Organizational configuration of hospitals succeeding in attracting and retaining nurses

Stordeur, Sabine; D’Hoore, William

doi:10.1111/j.1365-2648.2006.04095.x

Cited by 134 publications

(130 citation statements)

References 66 publications

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“…Research in hospital settings shows that low levels of staff turnover is associated with high levels of social capital. [35] However, to our knowledge there is a deficiency in studies investigating social capital as a job resource in relation to staff intention to leave, which could be considered to be a prior condition before turnover happens.…”

Section: Social Capital and Intention To Leavementioning

confidence: 99%

Intention to leave among health care professionals: The importance of working conditions and social capital

Strömgren

2017

JHA

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Hospitals in Sweden are redesigning their care processes to increase efficiency. However, related to these changes, there is a risk of increased staff intention to leave and turnover due to increased workload and work pace. The literature on work engagement and job demands and resources suggests that specific job resources can buffer negative effects; i.e., intention to leave because of job demands. Social capital is suggested to have the potential to be a resource associated with staff intention to leave. The aim of this study was to investigate the associations between social capital and intention to leave and to test if social capital moderates the relationship between job demands and intention to leave. A sample of five hospitals working under conditions of improvements of care processes were studied using a questionnaire administered to the healthcare clinicians (n = 849). High levels of social capital were associated with low levels of intention to leave. However, the moderating effect of social capital was not confirmed. Intention to leave among occupational groups was influenced differently by social capital, other job resources, and job demands.

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Section: Social Capital and Intention To Leavementioning

confidence: 99%

Intention to leave among health care professionals: The importance of working conditions and social capital

Strömgren

2017

JHA

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“…Professional collaboration, in particular, is a precondition and an outcome of autonomy. 18 Moreover, autonomy, control over nursing practice, and satisfactory interprofessional collaboration are deemed core elements of nursing practice in Magnet hospitals 21 and are linked to improved outcomes for patients. 22 In contrast, limited autonomy and problematic interdisciplinary collaboration may inhibit nurses' ability to apply personal and professional moral reasoning, a situation that may lead to moral distress.…”

mentioning

confidence: 99%

Professional Autonomy, Collaboration With Physicians, and Moral Distress Among European Intensive Care Nurses

Papathanassoglou

Karanikola

Kalafati

et al. 2012

American Journal of Critical Care

191

262

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Background Discretionary autonomy is a key factor in enhanced patient outcomes and nurses' work satisfaction. Among nurses, insufficient autonomy can result in moral distress. Objectives To explore levels of autonomy among European critical care nurses and potential associations of autonomy with nurse-physician collaboration, moral distress, and nurses' characteristics. Methods Descriptive correlational study of a convenience sample of 255 delegates attending a major European critical care conference in 2009. Respondents completed a selfadministered questionnaire with validated scales for nurses' autonomy, nurse-physician collaboration, and moral distress. Results The mean autonomy score (84.26; SD, 11.7; range, and the mean composite (frequency and intensity) moral distress score (73.67; SD, 39.19; range, were both moderate. The mean collaboration score was 47.85 (SD, 11.63; range,. Italian and Greek nurses reported significantly lower nurse-physician collaboration than did other nurses (P < .001). Greek and German nurses reported significantly higher moral distress (P < .001). Autonomy scores were associated with nurse-physician collaboration scores (P < .001) and with a higher frequency of moral distress (P = .04). Associations were noted between autonomy and work satisfaction (P = .001). Frequency of moral distress was associated inversely with collaboration (r = -0.339; P < .001) and autonomy (r = -0.210; P = .01) and positively with intention to quit (r = 0.257; P = .004). Autonomy is defined as the freedom to make decisions within the domain of an individual's profession and to act accordingly. 10,11 The ability to make discretionary and autonomous decisions based on comprehensive knowledge, clinical expertise, and evidence-based findings is a hallmark of professionalism. In general, ICU nurses make 1 care decision every 30 seconds 12 and approximately 9 important patient-care decisions per hour, 13 suggesting that exercising judgment is a core nursing activity and influences the quality of care provided. Previous studies 11,[14][15][16] in European ICUs indicated that the levels of nurse autonomy differ between countries and that the decision-making capacity of these clinicians needs to be developed and strengthened. However, factors that may be associated with low autonomy among European ICU nurses have not been systematically studied. Although, presumably, poor nursephysician collaboration may limit a nurse's ability to implement care-and unit-related decisions, associations between these 2 constructs have not been investigated. Evidence of the association between nurse-physician collaboration and ICU nurses' moral distress is likewise scant. Although the design of the study we report here was unsuitable for exploring either causative factors or antecedents of autonomy-and inferences may be limited by differences in responders' context of practice-we wished to address autonomy, nurse-physician collaboration, and moral distress simultaneously in a sample of European ICU nurses to gain preliminary insigh...

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“…Some felt that nurses had to take more time off of work in terms of sick days because of the physical and mental demands of the workplace. The stressors were making some nurses sick which is supported by numerous studies [48,50] and has severe consequences on their health and well-being. However, if managed strategically and with care, cross-training should provide a net benefit for patients, their families, nurses, and employers.…”

mentioning

confidence: 93%

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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Organizational configuration of hospitals succeeding in attracting and retaining nurses

Cited by 134 publications

References 66 publications

Intention to leave among health care professionals: The importance of working conditions and social capital

Intention to leave among health care professionals: The importance of working conditions and social capital

Professional Autonomy, Collaboration With Physicians, and Moral Distress Among European Intensive Care Nurses

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

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