Clinical nurses in Magnet hospitals confirm productive, healthy unit work environments

Kramer, Marlene; Maguire, Patricia; Brewer, Barbara B.

doi:10.1111/j.1365-2834.2010.01211.x

Cited by 85 publications

(99 citation statements)

References 27 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Those findings were similar to the results of several published research studies that had examined the relationship between the years of experience and the level of work satisfaction. [33,36] CVNs with more years of experience in their units were exposed to different communication styles with other health care professionals. Another study also supported this finding and concluded that nurses with more than 30 years of experience had higher levels of satisfaction.…”

Section: Discussionmentioning

confidence: 99%

The relationship of participation in shared governance to work satisfaction among cardiovascular nurses working in a tertiary hospital in Saudi Arabia

Shwaihet

Nasaif

2015

Clinical Nursing Studies

View full text Add to dashboard Cite

Shared governance has been used as a framework that provides nurses with both the structure and the mechanism to enhance decision-making authority and improve level of satisfaction. This study examined the level of work satisfaction among nurses working at cardiovascular department after the implementation of Shared Governance Model in a tertiary hospital in the Kingdom of Saudi Arabia. A descriptive cross sectional study design was adopted using the Index of Work Satisfaction Part-B (IWS-Part-B). Non-random convenience sample of 168 nurses who have worked in the cardiovascular department for more than two years received self-administered questionnaire (IWS-Part-B) on level of satisfaction about tasks, autonomy, interaction, decision making, professional status and pay. 145 nurses returned the questionnaire with a response rate of 86.3%. Overall, nurses were moderately satisfied (IWS-Part-B: 181.10). They were moderately satisfied with autonomy, interaction, and professional status variables; while they were moderately unsatisfied with decision making, tasks requirements, and payment variables. Participation in decision making was the strongest predictor of work satisfaction, accounting for 71.4% of the explained variance (r = 0.845, R 2 = 0.714, p = .000), followed by autonomy variable (r = 0.821, R 2 = 0.671, p = .000) and interaction variable (r = 0.803, R 2 = 0.645, p = .000). The findings of this study supported the positive role that shared governance plays in empowering nurses and enhancing their participation in the decision making process. Another multi-centers study is needed recruiting a larger sample from different departments that adopt SGM to better detect the effect of SGM on level of satisfaction and decision making in particular.

show abstract

Section: Discussionmentioning

confidence: 99%

The relationship of participation in shared governance to work satisfaction among cardiovascular nurses working in a tertiary hospital in Saudi Arabia

Shwaihet

Nasaif

2015

Clinical Nursing Studies

View full text Add to dashboard Cite

show abstract

“…In congruence with this, Abdullah [34] stated that Magnet hospitals allow opportunities for nursing staff to participate in the hospital' activities, focus on the nurse managers' abilities, and the coefficient relationship between the physicians and nurses. Moreover, Kramer and Schmalenberg [35] studied the factors which the nursing staff considered it as important for being able to provide high quality care, stated that these factors includes, sharing the work with competent nurse, professional nurse-physician relationship, effective communication, autonomy and accountability of nurses, empowerment of nurse manager/supervisor, control over nursing practice and work environment, educational opportunities, effective staffing, and concern for the patient.…”

Section: Discussionmentioning

confidence: 99%

Attributes of a Magnetic work environment, and its relation to work stress among nursing staff at Children’s Cancer Hospital Egypt (CCHE 57357)

Ibrahem

Aly

2017

CNS

View full text Add to dashboard Cite

Background: The Magnet hospital is the hospital that implements specific organizational attributes in order to achieve a high quality of care through well-qualified and committed nursing staff. Aim of the study: The study was aimed at studying attributes of the Magnetic work environment, and its relation to work stress among nursing staff. Methods: Setting: It was carried out in the children's cancer hospital, Egypt. Design: Using a descriptive correlational design. Subjects: Consisted of 172 nursing staff. Tools and procedure: two different self-administered tools were utilized (Magnet attributes questionnaire, and stress questionnaire). The fieldwork lasted from April to July 2016. Results: The study revealed that the highest percentage of nursing staff aged between 20 and 30 years. Nearly two thirds (64%) were having a bachelor degree in nursing. Total attributes of work environment were available with strength. 96.6% of nursing staff recorded low scores of stress. Conclusions: The nursing staff in the study setting considered "total attributes of Magnet work environment" as an area of strength. The total scores of stress were generally low. Statistically significant negative correlations were revealed between the scores of total Magnet attributes and stress. Recommendations: It is a matter of priority for Egyptian children's cancer hospital to enhance and promote the development and maintenance of Magnetism and taking the lead in promoting the status of Magnetism in Egypt.

show abstract

“…The world in which public managers function is rapidly changing, indicating a shift towards more decentralization at organizational levels, while promoting and are ahead of care are able to make decisions, to achieve collective participation in the production of quality care to patients, and allow a more participatory management (6)(7) .…”

Section: Participativa En Un Hospital Públicomentioning

confidence: 99%

“…Nurses who are visionary leaders and are ahead of care are able to make decisions, to achieve collective participation in the production of quality care to patients, and allow a more participatory management (6)(7) .…”

Section: Introductionmentioning

confidence: 99%

“…This can work against the nurses' role as professional practitioners who interact directly with clients to affect better health outcomes for patients (2) . Thereby, the ability of nurses to affect better health outcomes is also influenced by the management model adopted by an institution.The world in which public managers function is rapidly changing, indicating a shift towards more decentralization at organizational levels, while promoting and are ahead of care are able to make decisions, to achieve collective participation in the production of quality care to patients, and allow a more participatory management (6)(7) .Anyway, the goal of organizational change is to implement any transformation using knowledge and ideas that work in practice. Based on this, in this study, Bolman …”

mentioning

confidence: 99%

See 1 more Smart Citation

Framing the difficulties resulting from implementing a Participatory Management Model in a public hospital

Bernardes

Cummings

Évora

et al. 2012

Rev. Latino-Am. Enfermagem

View full text Add to dashboard Cite

Objective: This study aims to address difficulties reported by the nursing team during the process of changing the management model in a public hospital in Brazil. Methods: This qualitative study used thematic content analysis as proposed by Bardin, and data were analyzed using the theoretical framework of Bolman and Deal. Results: The vertical implementation of Participatory Management contradicted its underlying philosophy and thereby negatively influenced employee acceptance of the change. The decentralized structure of the Participatory Management Model was implemented but shared decision-making was only partially utilized. Despite facilitation of the communication process within the unit, more significant difficulties arose from lack of communication inter-unit. Values and principals need to be shared by teams, however, that will happens only if managers restructure accountabilities changing job descriptions of all team members. Conclusion: Innovative management models that depart from the premise of decentralized decision-making and increased communication encourage accountability, increased motivation and satisfaction, and contribute to improving the quality of care. The contribution of the study is that it describes the complexity of implementing an innovative management model, examines dissent and intentionally acknowledges the difficulties faced by employees in the organization. Enmarcando las dificultades de la aplicación del Modelo de Gestión Participativa en un hospital públicoObjetivo: El estudio tiene como objetivo tratar de las dificultades del equipo de enfermería durante el cambio del modelo de gestión en un hospital público en Brasil. Método: Este estudio cualitativo utilizó el análisis de contenido temático propuesto por Bardin; los datos fueron analizados utilizando el marco teórico de Bolman y Deal. Resultados: La aplicación vertical de la Gestión Participativa, en contradicción con su filosofía, incide negativamente en la aceptación del cambio por los empleados. La estructura descentralizada se llevó a cabo, pero la toma de decisiones compartida se utilizó sólo en parte. Aunque existe facilitación de la comunicación dentro de la unidad, dificultades surgieron de la falta de comunicación inter-unidades.Valores y principios deben ser compartidos por los equipos; esto sólo ocurre si los gerentes reestructurar las responsabilidades y describir las funciones de todos. Conclusión: Modelos innovadores de gestión que tienen como premisa la descentralización de las decisiones y una mayor comunicación fomentan la motivación, la responsabilidad, aumento de la satisfacción, y mejoran la calidad de la atención. La contribución de este estudio se centra en la complejidad de la implementación de una gestión innovadora, el análisis de disenso e intencionadamente en el reconocimiento de dificultades que enfrentan los empleados de la organización. in this context occasionally distance themselves from the care provided to patients. This can work against the nurses' role as professional practitioners who int...

show abstract

Clinical nurses in Magnet hospitals confirm productive, healthy unit work environments

Cited by 85 publications

References 27 publications

The relationship of participation in shared governance to work satisfaction among cardiovascular nurses working in a tertiary hospital in Saudi Arabia

The relationship of participation in shared governance to work satisfaction among cardiovascular nurses working in a tertiary hospital in Saudi Arabia

Attributes of a Magnetic work environment, and its relation to work stress among nursing staff at Children’s Cancer Hospital Egypt (CCHE 57357)

Framing the difficulties resulting from implementing a Participatory Management Model in a public hospital

Contact Info

Product

Resources

About