The relationship between nursing leadership and nurses' job satisfaction in Canadian oncology work environments

Cummings, Greta G.; Olson, Kärin; Hayduk, Leslie A.; Bakker, Debra; Fitch, Margaret I.; Green, Esther; Butler, Lorna; Conlon, Michael

doi:10.1111/j.1365-2834.2008.00897.x

Cited by 88 publications

(88 citation statements)

References 25 publications

(38 reference statements)

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“…Some workplaces addressed these concerns by giving nurses increased responsibility and autonomy without providing the additional support required to fulfill their roles (Cummings et al, 2008). The findings indicate that oncology nurses deliver more complex care, which is not reflected in current standards of care.…”

Section: Professional Factors Affecting Oncology Nursing Practicementioning

confidence: 90%

“…In Ontario, more than 24% (15,375), or almost one-quarter, of employed registered nurses in 2007 are eligible for retirement at age 55 (Ontario Nursing Association, 2015). Several studies have persistently and urgently called for immediate action to address nurses' work environments and the shortage of nurses (Bakker et al, 2013;Berry & Curry, 2012;Campbell, 2013;Cummings et al, 2008). These studies report that nurses perceive a loss of control over their personal lives, jobs, and career opportunities.…”

Section: Professional Factors Affecting Oncology Nursing Practicementioning

confidence: 99%

“…Priest (as cited in Cummings et al, 2008) stated that nurses feel more overworked and undervalued due to the limitations placed on practice by employers, which often makes it difficult for them to work to the full scope of practice and their abilities. Increased workload and lack of a systemic response to address the shortage of nurses are sources of intense concern and constraint on nursing care.…”

Section: Professional Factors Affecting Oncology Nursing Practicementioning

confidence: 99%

“…More than 8% of the nursing workforce is absent each week due to illness (Cummings et al, 2008). The Canadian Nurses Association predicts a national shortfall of 113,000 RNs by 2016.…”

Section: Professional Factors Affecting Oncology Nursing Practicementioning

confidence: 99%

See 3 more Smart Citations

Perceived roles of oncology nursing

Lemonde¹,

Payman²

2015

CONJ

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Section: Professional Factors Affecting Oncology Nursing Practicementioning

confidence: 90%

Section: Professional Factors Affecting Oncology Nursing Practicementioning

confidence: 99%

Section: Professional Factors Affecting Oncology Nursing Practicementioning

confidence: 99%

“…More than 8% of the nursing workforce is absent each week due to illness (Cummings et al, 2008). The Canadian Nurses Association predicts a national shortfall of 113,000 RNs by 2016.…”

Section: Professional Factors Affecting Oncology Nursing Practicementioning

confidence: 99%

See 2 more Smart Citations

Perceived roles of oncology nursing

Lemonde¹,

Payman²

2015

CONJ

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“…There is no doubt about the effect of turnover on the job satisfaction and retention of workers including nurses [10]. The higher the turnover rates the lower the retention reached and the more adverse influence on the patients' outcome.…”

Section: Introductionmentioning

confidence: 99%

Nurses Intent to Leave and Job Satisfaction in Hematology/Oncology Areas: Implications for Policy and Practice

Dagamseh¹,

Haddad²

2016

J Nurs Care

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Purpose/objective: To determine how satisfied the nurses are in the Hematology/Oncology areas, to find what extent the expatriate nurses intend to leave their jobs, and to find the relationship between job satisfaction and turnover intention in Hematology/Oncology units. The focus of this study was on measuring the effect of the demographic characteristics of the participants on their intent to leave and to link those characteristics to their job satisfaction.Design: Quantitative descriptive cross sectional research.Method: Study instruments included questions related to demographic characteristics, intent to leave, and the McCloskey Mueller Satisfaction Scale. Data were extracted and analyzed using Statistical Package for Social Scientists (20.V). Univariate descriptive statistics were conducted on the sample's demographic characteristics including gender, age, marital status, nationality and educational level. Bivariate associations between intent to leave and demographic characteristics were tested using Pearson Chi-square. Differences in satisfaction scores between nurses with and without intent to leave were tested using t-test and ANOVA f-test.Results: A total of 223 (68.6% response rate) expatriate nurses employed in the Hematology/Oncology units were surveyed.104 (46.6%) of the participants reported intent to leave within the next 1-3 years. Leavers were less satisfied in all satisfaction subscales than the stayers. Significant Differences were found between marital status and nationalities on one side and intention to leave on the other side (P value=0.027, 0.014, respectively). Predictors of intent to leave were dissatisfaction with different job aspects. Implications for nursing:Findings can be utilized by nursing managers and policy makers to enhance job satisfaction and use it as predictor for intent to leave. Conclusion:Study results predict relationships between job satisfaction and intent to leave the employment within Hematology/Oncology areas or the organization.

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Challenges facing oncology nurses in Jordan: A qualitative study

Zoubi

Saifan²,

Alrimawi

et al. 2019

Health Planning & Management

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Summary Background The literature shows that oncology nurses have more stressors than nurses in other units. They face many challenges both within and outside the work environment that affect them negatively. Most of the reviewed studies concerning these challenges were conducted in developed countries. Aim The purpose of this study was to explore the challenges experienced by oncology nurses in Jordan during their daily practice. Method A qualitative descriptive approach was adopted. Semistructured individual face‐to‐face interviews were conducted with 24 nurses. Participants were selected from oncology departments in one of the biggest governmental hospitals in Jordan. Results Two main themes were drawn from the data analysis. The first discussed the personal challenges that oncology nurses encountered. These included emotional attachment to patients and difficulties in separating work and personal life. The second related to organizational challenges in the work environment, which included the nurses' lack of authority to inform patients about their diseases, nursing staff and supply shortages, and a lack of orientation programs. All of these factors affected the psychological status of the nurses. Conclusions The results of this study indicated that the working environment for oncology nurses is highly stressful and demanding and these nurses face many challenges in their work. The understanding and consideration of these challenges by stakeholders, managers, and organizational leaders would lead to improvements in the nurses' psychological state, thereby enhancing the quality of care in these units and helping with staff retention.

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The relationship between nursing leadership and nurses' job satisfaction in Canadian oncology work environments

Abstract: Oncology nursing work environments can be improved by focusing on modifiable factors such as leadership, staff development and staffing resources, leading to better job satisfaction and hopefully retention of nurses.

Cited by 88 publications

References 25 publications

Perceived roles of oncology nursing

Perceived roles of oncology nursing

Nurses Intent to Leave and Job Satisfaction in Hematology/Oncology Areas: Implications for Policy and Practice

Challenges facing oncology nurses in Jordan: A qualitative study

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