The Relationship Between Nurses' Quality of Work-Life on Organizational Loyalty and Job Performance in Saudi Arabian Hospitals: A Cross-Sectional Study

AL-Dossary, Reem

doi:10.3389/fpubh.2022.918492

Cited by 9 publications

(7 citation statements)

References 28 publications

(43 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…In the view of Thornicroft and Semrau (2019), quality healthcare delivery illustrates an application of medical sciences and technology in such a manner that offers optimal gain to patients without an increased risk. Al-Dossary (2022) classified three core components of quality: (1) technical quality, (2) interpersonal quality and (3) facilities quality. The technical quality describes the efficacy of care in obtaining accomplished healthcare benefits.…”

Section: Introductionmentioning

confidence: 99%

Personnel brain-drain syndrome and quality healthcare delivery among public healthcare workforce in Nigeria

Akinwale

George

2022

AGJSR

View full text Add to dashboard Cite

PurposeThe mass exodus of the professional healthcare workforce has become a cankerworm for a developing nation like Nigeria, and this worsens the already depleted healthcare systems in underdeveloped nation. This study investigated the rationale behind medical workers' brain-drain syndrome and the quality healthcare delivery in the Nigerian public healthcare sector.Design/methodology/approachTo stimulate an understanding of the effect of the phenomenon called brain drain, the study adopted a diagnostic research design to survey the public healthcare personnel in government hospitals. The study administered a battery of adapted research scales of different measures to confirm the variables of interest of this study on a probability sampling strategy. The study surveyed 450 public healthcare sector employees from four government hospitals to gather pertinent data. The study used a structural equation model (SEM) and artificial neural networks (ANNs) to analyse the collected data from the medical personnel of government hospitals.FindingsThe findings of this study are significant as postulated. The study discovered that poor quality worklife experienced by Nigerian medical personnel was attributed to the brain-drain effect and poor healthcare delivery. The study further demonstrated that job dissatisfaction suffered among the public healthcare workforce forced the workforce to migrate to the international labour market, and this same factor is a reason for poor healthcare delivery. Lastly, the study discovered that inadequate remuneration and pay discouraged Nigerian professionals and allied healthcare workers from being productive and ultimately pushed them to the global market.Originality/valuePractically, this study has shown three major elements that caused the mass movement of Nigerian healthcare personnel to other countries of the world and that seems novel given the peculiarity of the Nigerian labour market. The study is original and novel as much study has not been put forward in the public healthcare sector in Nigeria concerning this phenomenon.

show abstract

Section: Introductionmentioning

confidence: 99%

Personnel brain-drain syndrome and quality healthcare delivery among public healthcare workforce in Nigeria

Akinwale

George

2022

AGJSR

View full text Add to dashboard Cite

show abstract

“…This would create an increased workload for Saudi workers, leading to unfortunate instances of their loss. Loyalty concerns among both non-Saudi and Saudi nurses further emphasize the need for an effective strategy that offers better professional development opportunities and supports job satisfaction for nurses in Saudi Arabia [16].…”

Section: Introductionmentioning

confidence: 99%

Exploring the Factors behind Nurses’ Decision to Leave Clinical Practice: Revealing Causes for Leaving and Approaches for Enhanced Retention

Alanazi,

Bahari,

Alzahrani

et al. 2023

Healthcare

View full text Add to dashboard Cite

Nursing turnover has emerged as an urgent concern with a substantial influence on the financial efficiency and quality of care in healthcare frameworks worldwide. This study determined important factors associated with nurses’ intentions to leave and what would bring them back. This was a cross-sectional, multisite study of nurses in three public hospitals. Convenience sampling was used to recruit 205 nurses from the selected hospitals. A questionnaire was used to measure demographic and professional background information, current job satisfaction, and the intention to leave work and return. Bivariate and multivariate analyses were run using SPSS. This study revealed that both job satisfaction (M = 47.26, SD = 11.59, range: 19–76) and intent to leave a current job (M = 14.18, SD = 4.36, range: 4–20) were reported at moderate levels. There were significant differences reported between the scores of nationality and job satisfaction (p < 0.05) and between the means of income level and intention to leave (p < 0.05). There was also a significant, negative association between satisfaction and intention to leave (r = −0.551, p < 0.05). In regression, income level (β = 0.159, p = 0.021), incentives (β = 0.186, p = 0.002), hospital type (β = 0.189, p = 0.005), and intention to leave (β = −0.454, p < 0.001) significantly influenced satisfaction. Gender (β = −0.122, p = 0.037) and nationality (β = −0.210, p = 0.007) were found to influence the intention to leave among participants significantly. In conclusion, this study indicated that job satisfaction and intention to leave are important factors affecting nurses’ enthusiasm. Incentives also had a positive impact on increasing nurses’ satisfaction levels. Future research studies should investigate what factors might lead to improved monthly salaries and provide more incentives among nurses.

show abstract

“…The definition of the quality of work life is that of a worker’s satisfaction with his or her work, and it is influenced by an individual’s feelings and perceptions ( Mosadeghrad et al, 2011 ; Al-Dossary, 2022 ). Studies in various demographics discovered a substantial positive correlation between employees’ work engagement and quality of work life ( Kanten and Sadullah, 2012 ).…”

Section: Introductionmentioning

confidence: 99%

Psychological resilience and work engagement of Chinese nurses: a chain mediating model of career identity and quality of work life

Meng,

Zhang,

Zan

et al. 2023

Front. Psychol.

View full text Add to dashboard Cite

AimTo investigate how nurses’ psychological resilience affects their work engagement and the resulting pathways, namely, the intermediary effect of career identity and quality of work life.BackgroundPsychological resilience is the ability to adapt to new circumstances and overcome difficulties. Work engagement is a positive, perfect emotional and cognitive state in the work process, which has a positive effect on nurses’ physical and mental health and career development. The importance of psychological resilience in nursing is growing in popularity. However, few studies have explored the relationship between psychological resilience and nurses’ work engagement.DesignThis is a cross-sectional study.MethodsFrom March to April 2023, 356 nurses in the First Affiliated Hospital of Jinzhou Medical University in China received valid questionnaires. The study was surveyed using the Connor-Davidson, Resilience Scale, the Nursing Career Identity Scale, the Work-Related Quality of Life Scale, and the 15-item Utrecht Work Engagement Scale. Process version 3.5 plug-in SPSS 25 was used to test the mediating effect.Results(1) Psychological resilience was significantly and positively correlated with career identity, quality of work life, and work engagement (r = 0.702–0.803, p < 0.001). (2) Career identity and quality of work life partially mediated the relationship between psychological resilience and work engagement, with effect sizes of 0.2382 and 0.0958, respectively. (3) There was a chain mediation model between psychological resilience and work engagement that had a value of 0.1219.ConclusionCareer identity and quality of work life played a chain-mediating role between psychological resilience and work engagement. Thus, in order to enhance the work engagement of clinical nurses, it is necessary for nursing managers to take measures to enhance not only psychological resilience but also their career identity and the quality of work life.

show abstract

The Relationship Between Nurses' Quality of Work-Life on Organizational Loyalty and Job Performance in Saudi Arabian Hospitals: A Cross-Sectional Study

Cited by 9 publications

References 28 publications

Personnel brain-drain syndrome and quality healthcare delivery among public healthcare workforce in Nigeria

Personnel brain-drain syndrome and quality healthcare delivery among public healthcare workforce in Nigeria

Exploring the Factors behind Nurses’ Decision to Leave Clinical Practice: Revealing Causes for Leaving and Approaches for Enhanced Retention

Psychological resilience and work engagement of Chinese nurses: a chain mediating model of career identity and quality of work life

Contact Info

Product

Resources

About