among psychiatric nurses in China. BACKGROUND: Despite the fact that an increasing number of studies in China and elsewhere have focused on workplace violence among psychiatric nurses, there is presently no research to thoroughly explain the determining variables of violence faced by psychiatric nurses. DESIGN: A systematic review and meta-analysis was conducted. METHOD: PubMed, Embase, Cohrane Library, CNKI database, Wanfang database, and VIP database were used to search for English-language literature. The search deadline is June 15, 2021. The quality of the included literature was assessed, data was retrieved, and the meta-analysis was performed using Stata 16.0 software. RESULTS: A total of 19 works of literature, including 5926 patients, were included. Meta-analysis results showed that the incidence of workplace violence was about 78%[ES = 0.78, 95%CI(0.65,0.88)]. The possible factors for Chinese psychiatric nurses suffering from violence include gender, education, working years, whether they are an only child, age, height, working hours, and the form of employment. CONCLUSIONS: The incidence of workplace violence incidence among psychiatric nurses in China is high, and managers should employ individualized intervention methods based on the variables that influence it. IMPLICATIONS FOR NURSING MANAGEMENT: Managers should attach great importance to the occurrence of workplace violence. In training to prevent workplace violence, we should pay attention to the disparities in age and working abilities of nurses. Nurses should be trained in recognizing violent conduct, early warning indications, communication skills, and emergency response tactics. Managers should be able to schedule shifts in a flexible manner. Various techniques to enhance the nurse's working environment.


Assuntos
Recursos Humanos de Enfermagem no Hospital , Enfermagem Psiquiátrica , Violência no Trabalho , China/epidemiologia , Humanos , Incidência , Recursos Humanos de Enfermagem no Hospital/psicologia , Inquéritos e Questionários , Local de Trabalho/psicologia , Violência no Trabalho/psicologia
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