Organization of Work Factors Associated with Work Ability among Aging Nurses

Stimpfel, Amy Witkoski; Arabadjian, Milla; Liang, Eva; Sheikhzadeh, Ali; Weiner, Shira Schecter; Dickson, Victoria Vaughan

doi:10.1177/0193945919866218

Cited by 14 publications

(11 citation statements)

References 32 publications

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“…A 2018 systematic review concluded that nurses loved their job, in part, because it gave them an identity (Parsons et al, 2018). The love of a job that provides an identity as well as intrinsic factors like resiliency and personal relationships with patients are just some reasons aging nurses stay at the bedside (Stimpfel et al, 2020). Despite the joy felt by the nurses in the study, it was noted that older nurses are faced with challenges associated with aging, such as keeping up with a physically demanding workload.…”

mentioning

confidence: 99%

Generational Differences in Nurses’ Intention to Leave

Koehler

Olds

2021

West J Nurs Res

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There are many studies about nurses’ intention to leave their jobs and contributing factors. However, there is a lack of research about generational differences in nurses’ intention to leave. This evidence may help with workforce planning and targeting specific generations of nurses with retention interventions. Using the National Database of Nursing Quality Indicators 2018 Annual Registered Nurse Survey, we used descriptive statistics and multivariate logistic regression to examine the prevalence of and reasons for nurses’ intention to leave in the next year by generational age group. Our sample included 207,636 hospital nurses from across the United States. We found that 21% of nurses ( n = 44,082) reported intention to leave. When comparing generations, there were differences in intention to leave, as well as differences in potentially preventable, career advancement, and personal intention to leave reasons. Workload/staffing was a common reason across generations, indicating that certain interventions may be applicable regardless of generation.

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confidence: 99%

Generational Differences in Nurses’ Intention to Leave

Koehler

Olds

2021

West J Nurs Res

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“…Because of socioeconomic reasons, there has been a gradual increase in older nurses continuing to work in clinical positions 20 . At the same time, increasing numbers of older men and women are entering nursing as a second career 21 . As a result, the mean age of clinical nurses in the workforce has increased in recent years.…”

Section: Discussionmentioning

confidence: 99%

Perceptions of Authentic Nurse Leader Attributes Among Clinical Nurses and Nurse Leaders

Giordano-Mulligan

Moran-Peters

Eckardt

2023

JONA: The Journal of Nursing Administration

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This study aimed to develop and validate a tool to measure authentic nurse leadership (ANL) from the perspective of nurse leaders. BACKGROUND: The COVID-19 pandemic heightened the need for ANL to establish healthy work environments (HWE) that promote positive outcomes. METHODS: A nonexperimental design and exploratory psychometric analysis developed and validated the Authentic Nurse Leadership Questionnaire for Nurse Leaders (ANLQ-NL) instrument. Relationships were explored between ANLQ-NL and HWE, as measured by the Areas of Worklife Survey (AWS). The Marlowe-Crowne Social Desirability Scale (MC-SDS) was used to measure the nurse leaders' tendency to produce socially desirable responses. The sample consisted of 188 nurse leaders from several US hospitals. RESULTS: The ANLQ-NL instrument was found to be valid and highly reliable. Each of the constructs aligned with the ANL conceptual framework. CONCLUSION: The ANL conceptual framework and instruments (ANLQ and ANLQ-NL) can be used for educational programs aimed at developing ANL attributes among nurses.

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“…20 The guide was modified from one developed for a previous study to reflect the pandemic context of this study. 21 Examples of some of the open-ended questions we asked include, "Tell me about your experience with COVID-19" and "What are some of the challenges that you are currently facing [in your job]?" Data analysis.…”

Section: Methodsmentioning

confidence: 99%

“…The interview guide was based on domains from Heaney's conceptual framework for work, stress, and health, which describes how direct and indirect work stressors affect worker health 20. The guide was modified from one developed for a previous study to reflect the pandemic context of this study 21. Examples of some of the open-ended questions we asked include, “Tell me about your experience with COVID-19” and “What are some of the challenges that you are currently facing [in your job]?”…”

Section: Methodsmentioning

confidence: 99%

Original Research: Losing the Art and Failing the Science of Nursing: The Experiences of Nurses Working During the COVID-19 Pandemic

Stimpfel

Ghazal

Goldsamt

et al. 2022

AJN, American Journal of Nursing

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Purpose: RNs have served as the bedrock of the response to the COVID-19 pandemic, working under unprecedented and difficult conditions. In this study, we sought to understand the experiences of nurses working across a range of care settings in the United States during the first six months of the pandemic, and to learn more about barriers to and facilitators of their work. Methods: This is a qualitative descriptive study. We recruited participants online through regional professional nursing membership listservs, program directors of occupational health nursing training programs, and social media. After completing a survey, potential participants were invited to complete an individual semistructured interview via the Zoom platform. From June through August 2020, we conducted 34 interviews. Content analysis was performed using ATLAS.ti software. Results: The overarching theme—“Losing the art and failing the science of nursing”—underscored the barriers nurses faced in the early months of this pandemic. It reflected the deeply painful disruptions in the care nurses were accustomed to providing their patients. Themes that reflected barriers included disrupted nurse–patient connection, lack of personal protective equipment and fear of infection, lack of evidence-based guidance, and understaffing, all of which drastically altered the delivery of nursing care. Themes that reflected facilitators to nurses' work included camaraderie and strength and resourcefulness. Conclusions: The study findings give important direction to nurse leaders, researchers, and organizations concerning potential areas of support that nurses need during and after this pandemic. Future research should investigate the long-term impact of COVID-19 and similar public health crises on nurses, as well as interventions that could support the workforce after an extended crisis.

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Organization of Work Factors Associated with Work Ability among Aging Nurses

Cited by 14 publications

References 32 publications

Generational Differences in Nurses’ Intention to Leave

Generational Differences in Nurses’ Intention to Leave

Perceptions of Authentic Nurse Leader Attributes Among Clinical Nurses and Nurse Leaders

Original Research: Losing the Art and Failing the Science of Nursing: The Experiences of Nurses Working During the COVID-19 Pandemic

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