Reward frustration at work and intention to leave the nursing profession—Prospective results from the European longitudinal NEXT study

Li, Jian; Galatsch, Michael; Siegrist, Johannes; Müller, Bernd; Hasselhorn, Hans Martin

doi:10.1016/j.ijnurstu.2010.09.011

Cited by 112 publications

(109 citation statements)

References 30 publications

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“…However, they had no significant difference between occupational grades for mean effort score (for males) and over commitment (females and males) [43]. This is against our results because nurse managers had a higher reward and over commitment score than nurses or nurse aids [16,27,59] and even physicians, according to one study [62]. Two hypotheses may explain these contradictory results.…”

Section: Occupational Depressive Symptoms Of Nurse Managers O R I G Icontrasting

confidence: 72%

“…For registered nurses and nursing aids, they found a mean effort score of 18.6 (SD = 4.4) and 16.9 (SD = 4.4), respectively, and a mean reward score of 18.5 (SD = 4.9) and 18.3 (SD = 4.4) [16]. Li et al [27] described the results of the Press Next study, among the French sample of female registered nurses. They had a mean effort score of 15.4±4.2 and a mean reward score of 18.8±6.3 [27].…”

Section: Occupational Depressive Symptoms Of Nurse Managers O R I G Imentioning

confidence: 99%

“…Li et al [27] described the results of the Press Next study, among the French sample of female registered nurses. They had a mean effort score of 15.4±4.2 and a mean reward score of 18.8±6.3 [27]. In Shanghai, Xie et al studied a female nurse population with a mean effort-score of 18.9±5.4 and a mean reward score of 21.1±8.11 [59].…”

Section: Occupational Depressive Symptoms Of Nurse Managers O R I G Imentioning

confidence: 99%

“…Nurse managers in hospital are more scarcely studied compared with other health care workers. Some stu dies have produced insights about their ill-being, degree of satisfaction, leadership and recruitment [25][26][27]. But very few studies analysed their health in relation to their organisational work environment.…”

Section: Introductionmentioning

confidence: 99%

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Psychosocial and organizational work environment of nurse managers and self-reported depressive symptoms: Cross-sectional analysis from a cohort of nurse managers

Nourry¹,

Luc²,

Lefèbvre³

et al. 2014

International Journal of Occupational Medicine and Environmental Health

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Objectives:The association between depressive symptoms and psycho-organisational work environment has been established in the literature. Some studies have evaluated depressive symptoms in healthcare workers, but little research has been carried out among nurse managers. The aim of the study is to evaluate the depressive symptoms prevalence among nurse managers' population and work environment factors. Material and Methods: A descriptive correlational research design was used. Data were collected from 296 nurse managers in five hospitals in the eastern area of France between 2007 and 2008. Health outcomes were evaluated by measuring depressive symptoms (CES-D scale), the exposure data by assessing psycho-organisational work environment with effort-reward imbalance-model of Siegrist. Multiple logistic regressions were used to describe the strength of the association between depressive symptoms and effort-reward imbalance adjusted for personal and occupational chara cteristics of the nurse managers. Results: Among the nurse managers, a third had depressive symptoms, and 18% presented an effort-reward imbalance (ratio: ≥ 1). A significant association was found between depressive symptoms and effort-reward imbalance (OR = 10.81, 95% CI: 5.1-23, p < 10 -3 ), and with esteem as a reward (OR = 3.21, 95% CI: 1.6-6.3, p < 10 -2 ). Conclusion: In view of the hierarchical situation of nurse managers and their primary roles in hospitals, it is necessary to take prevention measures to improve their work environment and health. nurse managers and showed that personal (lack of coreself evaluation) and situational (effort-reward imbalance ratio) factors were significant predictors of the score of burnout [30]. In France, only 2 studies about the health of nurse managers were published. Fanello et al. [31] analysed the mental health of 97 nurse managers using the standardised mental health questionnaire -GHQ-12 for health -questions to define their social and occupational characteristics and workplace experience. They demonstrated that 1/3 of participants were considered to be in psychological distress, that the lack of reward was associated with psychological distress of nurse managers. The second study was the European Press Next study carried out in France among a population of health care workers including nurse managers [32]. A total of 28% of nurse managers reported suffering from mental diseases. Associations between the organisational work environment, stress and depressive symptoms have been established in the literature in the general population [33][34][35]. To describe the psycho-organisational work environment, different scales were established and validated. The 2 models from Karasek [36,37] and Siegrist [38,39] were translated into French, and their psychometric properties were studied in the French population [40][41][42][43][44]. Several studies showed links between the effort-reward imbalance and depressive symptoms or self-health assessments. The risk of depression ranged from 1.5 to 4.6 with the effo...

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Section: Occupational Depressive Symptoms Of Nurse Managers O R I G Icontrasting

confidence: 72%

Section: Occupational Depressive Symptoms Of Nurse Managers O R I G Imentioning

confidence: 99%

Section: Occupational Depressive Symptoms Of Nurse Managers O R I G Imentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Psychosocial and organizational work environment of nurse managers and self-reported depressive symptoms: Cross-sectional analysis from a cohort of nurse managers

Nourry¹,

Luc²,

Lefèbvre³

et al. 2014

International Journal of Occupational Medicine and Environmental Health

View full text Add to dashboard Cite

show abstract

“…Previous studies have shown that nurses feel frustration with regard to rewards. They are not satisfied with salary levels, slow job promotion and insufficient respect they receive at work [29]. Similarly to nurses from other European countries, Polish nurses put a lot of effort at work.…”

Section: Introductionmentioning

confidence: 99%

The role of rewards and demands in burnout among surgical nurses

Basińska¹,

Wilczek‐Rużyczka²

2013

International Journal of Occupational Medicine and Environmental Health

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Objective: Job rewards have both, an intrinsic and an extrinsic motivational potential, and lead to employees' development as well as help them to achieve work goals. Rewards can balance job demands and protect from burnout. Due to changes on the labour market, new studies are needed. The aim of our study was to examine the role of demands and individual rewards (and their absence) in burnout among surgical nurses. Materials and Methods: The study was conducted in 2009 and 2010 with 263 nurses who worked in surgical wards and clinics in hospitals in Southern Poland. The hypotheses were tested by the use of measures of demands and rewards (Effort-Reward Imbalance Questionnaire by Siegrist) and burnout syndrome (Maslach Burnout Inventory). A cross-sectional, correlational study design was applied. Results: Nurses experienced the largest deficiencies in salary and prestige. Exhaustion was explained by stronger demands and lack of respect (large effect). Depersonalization was explained by stronger demands, lack of respect and greater job security (medium effect). Reduced personal achievement was explained by more demands and greater job security (small effect). Conclusions: Excessive demands and lack of esteem are key reasons for burnout among surgical nurses. Job security can increase burnout when too many resources are invested and career opportunities do not appear. These results may help to improve human resource management in the healthcare sector.

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The mediating effect of exhaustion in the relationship between effort-reward imbalance and turnover intentions: A 4-year longitudinal study from Sweden

Leineweber

Bernhard‐Oettel

Eib

et al. 2021

Journal of Occupational Health

Self Cite

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Objectives Earlier studies suggest that imbalance between effort and reward at work associates with exhaustion. Others have found that exhaustion increases turnover intentions; an important precursor of actual turnover that also associates with counterproductive work behaviors. Few, however, have studied the associations between effort‐reward imbalance (ERI) and employees’ intentions to leave their current employment, and whether exhaustion is underpinning that relationship. Here, we investigate the mediating role of exhaustion in the effort‐reward imbalance – turnover intentions relationship. Methods Data from three waves covering a time span of four years from the Swedish Longitudinal Occupational Survey of Health (SLOSH) were analysed using structural equation modeling. Cross‐lagged mediation analyses were conducted to estimate if associations from ERI to subsequent turnover intentions were mediated by exhaustion. Other causal directions (direct and reversed direct effects, reversed mediation) were also examined. Results A direct path from ERI T1 to turnover intentions T2 was found, but not from ERI T2 to turnover intentions T3. Additionally, results showed that ERI at time points T1/T2 associated significantly with exhaustion two years later (T2/T3). Also, exhaustion at T1 showed a small but statistically significant direct association with turnover intentions at T2 (no association was found between exhaustion T2 and turnover intentions T3). A small, but statistically significant indirect effect from ERI to turnover intentions was found (estimate 0.005; 95% CI 0.002‐0.010). Conclusions Providing a good balance between effort and reward for workers is essential to protect employee health and help retain employees in the organization.

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Reward frustration at work and intention to leave the nursing profession—Prospective results from the European longitudinal NEXT study

Cited by 112 publications

References 30 publications

Psychosocial and organizational work environment of nurse managers and self-reported depressive symptoms: Cross-sectional analysis from a cohort of nurse managers

Psychosocial and organizational work environment of nurse managers and self-reported depressive symptoms: Cross-sectional analysis from a cohort of nurse managers

The role of rewards and demands in burnout among surgical nurses

The mediating effect of exhaustion in the relationship between effort-reward imbalance and turnover intentions: A 4-year longitudinal study from Sweden

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