Scientific basis for theories we can learn from nurses
Leadership
Nursing is people-centered and leadership issues are critical to the success of the work.
Managerial leadership style is considered to be an important determinant of nurse job satisfaction and retention, and with the global nursing shortage, health care workforce imbalance, increasing health care costs, and expanding workloads, it has become imperative to examine the role of nurse managers' leadership styles on staff outcomes.
Using Path-Goal Leadership Theory as a systematic framework, this study examined nurse managers' leadership styles and their impact on nurses' job satisfaction and willingness to stay in their current positions.
The Study
A cross-sectional survey design was used to collect data from a sample of 273 nursing staff in five hospitals in the Eastern Region of Ghana. Descriptive and regression analyses were conducted using SPSS version 18.0.
Conclusions.
Nurse managers used situational leadership styles, with directive followed by achievement-oriented and participative leadership styles, and staff showed moderate job satisfaction.
These styles explained 29% of the variance in staff job satisfaction, and there was low intention among nursing staff to stay in their current positions. (2.64 out of 5)
More than half of the nursing staff (51.7%) intended to leave their current place of work, with 20% of them actively seeking opportunities to leave.
Nurse managers' leadership styles statistically explained 13.3% of the staff's intention to remain in their current positions.
These findings have tremendous implications for human resources for nursing practice, administration, education, and health policy, which will lead to better staff retention and job satisfaction, and ultimately, better patient care.
Asamani, JA, Naab, F., and Ofei, AMA (2016). The impact of leadership style in nursing management on staff outcomes Journal of Health Sciences, 6(1), 23-36. https://doi.org/10.17532/jhsci.2016.266
Predicting bullying among nurses.
Bullying among nurses is a widely recognized problem with important consequences for nurses, patients, and healthcare organizations. This study was undertaken to study the relationship between role conflict, negative affect, and core self-esteem with bullying in nurses.
In this cross-sectional study.
329 nurses were selected through census method and data were collected using PANAS scale (negative affect), Role Conflict Questionnaire, Core Self-Evaluation Scale (CSES) and Negative Action Questionnaire - Revised (NAQ-R). Data were analyzed using t-test, one-way analysis of variance, Pearson correlation coefficient, and multiple regression analysis using SPSS software (v. 22).
Results.
There is a significant difference in the mean score of bullying by gender and ward affiliation.
The effects of other variables (marital status, education level, years of experience, age group, and job position) were not meaningful. The results of the Pearson correlation analysis showed that there was a significant positive relationship between role conflict and negative impact of bullying.
There is also a significant negative relationship between core self-esteem and bullying. Furthermore, the results of the regression analysis revealed that negative affect, role conflict, and gender can significantly predict 44% of the variance in bullying.
In conclusion, negative affect, role conflict, and core self-esteem were determined to be good predictors of bullying among nurses, as also found in the results.
Homayuni, A., Hosseini, Z., Aghamolaei, T. et al. Which nurses are victims of bullying: the role of negative affect, core self-evaluations, role conflict and bullying in the nursing staff. BMC Nurs 20, 57 (2021). Available at: https://doi.org/10.1186/s12912-021-00578-3
Reasons for nurse turnover
A shortage of nurses and high turnover rates are common in the Taiwanese health care industry, and few studies seem to have investigated the psychological factors associated with nurse retention. In fact, it appears that hospitals often provide education in medicine and medical humanities to nurses in order to increase psychological satisfaction. The purpose of this study was to investigate the factors that influence the retention of nursing staff in their jobs in relation to different levels of needs, and to investigate whether medical humanities education is associated with the retention of nursing staff.
In this study, we
A self-administered questionnaire was used to survey nurses working in northern Taiwan, and the design of the questionnaire was based on the six levels of Maslow's Hierarchy of Needs.
Participation was voluntary, participants signed an informed consent document, and the self-administered questionnaire was distributed to a total of 759 participants and returned for 729 participants (96.04% response rate). Logistic regression analysis was used to estimate the influence of older adults on nurse-reported intention to stay after adjusting for nurse characteristics (gender and age).
Results.
Pearson correlation analysis revealed that nurses' willingness to continue working was moderately correlated with "physical needs," "safety needs," "love and belonging needs," and "respect needs.
It was also found to be highly correlated with "needs for self-actualization" and "needs related to education in the medical humanities.
The odds ratio for retention of nurses with less than one year of service (OR = 4.511, P = .002) was significantly higher than those with one to three years of service (OR = 3.248, P = .003) and those with five to ten years of work experience.
In conclusion, it is stated that the educational program described in the beginning of the study may not be working well and the system to accept nurses should be strengthened.
Chiao, LH., Wu, CF., Tzeng, IS. et al. Exploring factors influencing the retention of nurses in a religious hospital in Taiwan: a cross-sectional quantitative study. BMC Nurs 20, 42 (2021). Available at: https://doi.org/10.1186/s12912-021-00558-7
Symptoms are alleviated by the way nurses treat them.
A cross-sectional quantitative study of nurses in a religious hospital in Taiwan: a cross-sectional quantitative study. What is the study?
What does the study involve?
It included 365 lung cancer patients with 30 oncology nurses participating between October 2016 and May 2017.
Killer (NK)-cell activity was observed on admission and at discharge using flow cytometric analysis to measure the cellular immunity of patients, including T-cell subsets and natural.The empathy of the oncology nurses was measured by the Jefferson Scale of Empathy (JSE, Chinese version).
The nurses were divided into high, medium, and low empathy groups based on their JSE scores.
The relationship between the empathy shown by the nurses and the patients' cellular immunity was examined.
Results.
Upon admission, there is no statistical difference in the cellular immunity of patients cared for by the three groups of nurses. (P > 0.05)
At discharge, patients whose nurses belonged to the high empathy group reported significantly higher percentages of B cells and NK cells than patients whose nurses belonged to the low empathy group. (P<0.001)
There was a positive correlation between nurses' empathy and the percentages of B cells (P = .003) and NK cells (P < .001), but no correlation was found between empathy and the percentages of CD3+, CD4+, and CD8+ cells. Multiple linear regression analysis showed that nurse empathy significantly contributed to patient proportions of B cells and NK cells after controlling for patient demographics, disease status, and lifestyle.
Conclusion
From a psychological point of view, lung cancer patients reported that these changes were observed and pain and anxiety were relieved.
In China, where this study was conducted, the only treatment for cancer is medication, so there is a background of many patients suffering from pain.
Yang N, Xiao H, Cao Y, Li S, Yan H, WangY. Impact of oncology nurses' empathy on cellular immunity in lung cancer patients. Psychol Res Behav Manag. 2018; 11: 279-287. published July 31, 2018. doi: 10.2147 / PRBM.S 168649
Stress Management for Nurses
I was researching the best methods from studies that compared and contrasted nurses' work environments with sales representatives.
The study.
244 hospital nurses and 142 sales representatives were selected, all Japanese women.
They received 100 yen pens in exchange for completing an informed consent form and then cooperating in a survey.
In 2013, the researchers proposed three coping strategies to deal with interpersonal stressors.
Distant coping
Reappraisal coping
Constructive coping.
Distant coping refers to strategies that actively attempt to harm, disrupt, or dissolve the stressful relationship (e.g., avoiding contact with the person and ignoring the person).
Distant coping can lead to poor interpersonal relationships in the workplace.
However, it can also lead to poor interpersonal relationships at work.
Distant coping has been found to be positively and significantly correlated with psychological dysfunctions such as depressive symptoms, anxiety, and general psychological strain.
Reappraisal coping incorporates efforts to wait patiently for an appropriate opportunity to take action, such as a change or improvement in the situation (e.g., examining the problem practically and deciding not to take the problem too seriously).Reappraisal coping is negatively and significantly correlated with psychological dysfunction.
Constructive coping involves actively seeking to improve, maintain, and/or sustain relationships without aggravating the other individual (e.g., reflecting on one's own behavior and attempting to understand the feelings of others).
This strategy emphasizes respect for others and maintaining harmonious relationships.
It is important for nurses to learn to cope with their relationships with patients as a work-related stressor in order to reduce its negative impact on their health.
However, to the best of this author's knowledge, there are no studies that have examined the relationship between coping with interpersonal stressors and psychological dysfunction among nurses.
Results.
Regarding methods, reappraisal coping reduced psychological distress the most, followed by constructive coping.
It is quite natural that the results show that nurses are overwhelmed by psychological distress with sales staff.
Kato T. Coping with interpersonal stress and psychological distress in the workplace - a comparison of hospital nursing staff and sales representatives - Psychol Res Behav Manag. 2014; 7: 31-36. published January 15, 2014. doi: 10.2147 / PRBM.S57030
Why we should be better off without nurse burnout.
Across the world, considerably fewer studies have examined the association between burnout and quality of care using objectively measured quality indicators, and most studies have relied on perceived quality outcomes. The purpose of this study was to examine the association between staff nurse burnout and selected objective quality indicators in a Japanese long-term care ward.
This study was a
conducted as a secondary analysis of a cross-sectional survey, in which nurse managers and staff nurses working in randomly selected hospitals with long-term care wards responded to a self-administered anonymous questionnaire. The questionnaire collected data on quality of care indicators, staff nurse burnout, and other confounding factors (e.g., ward size, years of experience of participants, and patient status).
All statistical analyses were conducted at the ward level, and multivariate regression analysis was used to examine the associations between burnout and outcome measures.
Results.
Data from 196 wards in 196 hospitals across the country (196 head nurses and 2473 nurses) were analyzed.
Multivariate regression analysis showed that the incidence of pneumonia and pressure ulcers increased as the number of people with burnout increased, and the incidence of tube feeding increased as individual achievement decreased.
Also, the larger the ward size, the lower the incidence of pneumonia.
In conclusion, it was found that the absence of nurse burnout has a positive impact on treatment outcomes, and since there is a tendency for these to decrease if the ward size is larger, it is necessary for healthcare institutions in smaller facilities to take measures as needed.
Eltaybani, S., Yamamoto-Mitani, N., Ninomiya, A. et al. The association between nurses' burnout and objective care quality indicators: a A cross-sectional survey in long-term care wards. BMC Nurs 20, 34 (2021). Available at: https://doi.org/10.1186/s12912-021-00552-z
Ensuring that first-year nurses do not quit.
To identify the acceptability and feasibility of a single health care organization, a study was conducted to understand the experiences of nursing students and academic staff of an intervention to reduce burnout and increase retention of first year nurses.
The study was
It's a descriptive sequential mixed-methods study conducted by a university and a healthcare organization in the UK. Participants were final year pre-registration nursing students (n = 74) and academics (n = 7) involved in the implementation of the intervention.
A questionnaire adapted from the theoretical framework of acceptability was used to measure pre and post acceptability. The Wilcoxon signed rank test was used to assess changes in acceptability over time. Qualitative data from semi-structured interviews, focus groups, and field notes were analyzed thematically in accordance with COREQ guidelines. Data were collected between February and December 2019.
Results.
155 questionnaires, interviews with students, and two focus groups involving seven faculty members were completed, and the intervention was generally perceived as acceptable, with a significant positive increase in acceptability scores over time.
Student nurses felt that the intervention equipped them with the skills and experience to provide lasting personal benefit, and there are challenges associated with the practice environment and academic assessment pressures. The reported benefits are consistent with known protective factors against burnout and leaving the profession.
In conclusion, it is suggested that affiliation and mentoring partner planning may be useful as interventions that do not cause burnout or leave the profession for first year nurses.
Brook, J., Aitken, L.M., MacLaren, JA. et al. An intervention to decrease burnout and increase retention of early career nurses: a mixed methods study of Acceptability and feasibility. BMC Nurs 20, 19 (2021). Available at: https://doi.org/10.1186/s12912-020-00524-9
Causes of stress
Stress prevalent among nurses is considered to be of workplace or home-origin, but attributions of these stressors may differ between hospital and non-hospital nurses. Since it is currently unclear whether there are significant differences in sociodemographic and occupational characteristics between hospital and non-hospital nurses that may affect the type and magnitude of stressors and subsequent stress status, this study was conducted to estimate the prevalence of stress and to determine the prevalence of stress among hospital and non-hospital female nurses in Malaysia. It aims to compare the role of sociodemographic characteristics, occupational profile, workplace stressors, and home stressors in determining stress status.
This cross-sectional study was conducted using a
conducted among 715 randomly selected female nurses in Malaysia using a pencil and paper self-report questionnaire.
Results.
The majority of the participants were married (87.0%), had children (76.2%) and worked in a hospital. (64.8%)
Although the level of stressors due to home was generally similar between hospital and non-hospital nurses, hospital nurses were significantly more aware of higher levels of stressors in the workplace.
Shift work was significantly associated with higher levels of home and workplace stressors among both groups of nurses, and stress levels were significantly higher among hospital nurses. Both home and workplace stressors explained about 40 percent of the stress status of both hospital and non-hospital nurses.
In conclusion, working as a nurse accounted for about 40% of the total stress attributed to home and work, and nurses working in hospitals were found to have higher stress levels. However, institutions that have shift work, such as night and day shifts, are more likely to accumulate stress in the same way.
Muhamad Robat, R., Mohd Fauzi, M., Mat Saruan, N. et al. Why so stressed? A comparative study on stressors and stress between hospital and non-hospital BMC Nurs 20, 2 (2021). Available at: https://doi.org/10.1186/s12912-020-00511-0
