Empowering float nurses

Rainess, Mary; Archer, Wendy; Hofmann, Linda C.; Nottingham, Elizabeth E.

doi:10.1097/01.numa.0000460046.94309.d0

Cited by 7 publications

(5 citation statements)

References 10 publications

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“…Further analysis shows a more complex relationship between floating out of nurses and quality of care leading to our second contribution that SOI moderates this relationship. Our findings support the knowledge transfer literature (only under certain conditionslow SOI) that nurses who float outside of their home unit and return find it easier to disseminate the tacit knowledge (Rainess et al, 2015;Karamitri et al, 2017) they have gathered through their outside unit experiences into their home unit. Further, employees' exposure to varied but similarly structured tasks within a shorter timeframe is shown to have a positive impact on task productivity in professional services (Staats and Gino, 2012;Avgerinos and Gokpinar, 2018).…”

Section: Theoretical Contributionssupporting

confidence: 85%

“…When it comes to impact of severity of illness, nurses who float out and return to work in home units with lower SOI may find it easier to disseminate the valuable knowledge and routines learned in other units (Minick and Harvey, 2003;Sarin and McDermott, 2003;Mohamed et al, 2004;Rainess et al, 2015). These nurses may be able to easily transfer what they learn from those units back to their less complex home units that require simpler routines and tasks (Almeida and Kogut, 1999).…”

Section: Moderating Role Of Severity Of Illness and Job-level Workload On Float Staffingmentioning

confidence: 99%

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Impact of workforce flexibility on quality of care: moderating effects of workload and severity of illness

Gnanlet

Sharma

McDermott

et al. 2021

IJOPM

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PurposeAs a way of alleviating nursing workforce shortages, health care managers are employing two types of workforce flexibility: supplemental staffing and floating among units. In this paper, the authors investigate the moderating effects of two critical situational variables – namely, job-level workload and severity of illness (SOI) in a given unit – on the relationship between workforce flexibility and quality of care as assessed by the nurses at the unit-level.Design/methodology/approachThe authors empirically test the relationship between a unit's floating of nurses and the use of supplemental workforce on the quality of patient care and the moderating role of patient SOI and job-level workload on this relationship using 357 hospital-unit observations.FindingsThe authors find that situational variables play a critical role in flexible staffing strategies and they should be accounted for carefully to obtain the best quality of care outcomes. The authors find that the well-known negative effect of supplemental staffing on quality of care is not universal and appears to be moderated by the situational factors studied in this paper.Practical implicationsFor best outcomes, staffing manager who oversee multiple units should use supplemental staff on units that have lower job-level workload and on units that have high severity of illness. The authors also find that managers of units with patients who are less-severely ill should encourage nurses to float out and return to their home unit. This strategy will improve quality of patient care in the home unit.Originality/valueWhile some research analyzes the direct link between flexibility and quality performance, how this relationship is affected by varying situational factors within a unit has not been studied so far.

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Section: Theoretical Contributionssupporting

confidence: 85%

Section: Moderating Role Of Severity Of Illness and Job-level Workload On Float Staffingmentioning

confidence: 99%

Impact of workforce flexibility on quality of care: moderating effects of workload and severity of illness

Gnanlet

Sharma

McDermott

et al. 2021

IJOPM

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“…Float pool nurses are recognized as groupings of part-time or permanently employed RNs working in a variety of units within an organization in order to fill staffing needs and maintain safe and quality patient care (Linzer et al, 2011;Rainess et al, 2015;Roach, Tremblay & Carter, 2011). Float pool nurses are also regarded as high-functioning and skilled practitioners who contribute a unique organizational perspective through their vast experience and observation of professional practice from one unit to another (Rainness et al, 2015).…”

Section: New Graduate Guarantee (Ngg)mentioning

confidence: 99%

“…These concepts and solutions include, but are not limited to, learning, demonstrating and promoting best practice guidelines and professional skills such as skin health and wound care, intravenous and nasogastric tube insertion, and falls prevention strategies (Lebanik & Britt, 2015;Pineau Stam et al, 2015;Rainess et al, 2015). Therefore, this unique cohort of nurses is important for organizations to retain.…”

Section: New Graduate Guarantee (Ngg)mentioning

confidence: 99%

Factors influencing turnover intentions of new graduate nurses employed in float pools

McDermid-Flabbi¹

2021

Preprint

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Nursing turnover is a growing concern yet little is known about the turnover intentions of new graduate nurses (NGNs) employed in float pools. The purpose of this study was to describe the relationship between job satisfaction, work environment and psychological capital and turnover intentions among NGNs employed in float pools in acute care hospitals. A descriptive crosssectional, correlational non-experimental design was utilized with a sample of 56 NGNs employed in the float pool at two quaternary Canadian hospitals. Data were collected using an online survey and analyzed using multiple hierarchical regression. Job satisfaction was found to be the most significant predictor of turnover intentions and the overall study model accounted for 25-27% of variance of turnover intentions. Further development of organizational strategies is needed to improve job satisfaction, reduce turnover and improve retention to optimize patient care delivery, prevent loss of valuable clinical expertise and reduce costs of turnover.

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“…This is a more applicable solution for healthcare managers to consider while tackling with staff shortages. This strategy has many benefits such as providing safe and quality care to critical patients, reduced job stress, and cost-effectivity (Rainess et al, 2015).…”

Section: An Analysis Of Management and Administrative Practicesmentioning

confidence: 99%

The Management and Administrative Practices Resulting in the Exit of Nurses from the Irish Healthcare System – a Review

Jilani

2020

DBR

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The exit of nurses from the Irish healthcare system is a growing concern especially coupled with the ageing population of Ireland. The article explores the many reasons nurses are leaving the country: mainly the disrespect by management, unfair compensation and the shortage of staff leading to professionals being overworked and eventually experiencing burnout. For many professionals, it has become an issue of their own physical and mental well-being. There are a few recommendations discussed to solve the issue of nurses, which includes a strong push to change perspectives of management and a change of policy by the government. These include retraining healthcare management, an emphasis on hiring and retaining nurses by increasing incentives and making the workload easier to carry.

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Empowering float nurses

Cited by 7 publications

References 10 publications

Impact of workforce flexibility on quality of care: moderating effects of workload and severity of illness

Impact of workforce flexibility on quality of care: moderating effects of workload and severity of illness

Factors influencing turnover intentions of new graduate nurses employed in float pools

The Management and Administrative Practices Resulting in the Exit of Nurses from the Irish Healthcare System – a Review

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