Supervisory Support, Job Stress, and Job Satisfaction Among Long-term Care Nursing Staff

McGilton, Katherine S.; Hall, Linda M.; Wodchis, Walter P.; Petroz, Ursula

doi:10.1097/01.nna.0000285115.60689.4b

Cited by 101 publications

(134 citation statements)

References 16 publications

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“…In line with previous studies [47,48], a substantial number (48%) of the healthcare aides who participated in the TREC study did not speak English as their first language. This provides challenges from a psychometric perspective because a homogenous sample is preferred for psychometric assessments such as confirmatory factor analysis.…”

Section: Discussionsupporting

confidence: 87%

Advancing the argument for validity of the Alberta Context Tool with healthcare aides in residential long-term care

Estabrooks

Squires

Hayduk

et al. 2011

BMC Med Res Methodol

116

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BackgroundOrganizational context has the potential to influence the use of new knowledge. However, despite advances in understanding the theoretical base of organizational context, its measurement has not been adequately addressed, limiting our ability to quantify and assess context in healthcare settings and thus, advance development of contextual interventions to improve patient care. We developed the Alberta Context Tool (the ACT) to address this concern. It consists of 58 items representing 10 modifiable contextual concepts. We reported the initial validation of the ACT in 2009. This paper presents the second stage of the psychometric validation of the ACT.MethodsWe used the Standards for Educational and Psychological Testing to frame our validity assessment. Data from 645 English speaking healthcare aides from 25 urban residential long-term care facilities (nursing homes) in the three Canadian Prairie Provinces were used for this stage of validation. In this stage we focused on: (1) advanced aspects of internal structure (e.g., confirmatory factor analysis) and (2) relations with other variables validity evidence. To assess reliability and validity of scores obtained using the ACT we conducted: Cronbach's alpha, confirmatory factor analysis, analysis of variance, and tests of association. We also assessed the performance of the ACT when individual responses were aggregated to the care unit level, because the instrument was developed to obtain unit-level scores of context.ResultsItem-total correlations exceeded acceptable standards (> 0.3) for the majority of items (51 of 58). We ran three confirmatory factor models. Model 1 (all ACT items) displayed unacceptable fit overall and for five specific items (1 item on adequate space for resident care in the Organizational Slack-Space ACT concept and 4 items on use of electronic resources in the Structural and Electronic Resources ACT concept). This prompted specification of two additional models. Model 2 used the 7 scaled ACT concepts while Model 3 used the 3 count-based ACT concepts. Both models displayed substantially improved fit in comparison to Model 1. Cronbach's alpha for the 10 ACT concepts ranged from 0.37 to 0.92 with 2 concepts performing below the commonly accepted standard of 0.70. Bivariate associations between the ACT concepts and instrumental research utilization levels (which the ACT should predict) were statistically significant at the 5% level for 8 of the 10 ACT concepts. The majority (8/10) of the ACT concepts also showed a statistically significant trend of increasing mean scores when arrayed across the lowest to the highest levels of instrumental research use.ConclusionsThe validation process in this study demonstrated additional empirical support for construct validity of the ACT, when completed by healthcare aides in nursing homes. The overall pattern of the data was consistent with the structure hypothesized in the development of the ACT and supports the ACT as an appropriate measure for assessing organizational context in nursing homes. ...

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Section: Discussionsupporting

confidence: 87%

Advancing the argument for validity of the Alberta Context Tool with healthcare aides in residential long-term care

Estabrooks

Squires

Hayduk

et al. 2011

BMC Med Res Methodol

116

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“…This finding is contrary to a previous study in which supervisor support was negatively related to stress as measured by the R-ENSS among nursing assistants in long-term care (McGilton et al, 2007). While this relationship hasn"t been previously tested in a sample of new nurses, in a study of new teachers, neither coworker nor supervisor support had significant effects on stress (Bradley, 2007).…”

Section: Research Question Twocontrasting

confidence: 56%

“…The alpha coefficient in a sample of 222 nurse aides in long-term care was 0.82 for the whole scale with the subscale coefficient alphas ranging between 0.65 and 0.88 (McGilton, McGillis Hall, Wodchis & Petroz, 2007).…”

Section: Supplementary Measure Of Stressmentioning

confidence: 99%

“…In a review of the literature, Lu et al (2005) found that sources of job satisfaction included relationships with coworkers and supervisors. Chu et al (2003) found that support from coworkers was a significant correlate of job satisfaction while supervisory support had a positive relationship to the job satisfaction of nurses" aides in long-term care (McGilton et al, 2007).…”

Section: Research Question Twomentioning

confidence: 99%

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Prince Edward Island: Building Capacity – The Implementation of a Critical Care/Emergency Program

Cotton

2012

cjnl

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The difficulties new nurses experience when first entering acute care work environments have been recognized since Kramer"s seminal work in the 1970s. Despite the implementation of interventions designed to help ease the transition, the literature continues to report that new graduates undergo stress when beginning their careers as nurses. The purpose of this study was to examine the effects of perceived demands, control, social support and self-efficacy on the job stress, job satisfaction and intention to leave of new nurses.The conceptual framework used in the study was Karasek"s (1979) Job DemandsControl-Support (JDC-S) model. This model posits that job demands increase employee stress, but that increasing control can alleviate the negative effects of high demands. Social support and self-efficacy were included in this study as potential moderators of the relationships between demands and control and the outcome variables. This was an exploratory study that utilized a cross-sectional survey was used to gather data. Surveys were mailed to the homes of new nurses working in acute care hospitals across Ontario, Canada.Data were received from 232 new nurses, a response rate of 23.8%. Nurses in the sample had an average of 18.2 months of experience. Data were analyzed using separate hierarchical iii regression models for each dependent variable. The results showed that the main effects of job demands, social support and self-efficacy provided partial support for the JDC-S model when examining job stress, job satisfaction and intention to leave the job. Only self-efficacy was significantly related to intention to leave the profession. There was no evidence of moderating effects of social support or self-efficacy. An understanding of factors in the work environment that influence new nurses may assist in supporting them during the transition. By exploring the effects of demands, control, social support and self-efficacy on new graduates" job stress, job satisfaction and intention to leave, this study may provide direction to nursing leaders who are working new nurses in acute care.iv ACKNOWLEDGEMENTS

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“…Furthermore, enhancing knowledge, building an education system that boosts the acquisition of technical skills, and facilitating a good relationship with a senior mentor can aid in reducing work stress. [21] …”

Section: Strategies To Promote Intention To Continue Employmentmentioning

confidence: 99%

Factors influencing intention to continue employment in Japanese hospital nurses working at tertiary emergency medical facilities

Honda

Takamizawa²

2017

JNEP

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Objective: The study purpose was to investigate influencing factors related to nurses' intention to continue employment in tertiary emergency medical facilities. Methods: A self-report questionnaire survey was conducted, and responses were collected by mail. We investigated seven factors associated with the intention to remain employed that were determined by preliminary research. Data were analyzed using a covariance structure analysis. Results: Of the 561 responses received, 461 were found to be valid for analysis. A model showing relationships among the five factors (organizational commitment, job stress, job satisfaction, nurse-physician collaboration, and intention to remain employed) was created. Organizational commitment and job stress were directly related to intention to continue employment, while, nurse-physician collaboration demonstrated effects on the entire model. Conclusions: The strongest factor observed was organizational commitment. The types of institutions examined in the present study almost exclusively treat seriously ill patients. This may explain why nurse-physician collaboration affected the entire model. In a tertiary emergency facility, a nurse can more easily play a critical role in the healthcare process. In the future, it will be important to consider these factors when creating an organizational climate conducive to continued employment.

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Supervisory Support, Job Stress, and Job Satisfaction Among Long-term Care Nursing Staff

Abstract: The results suggest that supervisory support for NAs is an important determinant of NAs' job satisfaction.

Cited by 101 publications

References 16 publications

Advancing the argument for validity of the Alberta Context Tool with healthcare aides in residential long-term care

Advancing the argument for validity of the Alberta Context Tool with healthcare aides in residential long-term care

Prince Edward Island: Building Capacity – The Implementation of a Critical Care/Emergency Program

Factors influencing intention to continue employment in Japanese hospital nurses working at tertiary emergency medical facilities

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