Potential effects of the nursing work environment on the work-family conflict in operating room nurses

Fu, Chuankai; Ou, Jie; Chen, Xiaomei; Wang, Mei-Ye

doi:10.12998/wjcc.v9.i26.7738

Cited by 7 publications

(6 citation statements)

References 20 publications

(16 reference statements)

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“…The professional status was presented in order of increasing hierarchical level: assistant nurse, nurse, surgery nurse, health executive, health senior executive and health director. Surgery nurses were analysed separately as their work conditions were different from other nurses (Fu et al, 2021). The last group, physicians, was included as index group to compare the present results with those of our previous studies carried out in physicians (Duba, Messiaen, Boulangeat, Boucekine, et al, 2020; Duba, Messiaen, Boulangeat, Korchia, et al, 2020; Duba, Messiaen, Masson, Lançon, et al, 2020; Messiaen et al, 2020, 2021).…”

Section: Population and Methodsmentioning

confidence: 99%

Work environment and mental health in nurse assistants, nurses and health executives: Results from the AMADEUS study

Lucas

Colson

Boyer

et al. 2022

J Nursing Management

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Aim This study aimed to explore work environment and mental health in nurse assistants, nurses and health executives in a national large‐scale study. Background We have data for physicians but not for other health care workers categories. Methods A total of 6935 participants were recruited between May and June 2021 by professional mailings and professional networks. Results All professional categories reported high rates of high psychological demand (>90%), low social support (>60%), burnout (50% to 60%), exposure to potentially morally injurious events (>40%) and depression (approximately 30%). Surgery nurses reported the highest exposure to potentially morally injurious events. Major depression was identified in approximately 30% of participants in all categories, but less than 10% reported consuming antidepressants. A total of 31% to 49% of participants reported sleep disorders and 16% to 21% reported consuming regularly hypnotics. Physicians reported high hazardous drinking behaviour and nurse assistant high smoking rates. Conclusions and Implications for Nursing Management Our results suggest that preventing burnout and depression in health care workers is a priority. To reach this goal, nursing managers could develop some interventions to reduce psychological demand and increase personal accomplishment and social support between colleagues, and prevent sustained bullying at the workplace and health risk behaviours. These interventions should be further developed and evaluated.

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Section: Population and Methodsmentioning

confidence: 99%

Work environment and mental health in nurse assistants, nurses and health executives: Results from the AMADEUS study

Lucas

Colson

Boyer

et al. 2022

J Nursing Management

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“…31 To a certain extent, the conflict between work and family can reduce their efficiency, enthusiasm, and service quality and increase their fatigue. 32 However, the impacts of shift work on nurse fatigue and work-family conflicts, especially among Chinese nurses in intensive care units, are not well understood.…”

Section: Shift Work Interferes With Sleep Rhythms and Causes Sleep Fr...mentioning

confidence: 99%

“…Several studies have demonstrated that work–family conflict significantly impacts shift workers' fatigue levels, such as ferry shipping employees 30 and married male physicians 31 . To a certain extent, the conflict between work and family can reduce their efficiency, enthusiasm, and service quality and increase their fatigue 32 . However, the impacts of shift work on nurse fatigue and work–family conflicts, especially among Chinese nurses in intensive care units, are not well understood.…”

Section: Introductionmentioning

confidence: 99%

Effects of shift work schedules, compensatory sleep, and work–family conflict on fatigue of shift‐working nurses in Chinese intensive care units

Chen

Sun

et al. 2023

Nursing in Critical Care

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BackgroundShift work is inevitable for nurses in intensive care units. Various studies explored nurses' fatigue in multiple hospital wards. However, few studies focused on fatigue among nurses in intensive care units.AimsTo determine the association between shift work schedules, compensatory sleep, work–family conflict, and fatigue of shift‐working nurses in critical care units.DesignA descriptive cross‐sectional multi‐center study was conducted in March 2022 among intensive care nurses from five hospitals.MethodsData were collected by online survey, including self‐designed demographic questions, the Fatigue Scale‐14, the Chinese adult daytime sleepiness scale, and the work‐family scale. Pearson correlation was conducted for bivariate analysis. Independent‐sample t‐test, one‐way ANOVA, and multiple linear regression analysis were performed to examine fatigue‐related variables.ResultsA total of 326 nurses responded to the survey with an effective response rate of 74.9%. The mean scores of physical fatigue and mental fatigue were 6.80 and 3.72, respectively. The bivariate analyses showed that work–family conflict was positively correlated with physical (r = 0.483, p < .001) and mental fatigue (r = 0.406, p < .001). Multiple linear regression results showed that work–family conflict, daytime sleepiness, and shift system were statistically significant factors influencing physical fatigue (F = 41.793, p < .001). Work–family conflict, sleep duration after the night shift, and daytime sleepiness were the main influencing factors of mental fatigue (F = 25.105, p < .001).ConclusionsNurses with higher work–family conflict, daytime sleepiness, and working 12‐h shifts have higher levels of physical fatigue. Higher work–family conflict, shorter sleep duration after night shifts, and daytime sleepiness are associated with higher mental fatigue among intensive care nurses.Relevance to Clinical PracticeNursing managers and nurses should consider work‐family factors and compensatory sleep in their efforts to reduce fatigue. It is necessary to strengthen work‐supporting strategies and compensatory sleep guidance for nurses to promote fatigue recovery.

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“…Tese items tackle leadership support to IPC, accountability of healthcare workers, and the efects of high workload and inadequate time on IPC practices. Tis factor generates an insight that nurses' working environment infuences the nurses' provision of efcient nursing service and efective IPC initiatives [33,34]. During the pandemic, nurses rendered most of their time to patient care, often facing a higher patient load that demands attention [35].…”

Section: Discussionmentioning

confidence: 99%

Assessing the Validity and Reliability of the Russian Version of the Leading a Culture of Quality in Infection Prevention Scale among Nurses in Kazakhstan

Cruz,

Colet,

Almazan

et al. 2023

Journal of Nursing Management

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Background. Worldwide, hospitals are required to prioritize the culture of quality in infection prevention (CQIP) for patient safety. Assessing CQIP is crucial, but there is limited research, especially regarding nurses’ perceptions. Insufficient information exists due to scarcity of validated instruments in local languages to measure CQIP internationally. Purpose. This study assessed the “Leading a Culture of Quality in Infection Prevention Scale” Russian version’s (LCQ-IPS-R) validity and reliability to assess the CQIP of hospitals in Kazakhstan based on nurses’ perceptions. Methods. This study utilized a methodological design and analyzed data from 204 nurses at the “National Research Center for Maternal and Child Health” in Astana City, Kazakhstan. The “cultural and linguistic adaptation” process involved a “forward-backward translation” technique. Content validity and construct validity were examined. Internal consistency reliability was explored for scale reliability. Results. The scale’s mean item range was from 3.56 (SD = 1.22) to 4.40 (SD = 0.85; SD = 0.92). The corrected item-total correlation ranged from 0.321 to 0.707. Six experts rated the I-CVI from 0.83 to 1.00, with an S-CVI/Ave of 0.90. The principal component analysis with Varimax rotation produced four distinct components of the LCQ-IPS-R, explaining 69.8% of the total variance. The tests of correlation between the LCQ-IPS-R’s four components revealed medium to large positive associations among the components (r = 0.25–0.55, p < 0.001 ). The computed α for the LCQ-IPS-R was 0.909 while α values from four subscales ranged from 0.809 to 0.921. Conclusions/Implications for Practice. This study provides evidence of the LCQ-IP-R’s reliability and validity in evaluating Russian-speaking nurses’ perception of their hospital’s CQIP. These findings open the door for further research on CQIP in healthcare settings in Kazakhstan, Central Asia, and other Russian-speaking countries. The scale provides essential baseline information to design effective interventions for achieving hospitals’ infection prevention objectives.

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Potential effects of the nursing work environment on the work-family conflict in operating room nurses

Cited by 7 publications

References 20 publications

Work environment and mental health in nurse assistants, nurses and health executives: Results from the AMADEUS study

Work environment and mental health in nurse assistants, nurses and health executives: Results from the AMADEUS study

Effects of shift work schedules, compensatory sleep, and work–family conflict on fatigue of shift‐working nurses in Chinese intensive care units

Assessing the Validity and Reliability of the Russian Version of the Leading a Culture of Quality in Infection Prevention Scale among Nurses in Kazakhstan

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