scholarly journals Patient–Nurse Ratio is Related to Nurses’ Intention to Leave Their Job through Mediating Factors of Burnout and Job Dissatisfaction

2019 ◽  
Vol 16 (23) ◽  
pp. 4801
Author(s):  
Yi-Chuan Chen ◽  
Yue-Liang Leon Guo ◽  
Wei-Shan Chin ◽  
Nai-Yun Cheng ◽  
Jiune-Jye Ho ◽  
...  
Keyword(s):  
Intention To Leave ◽  
Job Dissatisfaction ◽  
Structure Questionnaire ◽  
Full Time ◽  
Cross Sectional ◽  
Healthcare Settings ◽  
Tertiary Hospitals ◽  
Ratio Standards ◽  
Percentile Bootstrap ◽  
Stress Pathway

In healthcare settings, nurses’ workload, burnout, and job satisfaction are associated to the patient–nurse ratio. Whether this ratio also affects their intention to leave the nursing profession, along with the underlying stress pathway, remains unclear. This study aimed to investigate the effects of the patient–nurse ratio on nurses’ intention to leave and considering the mediating roles of burnout and job dissatisfaction. The study analyzed the data of two pooled cross-sectional surveys collected in 2013 and 2014. Measures were obtained by a structure questionnaire, which queried the average daily patient–nurse ratio (ADPNR), nurses’ personal burnout, client-related burnout, job dissatisfaction, intention to leave, and other demographics. ADPNRs were standardized according to hospital levels. Multiple regression models examined mediation hypotheses, and a percentile bootstrap confidence interval was applied to determine the significance of indirect effects. A total of 1409 full-time registered nurses in medical and surgical wards of 24 secondary or tertiary hospitals in Taiwan completed self-administered questionnaires. Most of the participants were female (97.2%), and the mean age was 29.9 years. The association between the standardized ADPNR and intention to leave their job was significantly mediated by personal burnout, client-related burnout, and job dissatisfaction. Higher standardized ADPNRs predicted higher levels of personal burnout, client-related burnout, and job dissatisfaction, each of which resulted in higher levels of intention to leave the current job. The results highlight that appropriate patient–nurse ratio standards may be further discussed by selecting personal burnout, client-related burnout, and job dissatisfaction as indicators.

scholarly journals Job satisfaction, work commitment and intention to leave among pharmacists: a cross-sectional study

BMJ Open ◽  
2019 ◽  
Vol 9 (9) ◽  
pp. e024448 ◽  
Author(s):  
Nedaa Al-Muallem ◽  
Khaled Mohammed Al-Surimi
Keyword(s):  
Job Satisfaction ◽  
Saudi Arabia ◽  
Intention To Leave ◽  
Cross Sectional Study ◽  
Public Hospitals ◽  
Full Time ◽  
Work Commitment ◽  
Sectional Study ◽  
Cross Sectional ◽  
Healthcare Settings

ObjectivesWe assessed job satisfaction, work commitment and intention to leave among pharmacists working in different healthcare settings in Saudi Arabia.DesignThis was a cross-sectional study utilising a previously validated questionnaire.SettingWe surveyed the workforce at different healthcare settings in Riyadh, Saudi Arabia.ParticipantsThe participants were pharmacists licensed by the Saudi Commission for Health Specialties.Outcome measuresWe examined job satisfaction, work commitment and intention to leave.ResultsIn total, 325 out of 515 pharmacists completed the questionnaire, yielding a response rate of 63%. Over half of them were women (57.8%), 78.2% were Saudi Arabian nationals and 61.8% were married. The majority (88.1%) worked between 36 and 44 hours per week; 96.6% were full-time employees, and 63.4% were government employees working in public hospitals or primary healthcare centres. Although most of the pharmacists were satisfied (satisfied and slightly satisfied) with their current job (39.1% and 24.6%, respectively), about two-thirds (61.9%) had the intention to leave. Multiple logistic regression analysis showed that the most important predictors of pharmacists’ intentions to leave were related to job satisfaction and work commitment (OR=0.923; 95% CI 0.899 to 0.947; p<0.001 and OR=1.044; 95% CI 1.014 to 1.08; p=0.004, respectively), whereas respondents’ demographic characteristics had no effect.ConclusionsAlthough the pharmacists surveyed were satisfied and committed to their current job, they had the intention to leave. Further research is recommended to clarify why pharmacists in Saudi Arabia have the intention to leave their pharmacy practice job.

scholarly journals Factors associated with work-private life conflict and leadership qualities among line managers of health professionals in Swiss acute and rehabilitation hospitals – a cross-sectional study

2020 ◽  
Author(s):  
Karin Anne Peter ◽  
Ruud JG Halfens ◽  
Sabine Hahn ◽  
Jos MGA Schols
Keyword(s):  
Health Professionals ◽  
Intention To Leave ◽  
Private Life ◽  
Job Dissatisfaction ◽  
Leadership Qualities ◽  
Cross Sectional ◽  
Line Managers ◽  
Managerial Leadership ◽  
Shift Planning ◽  
Rehabilitation Hospitals

Abstract Background: The workforce shortage of health professionals is a matter of global concern. Existing work-private life conflicts among health professionals are related to increased stress and burnout symptoms, job dissatisfaction and a higher intention to leave their profession prematurely. Also, poor leadership qualities among direct line managers have been associated with health professionals’ job dissatisfaction and intention to leave in previous studies. Therefore, this study aimed to identify key associated factors of work-private life conflicts and managerial leadership quality among health professionals.Methods: This study is based on a cross-sectional survey in 26 Swiss acute and rehabilitation hospitals, consisting of 3398 health professionals from various disciplines. For data analysis, multilevel models (with hospitals as the second level variable) were performed for ‘work-private life conflict’ and ‘quality of leadership’, considering significant main effects (using AIC) and significant interactions (using BIC) of potential explanatory variables.Results: The main findings of this study reveal that the compatibility of health professionals’ work and private life is associated with topics of shift planning, in particular their influence on shift planning (possibility of exchanging shifts, B=-2.87, p=0.000), the extent to which their individual preferences are considered (e.g. working on one specific shift only, B=6.31, p=0.000), number of shifts per weekend (B=1.38, p=0.002) and number of hours per week (B=0.13, p=0.000) that they had to work. In addition, high quantitative demands (B=0.25, p=0.000), being required to hide their emotions (B=0.16, p=0.000) and poor social community at work (B=-0.12, p=0.000) were also related to a severe work-private life conflict. Regarding managerial leadership, health professionals perceived the leadership qualities of their direct line manager as being better if they received more social support (B=0.61, p=0.000) and rewards (B=0.41, p=0.000) at work. Conclusions: These study results show key components of improving the compatibility of work and private life as well as managerial leadership qualities among health professionals and can help top executives working in acute or rehabilitation hospitals to develop appropriate interventions.

scholarly journals THE RELATIONSHIP OF STAFF JOB SATISFACTION AND INTENTION TO LEAVE AT A HOSPITAL

2019 ◽  
Vol 7 (1) ◽  
pp. 81
Author(s):  
Nimas Ayu Mashuri ◽  
Diajeng Puspa Arum Maharani
Keyword(s):  
Job Satisfaction ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Hospital Staff ◽  
Job Dissatisfaction ◽  
Cross Sectional ◽  
Research Instrument ◽  
Employment Conditions ◽  
Questionnaire Research ◽  
The Relationship

Background: Job dissatisfaction arises as a result of a mismatch between expectation and reality in the employment conditions of employees in an organization. Job dissatisfaction can lead to the intention of to leave. Employees with Intention to leave have the opportunity to do turnover of their organization.Aims: The purpose of this study is to determine the relationship between job satisfaction variable and intention to leave variable.Methods: This study used quantitative method with cross-sectional design. The samples were 52 staffs of the Surabaya Orthopaedic and Traumatology Hospital who were still actively working until June 2012. Job satisfaction variable was measured using a questionnaire research instrument called Job Satisfaction Survey (JSS) by Spector while the intention to leave variable was measured using a questionnaire research instrument that is made by researchers.Results: The results of this study indicate that the level of staff work satisfaction of Surabaya Orthopaedic and Traumatology Hospital is relatively high while the intention to leave is moderate. The results of the Spearman Correlation show a number of -0.314 which shows a correlation that is not unidirectional and significant between the two variables. This means that job satisfaction and intention to leave have a negative relationship so that the higher the job satisfaction is, the lower the intention to leave is.Conclusion: It can be concluded from the study that job satisfaction has a significant relationship and is not in line with the intention to leave of the staffs. Therefore, it is important for the Surabaya Orthopaedic and Traumatology Hospital to improve their staff job satisfaction thus the staff loyalty can be formed. Keywords: Job satisfaction, Intention to leave, Hospital staff.

scholarly journals Factors associated with work-private life conflict and leadership qualities among line managers of health professionals in Swiss acute and rehabilitation hospitals – a cross-sectional study

2021 ◽  
Author(s):  
Karin Anne Peter ◽  
Ruud JG Halfens ◽  
Sabine Hahn ◽  
Jos MGA Schols
Keyword(s):  
Health Professionals ◽  
Intention To Leave ◽  
Private Life ◽  
Job Dissatisfaction ◽  
Leadership Qualities ◽  
Cross Sectional ◽  
Line Managers ◽  
Managerial Leadership ◽  
Shift Planning ◽  
Rehabilitation Hospitals

Abstract Background: The workforce shortage of health professionals is a matter of global concern. Among possible causative factors in this shortage are work-private life conflicts related to increased stress and burnout symptoms, job dissatisfaction and a higher intention to leave the profession prematurely. Also, poor leadership qualities among direct line managers (e.g. clinic directors, leading physicians, ward managers, team leaders) have been associated with health professionals’ job dissatisfaction and intention to leave in previous studies. Therefore, this study aimed to identify key associated factors of work-private life conflicts and managerial leadership quality among health professionals.Methods: The study is based on a cross-sectional survey in 26 Swiss acute and rehabilitation hospitals, consisting of 3398 health professionals from various disciplines. For data analysis, multilevel models (with hospitals as the second level variable) were performed for ‘work-private life conflict’ and ‘quality of leadership’, considering significant main effects (using AIC) and significant interactions (using BIC) of potential explanatory variables.Results: The main findings reveal that the compatibility of health professionals’ work and private life is associated with topics of shift planning, in particular workers’ influence on shift planning (possibility of exchanging shifts, B=-2.87, p<0.01), the extent to which their individual preferences are considered (e.g. working on one specific shift only, B=6.31, p<0.01), number of shifts per weekend (B=1.38, p<0.01) and number of hours per week (B=0.13, p<0.01) that they had to work. In addition, high quantitative demands (B=0.25, p<0.01), being required to hide their emotions (B=0.16, p<0.01) and poor social community support at work (B=-0.12, p<0.01) were also related to severe work-private life conflict. Regarding managerial leadership, health professionals perceived the leadership qualities of their direct line manager as being better if they received more social support (B=0.61, p<0.01) and rewards (B=0.41, p<0.01) at work. Conclusions: The results show key components of improving the compatibility of work and private life as well as managerial leadership qualities among health professionals and may help health care leaders working in acute or rehabilitation hospitals to develop appropriate interventions.

scholarly journals Work-Related Accumulated Fatigue among Doctors in Tertiary Hospitals: A Cross-Sectional Survey in Six Provinces of China

2019 ◽  
Vol 16 (17) ◽  
pp. 3049 ◽  
Author(s):  
Changmin Tang ◽  
Chaojie Liu ◽  
Pengqian Fang ◽  
Yuanxi Xiang ◽  
Rui Min
Keyword(s):  
Working Conditions ◽  
High Risk Group ◽  
Full Time ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Work Related ◽  
Tertiary Hospitals ◽  
Four Levels ◽  
Scale Matrix ◽  
High Level

Objectives: “Karoshi” (death due to overwork) of doctors occurred frequently and attracted increasing attention in recent years in China. This study aimed to determine the prevalence of work-related accumulated fatigue of doctors and its associated factors in tertiary hospitals of China. Methods: A cross-sectional questionnaire survey was conducted on 1729 full-time doctors employed by 24 tertiary hospitals across eastern developed, central developing, and western underdeveloped regions of China. Accumulated fatigue was categorized into four levels using the “Self-diagnosis Checklist for Assessment of Workers’ Accumulated Fatigue” rated on a scale matrix considering both overwork and fatigue symptoms. Ordinal logistic regression analyses were performed to identify factors associated with work-related accumulated fatigue. Results: About 78.8% of respondents reported a “high level” of work-related accumulated fatigue, including 42.0% at a “very high” level. Male doctors and those aged between 30 and 45 years and who had a professional title were found to have higher levels of accumulative fatigue than others. Low salary and poor working conditions (in the western region) were also significantly associated with high levels of work-related accumulated fatigue (p < 0.05). Conclusion: High levels of work-related accumulated fatigue are prevalent in doctors working in tertiary hospitals in China. Male doctors establishing their early- and mid-careers are the high-risk group. Poor working conditions are associated with work-related accumulated fatigue.

scholarly journals Factors associated with work-private life conflict and leadership qualities among line managers of health professionals in Swiss acute and rehabilitation hospitals – a cross-sectional study

2021 ◽  
Author(s):  
Karin Anne Peter ◽  
Ruud JG Halfens ◽  
Sabine Hahn ◽  
Jos MGA Schols
Keyword(s):  
Health Professionals ◽  
Intention To Leave ◽  
Private Life ◽  
Job Dissatisfaction ◽  
Leadership Qualities ◽  
Cross Sectional ◽  
Line Managers ◽  
Managerial Leadership ◽  
Factors Associated ◽  
Rehabilitation Hospitals

Abstract Background: The workforce shortage of health professionals is a matter of global concern. Among possible causative factors in this shortage are the incompatibility of health professionals’ work with their private life, which may lead to increased stress and burnout symptoms, job dissatisfaction and a higher intention to leave the profession prematurely. Also, poor leadership qualities among direct line managers (e.g. clinic directors, leading physicians, ward managers, team leaders) have been associated with health professionals’ job dissatisfaction and intention to leave in previous studies. This study therefore aimed to identify key factors associated with health professionals’ work-private life conflicts and their managers’ leadership quality.Methods: The study is based on a cross-sectional survey in 26 Swiss acute and rehabilitation hospitals, consisting of 3398 health professionals from various disciplines. For data analysis, multilevel models (with hospitals as the second level variable) were performed for ‘work-private life conflict’ and ‘quality of leadership’, considering significant main effects (using AIC) and significant interactions (using BIC) of potential explanatory variables.Results: The main findings reveal that the compatibility of health professionals’ work and private life is associated with how much they can influence shift planning (possibility of exchanging shifts, B=-2.87, p<0.01), the extent to which their individual preferences are considered (e.g. working on one specific shift only, B=6.31, p<0.01), number of work shifts per weekend (B=1.38, p<0.01) and working hours per week (B=0.13, p<0.01). In addition, the factors high quantitative demands (B=0.25, p<0.01), being required to hide their emotions (B=0.16, p<0.01) and poor social community support at work (B=-0.12, p<0.01) were related to severe work-private life conflicts among health professionals. Regarding managerial leadership, health professionals perceived the leadership qualities of their direct line manager as being better if they received more social support (B=0.61, p<0.01) and rewards (B=0.41, p<0.01) at work. Conclusions: The results show key components of improving the compatibility of work and private life for health professionals as well as managerial leadership qualities, and may help leaders working in acute or rehabilitation hospitals to develop appropriate interventions.

scholarly journals Determinants of nurse job dissatisfaction - findings from a cross-sectional survey analysis in the UK

BMC Nursing ◽  
2020 ◽  
Vol 19 (1) ◽  
Author(s):  
Michaela Senek ◽  
Steven Robertson ◽  
Tony Ryan ◽  
Rachel King ◽  
Emily Wood ◽  
...  
Keyword(s):  
Negative Impact ◽  
Quality Care ◽  
Intention To Leave ◽  
Job Dissatisfaction ◽  
Nursing Workforce ◽  
Survey Analysis ◽  
Cross Sectional Survey ◽  
High Turnover ◽  
Cross Sectional ◽  
The Uk

Abstract Background A lower recruitment and high turnover rate of registered nurses have resulted in a global shortage of nurses. In the UK, prior to the COVID-19 epidemic, nurses’ intention to leave rates were between 30 and 50% suggesting a high level of job dissatisfaction. Methods In this study, we analysed data from a cross-sectional mixed-methods survey developed by the Royal College of Nursing and administered to the nursing workforce across all four UK nations, to explore the levels of dissatisfaction and demoralisation- one of the predictors of nurses’ intention to leave. We carried out logistic regression analysis on available data in order to determine what impacts job dissatisfaction. Results In total, 1742 nurses responded to questions about working conditions on their last shift. We found that nearly two-thirds of respondents were demoralised. Nurses were five times more likely (OR 5.08, 95% CI: 3.82–6.60) to feel demoralised if they reported missed care. A perceived lack of support had nearly the same impact on the level of demoralisation (OR 4.8, 95% CI: 3.67–6.38). These findings were reflected in the qualitative findings where RNs reported how staffing issues and failures in leadership, left them feeling disempowered and demoralised. Conclusion A large proportion of nurses reported feeling dissatisfied and demoralised. In order to reduce the negative impact of dissatisfaction and improve retention, more research needs to investigate the relationship dynamics within healthcare teams and how the burden experienced by RNs when unsupported by managers impacts on their ability to provide safe, good-quality care. These findings predate the current Covid-19 pandemic outbreak which may have had a further detrimental effect on job satisfaction in the UK and other nation’s nursing workforce.

scholarly journals Factors associated with work-private life conflict and leadership qualities among line managers of health professionals in Swiss acute and rehabilitation hospitals – a cross-sectional study

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Karin A. Peter ◽  
Ruud J. G. Halfens ◽  
Sabine Hahn ◽  
Jos M. G. A. Schols
Keyword(s):  
Health Professionals ◽  
Intention To Leave ◽  
Private Life ◽  
Job Dissatisfaction ◽  
Leadership Qualities ◽  
Cross Sectional ◽  
Line Managers ◽  
Managerial Leadership ◽  
Factors Associated ◽  
Rehabilitation Hospitals

Abstract Background The workforce shortage of health professionals is a matter of global concern. Among possible causative factors in this shortage are the incompatibility of health professionals’ work with their private life, which may lead to increased stress and burnout symptoms, job dissatisfaction and a higher intention to leave the profession prematurely. Also, poor leadership qualities among direct line managers (e.g. clinic directors, leading physicians, ward managers, team leaders) have been associated with health professionals’ job dissatisfaction and intention to leave in previous studies. This study therefore aimed to identify key factors associated with health professionals’ work-private life conflicts and their managers’ leadership quality. Methods The study is based on a cross-sectional survey in 26 Swiss acute and rehabilitation hospitals, consisting of 3398 health professionals from various disciplines. For data analysis, multilevel models (with hospitals as the second level variable) were performed for ‘work-private life conflict’ and ‘quality of leadership’, considering significant main effects (using AIC) and significant interactions (using BIC) of potential explanatory variables. Results The main findings reveal that the compatibility of health professionals’ work and private life is associated with how much they can influence shift planning (possibility of exchanging shifts, B = -2.87, p < 0.01), the extent to which their individual preferences are considered (e.g. working on one specific shift only, B = 6.31, p < 0.01), number of work shifts per weekend (B = 1.38, p < 0.01) and working hours per week (B = 0.13, p < 0.01). In addition, the factors high quantitative demands (B = 0.25, p < 0.01), being required to hide their emotions (B = 0.16, p < 0.01) and poor social community support at work (B = -0.12, p < 0.01) were related to severe work-private life conflicts among health professionals. Regarding managerial leadership, health professionals perceived the leadership qualities of their direct line manager as being better if they received more social support (B = 0.61, p < 0.01) and rewards (B = 0.41, p < 0.01) at work. Conclusions The results show key components of improving the compatibility of work and private life for health professionals as well as managerial leadership qualities, and may help leaders working in acute or rehabilitation hospitals to develop appropriate interventions.

Hospital Informatization in China During the COVID-19 Pandemic: A Cross-Sectional Internet-Based Survey Study (Preprint)

2020 ◽  
Author(s):  
Ke Zeng ◽  
Weiguo Zhu ◽  
Caiyou Wang ◽  
Liyan Zhu
Keyword(s):  
Information Technology ◽  
Information Security ◽  
Medical Information ◽  
Survey Study ◽  
Chinese Government ◽  
Qr Code ◽  
Cross Sectional ◽  
Network Information ◽  
Tertiary Hospitals ◽  
The Impact

BACKGROUND The rapid spread of COVID-19 has created a severe challenge to China’s healthcare system. Hospitals across the country reacted quickly under the leadership of the Chinese government and implemented a range of informatization measures to effectively respond to the COVID-19. OBJECTIVE To understand the impact of the pandemic on the medical business of Chinese hospitals and the difficulties faced by hospital informatization construction. To discuss the application of hospital informatization measures during the COVID-19 pandemic. To summarize the practical experience of hospitals using information technology to fight the pandemic. METHODS Performing a cross-sectional on-line questionnaire survey in Chinese hospitals, of which the participants are invited including hospital information staff, hospital administrators, medical staff, etc. Statistical analyzing the collected data by using SPSS version 24. RESULTS A total of 804 valid questionnaires (88.45%) are collected in this study from 30 provinces in mainland China, of which 731 (90.92%) were filled out by hospital information staff. 473 (58.83%) hospitals are tertiary hospitals while the remaining 331 (41.17%) are secondary hospitals. The majority hospitals (82.46%) had a drop in their business volume during the pandemic and a more substantial drop is found in tertiary hospitals. 70.40% (n=566) of hospitals have upgraded or modified their information systems in response to the epidemic. The proportion of tertiary hospitals that upgraded or modified systems is significantly higher than that of secondary hospitals. Internet hospital consultation (70.52%), pre-check and triage (62.56%), telemedicine (60.32%), health QR code (57.71%), and telecommuting (50.87%) are the most used informatization anti-pandemic measures. There are obvious differences in the application of information measures between tertiary hospitals and secondary hospitals. Among these measures, most of them (41.17%) are aiming at serving patients and most of them (62.38%) are universal which continue to be used after pandemic. The informatization measures are mostly used to control the source of infection (48.19%), such as health QR Code, etc. During the pandemic, the main difficulties faced by the hospital information department are “information construction projects are hindered” (58.96%) and “increased difficulty in ensuring network information security” (58.58%). There are significant differences in this issue between tertiary hospitals and secondary hospitals. The shortcomings of hospital informatization that should be made up for are “shorten patient consultation time and optimize consultation process” (72.51%), “Ensure network information security” (72.14%) and “build internet hospital consultations platform” (59.95%). CONCLUSIONS A significant number of innovative medical information technology have been used and played a significant role in all phases of COVID-19 prevention and control in China. Since the COVID-19 brought many challenges and difficulties for informatization work, hospitals need to constantly improve their own information technology skills to respond to public health emergencies that arise at any moment.

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