Integrated approach to the working experience of non-regular outpatient nurse

Abstract

The goal of this thesis is to have a subjective and general insight to the working experience of non-regular outpatient nurses working in general hospital to understand them. As for the study subjects, 7 non-regular outpatient nurses working in general hospital with rich working experience were randomly selected, and they were analyzed by Colaizzi's phenomenological qualitative research method which drew out 4 categories and 8 subcategories. As the result, non-regular outpatient nurses, due to its distinct characteristics of employment as contract worker, felt satisfaction in working environment on the surface, but found out there were reversed emotion in feeling dissatisfaction for the compensation or development.The results mentioned above will provide useful data in understanding the essence of working experience of non-regular outpatient nurses, and expect these results will be the supporting grounds to have interests and access to realistic problem that the non-regular outpatient nurses are facing.•

Serial multiple mediation of psychological empowerment and job burnout in the relationship between workplace bullying and turnover intention among Chinese novice nurses

“…This is imperative for developing interventions to provide novice nurses with the utilization of resources training. (Lee, 2018). Nursing managers should listen to the nurses' complaints instead of treating them as unimportant or transferring the harassing nurses to other departments with fewer nurses (Lee, 2018).…”

“…(Lee, 2018). Nursing managers should listen to the nurses' complaints instead of treating them as unimportant or transferring the harassing nurses to other departments with fewer nurses (Lee, 2018).…”

“…Appropriate job retention intervention is needed, for example, those focusing on professional recognition (Theodosius et al, 2021 ) could be recommended for reducing the turnover intention of novice nurses. Second, organizational and individual awareness of workplace bullying should be aroused (Lee, 2018 ). Nursing managers should listen to the nurses' complaints instead of treating them as unimportant or transferring the harassing nurses to other departments with fewer nurses (Lee, 2018 ).…”

“…Second, organizational and individual awareness of workplace bullying should be aroused (Lee, 2018 ). Nursing managers should listen to the nurses' complaints instead of treating them as unimportant or transferring the harassing nurses to other departments with fewer nurses (Lee, 2018 ). Moreover, nurses disregard the presence of workplace bullying due to negatively learned inertia as they remain silent about this painful experience (Lee, 2018 ).…”

“…Nursing managers should listen to the nurses' complaints instead of treating them as unimportant or transferring the harassing nurses to other departments with fewer nurses (Lee, 2018 ). Moreover, nurses disregard the presence of workplace bullying due to negatively learned inertia as they remain silent about this painful experience (Lee, 2018 ). Thus, nursing managers must verify the problem caused by workplace bullying and develop procedures and policies to support nurses and improve the health organization culture.…”