The Impact of Social Work Environment, Teamwork Characteristics, Burnout, and Personal Factors Upon Intent to Leave Among European Nurses

Estryn-Béhar, M.; Heijden, B.I.J.M. van der; Ogińska, Halszka; Camerino, D.; Nézet, Olivier Le; Conway, Paul Maurice; Fry, Clémentine; Hasselhorn, Hans Martin

doi:10.1097/mlr.0b013e31806728d8

Cited by 202 publications

(205 citation statements)

References 31 publications

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“…Underappreciation has been consistently reported in studies of working conditions and is one of the main reasons associated to the shortage of nursing providers in many developed countries 7 and growing withdrawal from the nursing profession in Brazil. 3 This study corroborates fi ndings in other populations, 18 showing that the two models (demand-control and effort-reward) are complementary.…”

Section: Discussionmentioning

confidence: 99%

“…8 Because of this workload some providers end up withdrawing from work due to health problems 19 and giving up this occupation prematurely. 7 there are many studies on nursing, they do not assess the relationship between nurses' perceptions of their working conditions and health-related quality of life (HRQL). 3,4,14,16 HRQL is a concept and/or a form of assessment of health condition that has gained relevance in patient populations in recent decades.…”

Section: Introductionmentioning

confidence: 99%

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Health-related quality of life and working conditions among nursing providers

Silva

Souza²,

Borges

et al. 2010

Rev. Saúde Pública

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OBJECTIVE:To evaluate working conditions associated with health-related quality of life (HRQL) among nursing providers. METHODS:Cross-sectional study conducted in a university hospital in the city of São Paulo, Southeastern Brazil, during 2004Brazil, during -2005. The study sample comprised 696 registered nurses, nurse technicians and nurse assistants, predominantly females (87.8%), who worked day and/or night shifts. Data on sociodemographic information, working and living conditions, lifestyles, and health symptoms were collected using self-administered questionnaires. The following questionnaires were also used: Job Stress Scale, Effort-Reward Imbalance (ERI) and Medical Outcomes Study 36-Item Short-Form Health Survey (SF-36). Ordinal logistic regression analysis using proportional odds model was performed to evaluate each dimension of the SF-36. RESULTS:Around 22% of the sample was found to be have high strain and 8% showed an effort-reward imbalance at work. The dimensions with the lowest mean scores in the SF-36 were vitality, bodily pain and mental health. High-strain job, effort-reward imbalance (ERI>1.01), and being a registered nurse were independently associated with low scores on the role emotional dimension. Those dimensions associated to mental health were the ones most affected by psychosocial factors at work. CONCLUSIONS:Effort-reward imbalance was more associated with health than high-strain (high demand and low control). The study results suggest that the joint analysis of psychosocial factors at work such as effort-reward imbalance and demand-control can provide more insight to the discussion of professional roles, working conditions and HRQL of nursing providers. Psychosocial and work organization factors have been special objects of interest of study and interventions in the light of the precarious and unstable relationship between work and production, 19 the nature of illnesses among workers, and a growing concern with people's well-being and quality of life.Psychosocial factors at work are associated to the interaction between environment and working conditions, job duties and individual worker characteristics taking into account all their features and demands, including those outside the work environment. Workers' health and work performance are affected by these interactions and their experience. 11 Studies with populations of workers have suggested that psychosocial stressors such as high psychological strain, lack of control and social support, high effort and reward at work and overcommitment can be associated RESUMO OBJETIVO: Avaliar condições de trabalho associadas à qualidade de vida relacionada à saúde entre profi ssionais de enfermagem. MÉTODOS:Estudo transversal realizado em um hospital universitário de São Paulo, SP, em 2004SP, em -2005. A população estudada foi de 696 enfermeiros, técnicos e auxiliares de enfermagem, predominantemente feminina (87,8%) e que trabalhava em turnos diurnos e/ou noturnos. Os dados sociodemográfi cos, de condições de trabalho e de vida...

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Health-related quality of life and working conditions among nursing providers

Silva

Souza²,

Borges

et al. 2010

Rev. Saúde Pública

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“…[9][10][11] Other personal factors, such as having dependents in the household, were shown to be negatively associated with organizational and professional turnover. [4,21,22] The relationship between nurses' level of education and organizational and professional turnover is less clear. Certain studies reported a positive relationship, with more educated nurses being more likely to leave an organization, whereas other studies suggested that nurses with higher educational levels (e.g.…”

Section: Individual Factorsmentioning

confidence: 99%

“…A study of hospital-based nurses from ten European countries reported that nurses' perceptions about career development opportunities were associated with increased intent to leave both organization or profession. [21] Pay and other benefits have been shown to influence nurses' intent to leave an organization and is more important for males than females. [23] However, Frijters et al reported that an increase in nurses' pay had a low impact on retention rates, which suggests that an increase in pay alone will not solve the organizational turnover issue.…”

Section: Social Work Environmentmentioning

confidence: 99%

Analyzing U.S. nurse turnover: Are nurses leaving their jobs or the profession itself?

Mazurenko

Gupte

Shan

2015

JHA

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“…In a large European survey involving more than 28,000 nurses, a high burnout score was associated with nurses' intent to leave their work setting [7]. The regular surveillance of these symptoms may prove valuable to facilitate the identification of nursing staff and ICU physicians who might benefit from additional support and to directly ascertain from interprofessional workers those potentially modifiable organizational factors they perceive to aggravate their symptoms.…”

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confidence: 99%