scholarly journals Organization of nursing care in three Nordic countries: relationships between nurses’ workload, level of involvement in direct patient care, job satisfaction, and intention to leave

BMC Nursing ◽  
2014 ◽  
Vol 13 (1) ◽  
Author(s):  
Rikard Lindqvist ◽  
Lisa Smeds Alenius ◽  
Sara Runesdotter ◽  
Anneli Ensio ◽  
Virpi Jylhä ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Patient Care ◽  
Nursing Care ◽  
Intention To Leave ◽  
Nordic Countries ◽  
Direct Patient Care ◽  
Level Of Involvement

scholarly journals Understanding why primary care doctors leave direct patient care: a systematic review of qualitative research

BMJ Open ◽  
2020 ◽  
Vol 10 (5) ◽  
pp. e029846
Author(s):  
Linda Long ◽  
Darren Moore ◽  
Sophie Robinson ◽  
Anna Sansom ◽  
Alex Aylward ◽  
...  
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Qualitative Research ◽  
Patient Care ◽  
Good Practice ◽  
Stress Factors ◽  
Direct Patient Care ◽  
Patient Relationship ◽  
Doctor Patient Relationship ◽  
Factors Affecting

BackgroundUK general practitioners (GPs) are leaving direct patient care in significant numbers. We undertook a systematic review of qualitative research to identify factors affecting GPs’ leaving behaviour in the workforce as part of a wider mixed methods study (ReGROUP).ObjectiveTo identify factors that affect GPs’ decisions to leave direct patient care.MethodsQualitative interview-based studies were identified and their quality was assessed. A thematic analysis was performed and an explanatory model was constructed providing an overview of factors affecting UK GPs. Non-UK studies were considered separately.ResultsSix UK interview-based studies and one Australian interview-based study were identified. Three central dynamics that are key to understanding UK GP leaving behaviour were identified: factors associated with low job satisfaction, high job satisfaction and those linked to the doctor–patient relationship. The importance of contextual influence on job satisfaction emerged. GPs with high job satisfaction described feeling supported by good practice relationships, while GPs with poor job satisfaction described feeling overworked and unsupported with negatively impacted doctor–patient relationships.ConclusionsMany GPs report that job satisfaction directly relates to the quality of the doctor–patient relationship. Combined with changing relationships with patients and interfaces with secondary care, and the gradual sense of loss of autonomy within the workplace, many GPs report a reduction in job satisfaction. Once job satisfaction has become negatively impacted, the combined pressure of increased patient demand and workload, together with other stress factors, has left many feeling unsupported and vulnerable to burn-out and ill health, and ultimately to the decision to leave general practice.

scholarly journals Factors Contributing to Rationed Nursing Care in the Slovak Republic—A Secondary Analysis of Quantitative Data

2022 ◽  
Vol 19 (2) ◽  
pp. 702
Author(s):  
Dominika Kalánková ◽  
Daniela Bartoníčková ◽  
Ewelina Kolarczyk ◽  
Katarína Žiaková ◽  
Agnieszka Młynarska
Keyword(s):  
Job Satisfaction ◽  
Clinical Practice ◽  
Patient Care ◽  
Nursing Care ◽  
Slovak Republic ◽  
Secondary Analysis ◽  
Care Quality ◽  
Targeted Interventions ◽  
Quality Of Patient Care

Rationed nursing care is a significant problem in healthcare facilities worldwide. Awareness of contributing factors to rationed care might support the development and implementation of strategies for reducing this phenomenon from clinical practice. The study examined the association between selected hospital, unit, and staff variables and the prevalence of rationed nursing care. Secondary analysis of cross-sectional data collected between December 2017 and July 2018 from 895 registered nurses in seven acute care hospitals in the Slovak Republic was performed. Data were collected using the questionnaire Perceived Implicit Rationing of Nursing and analyzed by descriptive and inferential statistics in the statistical program SPSS 25.0. Statistically significant associations were found between rationed nursing care and unit type, education, shift type, nurses’ experience in the current unit, overtime hours, missed shifts, intention to leave the position, perceived staff adequacy, quality of patient care, and job satisfaction. Differences in rating rationed nursing care, quality of patient care, and job satisfaction were identified based on hospital type. Together with top hospital management, nurse managers should develop targeted interventions focusing on mitigating rationed nursing care from the clinical practice with a focus placed on university hospitals. Quality and safe care might be ensured through constant monitoring of the quality of patient care and job satisfaction of nurses as these factors significantly predicted the estimates of rationed nursing care.

Sliding Sheet Use in Nursing Practice: An Intervention Study

2019 ◽  
Vol 68 (4) ◽  
pp. 171-181
Author(s):  
Deborah Alperovitch-Najenson ◽  
Chava Weiner ◽  
Joseph Ribak ◽  
Leonid Kalichman
Keyword(s):  
Job Satisfaction ◽  
Patient Care ◽  
Nursing Practice ◽  
Low Cost ◽  
Neck Disability Index ◽  
Nursing Assistants ◽  
Direct Patient Care ◽  
Care Providers ◽  
Work Related ◽  
Neck Disability

Background: Previous studies have discovered that the utilization of sliding sheets in patient care is a valuable technique for repositioning bedridden patients compared with traditional cotton sheets or carriers. Our aim was to examine the effects of sliding sheet usage on work-related musculoskeletal disorders and disability, perceived workload, burnout, and job satisfaction, among nurses and nursing assistants. Method: This repeated measurement study included 41 female nurses and nursing assistants from three internal medicine departments who provided direct patient care. Participants completed an eight-part questionnaire (demographics, Neck Disability Index, Quick Disability of the Arms, Shoulder and Hand Questionnaire, Modified Oswestry Low Back Pain Disability Questionnaire, BackAche Disability Index workload, burnout, and job satisfaction) 4 times during the study period: 3 months prior to the intervention, on the first day of the intervention, and 3 and 6 months after commencement of the intervention. Findings: After 3 and 6 months of sliding sheet usage, pain and disability decreased in the neck ( p < .001); arms, shoulders, hands ( p = .041); and lower back ( p < .001), with an increase in job satisfaction ( p < .001). Discussion/Application to Practice: The findings of our study indicate a clear influence of reducing work-related musculoskeletal pain and disability while increasing job satisfaction when sliding sheets are introduced into nursing practice. Occupational health nurses in health care should consider this type of low-cost intervention as a method for reducing musculoskeletal injury among direct patient care providers.

scholarly journals Bullying in the Australian medical workforce: cross-sectional data from an Australian e-Cohort study

2012 ◽  
Vol 36 (2) ◽  
pp. 197 ◽  
Author(s):  
Deborah A. Askew ◽  
Philip J. Schluter ◽  
Marie-Louise Dick ◽  
Patricia M. Régo ◽  
Catherine Turner ◽  
...  
Keyword(s):  
Mental Health ◽  
Job Satisfaction ◽  
Cohort Study ◽  
Patient Care ◽  
Workplace Bullying ◽  
Age Groups ◽  
Direct Patient Care ◽  
Medical Workforce ◽  
Job Stressors ◽  
Cross Sectional

Objective. This study aimed to describe the prevalence of perceived workplace bullying in the Australian medical workforce, and investigate the relationship between workplace bullying and job satisfaction, health status, and current and planned medical workforce participation. Methods. An electronic cross-sectional survey of doctors currently in the paid workforce, conducted between April 2008 and October 2009, was nested within a longitudinal cohort study investigating factors affecting the recruitment and retention of the Australian medical workforce. To address the specific aims of this study, a subset of questions in the survey investigated the prevalence of self-reported bullying; physical and mental health; workforce participation patterns; job satisfaction; and job stressors. Results. Seven hundred and forty-seven participants responded to the bullying question and were included in this analysis. Twenty-five percent of participants reported being bullied in the last 12 months. There were no differences in the reported rates of bullying across age groups, sex and country of medical qualification. Bullied doctors were least satisfied with their jobs (P < 0.001), had taken more sick leave in the last 12 months (P < 0.001), and were more likely to be planning to decrease the number of hours worked in medicine in the next 12 months (P = 0.01) or ceasing direct patient care in the next 5 years (independent of their age or the number of hours currently worked in patient care) (P = 0.006). Conclusions. Our findings suggest that Australian doctors, independent of age or sex, have experienced workplace bullying, and although no conclusions can be made about causal pathways, there were strong associations between this exposure and poorer health and wellbeing, and on remaining in the medical workforce. What is known about the topic? Bullying and harassment have a significant impact on mental health, job satisfaction, and intention to leave the workforce. Workplace bullying in healthcare organisations affects the individuals involved, the organisations and the patients. The prevalence of workplace bullying throughout the medical workforce in Australia or elsewhere has not been investigated, with previous studies focussing on subsets of doctors, particularly junior doctors. What does this paper add? This paper found that 25% of doctors participating in this study reported experiencing persistent behaviours in the last 12 months that had undermined their professional confidence or self-esteem. There were no differences in the prevalence of bullying observed between sexes, age groups, country of medical qualifications, or employment sector. Victims of bullying had poorer mental health, had taken more sick leave in the last 12 months, were less satisfied with their current jobs and with being doctors, were more affected by job stressors and were more likely to be considering ceasing direct patient care than non-bullied doctors. What are the implications for practitioners? Practitioners need to be alert for potential bullying and harassment within healthcare organisations and be prepared to act decisively to minimise its impact on staff health, satisfaction and retention, and patient quality of care.

scholarly journals Patient care and administrative activities of nurses in clinical/surgical units

2010 ◽  
Vol 8 (2) ◽  
pp. 209-214
Author(s):  
Marilia Moura Luvisotto ◽  
Ana Carolina Vasconcelos ◽  
Lívia Canelas Sciarpa ◽  
Rachel de Carvalho
Keyword(s):  
Patient Care ◽  
Nursing Care ◽  
Care Patient ◽  
Direct Patient Care ◽  
Daily Routine ◽  
Patient Evaluation ◽  
Surgical Units ◽  
Daily Task ◽  
Work Shifts

ABSTRACT Objectives: To identify the administrative and nursing care activities most performed by nurses in clinical/surgical units and to determine which are most and least pleasant to them. Methods: A descriptive-exploratory field study, with a quantitative approach and with a sample made up of 40 nurses working in clinical/surgical units who answered a three-part questionnaire composed of identification data and characterization of the professional; a list of nursing and administrative activities for the nurse to grade according to the numbers: “0 = I do not perform it”, “1 = I perform it occasionally”, “2 = I perform it often”, “3 = I perform it daily”; two open-ended questions, in which the nurse listed the activities he/she enjoyed the most and the least. Results: The administrative activities most performed by the nurses were: changing work shifts, preparing employee daily task charts and managing tests; the most performed nursing care activities were related to the stages of the Nursing Care Systematization and the interaction with the multi-professional team; the most enjoyable activities were direct patient care, patient evaluation and implementation of the systematization; the least enjoyable activities were administrative and bureaucratic routines, justification of complaints/problem-solving and preparation of employee task charts. Conclusion: Compared to administrative activities, nursing activities were performed most during the daily routine of the nurse, and the most enjoyable activities were those related to patient care, according to the opinions of the professionals.

scholarly journals Rationing of Nursing Care in Intensive Care Units

2020 ◽  
Vol 17 (19) ◽  
pp. 6944
Author(s):  
Agnieszka Młynarska ◽  
Anna Krawuczka ◽  
Ewelina Kolarczyk ◽  
Izabella Uchmanowicz
Keyword(s):  
Job Satisfaction ◽  
Intensive Care ◽  
Patient Care ◽  
Intensive Care Units ◽  
Nursing Care ◽  
Sociodemographic Factors ◽  
Quality Of Patient Care ◽  
Wide Range ◽  
Experienced Fatigue

The nursing practice refers to a wide range of tasks and responsibilities. In a situation where there is a problem of limited resources, nurses are forced to ration the patient’s care—that is, minimize and skip some tasks. The main purpose of this work was to assess the rationing level of nursing care among staff in the intensive care units. Methods: The research included 150 anaesthesiological nurses in the Silesian Region in Poland. The research was conducted from July to October 2019 using the standardized Perceived Implicit Rationing of Nursing Care (PRINCA) questionnaire on rationing nursing care, assessing the quality of patient care, and job satisfaction. The Modified Fatigue Impact Scale (MFIS) standardized questionnaire was used to assess the level of fatigue of respondents in the physical, cognitive, and psychosocial spheres. Results: Sociodemographic factors, such as gender, age, place of residence, education, seniority, and type of employment were not found to affect the rationing level of nursing care in the intensive care unit. The average quality of patient care was 6.05/10 points, while the average job satisfaction rating was 7.13/10 points. Analysis of the MFIS questionnaire showed that respondents experienced fatigue between “rare” and “sometimes”, and nursing staff fatigue was the main factor for rationing care. Conclusions: The higher the level of fatigue, the greater the rationing of care and the less satisfaction from work.

scholarly journals Polish adaptation and validation of the Perceived Implicit Rationing of Nursing Care (PIRNCA) questionnaire: a cross-sectional validation study

BMJ Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. e031994 ◽  
Author(s):  
Izabella Uchmanowicz ◽  
Aleksandra Kołtuniuk ◽  
Agnieszka Młynarska ◽  
Katarzyna Łagoda ◽  
Izabela Witczak ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Patient Care ◽  
Nursing Care ◽  
Validation Study ◽  
Care Quality ◽  
Secondary Outcome ◽  
Cross Sectional ◽  
Patient Care Quality ◽  
Polish Adaptation ◽  
Overall Job Satisfaction

ObjectivesTo develop a Polish adaptation of the Perceived Implicit Rationing of Nursing Care (PIRNCA)questionnaire.DesignCross-sectional validation study.SettingsNurses working in surgical and cancer wards in Poland.ParticipantsA sample of 513 professionally active nurses was enrolled in the study.InterventionTo complete a Polish translation of the full original PIRNCA questionnaire.Primary and secondary outcome measuresThe primary outcome was translation and adaptation of the full original PIRNCA tool and its validation to the Polish conditions. The secondary outcome was determination of relationships between sociodemographic variables, nurses’ assessment of patient care quality and their overall job satisfaction on the one hand, and PIRNCA scores on the other.ResultsThe respondents’ mean score was 1.27 points (SD=0.68) on a scale from 0 to 3. Cronbach’s alpha for the entire instrument was 0.957. All items of the questionnaire were found to have a positive item-total correlation. The developed linear regression model showed that nurses’ assessment of patient care quality and their overall job satisfaction were independent predictors of PIRNCA scores (p<0.05). 94.15% of nurses reported rationing at least one of the 31 care activities.ConclusionsThe present findings indicate a high level of reliability and validity of the translated PIRNCA questionnaire, fully comparable to that of the original. The questionnaire can be used for the assessment of PIRNCA in Polish hospitals.

Optimization of the triage nurse's time by decreasing time spent on non-nursing functions.

2020 ◽  
Vol 38 (29_suppl) ◽  
pp. 293-293
Author(s):  
Jennifer Pugh ◽  
Dhaval Shah ◽  
Lee Ann Ladics ◽  
Elizabeth Wade
Keyword(s):  
Job Satisfaction ◽  
Patient Care ◽  
Direct Patient Care ◽  
Triage Nurse ◽  
Oncology Patient ◽  
Operator System ◽  
Phone Calls ◽  
Study Results ◽  
Oncology Practice ◽  
New System

293 Background: Triage nurses are an essential part of the multidisciplinary management of the oncology patient. Because of the nature of their role, they spend a significant amount of time performing non-nursing functions, resulting in a delay in patient care and decreased job satisfaction. This study will examine whether implementing a central phone triage system and commensurate process improvements in a large oncology practice will decrease the amount of time that the triage nurses spend on non-nursing functions. Methods: Nine triage nurses at our practice participated in a survey to obtain baseline data. The survey focused on data regarding the non-nursing issues that are encountered during the work day. We then developed a survey for the nurses to determine how much time per 8-hour work day, was spent on the identified non-nursing functions. A new telephone operator system was evaluated for suitability and then implemented. With the new system, the central operator answers all phone calls coming into the practice, and directs them to appropriate department via a messaging system, thus eliminating phone calls to the triage nurses’ direct extensions. Two months after the implementation of this new system, we recollected data to measure the time spent on the previously identified non-nursing functions. A job satisfaction survey was collected pre- and post-study. Results: The initial data collected showed that triage nurses spent approximately 60 minutes per day on non-nursing functions. These functions included the following: the amount of time listening to and taking off patient messages, pre-cert issues, order clarifications and social work issues. The data collected after implementing a new telephone system showed that this time dropped to approximately 12 minutes per day, a 78% reduction in non-nursing calls received by nurses. Additionally, there was a 7% increase in the triage nurse job satisfaction. Conclusions: After implementing a new telephone operator system, the nurses at this large oncology practice were able to better optimize their time taking care of patient related nursing functions. This improved their work flow, increased their time performing direct patient care related functions, and increased their overall job satisfaction. During this process, we also learned the importance of taking triage nurses input to improve their job function. Further research is recommended to better define the role of the phone triage nurse with the multidisciplinary care team of complex hematology/oncology patients.

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