scholarly journals Evaluating effort-reward imbalance among nurses in emergency departments: a cross-sectional study in China

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Mengge Tian ◽  
Heping Yang ◽  
Xiaoxv Yin ◽  
Yafei Wu ◽  
Guopeng Zhang ◽  
...  
Keyword(s):  
Emergency Department ◽  
Influencing Factors ◽  
Workplace Violence ◽  
Emergency Departments ◽  
Physical Violence ◽  
Night Shift ◽  
Related Factors ◽  
Emergency Department Nurses ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

Abstract Background Effort-reward imbalance is an adverse psychological response to working conditions that has several negative effects on nurses. However, there is little research on effort-reward imbalance and its influencing factors among nurses in emergency departments. This study aimed to understand the current situation of effort-reward imbalance and explore its influencing factors among emergency department nurses in China. Methods From July to August 2018, a structured online questionnaire survey was conducted among emergency department nurses in China. Data were collected from emergency department nurses employed in hospitals providing pre-hospital care in China. The questionnaire consisted of sociodemographic characteristics, work-related factors and effort-reward imbalance. A descriptive analysis and a binary logistic regression were conducted to explore the effort-reward imbalance and its influencing factors among emergency department nurses. Results The study involved 17,582 emergency department nurses; notably, the prevalence of effort-reward imbalance was 59.66%. The participating nurses who were males, aged 25 to 34 years, whose educational level was a bachelor degree or above, who had a junior or above title, who had longer years of service, and who had suffered verbal or physical violence in the past year had a higher risk of effort-reward imbalance. Furthermore, the nurses with a high monthly income, who believed that the number of nurses met the department’s demand had a lower risk of effort-reward imbalance. Conclusions Effort-reward imbalance was prevalent among emergency department nurses in China. Measures such as adjusting the night shift frequency, increasing the number of nurses, raising salaries and reducing workplace violence should be considered to reduce the level of effort-reward imbalance.

scholarly journals Effects of Workplace Violence on Nurses Working in the Emergency Department

2018 ◽  
Author(s):  
Alicia Blythe
Keyword(s):  
Emergency Department ◽  
Workplace Violence ◽  
Emotional Abuse ◽  
Physical Violence ◽  
Emergency Nurses ◽  
Staff Members ◽  
Emergency Department Nurses ◽  
Staff Assessment ◽  
Violence In The Workplace ◽  
Quantitative Descriptive

Workplace violence has been a trending topic of discussion across the country and is a concern for employees nationwide. The Emergency Department has been consistently documented as one area where workplace violence is most prevalent and presents a greater risk for occupational hazard. The escalating acts of violence toward emergency department nurses across the country have drastically increased and nurses have become targets of verbal and emotional abuse, subjected to threatening behavior, and have become victims of physical assaults. The purpose of this project was to identify the effects of workplace violence on nurses working in the Emergency Department. A quantitative descriptive study using modified Emergency Nurses Association (ENA) Workplace Violence staff assessment survey was used to identify emergency department nurses’ experiences with workplace violence. The mixed method design included a descriptive survey as well as series of open-ended questions to elicit personal accounts of violence in the workplace. A total of 36 nurses in the Emergency Department at Newport Hospital, a 129 bed community hospital in Newport, RI were surveyed. The results of the survey identified 95.45% (n=21) of nurses have experience some form of workplace violence. Physical violence such as being hit, punched, slapped, kicked, pinched, pushed, shoved, and scratched was experienced by at least half of nurses. Additionally, documented effects of workplace violence on staff members included burnout, low department morale, physical and emotional distress, and contributed to overall job dissatisfaction. The study identified workplace violence as an issue and recognizes the effects of violence on staff members is of significant concern that should be addressed with leadership support to recognize and decrease workplace violence in the ED.

scholarly journals The Experience of Patient-Related Violence Against Emergency Department Nurses in the United States: A Phenomenological Pilot Study

2020 ◽  
Author(s):  
Mahmoud M. Al-Qadi
Keyword(s):  
United States ◽  
Emergency Department ◽  
Workplace Violence ◽  
Physical Violence ◽  
Waiting Times ◽  
The United States ◽  
Research Approach ◽  
North East ◽  
Emergency Department Nurses ◽  
The Impact

Abstract Purpose This study described the experiences, thoughts, perceptions, and feelings of emergency department nurses regarding patient-related violence.Design and Methods A descriptive phenomenological research approach was adopted to collect data through unstructured interviews. Three participants were recruited via word of mouth through colleagues from two different states (North East) in the United States. Data were collected from October to November 2018. Colaizzi’s phenomenological methodology was adopted to analyze the interview content.Findings Seven themes emerged from the analysis of the data: physical violence, take care of patients regardless of their behavior, communication skills, lack of training and educational intervention, contributing factor: long waiting times, expletive forms of verbal abuse and threatening behaviors, and the impact of violent behavior on nurses led to feelings of negative emotions.Conclusions Provide training to ED nurses on how to handle violence situations and the employers has to implement policies to make the workplace safe for both nurses and patients. The findings of this study highlight the urgency of taking a realistic approach to preventing workplace violence to organizational leaders.

Workplace violence against physicians and medical students in west part of Iran

2019 ◽  
Vol 12 (2) ◽  
pp. 116-123 ◽  
Author(s):  
Abdorrahim Afkhamzadeh ◽  
Amjad Mohamadi Bolbanabad ◽  
Bayan Moloudi ◽  
Hossein Safari ◽  
Bakhtiar Piroozi
Keyword(s):  
Logistic Regression ◽  
Medical Students ◽  
Workplace Violence ◽  
Physical Violence ◽  
Significant Risk ◽  
Verbal Abuse ◽  
Teaching Hospitals ◽  
Related Factors ◽  
Cross Sectional ◽  
Content Type

Purpose The purpose of this paper is to survey the prevalence of exposure to workplace violence (WPV) including physical violence, verbal abuse, bullying as well as its related factors among physicians and medical students attending teaching hospitals of Kurdistan University of Medical Sciences (KUMS). Design/methodology/approach This is a descriptive analytic as well as a cross-sectional study which was carried out on all physicians (general and specialists) and medical students attending teaching hospitals of KUMS in 2014. Overall, 400 participated in this study and data were gathered using a standard questionnaire. Then, data were analyzed using SPSS 20, χ2 and Fisher’s exact tests as well as univariate and adjusted logistic regression. Findings The prevalence of physical violence, verbal abuse and bullying among medical students was reported 4.5, 59 and 0.8 percent, respectively. In addition, the prevalence of these violence among general practitioners was 6.9, 72.4 and 0 percent, respectively. Moreover, 11.5, 42.3 and 3.8 percent of specialists had experienced physical violence, verbal abuse and bullying, respectively. Patients and their relatives were the main sources of the violence. Based on the results of multivariate logistic regression, male sex (AOR=2.60, CI: 1.56–4.32) and having shift work (AOR=3.13, CI: 1.67–5.84) were the most significant risk factors for total WPV. Originality/value The WPV experienced by physicians and medical students attending teaching hospitals of MUK is high. Health sector authorities should develop and implement proper strategies and interventions aiming at reducing or preventing from incidence of WPV.

scholarly journals Effects of effort-reward imbalance, job satisfaction, and work engagement on self-rated health among healthcare workers

2020 ◽  
Author(s):  
Danping Liu ◽  
Jingjing Ge ◽  
Jing He ◽  
Yan Liu ◽  
Juying Zhang ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Workplace Violence ◽  
Structural Equation ◽  
Healthcare Workers ◽  
Significant Negative Correlation ◽  
Perfect State ◽  
Self Rated Health ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

Abstract Background: Healthcare workers, whose job is to protect and improve the health of populations, are critical to the success of health systems and to achieving national and global health goals. To respond effectively to the health needs of populations, healthcare workers themselves must be in a perfect state of health. However, healthcare workers face various psychosocial pressures, including night shifts, long working hours, demands of patient care, medical disputes, workplace violence, and emotional distress due to poor interactions with patients and colleagues and poor promotion prospects. Constant exposure to these psychosocial hazards adversely impacts healthcare workers’ health. This study aimed to examine the influence of effort-reward imbalance, job satisfaction, and work engagement on self-rated health among healthcare workers, which is conducive to providing policy guidance from several aspects as possible as to improve healthcare workers’ health. Methods : The Chinese Sixth National Health and Services Survey in Sichuan Province was conducted from August 2018 to October 2018, and we analysed 1327 valid responses. We used structural equation modelling (SEM) to test the hypothesized relationship among the variables. Results: Only 40.1% of healthcare workers rated their health as ‘relatively good’ or ‘good’. Effort-reward imbalance had a significant negative correlation with self-rated health (β=-0.053, 95%CI: (-0.163) -(-0.001)). The relationships of effort-reward imbalance and work engagement with self-rated health were both mediated by job satisfaction (95%CI: (-0.150) -(-0.050), (0.011) -(0.022)). Work engagement mediated the relationship between effort-reward imbalance and self-rated health (95%CI: (-0.064) -(-0.008)). Conclusion: In order to improve the health of healthcare workers, administrators should balance effort and reward and provide opportunities for career development and training for healthcare workers. In addition, health managers should help healthcare workers realize the significance and value of work and help keep them actively devoted to their work through incentive mechanisms.

scholarly journals Prevalence and correlates of subjective traumatic distress among Emergency Department Nurses in Lagos, Nigeria

2018 ◽  
Vol 4 (1) ◽  
pp. 34-42
Author(s):  
Ayodele Olurotimi Coker ◽  
Olayinka Olufunmilayo Coker ◽  
Tariela Oladipupo ◽  
Foluke Adesope ◽  
Omotayo Adedotun Alonge
Keyword(s):  
Emergency Department ◽  
Stress Disorders ◽  
University Teaching ◽  
Related Factors ◽  
Impact Of Event Scale ◽  
Event Scale ◽  
Work Related ◽  
Emergency Department Nurses ◽  
Traumatic Distress ◽  
The Impact

Background: The manifestations of subjective traumatic distress among emergency nurses in Nigeria have not been extensively studied. Objective: To determine the prevalence and correlates of subjective traumatic distress among emergency department nurses in Lagos, Nigeria. Methods: One hundred nurses working at the Emergency Department of the Lagos State University Teaching Hospital, Ikeja, Lagos, Nigeria, were surveyed for the impact of subjective traumatic distress using the Revised Impact of Event Scale. The sociodemographic characteristics and some work-related factors were also determined. Results: Of the 100 participants, 60 (60%) met the criteria for the impact of subjective traumatic distress. The overall mean score of the participants for the IESR was 27.9 ± 6.7 with a range of 0 to 66. The most frequent symptoms of subjective trauma distress sub-scale included avoidance symptoms, (mean: 12.2± 9.1; range 0-28) intrusion symptoms (mean: 7.3 ± 3.8; range 0-20) and hyperarousal symptoms (mean: 5.3 ± 1.6; range 0-17). Female participants had higher exposures in the sub-scales of the IESR scores. The associations between sociodemographic parameters such as age, gender and marital status and the subscales of the IESR were not significant. Conclusion: The study showed that more than half of the participants experienced subjective psychological traumatic distress. There is a need for hospital managers to provide psychological interventions regularly for emergency department nurses to prevent occurrence of psychopathologies such as burnout and posttraumatic stress disorders.

scholarly journals Length of stay as quality indicator in emergency departments: analysis of determinants in the German Emergency Department Data Registry (AKTIN registry)

2022 ◽  
Author(s):  
Ronny Otto ◽  
Sabine Blaschke ◽  
Wiebke Schirrmeister ◽  
Susanne Drynda ◽  
Felix Walcher ◽  
...  
Keyword(s):  
Emergency Department ◽  
Length Of Stay ◽  
Emergency Departments ◽  
Patient Flow ◽  
Management Strategies ◽  
Organizational Factors ◽  
Related Factors ◽  
Adult Age ◽  
Emergency Department Data ◽  
Data Registry

AbstractSeveral indicators reflect the quality of care within emergency departments (ED). The length of stay (LOS) of emergency patients represents one of the most important performance measures. Determinants of LOS have not yet been evaluated in large cohorts in Germany. This study analyzed the fixed and influenceable determinants of LOS by evaluating data from the German Emergency Department Data Registry (AKTIN registry). We performed a retrospective evaluation of all adult (age ≥ 18 years) ED patients enrolled in the AKTIN registry for the year 2019. Primary outcome was LOS for the whole cohort; secondary outcomes included LOS stratified by (1) patient-related, (2) organizational-related and (3) structure-related factors. Overall, 304,606 patients from 12 EDs were included. Average LOS for all patients was 3 h 28 min (95% CI 3 h 27 min–3 h 29 min). Regardless of other variables, patients admitted to hospital stayed 64 min longer than non-admitted patients. LOS increased with patients’ age, was shorter for walk-in patients compared to medical referral, and longer for non-trauma presenting complaints. Relevant differences were also found for acuity level, day of the week, and emergency care levels. We identified different factors influencing the duration of LOS in the ED. Total LOS was dependent on patient-related factors (age), disease-related factors (presentation complaint and triage level), and organizational factors (weekday and admitted/non-admitted status). These findings are important for the development of management strategies to optimize patient flow through the ED and thus to prevent overcrowding.

scholarly journals Effects of effort-reward imbalance, job satisfaction, and work engagement on self-rated health among healthcare workers

2020 ◽  
Author(s):  
Jingjing Ge ◽  
Jing He ◽  
Yan Liu ◽  
Juying Zhang ◽  
Jingping Pan ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Workplace Violence ◽  
Structural Equation ◽  
Healthcare Workers ◽  
Perfect State ◽  
Self Rated Health ◽  
Healthcare Needs ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

Abstract Background Healthcare workers, who protect and improve the health of individuals, are critical to the success of health systems and achieving national and global health goals. To respond effectively to the healthcare needs of populations, healthcare workers themselves must be in a perfect state of health. However, healthcare workers face various psychosocial pressures, including having to work night shifts, long working hours, demands of patient care, medical disputes, workplace violence, and emotional distress due to poor interactions with patients and colleagues, and poor promotion prospects. Constant exposure to these psychosocial hazards adversely impacts healthcare workers’ health. Consequently, this study aimed to examine the influence of effort-reward imbalance, job satisfaction, and work engagement on self-rated health of healthcare workers. The results would be conducive to providing policy guidance to improve the health of healthcare workers. Methods We analysed the data of 1327 participants from The Chinese Sixth National Health and Services Survey in Sichuan Province that was conducted from August 2018 to October 2018. Structural equation modelling was used to test the hypothesized relationships among the variables. Results Only 40.1% of healthcare workers rated their health as ‘relatively good’ or ‘good’. Effort-reward imbalance had a significant negative correlation with self-rated health (β = -0.053, 95% CI [-0.163, -0.001]). The associations of effort-reward imbalance and work engagement with self-rated health were both mediated by job satisfaction (95% CI [-0.150, -0.050] and [0.011, 0.022]), and work engagement mediated the relationship between effort-reward imbalance and self-rated health (95% CI [-0.064, -0.008]). Conclusion In order to improve the health of healthcare workers, administrators should balance effort and reward and provide opportunities for career development and training. In addition, health managers should help healthcare workers realize the significance and value of their work and keep them actively devoted to their work through incentive mechanisms.

scholarly journals Trajectories of effort-reward imbalance in Swedish workers: Differences in demographic and work-related factors and associations with health

Work & Stress ◽  
2019 ◽  
Vol 34 (3) ◽  
pp. 238-258 ◽  
Author(s):  
Constanze Leineweber ◽  
Constanze Eib ◽  
Claudia Bernhard-Oettel ◽  
Anna Nyberg
Keyword(s):  
Related Factors ◽  
Work Related ◽  
Effort Reward Imbalance ◽  
Reward Imbalance
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