Experiences of peer support for newly qualified nurses in a dedicated online group: Study protocol

Webster, Natalie; Jenkins, Catharine; Oyebode, Jan R.; Bentham, Peter; Smythe, Analisa

doi:10.1111/jan.14001

Cited by 11 publications

(4 citation statements)

References 32 publications

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“…Although we have no data for the levels of anxiety and work stress of the 14 participants who left, Duchscher and Windey (2018) found that the initial few months of employment are the most stressful for newly employed nurses, and they suggested for additional personal and professional support to be provided to ease the stress of transition (Duchscher & Windey, 2018). Evidently, mindfulness-based stress reduction (MBSR) programmes (Karaca & Şişman, 2019) and online peer support (Webster, Jenkins, Oyebode, Bentham, & Smythe, 2019) timepoints, which afforded a finer-grained (and therefore different) account of the trajectory. Differences in participant characteristics may also explain why our findings differ from those of the aforementioned two studies.…”

Section: Discussionmentioning

confidence: 99%

Anxiety and work stress among newly employed nurses during the first year of a residency programme: A longitudinal study

et al. 2020

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The global shortage of nurses severely affects the stability of hospitals and quality of patient care. New nurses tend to change jobs or leave the nursing profession within their first year, and this turnover compounds the nursing shortage (Zhang, Wu, Fang, Zhang, & Wong, 2017). Stress is a primary reason behind this turnover for new nurses (Bryant, 2017; Dwyer & Revell, 2016). Nurses still feel stress despite the great efforts of health educators in reducing new nurses' stress levels through improving their working environment

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Section: Discussionmentioning

confidence: 99%

Anxiety and work stress among newly employed nurses during the first year of a residency programme: A longitudinal study

et al. 2020

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“…The use of technology in providing peer-led spaces was also reflected in the literature, for example, Webster 57 who reports on the implementation of an online peer support group for newly qualified nurses. The approach is to provide an online platform whereby nurses can feel supported emotionally and 'collaborate with one another to reflect on their work, gain psychological support, share power and responsibility, and feel empowered' (p. 1587).…”

Section: (P 1)mentioning

confidence: 99%

Causes and solutions to workplace psychological ill-health for nurses, midwives and paramedics: the Care Under Pressure 2 realist review

Maben,

Taylor,

Jagosh

et al. 2024

Health Soc Care Deliv Res

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Background Nurses, midwives and paramedics are the largest collective group of clinical staff in the National Health Service and have some of the highest prevalence of psychological ill-health. Existing literature tends to be profession-specific and focused on individual interventions that place responsibility for good psychological health with nurses, midwives and paramedics themselves. Aim To improve understanding of how, why and in what contexts nurses, midwives and paramedics experience work-related psychological ill-health; and determine which high-quality interventions can be implemented to minimise psychological ill-health in these professions. Methods Realist synthesis methodology consistent with realist and meta-narrative evidence syntheses: evolving standards’ reporting guidelines. Data sources First round database searching in Medical Literature Analysis and Retrieval System Online Database ALL (via Ovid), cumulative index to nursing and allied health literature database (via EBSCO) and health management information consortium database (via Ovid), was undertaken between February and March 2021, followed by supplementary searching strategies (e.g. hand searching, expert solicitation of key papers). Reverse chronology screening was applied, aimed at retaining 30 relevant papers in each profession. Round two database searches (December 2021) targeted COVID-19-specific literature and literature reviews. No date limits were applied. Results We built on seven key reports and included 75 papers in the first round (26 nursing, 26 midwifery, 23 paramedic) plus 44 expert solicitation papers, 29 literature reviews and 49 COVID-19 focused articles in the second round. Through the realist synthesis we surfaced 14 key tensions in the literature and identified five key findings, supported by 26 context mechanism and outcome configurations. The key findings identified the following: (1) interventions are fragmented, individual-focused and insufficiently recognise cumulative chronic stressors; (2) it is difficult to promote staff psychological wellness where there is a blame culture; (3) the needs of the system often override staff well-being at work (‘serve and sacrifice’); (4) there are unintended personal costs of upholding and implementing values at work; and (5) it is challenging to design, identify and implement interventions to work optimally for diverse staff groups with diverse and interacting stressors. Conclusions Our realist synthesis strongly suggests the need to improve the systemic working conditions and the working lives of nurses, midwives and paramedics to improve their psychological well-being. Individual, one-off psychological interventions are unlikely to succeed alone. Psychological ill-health is highly prevalent in these staff groups (and can be chronic and cumulative as well as acute) and should be anticipated and prepared for, indeed normalised and expected. Healthcare organisations need to (1) rebalance the working environment to enable healthcare professionals to recover and thrive; (2) invest in multi-level system approaches to promote staff psychological well-being; and use an organisational diagnostic framework, such as the NHS England and NHS Improvement Health and Wellbeing framework, to self-assess and implement a systems approach to staff well-being. Future work Future research should implement, refine and evaluate systemic interventional strategies. Interventions and evaluations should be co-designed with front-line staff and staff experts by experience, and tailored where possible to local, organisational and workforce needs. Limitations The literature was not equivalent in size and quality across the three professions and we did not carry out citation searches using hand searching and stakeholder/expert suggestions to augment our sample. Study registration This study is registered as PROSPERO CRD42020172420. Available from: https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42020172420. Funding This award was funded by the National Institute for Health and Care Research (NIHR) Health and Social Care Delivery Research programme (NIHR award ref: NIHR129528) and is published in full in Health and Social Care Delivery Research; Vol. 12, No. 9. See the NIHR Funding and Awards website for further award information.

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“…During their orientation phase, newly graduated nurses should attend training classes on how to react effectively to challenging work situations, which may help reduce the detrimental effects of stress. In addition, mindfulness-based stress reduction (MBSR) programs and online peer support [41] can help new nurses transition better into their nursing careers. Such programs could be included as part of nursing residencies.…”

Section: Recommendationsmentioning

confidence: 99%

Exploring Work-related Anxiety Among Newly Graduated Nurses in the Riyadh Region

Alrashedi,

Boshra

2023

SJMS

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Background: Work-related anxiety among nurses has been linked to various issues, including a heavy workload, work-related conflict, a lack of resources, and stress. This research aims to explore work-related anxiety among recently graduated nurses in Saudi Arabia’s Riyadh region. Methods: A descriptive, cross-sectional, and relational research design examined work-related anxiety among newly graduated nurses. A sample of 400 nurses was recruited from five Saudi hospitals in the Riyadh region. This study used the job anxiety scale ( JAS) as a study tool. The tool is a self-rating scale of 70 items for assessing job anxiety but only 25 items were applied to this research. A self-administered questionnaire was used to gather demographic information. Results: This study revealed that there was, overall, low work-related anxiety among the nurse participants. On the one hand, age, gender, educational qualification, job experience, workplace, and work scheduling (hours per week) were found to impact work-related anxiety substantially. On the other hand, work position, nationality, unit of care, and marital status were found to play no significant role in work-related anxiety. Conclusion: The study’s findings indicate the importance of paying more attention to workplace anxiety. As anxiety may affect nurses’ ability to attend to the needs of patients in their care units, addressing it can reduce burnout and the desire to quit. Changes in work processes, care models, and leadership may be effective in creating a supportive environment that decreases stress and anxiety, promote learning, and provides patients with optimal and safe nursing care. Health policymakers and nurse managers in Saudi Arabia should develop particular intervention programs to reduce work-related anxiety among newly graduated nurses. Managers must seek techniques that help to adapt the present environment to the needs of nurses, as well as approaches that offer newly graduating nurses essential assistance, such as clinical supervision.

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Experiences of peer support for newly qualified nurses in a dedicated online group: Study protocol

Cited by 11 publications

References 32 publications

Anxiety and work stress among newly employed nurses during the first year of a residency programme: A longitudinal study

Anxiety and work stress among newly employed nurses during the first year of a residency programme: A longitudinal study

Causes and solutions to workplace psychological ill-health for nurses, midwives and paramedics: the Care Under Pressure 2 realist review

Exploring Work-related Anxiety Among Newly Graduated Nurses in the Riyadh Region

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