Journal of Nursing Management最新文献

Despite the extensive literature examining the relationship between organisational justice and intention to leave, few attempts have been made to elucidate the dynamics of this relationship, especially in relation to the significant role that pay satisfaction can play within the context of Arab culture. Therefore, the aim of this study is to investigate the relationship between perceived organisational justice dimensions (procedural, distributive and interactional) and intention to leave among healthcare workers in Jordan, with a focus on the mediating role of pay satisfaction. The study population includes all physicians and nurses in Jordan’s public and private health services, with a total of 74,351 individuals, as per the Jordanian Physicians’ and Nurses’ Syndicates website. The study employed a quantitative cross-sectional research design with a snowball sampling technique, where potential respondents were personally contacted and asked to send the survey to their colleagues through WhatsApp. We received a total of 679 questionnaires, of which only 545 were valid for analysis. We analysed the data with SmartPLS 4.0 using partial least squares structural equation modelling (PLS-SEM). Our results revealed that interactional justice directly influences intention to leave, while distributive and procedural justices do not. Pay satisfaction is significantly influenced by all three dimensions of organisational justice, acting as a full mediator between distributive and procedural justice and intention to leave, but not interactional justice. The study highlights the importance of fair interpersonal relationships and equitable pay practices in reducing intention to leave within Jordanian healthcare organisations. It also emphasises the need for culturally tailored management strategies to improve organisational stability and employee retention. Our research offers novel insights into how cultural context shapes organisational behaviour in the healthcare sector. Accordingly, Arab cultural environments differ from other cultural contexts in how they perceive justice and, consequently, how it relates to intention to leave and pay satisfaction. The findings confirmed that distributive and procedural justices are the same concept within this culture (labelled structural justice), whereas interactional justice, which includes interpersonal and informational justice (as operationally defined in the literature), is a distinct concept (labelled relational justice). Thus, this study contributes to the debate in the current literature on the extent to which the dimensions of organisational justice are related and whether they are distinct from each other (Colquitt et al. 2001).

Introduction: Recent decades have seen a significant increase in focus on person-centred care. However, its implementation is complex. Person-centred care is paradoxically simultaneously described as fundamental and as extra to the nursing practice. Although the significance of leadership for the delivery of person-centred care is recognised, less is known about what this entails.

Objective: Mapping leadership in a context of person-centred care.

Methods: The search strategy focuses on the two main concepts: leader(ship) and person-centred care, with results limited to studies published between 2010 and 2023. A convergent data synthesis was performed, enabling an analysis of study characteristics and a thematic inductive analysis of qualitative, quantitative and theoretical studies in one.

Results: A total of 27 studies were included. In these studies, the leadership subjects are almost all related to a formal (leadership) position. The included studies reference several leadership components. These include person-centred vision and culture, skills, being a role model, commitment/support, client engagement and facilitating forums and conditions for person-centred care. All components regard interactions or relationships. These can be found on different levels, ranging from interactions with the self, colleagues, patients, within the team and in the organisation.

Conclusions: This review shows leadership as a concept connected to formal positions and roles and as a set of qualities, characteristics and/or skills of an individual. However, it also shows the importance of person-centred vision and person-centred culture in leadership. This includes an implicit focus on values of good care and on interactions or relationships. We propose explicating the latter two elements in a notion of person-centred leadership as a starting point for improving nursing practice and training.

Background: With the increasing frequency and severity of disasters, retaining skilled nurses is essential for sustaining healthcare systems in times of crisis. Given that behavior is largely influenced by intention, a predictive model for nurses’ intent to stay (ITS) is needed.

Aim: This study aimed to develop and validate a comprehensive structural model explaining clinical nurses’ ITS during disasters. This model addresses the critical need to understand and enhance nurse retention during crises.

Methods: In this cross-sectional study, 549 nurses who worked during the COVID-19 pandemic participated. The data were collected through a web-based self-report survey from March 5 to 15, 2024. Factor analysis, model fit confirmation, and path significance were analyzed using SPSS/WIN 23.0 and AMOS 28.0. A two-step approach was employed to validate the hypothetical model.

Results: Group cohesion significantly impacted organizational commitment, empowerment, and job satisfaction. Adequate staffing and resources were crucial in influencing moral distress and organizational commitment. Both job satisfaction and organizational commitment directly affected the ITS, with group cohesion exerting an indirect effect. Path analysis demonstrated that adequate staffing and resources notably influenced organizational commitment, while adaptive leadership, adequate staffing, and disaster nursing competency significantly impacted job satisfaction. The model explained 71.4% of the variance in nurses’ intention to stay during disasters.

Conclusion: The study highlights that organizational commitment is the strongest predictor of clinical nurses’ intent to remain during disasters.

Implications for Nursing and/or Health Policy: To ensure a stable and skilled nursing workforce in disaster situations, it is essential to foster organizational commitment. Strategies should focus on enhancing group cohesion, providing adequate staffing and resources, and supporting organizational commitment among clinical nurses.

Background: Registered nurses (RNs) play an important role in providing primary healthcare (PHC) services. Longitudinal evidence on how the RN scope of practice in these settings has evolved over the years is currently missing and is critical in understanding how Australian government health policies have shaped the reality of nursing practice.

Aim: To explore the scope of practice of RNs in Australian PHC workplace in both metropolitan and rural areas and among those with and without postgraduate qualifications during 2015–2019.

Methods: Longitudinal survey data were retrospectively retrieved, collated and analysed using variate and bivariate analyses in SPSS Version 27.0. Composite items were used to combine survey items into seven key areas of nursing practice.

Results: Majority of the 3882 participants were female (n = 3782, n = 97.4%), worked in general practice (n = 2916, 75.1%) and in metropolitan areas (n = 2145, 55.3%) and had completed a short course (n = 2470, 63.6%). A total of 904 participants (23.3%) completed at least one postgraduate degree. There was no significant and substantial difference in the frequency, and preference for frequency, of seven PHC practice areas by participants in different workplace localities, with or without a formal postgraduate degree as well as throughout the 5-year survey period.

Conclusion: The findings on the scope of practice by the RN participants might be explained by the interplay of interprofessional, organisational and institutional factors (more than individual factors).

Implications for Nursing Management: Multilayer strategies targeting interprofessional, organisational, institutional and individual factors should be in place to enable RNs to work to their full capacity and advanced level of education. RNs also need to be included in major policy- and decision-making that affects them to ensure their job satisfaction, retention in practice and contribution to patient health outcomes in PHC are sustained.

Aim: The aim of this study is to analyze the phenomenon of workaholism among Polish nurses.

Background: Work may be deemed one of the fundamental or essential forms of human activity. In the case of nurses, the expected level of professional commitment and dedication is above average. This factor may be an important element contributing to developing workaholism, which in turn is a strong prognostic factor for adverse events in the workplace, an especial critical issue in nursing practice.

Methods: This cross-sectional study was conducted from 2016 to 2019. The research material consisted of 454 questionnaire forms completed by nurses with a confirmed high risk of workaholism.

Results: The mean values obtained in the study indicate the aspects as significant for characterizing the phenomenon of workaholism among nurses: Need for Predictability, Enthusiasm for Work, Impairment of Alternative, Extreme Dutifulness, Inability to Delegate, and Work Compulsion.

Conclusion: The results show that two aspects are particularly significant for characterizing workaholism among Polish nurses: Inability to Delegate and Work as Value. Impairment of Alternative Activities, Extreme Dutifulness, Distributed Social Relations and Awareness, Stress and Anxiety, Enthusiasm for work, Need for predictability, and Work Compulsion proved to be less significant factors of workaholism characteristics in the study group. Therefore, the research attention should primarily focus on two more characteristic areas, e.g., Inability to Delegate and Work as Value, starting with a proper understanding of those concepts.

Background: Leadership is vital for well-coordinated healthcare and affects the quality of care and patient safety. Nursing leaders are crucial in creating appropriate structures and processes to enhance patient outcomes during care transitions in a rural context. Despite their importance to care transitions, there is limited research on nursing leaders’ perspectives in rural settings. This study explored nursing leaders’ concerns regarding the provision of quality care during transitions from hospital care to home healthcare in rural areas and their experiences in improving these processes.

Methods: A qualitative study using constructivist grounded theory methodology was conducted. Twenty nursing leaders in hospital and rural municipal care in Sweden were interviewed. All were educated in social care or healthcare, most in nursing, and most had a master’s degree. Data were analyzed using constant comparative analysis.

Results: Nursing leaders’ main concern about creating quality care in transitions was a lack of clearly defined, shared goals for a high-quality care transition. The core category explaining their approach was minding one’s unit by working within organizational unit borders. Three categories further explained this: (I) promoting nursing competence by recruiting and training nurses, emphasizing patient involvement, (II) ensuring continuous care flow by collaborating within one’s organization and clarifying rights and obligations, and (III) evaluating collaboration within each unit.

Conclusions: Seamless care transitions are challenging when nursing leaders lack clear, mutually shared quality goals for care transitions. Implications for nursing management include improving collaborative routines, establishing common platforms, and integrating patient input throughout the process, as these measures are essential for enhancing interorganizational collaboration in rural care transitions.

Background: Inpatient mortality is a critical outcome measure for healthcare services. Improving patient outcomes and ensuring high-quality healthcare outcomes requires an understanding of the factors that contribute to inpatient mortality.

Aim: This study aimed to investigate the impact of safety culture, quality of care, missed care, and nurse staffing on inpatient mortality rates and nurse-reported inpatient death frequency.

Methods: A cross-sectional survey and an administrative dataset on inpatient mortality were used in this study. A web-based survey was conducted among nurses from 34 units in five acute public hospitals. Inpatient mortality data between 2018 and 2021 were collected from participating units. The study variables were analyzed using generalized linear models.

Results: Safety culture scores were less than positive in all hospitals, and most nurses reported missed care during their last shift. However, nursing units that had strong subscale scores for teamwork climate, safety climate, and safety behavior had lower incidence rates of inpatient mortality and fewer nurse-reported inpatient deaths in their units.

Conclusion: The study’s findings highlight the importance of teamwork climate, safety climate, and safety behaviors on safety culture and the role nurses play in reducing inpatient mortality rates and lowering nurse-reported inpatient death frequency.

Aims: This study aimed to explore the relationship between growth mindset and job satisfaction among Chinese nurses, and to examine the underlying mediating role of grit and self-efficacy in this relationship.

Background: As a long-standing research topic in nursing management, job satisfaction plays an essential role in patient care, healthcare organizations, and nurses’ career planning and development. Therefore, it is extremely important to explore the psychosocial factors that contribute to nurses’ job satisfaction.

Design: A descriptive, cross-sectional survey design was used.

Methods: Data were collected from 709 nurses during the COVID-19 pandemic in southwest of China by using standard measures of growth mindset, grit, self-efficacy, and job satisfaction. Models 4 and 6 in the SPSS PROCESS 3.2 macroprogram were used to analyze the mediating effects.

Results: We found a positive relationship between Chinese nurses’ growth mindset and their job satisfaction; grit and self-efficacy played a mediating role in this relationship. Moreover, there was a significant chain mediating effect of grit and self-efficacy on the relationship between growth mindset and job satisfaction.

Conclusions: Our study highlights the complex interactions among growth mindset, grit, self-efficacy, and job satisfaction by revealing that grit and self-efficacy serve as parallel and sequential mediators in the link between growth mindset and job satisfaction among Chinese nurses.

Implications for Nursing Management: Nursing administrators can attempt to promote nurses’ growth mindset and enhance their grit and self-efficacy, thereby improving job satisfaction.

Reporting Method: Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) criteria were used to report the survey results.

Introduction: Gap remains in understanding how students perceive the impact of simulations on their development of critical thinking skills and how their emotional well-being is affected during high-fidelity simulations. This gap occurs because little attention is paid to what students think about such specifics in learning activities.

Aim: This study aimed to explore the strengths and weaknesses of simulation as perceived by students, with a focus on understanding the associated scenario design, emotional impact, and skills development.

Methods: This qualitative study was conducted at a government university in central Saudi Arabia. Twenty nursing students participated in one-to-one interviews between November 2023 and January 2024.

Results: Five themes and six subthemes emerged from the students’ verbatim accounts: (1) conceptual understanding (subtheme: preparation for real-world practice), (2) development and refinement of clinical skills (subtheme: identifying weaknesses), (3) trepidation to triumph (subthemes: stepping outside the comfort zone and reframing difficulty), (4) technical and scenario limitations of advanced simulation (subtheme: gap between simulation and reality), and (5) yearning for the cutting edge (subtheme: interest in immersive learning technologies).

Conclusion: Participants reported positive experiences, including increased confidence, skill development, and an improved understanding of complex clinical concepts. However, limitations such as unrealistic scenarios and technical difficulties were identified. This study emphasizes the potential of advanced technologies, such as virtual and augmented reality, to overcome these challenges and create more immersive and engaging learning experiences.