A shared care model vs. a patient allocation model of nursing care delivery: Comparing nursing staff satisfaction and stress outcomes

Abstract

This study compared nurse outcomes between the shared care in nursing (SCN) and patient allocation (PA) models of care. A quasi-experimental design was used. Job satisfaction, stress and aspects of role were measured at baseline and 6 months after the implementation of the SCN model using validated instruments. Nurses in the PA (n = 51) and SCN (n = 74) units were comparable at baseline. Nurses from both groups were satisfied with their job and experienced clarity in their role despite some levels of pressure. 'Satisfaction with co-workers' in the SCN group decreased, emphasizing the challenges of supervising staff. Matched pair sample sizes at follow-up were small. The SCN represents an innovative model of care delivery that is responsive to increasing proportions of enrolled nurses and assistants in nursing within wards. Both models have been found to be supportive of nursing staff. Although difficulties with follow-up data were experienced, this study represents the first Australian quasi-experimental research, comparing two models with validated measures. New tasks such as negotiating with co-workers might create some new challenges for nurses. Hospital administrators should consider the repertoire of care delivery models available.

Structurational Divergence Theory as Explanation for Troublesome Outcomes in Nursing Communication

“…The general consensus is that poor job satisfaction is the primary predictor of nursing turnover. A great deal of empirical evidence supports this conclusion (Ahmad & Oranye, 2010;Hwang et al, 2009;Larrabee et al, 2003;MacKusick & Minick, 2010), and an enormous literature focuses on predicting job satisfaction (Casey, Saunders, & O'Hara, 2010;Chen, Lin, Wang, & Hou, 2009;Cortese, Colombo, & Ghislieri, 2010;Kalisch, Tschanen, & Lee, 2011;Mary, Diane, & Ranya, 2010;Murrells, Robinson, & Griffiths, 2009;Seed, Torkelson, & Alnatour, 2010;Tran, Johnson, Fernandez, & Jones, 2010;Wilson, Squires, Widger, Cranley, & Tourangeau, 2008;Zurmehly, 2008). The chief predictors of job satisfaction in this literature are communication issues that are captured by SD theory.…”

Voices That Care: Licensed Practical Nurses and the Emotional Labour Underpinning Their Collaborative Interactions with Registered Nurses

“…Moreover, inclusive nursing leadership is indicated by the consistent presence of nurse managers at the unit level, coupled with a demonstration of patience, empathetic listening and respect for the entrenched habits of the frontline nursing-support staff, as well as managerial skill in allocating equitable workloads among the nursing staff [6, 37–39]. …”

Nursing stress and satisfaction outcomes resulting from implementing a team nursing model of care in a rural setting

“…[1,2] In Australia, registered nurses find themselves in a position of supervising other registered (including new graduate) and enrolled Nurses [3][4][5] as well as other unregulated and non-credentialed health care workers. [5][6][7] In order to manage the increased demands of responsibility and supervision of this range of varied staff classifications, team nursing as a model of care was introduced in five clini-cal units medical/surgical in a rural region in Australia as a way to address this varied skill mix. A team nursing model of care in this context refers to all levels of nurses who contributed to the direct nursing care (NC) of patients including registered and unregistered staff.…”

“…A team nursing model of care in this context refers to all levels of nurses who contributed to the direct nursing care (NC) of patients including registered and unregistered staff. [7] Team nursing requires personnel to work collaboratively to provide care to a group of patients under the supervision and direction of a registered nurse. [8] The registered nurse acting as team leader assigns tasks, schedules care, and instructs team members in details of care.…”