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1.
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
2.
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
3.
J Nurs Manag ; 27(5): 946-954, 2019 Jul.
Artigo em Inglês | MEDLINE | ID: mdl-30614593

RESUMO

AIM: To expand knowledge about the predictive factors of nurses' intention to leave their job and consequently to turnover. BACKGROUND: Nurse turnover is costly and negatively influences quality of care. Understanding the association between intention to leave and modifiable features of hospital organisation may inform strategies to reduce turnover. METHODS: A cross-sectional survey of 3,667 medical and surgical nurses was conducted in Italy. Measures included intention to leave; work environment; burnout; job satisfaction; and missed care using the RN4CAST instruments. Descriptive, logistic regression analysis was used. RESULTS: Due to job dissatisfaction, 35.5% of the nurses intended to leave their current job, and of these, 33.1%, the nursing profession. Push factors included the following: understaffing, emotional exhaustion, poor patient safety, performing non-nursing care and being male. Pull factors included the following: positive perception of quality and safety of care, and performing core nursing activities. CONCLUSION: The present study expands knowledge about the predictive factors of nurses' intention to leave their job and consequently to turnover, which is one of today's major issues contributing to the shortage of nurses. IMPLICATIONS FOR NURSING MANAGEMENT: Nurses' intention to leave their job is the consequence of a poor work environment, characterized by factors such as understaffing and performance of non-nursing activities.


Assuntos
Intenção , Satisfação no Emprego , Enfermeiras e Enfermeiros/psicologia , Reorganização de Recursos Humanos/tendências , Adulto , Estudos Transversais , Feminino , Humanos , Itália , Modelos Logísticos , Masculino , Pessoa de Meia-Idade , Enfermeiras e Enfermeiros/estatística & dados numéricos , Local de Trabalho/psicologia , Local de Trabalho/normas
4.
J Emerg Nurs ; 45(2): 132-136, 2019 Mar.
Artigo em Inglês | MEDLINE | ID: mdl-30529292

RESUMO

INTRODUCTION: In Australia, on any given day, there are more than 300 advertised emergency nursing positions, and this situation can be replicated in nearly every country internationally. The nursing shortage globally is known. The importance of not only why nurses specialize in the field of emergency nursing but also why they remain in the field requires an understanding of the evidence and research into nursing recruitment and retention. Leadership within the emergency department has a strong correlation to staff retention. It is hoped that, by gaining a greater understanding of the elements that influence staff retention, we will be able to lay down a strong foundation for the future of emergency nursing. METHODS: This literature review used a bibliographic search as well as the author's own experience. RESULTS: This article presents the key factors that have impact on emergency nursing retention: workplace environment, demands on emergency nurses, resilience, and education and training. DISCUSSION: Emergency nursing recruitment and retention is a multifaceted issue that requires urgent attention to develop tools and strategies to support organizations to build a sustainable workforce. This literature review has highlighted the need for further studies to understand why emergency nurses lack the knowledge or capability for a long-term career in emergency nursing.


Assuntos
Atitude do Pessoal de Saúde , Enfermagem em Emergência/estatística & dados numéricos , Mão de Obra em Saúde/estatística & dados numéricos , Reorganização de Recursos Humanos/estatística & dados numéricos , Enfermagem em Emergência/tendências , Mão de Obra em Saúde/tendências , Humanos , Internacionalidade , Satisfação no Emprego , Reorganização de Recursos Humanos/tendências , Local de Trabalho/estatística & dados numéricos
5.
J Nurs Manag ; 27(1): 207-214, 2019 Jan.
Artigo em Inglês | MEDLINE | ID: mdl-30311709

RESUMO

AIM: This research investigated the relationship between perceived career opportunities, affective commitment to the supervisor, and social isolation from colleagues on the one hand and nurses' well-being and turnover intentions on the other. In addition, this study explored the mediating role of affective commitment to the organisation in these relationships. BACKGROUND: Previous research suggested that organisational commitment explained the effect of nurses' work environment on their turnover intentions. However, less is known about how organisational commitment may contribute to explain nurses' well-being. METHOD: This research used a cross-sectional design. A sample of 244 nurses completed a questionnaire survey. RESULTS: Results indicated that affective commitment to the organisation partially mediates the relationships between perceived career opportunities, affective commitment to the supervisor, and social isolation on one hand, and turnover intentions and well-being on the other hand. CONCLUSION: This study showed that the way nurses assess various aspects of their work experience transposes to their emotional bond to their organisation, which in turn explains their well-being and turnover intentions. IMPLICATIONS FOR NURSING MANAGEMENT: This paper identifies factors that could contribute to reduce nurses' intent to quit and promote their well-being.


Assuntos
Esgotamento Profissional/complicações , Mobilidade Ocupacional , Enfermeiras e Enfermeiros/psicologia , Percepção , Reorganização de Recursos Humanos/tendências , Adulto , Esgotamento Profissional/psicologia , Estudos Transversais , Feminino , Humanos , Intenção , Satisfação no Emprego , Masculino , Pessoa de Meia-Idade , Enfermeiras Administradoras/normas , Enfermeiras Administradoras/estatística & dados numéricos , Enfermeiras e Enfermeiros/estatística & dados numéricos , Isolamento Social/psicologia , Apoio Social , Inquéritos e Questionários
6.
Int Nurs Rev ; 66(2): 157-164, 2019 Jun.
Artigo em Inglês | MEDLINE | ID: mdl-30132851

RESUMO

BACKGROUND: The 2008 financial crisis exacerbated an already mounting workforce challenge faced by most health services in the western world, namely the recruitment and retention of qualified nurses. AIM: This paper examines two additional challenges of relevance to workforce planning in health care, an ageing nursing workforce and reliance upon migrant nurses to solve short-term workforce issues. METHODS: Using Ireland as a case exemplar of these issues, this paper argues that policy makers and service providers should seek not only to address the challenge of retaining trained newly qualified and younger nurses but also focus on supporting older nurses and migrant nurses to remain within the workforce. FINDINGS: The findings of this paper highlight the need for workforce planners, policy makers and service providers to take account of an ageing nursing workforce and reliance on foreign-trained nurses as a solution to short-term planning difficulties. CONCLUSION: Failure to address this need is likely to lead to significant workforce difficulties for health services into the future and undermine current efforts to increase the number and long-term retention of qualified nursing staff. IMPLICATIONS FOR NURSING POLICY: Policy makers and service providers should focus on the retention of trained older nurses as an important element of workforce planning.


Assuntos
Enfermeiras e Enfermeiros/provisão & distribução , Admissão e Escalonamento de Pessoal/tendências , Reorganização de Recursos Humanos/tendências , Aposentadoria/tendências , Recursos Humanos/tendências , Adulto , Idoso , Saúde Global , Humanos , Irlanda
7.
J Nurs Manag ; 27(2): 347-356, 2019 Mar.
Artigo em Inglês | MEDLINE | ID: mdl-30203506

RESUMO

AIMS: This study examines how career barriers and supports (i.e., perceived discrimination, lack of advancement, human capital, and social capital) impact affective, normative, and continuance aspects of professional commitment and thus nurses' professional turnover intention. BACKGROUND: Professional commitment is known to influence professional turnover intention. However, little is known about how career barriers and supports contribute to professional commitment and reduce professional turnover intention. METHODS: This study adopted a cross-sectional design and a survey to collect representative data in a major hospital in northern Taiwan. We used proportionate random sampling to ensure sample representativeness and obtained 524 responses. RESULTS: Perceived discrimination and lack of advancement were negatively related to affective professional commitment. Human capital was positively related to affective, normative, and continuance professional commitment. Social capital was positively related to normative professional commitment. All aspects of professional commitment were negatively related to professional turnover intention. CONCLUSION: Career barriers and supports have an important influence on professional commitment. Reduced barriers and enhanced support may therefore help reduce nurses' professional turnover intentions. IMPLICATIONS FOR NURSING MANAGEMENT: Nursing managers could aim to lessen career barriers while increasing career support for nurses, helping strengthen nurses' professional commitment and retention.


Assuntos
Mobilidade Ocupacional , Papel do Profissional de Enfermagem/psicologia , Apoio Social , Adulto , Idoso , Atitude do Pessoal de Saúde , Estudos Transversais , Feminino , Humanos , Intenção , Satisfação no Emprego , Masculino , Pessoa de Meia-Idade , Lealdade ao Trabalho , Reorganização de Recursos Humanos/tendências , Psicometria/instrumentação , Psicometria/métodos , Inquéritos e Questionários , Taiwan
8.
J Nurs Manag ; 27(2): 396-403, 2019 Mar.
Artigo em Inglês | MEDLINE | ID: mdl-30203522

RESUMO

AIM: The aim of the present study was to assess the implications of Iran's recent health care reforms on nurses' experience of moral distress, their perceptions of the respect for patient rights and the relationship of these variables to job and income dissatisfaction and turnover intention. BACKGROUND: Health systems around the world are reforming themselves to adapt to meeting the future needs of increasing patient care to an ever-growing population. METHODS: This was a cross-sectional correlational study. The participants were 276 nurses at six large private and public hospitals in Tehran, Iran. FINDINGS: Negative correlations were reported between turnover intention and respecting patient rights (r = -0.560, p < 0.001), satisfaction with job (r = -0.710, p < 0.001) and satisfaction with income (r = -0.226, p < 0.001). The correlation between moral distress intensity (r = 0.626, p < 0.001) and frequency (r = 0.701, p < 0.001) was positive with turnover intention. CONCLUSIONS: Moral distress was significantly correlated to poor respect for patient rights, poor job satisfaction and income satisfaction and was a major predictor of turnover intention. IMPLICATIONS FOR NURSING MANAGEMENT: Health system reform must take into account the concomitant increasing workload and its negative impact in order to ensure that reform does not lead to unintentional detrimental outcomes of increased moral distress, decreased satisfaction and increased turnover rates among nursing personnel.


Assuntos
Reforma dos Serviços de Saúde/normas , Intenção , Satisfação no Emprego , Direitos do Paciente/normas , Estresse Psicológico/complicações , Adulto , Estudos Transversais , Feminino , Reforma dos Serviços de Saúde/métodos , Humanos , Irã (Geográfico) , Masculino , Direitos do Paciente/tendências , Reorganização de Recursos Humanos/tendências , Estresse Psicológico/psicologia , Inquéritos e Questionários , Local de Trabalho/psicologia , Local de Trabalho/normas
9.
J Nurs Manag ; 27(3): 482-490, 2019 Apr.
Artigo em Inglês | MEDLINE | ID: mdl-30204275

RESUMO

AIM: To critically analyse the international literature describing the experiences of nurses working in rural hospitals. BACKGROUND: Nursing shortages in rural areas is an ongoing issue. Given the significant role nurses play in the delivery of rural health care, a sufficient workforce is essential. However, maintaining this workforce is challenging. Understanding the experiences of nurses working in rural hospitals is essential to inform strategies around job satisfaction and staff retention. EVALUATION: An integrative review was conducted. Six primary sources were included related to the experiences of nurses working in rural hospitals. RESULTS: Four themes emerged, namely: (a) Professional Development; (b) Workplace stressors; (c) Teamwork; and (d) Community. CONCLUSION: There is a need for further research exploring the experiences of nurses working in rural hospitals and its impact on job satisfaction, turnover intention and patient safety. IMPLICATIONS FOR NURSING MANAGEMENT: This review highlights some key issues impacting nurses' working in rural hospitals. This understanding can be used by nurse managers to inform strategies for recruitment and retention of nurses in these areas.


Assuntos
Satisfação no Emprego , Enfermeiras e Enfermeiros/psicologia , Local de Trabalho/normas , Atitude do Pessoal de Saúde , Hospitais Rurais/normas , Humanos , Intenção , Enfermeiras e Enfermeiros/normas , Enfermeiras e Enfermeiros/provisão & distribução , Reorganização de Recursos Humanos/tendências , População Rural/tendências , Estresse Psicológico/complicações , Estresse Psicológico/etiologia , Estresse Psicológico/psicologia , Local de Trabalho/psicologia
10.
BMC Health Serv Res ; 18(1): 785, 2018 Oct 19.
Artigo em Inglês | MEDLINE | ID: mdl-30340485

RESUMO

BACKGROUND: Burnout and the intention to leave the profession are frequently studied outcomes in healthcare settings that have not been investigated together and across different health professions before. This study aimed to examine work-related explanatory factors or predictors of burnout and the intention to leave the profession among health professionals in general, and nurses and physicians in particular. METHODS: Cross-sectional survey data of 1840 employees of six public hospitals and rehabilitation clinics recorded in 2015/16 in German-speaking Switzerland were used. Multiple logistic and stepwise linear regression analyses were performed to estimate the relative risks (odds ratios) and standardized effects (beta coefficients) of different workloads and work-related stressors on these outcomes and to study any possible mediation between them. RESULTS: On average, one in twelve health professionals showed increased burnout symptoms and every sixth one thought frequently of leaving the profession. Temporal, physical, emotional and mental workloads and job stresses were strongly and positively associated with burnout symptoms and thoughts of leaving the profession. However, the relative risks of increased burnout symptoms and frequent thoughts of leaving the profession were highest in the case of effort-reward and work-life imbalances. In fact, these two work-related stress measures partly or even largely mediated the relationships between exposures (workloads, job stresses) and outcomes and were found to be the strongest predictors of all. Whereas a work-life imbalance most strongly predicted burnout symptoms among health professionals (ß = .35), and particularly physicians (ß = .48), an effort-reward imbalance most strongly predicted thoughts of leaving the profession (ß = .31-36). A substantial part of the variance was explained in the fully specified regression models across both major health professions and both outcomes. However, explained variance was most pronounced for burnout symptoms of physicians (43.3%) and for frequent thoughts of leaving the profession among nurses and midwives (28.7%). CONCLUSIONS: Reducing workload and job stress, and particularly reward frustration at work, as well as the difficulties in combining work and private lives among health professionals, may help to prevent them from developing burnout and/or leaving the profession and consequently also to reduce turnover, early retirement, career endings and understaffing in healthcare settings.


Assuntos
Esgotamento Profissional/epidemiologia , Esgotamento Profissional/psicologia , Recursos Humanos de Enfermagem no Hospital/psicologia , Reorganização de Recursos Humanos/estatística & dados numéricos , Médicos/psicologia , Carga de Trabalho/psicologia , Adulto , Estudos Transversais , Feminino , Humanos , Intenção , Satisfação no Emprego , Masculino , Pessoa de Meia-Idade , Reorganização de Recursos Humanos/tendências , Recompensa , Suíça/epidemiologia , Equilíbrio Trabalho-Vida , Carga de Trabalho/estatística & dados numéricos
11.
J Hosp Palliat Nurs ; 20(2): 146-152, 2018 Apr.
Artigo em Inglês | MEDLINE | ID: mdl-30063568

RESUMO

To assess perspectives of US community-based palliative care program leaders on staffing, recruitment, and training, a qualitative descriptive study was conducted. Leaders (n = 20) from academic medical centers, large integrated and community health systems, home health and hospice organizations, and the Veterans Administration were recruited. Three major categories emerged that influence community-based palliative care workforce team composition across settings: (1) staffing models and recruitment are influenced by setting and workforce experience, (2) training varies by setting, and (3) demand exceeds supply of trained workforce. Participants described a hybrid approach used in academic and community settings to complete an interdisciplinary team by leveraging social work and chaplaincy from inpatient departments and home health and hospice. Physician-led interdisciplinary teams in academic settings and teams more often led by nurse practitioners in community settings were reported. Community program leaders expressed the desire to recruit nurses with home health and hospice experience because of the ability to work independently. Training was described as more often on-the-job in community settings. Turnover related to the lack of a properly trained workforce was described as one of the biggest barriers to palliative care development.


Assuntos
Liderança , Enfermeiras Administradoras/psicologia , Cuidados Paliativos/métodos , Serviços de Saúde Comunitária/métodos , Humanos , Enfermeiras e Enfermeiros/psicologia , Enfermeiras e Enfermeiros/provisão & distribução , Seleção de Pessoal/normas , Reorganização de Recursos Humanos/tendências , Pesquisa Qualitativa , Ensino/psicologia , Ensino/normas , Estados Unidos , Recursos Humanos/normas
12.
J Am Assoc Nurse Pract ; 30(2): 101-113, 2018 Feb.
Artigo em Inglês | MEDLINE | ID: mdl-29757821

RESUMO

BACKGROUND AND PURPOSE: This systematic review explores relationships between advanced practice registered nurses' (APRN) job satisfaction and intent to leave. There exists a dearth of APRN providers compared with the ever-growing need for their services. Furthermore, the organizational costs associated with the APRN turnover are extremely high. It, therefore, behooves practice administrators to understand what factors most contribute to APRN job satisfaction and retention. METHODS: A search of research databases CINAHL, PubMed, and PsycINFO, using keywords "Advanced Practice Registered Nurse," "job satisfaction," "intent to leave," "anticipated turnover," and "Nurse Practitioner" to yield articles included in this review. CONCLUSIONS: The strength of existing evidence for this topic is weak. Studies have found that extrinsic factors, such as administrative support and salary, significantly contribute to job dissatisfaction, whereas intrinsic factors, such as autonomy and finding work meaningful, most significantly contribute to job satisfaction. Additional research is needed to better understand the factors relating to APRN job satisfaction and dissatisfaction, and how those factors influence practitioners' intent to leave. IMPLICATIONS FOR PRACTICE: Efforts to improve APRN job satisfaction will have positive implications for provider retention, practices, and patients. Administrators should consider the job satisfaction factors identified herein when implementing practice improvement and retention efforts.


Assuntos
Intenção , Satisfação no Emprego , Profissionais de Enfermagem/psicologia , Local de Trabalho/normas , Adulto , Prática Avançada de Enfermagem/métodos , Prática Avançada de Enfermagem/tendências , Esgotamento Profissional/etiologia , Esgotamento Profissional/psicologia , Emprego/métodos , Emprego/psicologia , Feminino , Humanos , Masculino , Profissionais de Enfermagem/tendências , Reorganização de Recursos Humanos/tendências , Inquéritos e Questionários , Local de Trabalho/psicologia
13.
Int J Occup Environ Med ; 9(2): 97-105, 2018 04.
Artigo em Inglês | MEDLINE | ID: mdl-29667647

RESUMO

BACKGROUND: Low job satisfaction is the most common cause of nurses' turnover and influences the quality of nursing service. Moreover, we have no idea regarding whether job control, as an individual factor, can play a role in the relationship. OBJECTIVE: To explore the relationship between work-family conflict and job satisfaction among Chinese registered nurses and the mediating role of job control in this relationship. METHODS: From August 2015 to November 2016, 487 Chinese registered nurses completed a survey. The study used work-family conflict scale, job control scale, job satisfaction scale, as well as general information. Multiple regression analysis was used to explore the independent factors of job satisfaction. Structural equation model was used to explore the mediating role of job control. RESULTS: Work-family conflict was negatively correlated with job satisfaction (r ­0.432, p<0.01). In addition, job control was positively related to job satisfaction (r 0.567, p<0.01). Work-family conflict and job control had significant predictive effects on job satisfaction. Job control partially mediated the relationship between work-family conflict and job satisfaction. CONCLUSION: Work-family conflict affected job satisfaction and job control was a mediator in this relationship among Chinese registered nurses. Job control could potentially improve nurses' job satisfaction.


Assuntos
Conflito Familiar/psicologia , Satisfação no Emprego , Enfermeiras e Enfermeiros/psicologia , Estresse Ocupacional/diagnóstico , Reorganização de Recursos Humanos/tendências , Adulto , China , Estudos Transversais , Feminino , Humanos , Masculino , Estresse Ocupacional/psicologia , Inquéritos e Questionários
14.
J Contin Educ Nurs ; 49(3): 132-140, 2018 Mar 01.
Artigo em Inglês | MEDLINE | ID: mdl-29498401

RESUMO

BACKGROUND: Newly licensed nurses are overwhelmed and feel stressed as they transition from student to professional nurse. Health educators are making strides in improving the work environment, yet these nurses continue to feel stressed. Little has been done to track stress-ors to see whether they have changed over time. METHOD: A descriptive qualitative research method was used to identify the stressors of newly licensed nurses. The first focus group interviews were conducted in 2003 with 21 nurses. In 2015, the study was replicated using another group of 22 recently graduated nurses. RESULTS: There were fewer stressors noted in the 2015 group compared with the 2003 group. Six major stress-ors were identified in the 2003 group, and only three of these were noted in the 2015 group. CONCLUSION: The decline in work-related stressors could be attributed to changes in health care organizations and in state policies. Nurse educators and leaders should refine orientation and educational programs based on ongoing changes in stressors expressed by newly licensed nurses. J Contin Educ Nurs. 2018;49(3):132-140.


Assuntos
Recursos Humanos de Enfermagem no Hospital/psicologia , Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos , Reorganização de Recursos Humanos/estatística & dados numéricos , Reorganização de Recursos Humanos/tendências , Estresse Psicológico , Adulto , Feminino , Previsões , Humanos , Masculino , Pessoa de Meia-Idade , Pesquisa Qualitativa
15.
J Couns Psychol ; 65(2): 178-193, 2018 Mar.
Artigo em Inglês | MEDLINE | ID: mdl-29543474

RESUMO

With a sample of employed women of color (N = 276), we tested the associations of sexist and racist discrimination with poor work outcomes (job-related burnout and turnover intentions) and mental health outcomes (i.e., psychological distress). Drawing from the Theory of Work Adjustment, Organizational Support Theory, and scholarship on discrimination, we tested perceived person-organization (P-O) fit, perceived organizational support, and self-esteem as mediators of the associations of workplace discrimination with the outcomes. Based on intersectionality scholarship, womanist attitudes were tested as a moderator. Participants provided cross-sectional data via an online survey. Latent variable structural equation modeling results indicated that a second-order latent workplace discrimination variable yielded better fit to the data than modeling sexist and racist discrimination separately. Workplace discrimination was directly and indirectly (via the mediating role of self-esteem) associated with higher psychological distress. Furthermore, workplace discrimination was indirectly associated with poor work outcomes through the mediating roles of perceived P-O fit, perceived organizational support, and self-esteem. Last, moderation analyses indicated that higher womanist attitudes weakened the direct association of workplace discrimination with psychological distress. (PsycINFO Database Record


Assuntos
Saúde Mental , Racismo/psicologia , Sexismo/psicologia , Pigmentação da Pele , Recursos Humanos , Local de Trabalho/psicologia , Adolescente , Adulto , Esgotamento Profissional/diagnóstico , Esgotamento Profissional/psicologia , Estudos Transversais , Emprego/psicologia , Emprego/tendências , Feminino , Humanos , Masculino , Saúde Mental/tendências , Pessoa de Meia-Idade , Reorganização de Recursos Humanos/tendências , Racismo/tendências , Autoimagem , Sexismo/tendências , Inquéritos e Questionários , Recursos Humanos/tendências , Adulto Jovem
16.
Br J Nurs ; 27(4): 220-221, 2018 Feb 22.
Artigo em Inglês | MEDLINE | ID: mdl-29457943

RESUMO

Emeritus Professor Alan Glasper, University of Southampton, discusses a new initiative by Health Education England to address staffing challenges facing the health service.


Assuntos
Planos para Motivação de Pessoal , Enfermagem/tendências , Reorganização de Recursos Humanos/tendências , Recursos Humanos/tendências , Previsões , Humanos , Medicina Estatal , Reino Unido
17.
J Gen Intern Med ; 33(6): 812-817, 2018 06.
Artigo em Inglês | MEDLINE | ID: mdl-29380217

RESUMO

BACKGROUND: Primary care physicians generally earn less than specialists. Studies of other occupations have identified perception of pay fairness as a predictor of work- and life-related outcomes. We evaluated whether physicians' pay fairness perceptions were associated with their work satisfaction, turnover intention, and personal health. METHODS: Three thousand five hundred eighty-nine physicians were surveyed. Agreement with "my total compensation is fair" was used to assess pay fairness perceptions. Total compensation was self-reported, and we used validated measures of work satisfaction, likelihood of leaving current practice, and health status. Hierarchical logistic regressions were used to assess the associations between pay fairness perceptions and work/life-related outcomes. RESULTS: A total of 2263 physicians completed surveys. Fifty-seven percent believed their compensation was fair; there was no difference between physicians in internal medicine and non-primary care specialties (P = 0.58). Eighty-three percent were satisfied at work, 70% reported low likelihood of leaving their practice, and 77% rated their health as very good or excellent. Higher compensation levels were associated with greater work satisfaction and lower turnover intention, but most associations became statistically non-significant after adjusting for pay fairness perceptions. Perceived pay fairness was associated with greater work satisfaction (OR, 4.90; 95% CI, 3.94-6.08; P < 0.001), lower turnover intention (OR, 2.46; 95% CI, 2.01-3.01; P < 0.001), and better health (OR, 1.33; 95% CI, 1.08-1.65; P < 0.01). DISCUSSION: Physicians who thought their pay was fair reported greater work satisfaction, lower likelihood of leaving their practice, and better overall health. Addressing pay fairness perceptions may be important for sustaining a satisfied and healthy physician workforce, which is necessary to deliver high-quality care.


Assuntos
Nível de Saúde , Satisfação no Emprego , Percepção , Médicos/psicologia , Salários e Benefícios , Inquéritos e Questionários , Escolha da Profissão , Feminino , Humanos , Masculino , Reorganização de Recursos Humanos/tendências , Médicos/tendências , Salários e Benefícios/tendências
18.
Am J Prev Med ; 54(3): 334-340, 2018 03.
Artigo em Inglês | MEDLINE | ID: mdl-29336862

RESUMO

INTRODUCTION: The purpose of this study is to reconcile public health workforce supply and demand data to understand whether the expected influx of public health graduates can meet turnover events. METHODS: Four large public health workforce data sources were analyzed to establish measures of workforce demand, voluntary separations, and workforce employees likely to retire at state and local health departments. Data were collected in 2014-2016 and analyzed in 2016 and 2017. Potential workforce supply (i.e., candidates with formal public health training) was assessed by analyzing data on public health graduates. Supply and demand data were reconciled to identify potential gaps in the public health workforce. RESULTS: At the state and local level, ≅197,000 staff are employed in health departments. This is down more than 50,000 from 2008. In total, ≥65,000 staff will leave their organizations during fiscal years 2016-2020, with ≤100,000 staff leaving if all planned retirements occur by 2020. During 2000-2015, more than 223,000 people received a formal public health degree at some level. More than 25,000 students will receive a public health degree at some level in each year through 2020. CONCLUSIONS: Demands for public health staff could possibly be met by the influx of graduates from schools and programs of public health. However, substantial implications exist for transferal of institutional knowledge and ability to recruit and retain the best staff to sufficiently meet demand.


Assuntos
Instalações de Saúde/provisão & distribução , Pessoal de Saúde/estatística & dados numéricos , Necessidades e Demandas de Serviços de Saúde/estatística & dados numéricos , Mão de Obra em Saúde/estatística & dados numéricos , Aposentadoria/tendências , Instalações de Saúde/tendências , Pessoal de Saúde/tendências , Necessidades e Demandas de Serviços de Saúde/tendências , Humanos , Pessoa de Meia-Idade , Reorganização de Recursos Humanos/estatística & dados numéricos , Reorganização de Recursos Humanos/tendências , Crescimento Demográfico , Aposentadoria/estatística & dados numéricos , Estados Unidos
19.
J Nurs Manag ; 26(2): 200-208, 2018 Mar.
Artigo em Inglês | MEDLINE | ID: mdl-29318699

RESUMO

AIM(S): To understand nurses' experiences of injustice in the workplace and to identify the impact of injustice on well-being. BACKGROUND: Little is known about how nurses view injustice or its effects on their well-being, although research indicates that such perceptions are central to workplace practices such as performance management and outcomes such as employee well-being. METHOD(S): A qualitative study was conducted with semi-structured interviews for nurses employed in Australian public hospitals. Data were analysed using content analysis. RESULTS: Experiences of injustice and unfairness negatively impacted on performance and the personal health of nurses. Unfair treatment was met with reduced effort and commitment. CONCLUSION(S): This study provides valuable insights into how nurses perceive and experience injustice at work and supports the link between injustice and nurses' decreased well-being and effectiveness. IMPLICATIONS FOR NURSING MANAGEMENT: Implications for nurse managers include the need for managers to engage in regular conversations regarding systemic barriers to performance and implementing performance management as an ongoing dialogue designed for employee voice and relationship management. This process also suggests a need for leadership development in nursing management. Using such steps and strategies would significantly enhance best practice in nursing management.


Assuntos
Satisfação no Emprego , Local de Trabalho/psicologia , Local de Trabalho/normas , Adulto , Idoso , Austrália , Feminino , Humanos , Liderança , Masculino , Pessoa de Meia-Idade , Papel do Profissional de Enfermagem/psicologia , Reorganização de Recursos Humanos/tendências , Pesquisa Qualitativa
20.
J Nurs Manag ; 26(2): 238-243, 2018 Mar.
Artigo em Inglês | MEDLINE | ID: mdl-29230903

RESUMO

AIM: This commentary presents a cost-benefit analysis to advocate for the use of succession planning to mitigate the problems ensuing from nurse manager turnover. BACKGROUND: An estimated 75% of nurse managers will leave the workforce by 2020. Many benefits are associated with proactively identifying and developing internal candidates. Fewer than 7% of health care organisations have implemented formal leadership succession planning programmes. EVALUATION: A cost-benefit analysis of a formal succession-planning programme from one hospital illustrates the benefits of the programme in their organisation and can be replicated easily. KEY ISSUES: Assumptions of nursing manager succession planning cost-benefit analysis are identified and discussed. The succession planning exemplar demonstrates the integration of cost-benefit analysis principles. CONCLUSION: Comparing the costs of a formal nurse manager succession planning strategy with the status quo results in a positive cost-benefit ratio. IMPLICATIONS FOR NURSING MANAGEMENT: The implementation of a formal nurse manager succession planning programme effectively reduces replacement costs and time to transition into the new role. This programme provides an internal pipeline of future leaders who will be more successful than external candidates. Using an actual cost-benefit analysis equips nurse managers with valuable evidence depicting succession planning as a viable business strategy.


Assuntos
Mobilidade Ocupacional , Enfermeiras Administradoras/economia , Enfermeiras Administradoras/tendências , Reorganização de Recursos Humanos/tendências , Análise Custo-Benefício , Humanos , Reorganização de Recursos Humanos/economia , Ensino/normas
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