Levels of occupational stress in the remote area nursing workforce

Opie, Tessa; Dollard, Maureen F.; Lenthall, Sue; Wakerman, John; Dunn, Sandra; Knight, Sabina; MacLeod, Martha

doi:10.1111/j.1440-1584.2010.01161.x

Cited by 61 publications

(65 citation statements)

References 23 publications

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“…Results of RAHW focus group research [39] support this finding. The inability to meet high clinical demand has been associated with emotional exhaustion in remote area nurses [40]. Lenthall et al, (2009) suggest that this situation is “exacerbated by a low-resource environment” [41] but results of this study did not identify resources as a significant contributor to retention for either allied health cohort.…”

Section: Discussionmentioning

confidence: 62%

Retention of the rural allied health workforce in New South Wales: a comparison of public and private practitioners

Keane

Lincoln

Rolfe

et al. 2013

BMC Health Serv Res

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BackgroundPolicy initiatives to improve retention of the rural health workforce have relied primarily on evidence for rural doctors, most of whom practice under a private business model. Much of the literature for rural allied health (AH) workforce focuses on the public sector. The AH professions are diverse, with mixed public, private or combined practice settings. This study explores sector differences in factors affecting retention of rural AH professionals.MethodsThis study compared respondents from the 2008 Rural Allied Health Workforce (RAHW) survey recruiting all AH professionals in rural New South Wales. Comparisons between public (n = 833) and private (n = 756) groups were undertaken using Chi square analysis to measure association for demographics, job satisfaction and intention to leave. The final section of the RAHW survey comprised 33 questions relating to retention. A factor analysis was conducted for each cohort. Factor reliability was assessed and retained factors were included in a binary logistic regression analysis for each cohort predicting intention to leave.ResultsSix factors were identified: professional isolation, participation in community, clinical demand, taking time away from work, resources and ‘specialist generalist’ work. Factors differed slightly between groups. A seventh factor (management) was present only in the public cohort. Gender was not a significant predictor of intention to leave. Age group was the strongest predictor of intention to leave with younger and older groups being significantly more likely to leave than middle aged.In univariate logistic analysis (after adjusting for age group), the ability to get away from work did not predict intention to leave in either group. In multivariate analysis, high clinical demand predicted intention to leave in both the public (OR = 1.40, 95% CI = 1.08, 1.83) and private (OR = 1.61, 95% CI = 1.15, 2.25) cohorts. Professional isolation (OR = 1.39. 95% CI = 1.11, 1.75) and Participation in community (OR = 1.57, 95% CI = 1.13, 2.19) also contributed to the model in the public cohort.ConclusionsThis paper demonstrates differences between those working in public versus private sectors and suggests that effectiveness of policy initiatives may be improved through better targeting.

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Section: Discussionmentioning

confidence: 62%

Retention of the rural allied health workforce in New South Wales: a comparison of public and private practitioners

Keane

Lincoln

Rolfe

et al. 2013

BMC Health Serv Res

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“…Mentally demanding jobs with low levels of control and/or less supportive environments are detrimental to health [4]. Several nursing studies have identified that diminished control over workplace decisions results in elevated occupational stress levels [9,28]. Furthermore, this theoretical framework was used to guide data analysis and interpret findings.…”

Section: Materials and Methods Designmentioning

confidence: 99%

“…Rural and northern areas of most northern countries have a severe shortage of health care professionals, including nurses. Those working in these regions face higher workloads, must work with less resources and have fewer opportunities for career and educational advancement [28,62]. Exacerbating the situation is that rural and northern residents are, on average, sicker [63] and have to travel greater distances to receive services, including health services, compared to residents in Southern Ontario.…”

Section: Occupational Stress and Quality Of Work Life O R I G I N A Lmentioning

confidence: 99%

The relationship between quality of work life and location of cross-training among obstetric nurses in urban northeastern Ontario, Canada: A population-based cross sectional study

Nowrouzi

Lightfoot

Carter

et al. 2015

Int J Occup Med Environ Health

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Objectives: The purpose of this mixed methods study was to examine the quality of work life of registered nurses working in obstetrics at 4 hospitals in northeastern Ontario and explore demographic and occupational factors related to nurses' quality of work life (QWL). Material and Methods: A stratified random sample of registered nurses (N = 111) selected from the 138 eligible registered nurses (80.4%) of staff in the labor, delivery, recovery, and postpartum areas at the 4 hospitals participated. Logistic regression analyses were used to consider QWL in relation to the following: 1) demographic factors, and 2) stress, employment status and educational attainment. Results: In the logistic regression model, the odds of a higher quality of work life for nurses who were cross trained (nurses who can work across all areas of obstetrical care) were estimated to be 3.82 (odds ratio = 3.82, 95% confidence interval: 1.01-14.5) times the odds of a higher quality of work life for nurses who were not cross trained. Conclusions: This study highlights a relationship between quality of work life and associated factors including location of cross-training among obstetrical nurses in northeastern Ontario. These findings are supported by the qualitative interviews that examine in depth their relationship to QWL. Given the limited number of employment opportunities in the rural and remote regions, it is paramount that employers and employees work closely together in creating positive environments that promote nurses' QWL.

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“…[46] Similarly, some of the nurses indicated that cross-training was a source of stress and increased their professional clinical responsibility to the College of Nurses of Ontario (regulatory body in the province of Ontario, Canada). Indeed, given the already elevated workloads [47] that nurses experience, cross-training may place an additional burden on nurses' health and wellbeing.…”

mentioning

confidence: 99%

A qualitative study of the work environment in obstetrical nursing in northeastern Ontario, Canada

Nowrouzi

Lightfoot

Carter

et al. 2015

JNEP

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Background: Nurses work environment is inherent with stressors that impact their quality of work life (QWL). Moreover, there is a dearth of evidence examining occupational stressors and QWL in nurses working in northern and rural areas of Canada. Objective: The purpose of this qualitative study was to explore and understand the work environment of registered nurses working in obstetrics at four hospitals in northeastern Ontario, Canada. Methods: This qualitative study used thematic analytic approach to describe the work environment of nurses as it pertained to their occupational stress and QWL. During the analysis, themes and subthemes emerged relating to their underlying factors that influenced the nurses' work environment and QWL. Results: Five key themes that emerged from the semi-structured qualitative interviews were: workplace stress, relationships with colleagues (in and out of the workplace), quality of work life of obstetrical nurses, changes in care delivery and model of care (cross-training) and limited resources in the workplace. The nurses discussed both the positive aspects and challenges of their work environment. Conclusions: The study focuses the importance of understanding the work environment of nurses and its relationship to work stress, QWL and location of cross-training. Ameliorating nurses work environments is crucial to fostering better client care and bolstering recruitment and retention strategies, especially in rural and northern regions.

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Levels of occupational stress in the remote area nursing workforce

Cited by 61 publications

References 23 publications

Retention of the rural allied health workforce in New South Wales: a comparison of public and private practitioners

Retention of the rural allied health workforce in New South Wales: a comparison of public and private practitioners

The relationship between quality of work life and location of cross-training among obstetric nurses in urban northeastern Ontario, Canada: A population-based cross sectional study

A qualitative study of the work environment in obstetrical nursing in northeastern Ontario, Canada

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