12-Hour nursing shifts in critical care: A service evaluation

Battle, Ceri; Temblett, P

doi:10.1177/1751143717748094

Cited by 17 publications

(10 citation statements)

References 20 publications

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“…Despite the frequency with which the claim of improved recruitment and retention is made, we often found chains of citation where papers cited others in support of the assertion, which in turn cited other sources with none providing substantive empirical evidence. For some examples, see [ 18 , 40 , 52 , 53 ]. The available evidence instead focuses on perceptions of small samples of nurses already employed in a setting who pilot 12-h shifts [ 54 ].…”

Section: Introductionmentioning

confidence: 99%

Because they’re worth it? A discussion paper on the value of 12-h shifts for hospital nursing

2022

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The organisation of the 24-h day for hospital nurses in two 12-h shifts has been introduced with value propositions of reduced staffing costs, better quality of care, more efficient work organisation, and increased nurse recruitment and retention. While existing reviews consider the impact of 12-h shifts on nurses’ wellbeing and performance, this discussion paper aims to specifically shed light on whether the current evidence supports the value propositions around 12-h shifts. We found little evidence of the value propositions being realised. Staffing costs are not reduced with 12-h shifts, and outcomes related to productivity and efficiency, including sickness absence and missed nursing care are negatively affected. Nurses working 12-h shifts do not perform more safely than their counterparts working shorter shifts, with evidence pointing to a likely negative effect on safe care due to increased fatigue and sleepiness. In addition, nurses working 12-h shifts may have access to fewer educational opportunities than nurses working shorter shifts. Despite some nurses preferring 12-h shifts, the literature does not indicate that this shift pattern leads to increased recruitment, with studies reporting that nurses working long shifts are more likely to express intention to leave their job. In conclusion, there is little if any support for the value propositions that were advanced when 12-h shifts were introduced. While 12-h shifts might be here to stay, it is important that the limitations, including reduced productivity and efficiency, are recognised and accepted by those in charge of implementing schedules for hospital nurses.

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Section: Introductionmentioning

confidence: 99%

Because they’re worth it? A discussion paper on the value of 12-h shifts for hospital nursing

2022

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“… 10 However, the 12-h shift system has remained popular as it allowed for lesser commuting and longer breaks, hence leading to more personal time and greater work satisfaction. 8 , 11 Prior to the pandemic, radiographers in Singapore had minimal experience operating in 12-h shifts. Additionally, there is a lack of data with regard to radiographers' perspectives toward a new 12-h shift system in the current literature.…”

Section: Introductionmentioning

confidence: 99%

The 12-hour shift: radiographers’ perspectives and its applicability during a pandemic

Ooi

Lee

et al. 2021

Radiography

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“…Previous studies, however, have investigated the nursing workforce on 12-hr shifts. For example, a growing number of hospitals in England have commenced using such shifts, believing these are a more cost-effective method of delivering 24-hr care, with lesser overlapping between shifts and providing better staffing night and day (Battle & Temblett, 2018). Additionally, some nurses prefer to work longer daily hours with fewer shifts, giving them greater flexibility and more days away from work (Dall'Ora, Ball, Recio-Saucedo, & Griffiths, 2016).…”

Section: Backg Rou N Dmentioning

confidence: 99%

“…However, there is also increasing concern that 12-hr shifts affect the safety and quality of nursing care for patients, as evidenced in numerous research and literature reviews (Baillie & Thomas, 2019). For example, 12-hr shifts cause poor practice due to physiological strain, fatigue, burnout and job dissatisfaction, which consequently impact patient care and safety negatively (Battle & Temblett, 2018). The previous review found that there was not enough evidence indicating the 12-hr shifts were safe (Dall'Ora et al, 2016).…”

Section: Backg Rou N Dmentioning

confidence: 99%

“It is really so exhausting”: Exploring intensive care nurses’ perceptions of 24‐hour long shifts

Koy

Yunibhand

Turale

2020

Journal of Clinical Nursing

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Aim and objectives To explore the perceptions and experiences of Cambodian ICU registered nurses regarding their working 24‐hr shifts. Background In Europe and the USA, nurses are moving to a 12‐hr shift, and numerous studies have revealed the positive and negative effects of these. However, lesser known is the impact of 24‐hr nursing shifts on care quality, and health and safety. In Cambodia, 100% of nurses are rostered for these in their shift patterns, but until this study no research had been conducted on such shifts. Design A qualitative descriptive study. Method Three focus group discussions were conducted with 30 registered nurses in July 2019, ten in each group, from three intensive care units of three hospitals in Cambodia. Data saturation was obtained. Data were analysed using content analysis, and the COREQ was applied for reporting this study. Findings The ICU nurses’ perspectives revealed significant and unacceptable effects of working shifts of ~25‐hr length, taking into account staff handover. Two major themes arose: It is so exhausting and Compromised hospital care. Alarmingly, participants worked on average 72 hr per week, were exhausted, and nursed between 6 and 10 critically ill patients per shift. Conclusion To our knowledge this is the first study on nurses working 24‐hr shifts, revealing unacceptable, high risks for the health and safety of nurses and patients, with nursing activities left undone, and a lack of quality care. Relevance to clinical practice Improving nurse and patient health and safety, and quality of care requires hospital leaders to work with government and nursing organisations to develop better shift strategies. Resources need to be provided so that: nurses can work a maximum 12‐hr shifts; the ratio of nurses to patients is improved; and nurses can have decent break times. This has major implications, for not only practice, but also management, administration, budgets and education.

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12-Hour nursing shifts in critical care: A service evaluation

Cited by 17 publications

References 20 publications

Because they’re worth it? A discussion paper on the value of 12-h shifts for hospital nursing

Because they’re worth it? A discussion paper on the value of 12-h shifts for hospital nursing

The 12-hour shift: radiographers’ perspectives and its applicability during a pandemic

“It is really so exhausting”: Exploring intensive care nurses’ perceptions of 24‐hour long shifts

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