Nurses and nursing students as second victims: A scoping review

Sahay, Ashlyn; McKenna, Lisa

doi:10.1016/j.outlook.2023.101992

Cited by 8 publications

(3 citation statements)

References 43 publications

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“…Currently, we are aware that students also undergo the second victim experience [ 8 , 37 , 46 ], and it has been emphasized that this experience may impact their future professional careers and personal lives [ 39 ]. There is a wide diversity in training programs and local regulations regarding the activities that students in practice can undertake.…”

Section: Discussionmentioning

confidence: 99%

Unveiling the hidden struggle of healthcare students as second victims through a systematic review

Mira,

Matarredona,

Tella

et al. 2024

BMC Med Educ

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Background When healthcare students witness, engage in, or are involved in an adverse event, it often leads to a second victim experience, impacting their mental well-being and influencing their future professional practice. This study aimed to describe the efforts, methods, and outcomes of interventions to help students in healthcare disciplines cope with the emotional experience of being involved in or witnessing a mistake causing harm to a patient during their clerkships or training. Methods This systematic review followed the PRISMA guidelines and includes the synthesis of eighteen studies, published in diverse languages from 2011 to 2023, identified from the databases MEDLINE, EMBASE, SCOPUS and APS PsycInfo. PICO method was used for constructing a research question and formulating eligibility criteria. The selection process was conducted through Rayyan. Titles and abstracts of were independently screened by two authors. The critical appraisal tools of the Joanna Briggs Institute was used to assess the risk of bias of the included studies. Results A total of 1354 studies were retrieved, 18 met the eligibility criteria. Most studies were conducted in the USA. Various educational interventions along with learning how to prevent mistakes, and resilience training were described. In some cases, this experience contributed to the student personal growth. Psychological support in the aftermath of adverse events was scattered. Conclusion Ensuring healthcare students’ resilience should be a fundamental part of their training. Interventions to train them to address the second victim phenomenon during their clerkships are scarce, scattered, and do not yield conclusive results on identifying what is most effective and what is not.

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Section: Discussionmentioning

confidence: 99%

Unveiling the hidden struggle of healthcare students as second victims through a systematic review

Mira,

Matarredona,

Tella

et al. 2024

BMC Med Educ

View full text Add to dashboard Cite

show abstract

“…This may be due to the fact that older nurses, on the one hand, have long received value publicity from hospitals and leaders in their work, and have a higher recognition of the worth of nursing work [ 45 ]. At the same time, they also witnessed a lot of patient deaths, which inevitably reduced their confidence in the positive impact of nursing work on patients and society [ 46 ]. Therefore, nursing management or policy makers should pay more attention to the perceptions of elderly nurses about the social impact of nursing and provide timely psychological interventions.…”

Section: Discussionmentioning

confidence: 99%

Subgroups of relational job characteristics and their differences in turnover intention and subjective well-being among nurses: a latent profile analysis

Chen,

Li,

Zhang

et al. 2024

BMC Nurs

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Objective Relational job characteristics include perceived social worth and perceived social influence. Good relational job characteristics mean that nurses have high prosocial behavior. The purpose of this study was to explore the potential profile of nurses’ relational job characteristics, influencing factors and their differences in turnover intention and subjective well-being, thus finding the most suitable clinical relationship job characteristics. Methods A cross-sectional survey was conducted among 1013 clinical nurses using the general demographic data questionnaire, Relational Job Characteristics scale, Turnover Intention Questionnaire and Campbell index of well-being. A latent profile analysis was performed to explore relational job characteristics latent profiles. Multinomial logistic regression analysis was conducted to examine the predictors of profile membership, and a one-way analysis of variance was applied to compare the turnover intention and subjective well-being in each latent profile. Results Five latent profiles were identified and labeled ‘High prosocial job characteristics’ profile (20.7%), ‘Moderate prosocial job characteristics’ profile (41.7%), ‘High social worth-low social impact perceived’ profile (6.3%), ‘Low social worth‐high social impact perceived’ profile (18.8%) and ‘Low prosocial job characteristics’ profile (12.5%). Factors affecting the different types of nurse relationship job characteristics include age, marital status, hospital department, nursing years, professional title and hospital position. Among them, chief nurse, nurses with more than 20 years of nursing experience and obstetrics and gynecology nurses were more likely to be ‘high prosocial job characteristics’ profile. The turnover intention of nurses in ‘high prosocial job characteristics’ profile was significantly lower than that of other profiles, and their subjective well-being was significantly higher than that of other profiles. Conclusion Improving nurses’ perception of social worth and social impact on clinical work can improve nurses’ prosocial behavior and subjective well-being, and reduce their turnover intention. Nursing managers or policy makers can formulate targeted intervention measures according to the influencing factors of potential profiles.

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“…This may be due to the fact that older nurses, on the one hand, have long received value publicity from hospitals and leaders in their work, and have a higher recognition of the worth of nursing work [38]. At the same time, they also witnessed a lot of patient deaths, which inevitably reduced their con dence in the positive impact of nursing work on patients and society [39]. Therefore, nursing management or policy makers should pay more attention to the perceptions of elderly nurses about the social impact of nursing and provide timely psychological interventions.…”

Section: Turnover Intention With Latent Pro Le Membershipmentioning

confidence: 99%

Subgroups of relational job characteristics and their differences in turnover intention and subjective well-being among nurses: a latent profile analysis

Chen,

Li,

Zhang

et al. 2023

Preprint

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Objective Relational job characteristics include perceived social worth and perceived social influence. Good relational job characteristics mean that nurses have high prosocial behavior. The purpose of this study was to explore the potential profile of nurses’ relational job characteristics, influencing factors and their differences in turnover intention and subjective well-being, thus finding the most suitable clinical relationship job characteristics. Methods A cross-sectional survey was conducted among 1013 clinical nurses using the general demographic data questionnaire, Relational Job Characteristics scale, Turnover Intention Questionnaire and Campbell index of well-being. A latent profile analysis was performed to explore relational job characteristics latent profiles. Multinomial logistic regression analysis was conducted to examine the predictors of profile membership, and a one-way analysis of variance was applied to compare the turnover intention and subjective well-being in each latent profile. Results Five latent profiles were identified and labeled ‘High prosocial job characteristics’ profile (20.7%), ‘Moderate prosocial job characteristics’ profile (41.7%), ‘High social worth-low social impact perceived’ profile (6.3%), ‘Low social worth‐high social impact perceived’ profile (18.8%) and ‘Low prosocial job characteristics’ profile (12.5%). Factors affecting the different types of nurse relationship work characteristics include age, marital status, hospital department, nursing years, professional title and hospital position. Among them, chief nurse, nurses with more than 20 years of nursing experience and obstetrics and gynecology nurses were more likely to be ‘high prosocial job characteristics’ profile. The turnover intention of nurses in ‘high prosocial job characteristics’ profile was significantly lower than that of other profiles, and their subjective well-being was significantly higher than that of other profiles. Conclusion Improving nurses’ perception of social worth and social impact on clinical work can improve nurses’ prosocial behavior and subjective well-being, and reduce their turnover intention. Nursing managers or policy makers can formulate targeted intervention measures according to the influencing factors of potential profiles.

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Nurses and nursing students as second victims: A scoping review

Cited by 8 publications

References 43 publications

Unveiling the hidden struggle of healthcare students as second victims through a systematic review

Unveiling the hidden struggle of healthcare students as second victims through a systematic review

Subgroups of relational job characteristics and their differences in turnover intention and subjective well-being among nurses: a latent profile analysis

Subgroups of relational job characteristics and their differences in turnover intention and subjective well-being among nurses: a latent profile analysis

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