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1.
J Nurs Adm ; 50(4): 232-236, 2020 Apr.
Artigo em Inglês | MEDLINE | ID: mdl-32195916

RESUMO

OBJECTIVE: The purpose of this research study was to design and pilot a predictive hiring model to improve the hospital's operational vacancy rate and reduce premium pay expenses. BACKGROUND: According to Purcell, the average nursing turnover rate is at 18.2%, and the new-graduate nurse turnover rate is higher at 35%. With turnover rates high for nurses, the importance of recruiting, hiring, and training the new nurse needs to be completed as soon as possible. Often, a nurse manager cannot interview and hire into a position until it is vacated. Premium pay including overtime is typically used to cover the time from the position being vacated until the next nurse is trained. METHODS: This was a pretest/posttest design with a predictive hiring model intervention. The intervention was a 3-pronged approach that consisted of a strategy for recruiting graduate nurses, hiring to operation vacancy rates, and utilizing a predictive hiring method. Operational vacancy is a calculation to determine if a department has the right amount of hired labor available to work scheduled shifts without having to routinely rely on agency nurses and/or premium pay. These are people ready to work. RESULTS: The hospital significantly decreased premium pay and eliminated the use of agency nurses by implementing a predictive hiring model tailored to the department's operational vacancy. CONCLUSIONS: A predictive model is a useful vehicle in assisting nurse managers to plan and replace positions more quickly. The model needs continued testing to support application beyond the testing site.


Assuntos
Enfermeiras Administradoras/tendências , Recursos Humanos de Enfermagem no Hospital/provisão & distribução , Assistência ao Paciente/normas , Seleção de Pessoal , Reorganização de Recursos Humanos , Administração Financeira de Hospitais/economia , Humanos , Enfermeiras Administradoras/economia , Seleção de Pessoal/economia , Seleção de Pessoal/normas , Reorganização de Recursos Humanos/economia , Reorganização de Recursos Humanos/estatística & dados numéricos
2.
BMC Public Health ; 20(1): 174, 2020 Feb 04.
Artigo em Inglês | MEDLINE | ID: mdl-32019535

RESUMO

BACKGROUND: Although several studies have examined the association between occupational stress and turnover, these studies relied on cross-sectional designs, subjects' self-report, healthcare workforce, or small sample sizes. This study aimed to confirm whether occupational stress increases the risk of turnover in a large-scale prospective cohort study using actual turnover data from company records. METHODS: The participants were 3892 male and 5765 female employees aged 20-49 years in a financial service company. We followed them from October 2012 until April 1, 2016 and used company records to identify employees who resigned. We identified employees with high and low stress using the Brief Job Stress Questionnaire. Hazard ratios for turnover in high-stress employees were estimated using Cox proportional hazards models, and population attributable risks were calculated separately for men and women. RESULTS: During 11,475,862 person-days, 122 men and 760 women resigned. After adjustment for age, length of service, job type, and position, the hazard ratios (95% confidence intervals) for turnover in high-stress employees were 2.86 (1.74-4.68) for men and 1.52 (1.29-1.78) for women. The corresponding population attributable risks for high stress were 8.2% for men and 8.3% for women. The component scores, i.e., job stressors, psychological/physical stress response, workplace social support, and job strain (the combination of high job demands and low job control) were also significantly associated with turnover (p < 0.05). CONCLUSIONS: Occupational stress increases the risk of actual turnover. Measures to prevent occupational stress may be useful to prevent employee turnover.


Assuntos
Estresse Ocupacional/epidemiologia , Reorganização de Recursos Humanos/estatística & dados numéricos , Adulto , Feminino , Humanos , Japão/epidemiologia , Masculino , Pessoa de Meia-Idade , Estudos Prospectivos , Risco , Adulto Jovem
3.
BMC Public Health ; 20(1): 152, 2020 Jan 31.
Artigo em Inglês | MEDLINE | ID: mdl-32005215

RESUMO

BACKGROUND: Current research advocates lifestyle factors to manage workers' health issues, such as obesity, metabolic syndrome, and type II diabetes mellitus, among other things (World Health Organization (WHO) Obesity: preventing and managing the global epidemic, 2000; World Health Organization (WHO) Obesity and overweight, 2016), though little is known about employees' lifestyle factors in high-stress, high turnover environments, such as in the long term care (LTC) sector. METHODS: Drawing on qualitative single-case study in Ontario, Canada, this paper investigates an under-researched area consisting of the health practices of health care workers from high-stress, high turnover environments. In particular, it identifies LTC worker's mechanisms for maintaining physical, emotional, and social wellbeing. RESULTS: The findings suggest that while particular mechanisms were prevalent, such as through diet and exercise, they were often conducted in group settings or tied to emotional health, suggesting important social and mental health contexts to these behaviors. Furthermore, there were financial barriers that prevented workers from participating in these activities and achieving health benefits, suggesting that structurally, social determinants of health (SDoH), such as income and income distribution, are contextually important. CONCLUSIONS: Accordingly, given that workplace health promotion and protection must be addressed at the individual, organizational, and structural levels, this study advocates integrated, total worker health (TWH) initiatives that consider social determinants of health approaches, recognizing the wider socio-economic impacts of workers' health and wellbeing.


Assuntos
Dieta/psicologia , Exercício Físico/psicologia , Pessoal de Saúde/psicologia , Saúde Mental/estatística & dados numéricos , Saúde do Trabalhador , Feminino , Pessoal de Saúde/estatística & dados numéricos , Humanos , Estilo de Vida , Assistência de Longa Duração , Masculino , Estresse Ocupacional/epidemiologia , Ontário/epidemiologia , Reorganização de Recursos Humanos/estatística & dados numéricos , Pesquisa Qualitativa
4.
Rev Lat Am Enfermagem ; 27: e3219, 2019.
Artigo em Inglês, Português, Espanhol | MEDLINE | ID: mdl-31826161

RESUMO

OBJECTIVE: to identify the factors related to the nursing workers' intention to leave the work unit, health institution and profession. METHOD: cross-sectional study with quantitative approach was carried out with 267 nursing workers from seven emergency units in Brazil. For data collection, we used the Questionnaire of socio-demographic, life style and work and health aspects as well as the Work Ability Index, Workplace violence questionnaire, questions about intention to leave and the Turnover Intention Scale. The predictors of intentions to leave were evaluated through Poisson regression models. RESULTS: workplace violence increased and better satisfaction with current job decreased the probability of greater intention to leave the unit, institution and profession. Better work ability decreased the probability of greater intention to leave the unit and profession. The more qualified workers and those who had been working in the institution longer was more likely to greater intention to leave the profession. CONCLUSION: promoting job satisfaction, work ability and a violence-free environment is possible to decrease the workers' intention to leave the job or profession, but nursing managers need to understand the three phenomena of intention to quit individually for retention strategies.


Assuntos
Satisfação no Emprego , Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos , Reorganização de Recursos Humanos/estatística & dados numéricos , Violência no Trabalho/estatística & dados numéricos , Adulto , Idoso , Atitude do Pessoal de Saúde , Esgotamento Profissional , Estudos Transversais , Escolaridade , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Distribuição de Poisson , Inquéritos e Questionários , Adulto Jovem
5.
PLoS One ; 14(12): e0226506, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31860673

RESUMO

Workplace bullying experienced by clinical nurses is associated with burnout, a factor that threatens the quality of nursing care and patient safety. This study examined the association of workplace bullying with burnout, professional quality of life, and turnover intention among clinical nurses. A descriptive cross-sectional study was conducted using a structured questionnaire. Data were collected from 324 nurses and were analyzed using t-test, one-way analysis of variance, and multiple regression. Controlling for the general characteristics of the participants, workplace bullying had a significant association with emotional exhaustion (B = 0.29, p < 0.01) and depersonalization (B = 0.15, p < 0.01) among the subdomains of burnout, compassion fatigue among the components of professional quality of life (B = 0.15, p < 0.01), and turnover intention (B = 0.05, p < 0.01). Thus, preventing workplace bullying is important to reduce clinical nurses' burnout and turnover. The role of nursing leadership is crucial to develop interventions that reduce workplace bullying and successfully create a professional, nurturing, and supportive work culture.


Assuntos
Bullying/psicologia , Esgotamento Profissional/epidemiologia , Fadiga por Compaixão/epidemiologia , Recursos Humanos de Enfermagem no Hospital/psicologia , Reorganização de Recursos Humanos/estatística & dados numéricos , Esgotamento Profissional/psicologia , Fadiga por Compaixão/psicologia , Estudos Transversais , Feminino , Humanos , Satisfação no Emprego , Masculino , Análise de Regressão , Inquéritos e Questionários
6.
Artigo em Inglês | MEDLINE | ID: mdl-31597239

RESUMO

The fast population ageing has generated and will continue to generate large social, economic and health challenges in the 21th century in Australia, and many other developed and developing countries. Population ageing is projected to lead to workforce shortages, welfare dependency, fiscal unsustainability, and a higher burden of chronic diseases on health care system. Promoting health and sustainable work capacity among mature age and older workers hence becomes the most important and critical way to address all these challenges. This paper used the pooled data from the longitudinal Household, Incomes and Labour Dynamics in Australia (HILDA) survey 2002-2011 data to investigate common and different factors predicting voluntary or involuntary workforce transitions among workers aged 45 to 64. Long term health conditions and preference to work less hours increased while having a working partner and proportion of paid years decreased both voluntary and involuntary work force transitions. Besides these four common factors, the voluntary and involuntary workforce transitions had very different underlying mechanisms. Our findings suggest that government policies aimed at promoting workforce participation at later life should be directed specifically to life-long health promotion and continuous employment as well as different factors driving voluntary and involuntary workforce transitions, such as life-long training, healthy lifestyles, work flexibility, ageing friendly workplace, and job security.


Assuntos
Envelhecimento/psicologia , Emprego/psicologia , Reorganização de Recursos Humanos/estatística & dados numéricos , Aposentadoria/psicologia , Retorno ao Trabalho/psicologia , Recursos Humanos/estatística & dados numéricos , Local de Trabalho/psicologia , Austrália , Emprego/estatística & dados numéricos , Emprego/tendências , Feminino , Previsões , Humanos , Renda , Masculino , Pessoa de Meia-Idade , Reorganização de Recursos Humanos/tendências , Aposentadoria/estatística & dados numéricos , Aposentadoria/tendências , Retorno ao Trabalho/estatística & dados numéricos , Inquéritos e Questionários , Recursos Humanos/tendências
7.
J Korean Acad Nurs ; 49(4): 386-397, 2019 Aug.
Artigo em Coreano | MEDLINE | ID: mdl-31477669

RESUMO

PURPOSE: This study examined the effect of hospitals' family-friendly management on married female nurses' retention intention. The focus was the mediating effects of the work-family interface (work-family conflict, work-family enrichment and work-family balance). METHODS: This study was a cross-sectional study. The participants were 307 nurses working at five public and five private hospitals with more than 200 beds in Seoul. Data were collected using structured questionnaires from September 10 to September 17, 2018 and analyzed with SPSS 24.0. Data were analyzed using an independent t-test, a one-way ANOVA, Pearson's correlation coefficients, and multiple regression following the Baron and Kenny method and Sobel test for mediation. RESULTS: There were significant correlations among family-friendly management, the work-family interface, and retention intention. Work-family conflict showed a partial mediating effect on the relationship between family-friendly management and retention intention. Work-family enrichment showed a partial mediating effect on the relationship between family-friendly management and retention intention. Work-family balance showed a partial mediating effect on the relationship between family-friendly management and retention intention. CONCLUSION: These findings indicate that both hospitals' family-friendly management and nurses' work-family interface are important factors associated with nurses' retention intention. Therefore, hospitals should actively implement family-friendly management for nurses and establish strategies to enhance nurses' work-family interface for effective human resource management.


Assuntos
Enfermeiras e Enfermeiros/psicologia , Reorganização de Recursos Humanos/estatística & dados numéricos , Adulto , Estudos Transversais , Família , Feminino , Humanos , Pessoa de Meia-Idade , Cultura Organizacional , Administração de Recursos Humanos em Hospitais/métodos , Inquéritos e Questionários , Local de Trabalho
8.
Prim Health Care Res Dev ; 20: e128, 2019 09 09.
Artigo em Inglês | MEDLINE | ID: mdl-31495349

RESUMO

AIM: This study aimed to explore the extent to which health visitors who trained and qualified in both Greater London and the South West of England between September 2011 and January 2016 were employed in health visiting posts and have remained in the profession. BACKGROUND: In 2011, the UK Government launched the Health Visitor Implementation Plan 'A Call to Action' (Department of Health, 2011) to develop the health visitor workforce by training 4200 health visitors over a four-year period. By April 2015, 4000 additional health visitors were trained, but the total workforce has since fallen back to pre-Implementation Plan size. METHODS: Data were collected using a survey, completed online by participants. All participants had undertaken a health visitor education programme at one of two participating universities. The survey was distributed in January 2017 and completed by 180 individuals. Quantitative data were analysed using SPSS; association was assessed using individual chi-square tests or Fisher's exact test. Free-text responses were thematically analysed. FINDINGS: Most (153; 87%) participants were still working as health visitors. Length of time spent working in the community prior to completing health visitor training was associated with staying in the role ( χ2 (with Fisher's exact test = 7.998, P = .027). Current pay was associated with attrition from the health visitor workforce ( χ2 (with Fisher's exact test) = 67.559, P < .001.). The majority who had left the health visitor role were on higher pay bands in their new post compared to those that had stayed (12; 60%). Bronfenbrenner's (1979) theory of socio-ecological development was used as a framework to interpret the results. While participants made an active choice to join the profession, leaving was influenced more by factors outside their control. To influence health visitor retention, both local and strategic changes are required.


Assuntos
Escolha da Profissão , Enfermeiros de Saúde Comunitária/organização & administração , Enfermeiros de Saúde Comunitária/estatística & dados numéricos , Reorganização de Recursos Humanos/estatística & dados numéricos , Competência Profissional/estatística & dados numéricos , Adulto , Inglaterra , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Pesquisa Qualitativa , Inquéritos e Questionários
9.
BMC Health Serv Res ; 19(1): 624, 2019 Sep 03.
Artigo em Inglês | MEDLINE | ID: mdl-31481042

RESUMO

BACKGROUND: A physician shortage is a worldwide problem and foreign-born physicians fill in the shortage of physicians in many developed countries. One problem that is associated with the physician shortage is increased physician turnover. Also, regarding foreign-born physicians, migration can be costly. The present study aimed to examine the turnover intentions and intentions to leave the country of foreign-born physicians. We examined how demographics, discrimination, language problems, perceived employment barriers, satisfaction with living in Finland, team climate, job satisfaction and patient-related stress were associated with these factors. METHODS: The present study was a cross-sectional questionnaire study among 371 foreign-born physicians in Finland that were aged between 26 and 65 (65% women). Binary logistic regression analyses were conducted to examine the associations. RESULTS: Half of the respondents had turnover intentions and 14.5% had considered leaving the country. High satisfaction with living in Finland was associated with a lower likelihood of both turnover intentions and intentions to leave the country. High levels of discrimination and employment barriers were associated with a high likelihood of turnover intentions whereas good team climate was associated with a low likelihood of turnover intentions. High levels of language problems were associated with a high likelihood of intentions to leave the country. CONCLUSIONS: The present study showed the importance of satisfaction with living in the host country, the prevention of discrimination and employment barriers, language skills and a good team climate for the retention of foreign-born physicians in their current job and in the host country. Thus, to keep their foreign-born physicians, health care organisations should implement measures to tackle these challenges. Organisations could arrange, for example, diversity training, self-assessment, team reflections, leadership coaching and culturally-specific networks. Moreover, internships associated with the qualification process could be utilised better in order to give a thorough introduction to the host country's health care environment and the possibilities for learning the language.


Assuntos
Médicos Graduados Estrangeiros/estatística & dados numéricos , Reorganização de Recursos Humanos/estatística & dados numéricos , Adulto , Idoso , Atitude do Pessoal de Saúde , Estudos Transversais , Emigração e Imigração/estatística & dados numéricos , Emprego/psicologia , Emprego/estatística & dados numéricos , Feminino , Finlândia , Médicos Graduados Estrangeiros/psicologia , Humanos , Intenção , Satisfação no Emprego , Masculino , Pessoa de Meia-Idade , Estresse Ocupacional/etiologia , Satisfação Pessoal , Médicos/psicologia , Médicos/estatística & dados numéricos , Preconceito/psicologia , Preconceito/estatística & dados numéricos , Inquéritos e Questionários
10.
Emerg Med J ; 36(9): 558-563, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31366625

RESUMO

BACKGROUND: Prolonged wait times prior to triage outside the emergency department (ED) were a major problem at our institution, compromising patient safety. Patients often waited for hours outside the ED in hot weather leading to exhaustion and clinical deterioration. The aim was to decrease the median waiting time to triage from 50 min outside ED for patients to <30 min over a 4-month period. METHODS: A quality improvement (QI) team was formed. Data on waiting time to triage were collected between 12 pm and 1 pm. Data were collected by hospital attendants and recorded manually. T1 was noted as a time of arrival outside the ED, and T2 was noted as the time of first medical contact. The QI team used plan-do-study-act cycles to test solutions. Change ideas to address these gaps were tested during May and June 2018. Change ideas were focused on improving the knowledge and skills of staff posted in triage and reducing turnover of triage staff. Data were analysed using run chart rules. RESULTS: Within 6 weeks, the waiting time to triage reduced to <30 min (median, 12 min; IQR, 11 min) and this improvement was sustained for the next 8 weeks despite an increase in patient load. CONCLUSION: The authors demonstrated that people new to QI could use improvement methods to address a specific problem. It was the commitment of the frontline staff, with the active support of senior leadership in the department that helped this effort succeed.


Assuntos
Serviço Hospitalar de Emergência/organização & administração , Segurança do Paciente , Melhoria de Qualidade , Centros de Atenção Terciária/organização & administração , Triagem/organização & administração , Serviço Hospitalar de Emergência/estatística & dados numéricos , Feminino , Implementação de Plano de Saúde , Humanos , Índia , Equipe de Assistência ao Paciente/organização & administração , Reorganização de Recursos Humanos/estatística & dados numéricos , Avaliação de Programas e Projetos de Saúde , Centros de Atenção Terciária/estatística & dados numéricos , Fatores de Tempo , Triagem/estatística & dados numéricos
11.
Nurs Outlook ; 67(5): 578-585, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31439321

RESUMO

BACKGROUND: The departures of chief academic administrators of nursing programs within a short tenure are likely to affect the operation of their institutions significantly. PURPOSE: To help nursing schools improve recruitment and retention of chief academic administrators. METHODS: We obtained deans' records from the membership database of the American Association of Colleges of Nursing (AACN) for 11 starting cohorts between 2001 and 2011 and matched the data with dean data collected in the AACN Annual Survey to retrieve additional information on individual and institutional characteristics. Bivariate and multivariate analyses were used to examine the association between a characteristic and short tenures (less than 5 years). FINDINGS: We found that 41% of deanships have short tenures, and the figure increased from earlier cohorts to later cohorts in general. We did not find that first-time deans were more likely to experience a short tenure. However, we found in bivariate analyses that deans in newly created nursing programs have a higher likelihood of leaving deanships in less than 5 years. We also found in bivariate and multivariate analyses that an individual characteristic, age 60 or older, and three institutional attributes, deans with a title as Chair, Director, or Department Head, deans in nursing schools without a tenure system, and deans in baccalaureate or associate degree granting institutions are more likely to have a short tenure. In brief, our findings show that deans in smaller nursing programs are more likely than deans in larger nursing programs to experience a short tenure DISCUSSION: Our findings that deans in smaller programs and newly created programs are more likely to experience early attrition provide useful information to the nursing education community so more focused efforts can be made to improve the retention of chief academic administrators in nursing programs.


Assuntos
Docentes de Enfermagem/estatística & dados numéricos , Docentes de Enfermagem/tendências , Enfermeiras Administradoras/estatística & dados numéricos , Enfermeiras Administradoras/tendências , Reorganização de Recursos Humanos/estatística & dados numéricos , Escolas de Enfermagem/estatística & dados numéricos , Escolas de Enfermagem/tendências , Adulto , Feminino , Previsões , Humanos , Liderança , Masculino , Pessoa de Meia-Idade , Reorganização de Recursos Humanos/tendências , Fatores de Tempo , Estados Unidos
12.
Am J Health Syst Pharm ; 76(13): 992-997, 2019 Jun 18.
Artigo em Inglês | MEDLINE | ID: mdl-31415686

RESUMO

PURPOSE: To describe the methods used in the development of an intravenous chemotherapy workload and productivity dashboard and its impact on symptoms of burnout and technician turnover. SUMMARY: In February 2017, chemotherapy sterile preparation pharmacy technicians reported symptoms of burnout as a result of perceived increase in workload. In response, an i.v. chemotherapy workload and productivity dashboard was developed at an academic medical center to validate workload in comparison to the reported job stress of pharmacy technicians. The dashboard provided pharmacy leadership objective data to validate staff concerns and leveraged lean principles to level-load the work prior to requesting additional full-time equivalents (FTEs) to senior leadership. The rate of turnover of i.v. chemotherapy technicians was assessed before (December 2016-June 2017) and after (July 2017-January 2018) dashboard implementation and approval of an additional i.v. chemotherapy technician FTE. The addition of the new FTE resulted in a decrease in productivity from an average of 106% (range 67%-151%) to 84% (range 65%-110%). The interventions allowed for the ability to leverage a staffing-to-demand model, resulting in the observed improvement in technician symptoms of burnout and a notable decrease in the overall turnover rate of i.v. chemotherapy technicians. CONCLUSION: The i.v. chemotherapy workload and productivity dashboard confirmed frontline staff perception and provided data to support the addition of labor resource and an opportunity to leverage a staffing-to-demand model to decrease symptoms of burnout and technician turnover.


Assuntos
Eficiência Organizacional , Reorganização de Recursos Humanos/estatística & dados numéricos , Serviço de Farmácia Hospitalar/organização & administração , Técnicos em Farmácia/estatística & dados numéricos , Carga de Trabalho/estatística & dados numéricos , Administração Intravenosa , Antineoplásicos/administração & dosagem , Atitude do Pessoal de Saúde , Esgotamento Profissional/epidemiologia , Esgotamento Profissional/prevenção & controle , Esgotamento Profissional/psicologia , Implementação de Plano de Saúde , Humanos , Neoplasias/tratamento farmacológico , Serviço de Farmácia Hospitalar/estatística & dados numéricos , Técnicos em Farmácia/psicologia , Desenvolvimento de Programas , Avaliação de Programas e Projetos de Saúde , Carga de Trabalho/psicologia
13.
J Nurs Adm ; 49(9): 430-435, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31436741

RESUMO

OBJECTIVE: The purpose of this integrative literature review is to examine the effects that nurse residency programs (NRPs) have on the retention of new graduates. BACKGROUND: The Institute of Medicine recommends implementing NRPs and evaluating their effectiveness. Nursing leaders need to understand if an investment in a residency program is beneficial to their organization. METHODS: A database search was performed for research from 2010 to 2016 reporting outcomes of new graduate NRPs relating to retention. RESULTS: In the articles reviewed, the 1-year retention was higher than the national average for new graduate nurses ranging from 74% to 100%. Higher rates were associated with national programs such as the University Hospital Consortium/American Association of Colleges of Nursing or Versant compared with organization-based programs. CONCLUSIONS: NRPs can increase 1-year retention of new graduate nurses. More controlled and comparative studies are needed to evaluate program differences. Nurse leaders need evidence to ascertain which programs are the most effective in supporting retention and return on investment.


Assuntos
Competência Clínica , Educação de Pós-Graduação em Enfermagem/organização & administração , Admissão e Escalonamento de Pessoal/organização & administração , Reorganização de Recursos Humanos/estatística & dados numéricos , Preceptoria/organização & administração , Estudantes de Enfermagem/psicologia , Estudantes de Enfermagem/estatística & dados numéricos , Adulto , Feminino , Humanos , Masculino , Fatores de Tempo , Estados Unidos , Adulto Jovem
14.
Emerg Nurse ; 27(2): 21-25, 2019 Mar 04.
Artigo em Inglês | MEDLINE | ID: mdl-31468802

RESUMO

The UK has a serious shortage of nurses and for the first time in recent nursing history 27% more UK registrants left the register in 2016-2017 than joined it. Emergency nurses are particularly affected as their environment is unpredictable, fast-paced and increasingly crowded. This article reports the results of a study of a successful initiative to retain senior emergency nurses in a London trust.


Assuntos
Enfermagem em Emergência/estatística & dados numéricos , Mão de Obra em Saúde/estatística & dados numéricos , Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos , Reorganização de Recursos Humanos/estatística & dados numéricos , Adulto , Feminino , Humanos , Londres , Masculino , Pessoa de Meia-Idade
15.
J Clin Nurs ; 28(21-22): 3957-3965, 2019 Nov.
Artigo em Inglês | MEDLINE | ID: mdl-31410891

RESUMO

AIMS AND OBJECTIVES: To identify the situation of organisational justice, organisational support, work engagement and turnover intention among community nurses and clarify the relationship among them. BACKGROUND: Nurse shortage has become a worldwide issue, and the shortage of community nurses is more serious. Nurse turnover is one important factor for this situation. While previous studies about turnover intention mostly focused on hospital nurses, few involved community nurses. DESIGN: A descriptive, cross-sectional design was adopted. METHODS: Questionnaire investigation was implemented among 410 community nurses to collect data about organisational justice, organisational support, work engagement and turnover intention. Structural equation modelling was applied to test the hypothesised model. The STROBE statement for observational studies was followed. RESULTS: Results showed the average score of turnover intention was 2.50 ± 0.75. The final model indicated: (a) work engagement had a direct negative effect on turnover intention; (b) organisational support had both direct and indirect effects on turnover intention, and the indirect effect was mediated by work engagement; and (c) organisational justice had an indirect effect on turnover intention mediated by organisational support. CONCLUSION: Turnover intention could be reduced directly or indirectly by improving work engagement, organisational support and organisational justice. RELEVANCE TO CLINICAL PRACTICE: This study provides evidence for community health centre managers and policymakers to improve the level of nurses' engagement and to retain more nurses in primary healthcare service.


Assuntos
Satisfação no Emprego , Enfermeiros de Saúde Comunitária/psicologia , Reorganização de Recursos Humanos/estatística & dados numéricos , Adulto , Enfermagem em Saúde Comunitária/organização & administração , Enfermagem em Saúde Comunitária/estatística & dados numéricos , Estudos Transversais , Feminino , Humanos , Intenção , Masculino , Pessoa de Meia-Idade , Inquéritos e Questionários
16.
Am J Public Health ; 109(9): 1202-1204, 2019 09.
Artigo em Inglês | MEDLINE | ID: mdl-31318602

RESUMO

Objectives. To describe the career trajectories of 1 cohort of US Public Health Associate Program (PHAP) alumni over 3 years since completing PHAP.Methods. We distributed a Web-based survey at 3 time points between 2014 and 2017 (response rate = 76%). We calculated descriptive statistics in SPSS.Results. At all time points, most alumni were employed. Of those, the percentage employed in public health was 100% at program completion, 86% at year 1, and 68% at year 3.Conclusions. Most alumni were employed in public health jobs at each time point. At the 3-year mark, approximately a third of the alumni had left public health employment, which is in line with documented rates of turnover within the broader public health workforce.Public Health Implications. Service learning programs like PHAP are effective at recruiting early career professionals into public health. The extent to which PHAP is effective at retaining workers in public health after the program appears most promising immediately following the program or in the short term after the program concludes. The extent to which workers are retained in the longer term requires further study.


Assuntos
Mão de Obra em Saúde/estatística & dados numéricos , Reorganização de Recursos Humanos/estatística & dados numéricos , Administração em Saúde Pública/estatística & dados numéricos , Mão de Obra em Saúde/organização & administração , Humanos , Saúde Pública , Inquéritos e Questionários , Estados Unidos/epidemiologia
17.
Contemp Nurse ; 55(2-3): 195-210, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31272295

RESUMO

Background: Few studies have examined intrinsic motivation that is related to turnover intention among geriatric nurses employed in nursing homes in China. Objectives: This study aims at investigating the relationship between intrinsic motivation and turnover intention among geriatric nurses employed in nursing homes in China by analyzing the mediating roles of job burnout and pay satisfaction. Methods: Based on multistage stratified random sampling, a total of 1212 geriatric nurses was investigated by a questionnaire in China. Structural equation models were employed to test the hypotheses. Results: Intrinsic motivation was negatively related to turnover intention (ß = -0.063), and job burnout (ß = -0.072) and pay satisfaction (ß = -0.014) played significant mediating roles in the relationship between intrinsic motivation and turnover intention. Conclusions: Findings revealed that intrinsic motivation, pay satisfaction and job burnout were strong predicators of turnover intention. The results may provide implications to lessen turnover intention among geriatric nurses employed in nursing homes.


Assuntos
Esgotamento Profissional/psicologia , Enfermagem Geriátrica/estatística & dados numéricos , Satisfação no Emprego , Motivação , Casas de Saúde/estatística & dados numéricos , Recursos Humanos de Enfermagem no Hospital/psicologia , Satisfação Pessoal , Reorganização de Recursos Humanos/estatística & dados numéricos , Adulto , China , Estudos Transversais , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos , Inquéritos e Questionários
18.
Contemp Nurse ; 55(2-3): 237-249, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31334691

RESUMO

Background: Nursing can be demanding and stressful with occupational stress posing a serious threat to nurses and patient outcomes. Aims/Objectives: To determine the prevalence of nurses' occupational stress and its associated risk factors. Design: Cross-sectional survey design. Methods: Nurses in 115 tertiary-level hospitals in 13 provinces in Iran were surveyed from August 2016-December 2017. Demographic information and occupational stress were assessed. 5422 distributed questionnaires were distributed with 2895 of returned surveys analyzed. One-way ANOVA and multiple linear regression analyses identified risk factors for occupational stress. Results: Mean score for overall occupational stress was 3.48 indicating a stress level between moderate and high, with 78.4% of respondents reporting that their job was stressful. Nurses reported issues with shiftwork, staffing, pay, workplace discrimination, management, policy and excessive workloads as sources of occupational stress. Risk factors in the multivariate analysis for higher occupational stress were female gender (p = .002), being married (p = .008), having lower educational levels (p < .001), increased work hours (p <.001), and working in emergency (p = .025), general wards (p = .012) and teaching hospitals (p < .001). Conclusions: The high prevalence of occupational stress amongst nurses in Iran demonstrates the extent of the issue, with recent reforms not effectively addressing occupational stress. The risk factors identified allow for more targeted interventions.


Assuntos
Satisfação no Emprego , Cuidados de Enfermagem/psicologia , Recursos Humanos de Enfermagem no Hospital/psicologia , Estresse Ocupacional/epidemiologia , Reorganização de Recursos Humanos/estatística & dados numéricos , Estresse Psicológico , Local de Trabalho/psicologia , Adulto , Estudos Transversais , Feminino , Humanos , Irã (Geográfico)/epidemiologia , Masculino , Pessoa de Meia-Idade , Prevalência , Fatores de Risco , Inquéritos e Questionários
19.
J Nurs Adm ; 49(7-8): 354-358, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31335518

RESUMO

Turnover rates for nursing assistants (NAs) cause considerable financial cost to healthcare organizations and negatively impact the quality of care and patient satisfaction. In 1 organization, a task force was created to focus on NA recruitment and retention. The task force evolved into a committee consisting of NAs representing all inpatient settings, a nursing director and manager, and human resources. Recruitment and retention were evaluated, and collaborative strategies were initiated for improvement in recruiting and retention of the current NA workforce.


Assuntos
Assistentes de Enfermagem/estatística & dados numéricos , Reorganização de Recursos Humanos/estatística & dados numéricos , Hospitais , Humanos , Satisfação no Emprego , Assistentes de Enfermagem/psicologia , Admissão e Escalonamento de Pessoal/estatística & dados numéricos
20.
Nurs Outlook ; 67(5): 558-566, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31202444

RESUMO

BACKGROUND: Most nurses have experienced some form of workplace violence, which could lead to physical or psychological harm and reduced job performance. Previous studies have examined the effects of workplace violence on nurses' job satisfaction and patient safety, but there have been very few examinations of whether workplace violence affects patient safety through nurse job satisfaction and burnout. PURPOSE: To investigate the relationships among workplace violence, nurse outcomes and patient safety. To explore whether nurse burnout and job satisfaction play mediating roles in the association of workplace violence and patient safety. METHODS: A cross-sectional survey was conducted in 23 hospitals in Guangdong province in China to collect data from 1502 nurses. A structural equation model design was tested with validated measurement instruments. FINDINGS: Nurse-reported workplace violence was found to be associated directly with higher incidences of burnout, less job satisfaction, lower patient safety and more adverse events. Nurse burnout was associated directly with lower patient safety and more adverse events. Higher nurse job satisfaction was associated directly with higher patient safety. Nurse burnout and job satisfaction played mediating roles in workplace violence and patient safety. The model explained 19.8% and 35.0% of nurse-reported patient safety and adverse events, respectively. DISCUSSION: It is important for administrators to consider how to protect nurses from workplace violence, to improve their wellbeing at work, and to deliver safe patient care. When nurses experience workplace violence, it is necessary to pay attention to their emotional reactions and job attitudes, and to provide them with support in order to avoid adverse impacts on patient safety. Further practices and research initiatives to support nurses' safety at work are recommended.


Assuntos
Esgotamento Profissional/psicologia , Satisfação no Emprego , Recursos Humanos de Enfermagem no Hospital/psicologia , Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos , Segurança do Paciente/estatística & dados numéricos , Reorganização de Recursos Humanos/estatística & dados numéricos , Violência no Trabalho/psicologia , Adulto , China , Estudos Transversais , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Inquéritos e Questionários
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