The role of the nursing work environment, head nurse leadership and presenteeism in job embeddedness among new nurses: a cross-sectional multicentre study
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SUBMITTER: Fan S
PROVIDER: S-EPMC10913553 | biostudies-literature | 2024 Jan
REPOSITORIES: biostudies-literature
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Project description:PurposeIt has been widely noted that implicit absenteeism is common among nurses, with job demand influencing it. Theoretically, work-family conflict and job embeddedness may help link job demands to implicit absenteeism. However, the mediating effects of the two on the association between job demands and implicit absenteeism remain unclear. Thus, this study aims to explore the association between nurses' job demands and implicit absenteeism, and the chain mediating effect of work-family conflict and job embeddedness in this relationship.Patients and methodsData were collected from 1,420 nurses from five tertiary public hospitals in China. They were asked to respond to a questionnaire asking about job demands, implicit absenteeism, work-family conflict, and job embeddedness. The data were coded and analyzed using IBM SPSS version 21.0. Descriptive analysis, t-test, one-way ANOVA, hierarchical multiple regression analysis, and bootstrapping were used to analyze the extracted data.ResultsThe mean score for implicit absenteeism was 17.75 ± 5.60. There was a significant correlation (p < 0.05) between nurses' job demands, work-family conflict, job embeddedness, and implicit absenteeism. Nurses' job demands directly influenced implicit absenteeism and indirectly influenced implicit absenteeism through the mediating effects of work-family conflict and job embeddedness. Furthermore, work-family conflict and job embeddedness have a chain effect on the association between job demands and implicit absenteeism.ConclusionThe study found that nurses' job demands directly and positively influence implicit absenteeism, and indirectly influence implicit absenteeism through single and chain mediating effects of work-family conflict and job embeddedness.
| S-EPMC10627013 | biostudies-literature
Project description:BackgroundPresenteeism describes the state in which staff who lack the conditions for being present at work and need rest and leave for various reasons (such as illness, low spirits, fatigue, etc.) are present at the workplace. Due to the lack of knowledge about the antecedents of presenteeism in nurses and the context-based nature of this concept, the present study was conducted to explain the reasons for presenteeism in nurses.MethodsThis qualitative study was performed using the qualitative content analysis method. The study population consisted of 17 nurses working in different wards of hospitals. In this regard, data were collected from February to June 2020 using individual, face-to-face, in-depth, semi-structured interviews and were analyzed using qualitative content analysis.ResultsThe nurse without a nurse was a category introduced as an antecedent of presenteeism. In this respect, nurses experienced limited power, injustice, compulsory presence, inadequate structural facilities, damaged professional identity, manager-nurse disconnect, insufficient knowledge, physical and mental health complications, job stress, job burnout, multitasking, and impaired communication.ConclusionThe nurse, who has been responsible for caring, supporting, advising, advocating, and educating the patient, has now been left without a nurse. In other words, not nursing the nurse has given rise to the emergence of presenteeism. It is recommended that the results of this study be used in making health policies. The results of this study can make nurses' voices heard by health leaders and managers. A voice that has never been heard as it deserves.
| S-EPMC8361635 | biostudies-literature
Project description:Background: The difficult work conditions of nurses during the coronavirus disease 2019 (COVID-19) pandemic can cause them work alienation. Work alienation is in turn associated with negative consequences such as turnover intention. Therefore, identifying the contributing factors of work alienation is essential. Aim: This study aimed at assessing the relationship of work alienation with job crafting and job embeddedness among a group of Iranian nurses during the COVID-19 pandemic. Methods: A total of 332 eligible nurses participated in this descriptive correlational study. The data were collected using a demographic questionnaire, the work alienation measure, the job crafting scale and the global measure of job embeddedness. Results: The mean scores of work alienation, job embeddedness and job crafting were 22.67 ± 6.46 (possible range: 7–49), 21.05 ± 3.65 (possible range: 7–35) and 77.54 ± 11.93 (possible range: 21–105), respectively. Work alienation had a significant inverse correlation with job embeddedness and job crafting. Job crafting and job embeddedness significantly predicted 44% of the variance of work alienation. Conclusions: Around half of the variance of work alienation is explained by job crafting and job embeddedness. Nursing managers can use strategies to improve nurses’ job embeddedness and job crafting in order to reduce the probability of their work alienation.
| S-EPMC10315506 | biostudies-literature
Project description:ObjectiveThis study aimed to review the relationship between job embeddedness and turnover intentions among nurses and explore the effects of the Job Embeddedness Scale, number of years in the career, education, and marital status on this relationship.MethodsThe review was conducted by searching the China Knowledge Resource Integrated Database (CNKI), Weipu Database (CQVIP), China Biology Medicine (CBM), Wanfang Database, PubMed, Web of Science, Embase, CINAHL, and APA-PsycNet for articles on nurses' job embeddedness and turnover from intention up to March 2024. The research quality was evaluated using the Agency for Healthcare Research and Quality (AHRQ) assessment criteria. The review protocol has been registered on PROSPERO [CRD42023483947].ResultsThe results of this review included 47 studies consisting of 15,742 nurses from seven countries worldwide. A moderate negative correlation was found between job embeddedness and turnover intention (r = -0.487). Furthermore, on-the-job embeddedness (r = -0.527) was more negatively associated with turnover intention than off-the-job embeddedness (r = -0.234). The highest negative correlation was found between sacrifice and turnover intention (r = -0.460), while the lowest was for the link (r = -0.185). Furthermore, the relationship between job embeddedness and its dimensions with turnover intention was affected by different job embeddedness scales, number of years in the career, education, and marital status (P < 0.05).ConclusionThis systematic review and meta-analysis analyzed the relationships between nurses' job embeddedness, dimensions, and turnover intention. Meanwhile, subgroup analysis and meta-regression explored the factors influencing these relationships. It is an important reference for nurse managers to promote nurse retention.
| S-EPMC11650684 | biostudies-literature
Project description:BackgroundWhile international research has examined the relationship between job characteristics and mental health, including gender differences, few studies have assessed these associations at the national level in the U.S., which has unique labor markets, health care systems, and societal structures that may exacerbate gender disparities. This study investigates gender differences in the associations between job flexibility, job security, mental health outcomes, work absenteeism, work presenteeism, and mental health care utilization among a representative sample of working U.S. adults.MethodsWe analyzed cross-sectional population-based survey data from employed adults in the 2021 National Health Interview Survey. Job characteristics included perceived job flexibility and security. Outcomes included serious psychological distress, frequency of anxiety, work absenteeism, work presenteeism, and mental health care utilization. Multivariable logistic and binomial regression analyses examined associations of interest, with statistical interaction tests conducted to assess gender differences.FindingsThe study sample included 18,112 respondents weighted to represent a population of 168,068,586 civilian, non-institutionalized working U.S. adults (47.7% female). Females with low job security had a decreased probability of serious psychological distress than males with low job security (F(3,589) = 2.79; p = 0.040). Females with the lowest job flexibility reported more days worked while ill than males over the past 3 months, while males with higher job flexibility reported more days worked while ill than females (F(3,589) = 4.1; p = 0.007). The average number of work days missed over 12 months was lower among females than males when job security was perceived as fairly low and higher among females than males as job security increased (F(3,589) = 4.3; p = 0.005).InterpretationFindings highlight the need for policies and practices that recognize and address gender-specific workforce experiences and needs. Tailored interventions that enhance job flexibility and security, support caregiving responsibilities, and provide comprehensive mental health services can address such challenges.
| S-EPMC11850157 | biostudies-literature
Project description:ObjectiveTo identify the distinct profiles of work alienation among Chinese nurses, examine the demographic factors associated with profile memberships, and then explore the relationship between latent categories of work alienation and job embeddedness.MethodsA cross-sectional survey of 523 nurses was conducted from July to August 2023. Latent profile analysis (LPA) was performed to identify distinct profiles of nurses based on three aspects: powerlessness, helplessness, and meaningfulness. A multinomial logistic regression analysis was conducted to explore the predictors of profile membership. Hierarchical regression analysis was carried out to examine the association between profile memberships and job embeddedness.ResultsThree subgroups of work alienation of nurses were identified: 23.1%, 57.8%, and 19.1% in the low work alienation group (profile 1), the moderate work alienation group (profile 3), and the high work alienation group (profile 2), respectively. Nurses with college degrees were more likely to be grouped into moderate work alienation. Nurses who did not work night shifts were more likely to have low or moderate levels of work alienation. Nurses earning 2,000-3,000 and 3,001-5,000 yuan per month were likely to be in the low work alienation group. The different categories of work alienation significantly predicted job embeddedness among nurses (ΔR2 = 0.103, p < 0.001).ConclusionsWork alienation has an important impact on clinical nurses' job embeddedness. Nursing managers should pay attention to the differences in individual work alienation status and adopt reasonable management strategies to improve the level of job embeddedness, ensure the quality of care, and reduce nursing turnover.
| S-EPMC10870478 | biostudies-literature
Project description:BackgroundHealthcare literature suggests that leadership behavior has a profound impact on nurse work-related well-being. Yet, more research is needed to better conceptualize, measure, and analyse the concepts of leadership and well-being, and to understand the psychological mechanisms underlying this association. Combining Self-Determination and Job Demands-Resources theory, this study aims to investigate the association between engaging leadership and burnout and work engagement among nurses by focusing on two explanatory mechanisms: perceived job characteristics (job demands and resources) and intrinsic motivation.MethodsA cross-sectional survey of 1117 direct care nurses (response rate = 25%) from 13 general acute care hospitals in Belgium. Validated instruments were used to measure nurses' perceptions of engaging leadership, burnout, work engagement, intrinsic motivation and job demands and job resources. Structural equation modeling was performed to test the hypothesised model which assumed a serial mediation of job characteristics and intrinsic motivation in the relationship of engaging leadership with nurse work-related well-being.ResultsConfirmatory factor analysis indicated a good fit of the measurement model. The findings offer support for the hypothesized model, indicating that engaging leadership is linked to enhanced well-being, as reflected in increased work engagement, and reduced burnout. The results further showed that this association is mediated by nurses' perceptions of job resources and intrinsic motivation. Notably, while job demands mediated the relationship between EL and nurses' well-being, the relationship became unsignificant when including intrinsic motivation as second mediator.ConclusionsEngaging leaders foster a favourable work environment for nursing staff which is not only beneficial for their work motivation but also for their work-related well-being. Engaging leadership and job resources are modifiable aspects of healthcare organisations. Interventions aimed at developing engaging leadership behaviours among nursing leaders and building job resources will help healthcare organisations to create favourable working conditions for their nurses.Trial registrationThe study described herein is funded under the European Union's Horizon 2020 Research and Innovation programme from 2020 to 2023 (Grant Agreement 848031). The protocol of Magnet4Europe is registered in the ISRCTN registry (ISRCTN10196901).
| S-EPMC10788988 | biostudies-literature
Project description:ObjectiveTo determine the association between emergency nurses' work environments and patient care quality and safety, and nurse burnout, intent to leave, and job dissatisfaction.MethodsCross-sectional study of 221 hospitals in New York and Illinois informed by surveys from 746 emergency nurses and 6932 inpatient nurses with linked data on hospital characteristics from American Hospital Association Annual Hospital Survey. The RN4CAST-NY/IL study surveyed all registered nurses in New York and Illinois between April and June 2021 about patient safety, care quality, burnout, intent to leave, and job dissatisfaction and aggregated their responses to specific hospitals where they practiced. Work environment quality was measured using the abbreviated Practice Environment Scale of the Nursing Work Index. Generalized estimating equations were used to determine the relationship between emergency nurses' work environments on patient care and nurse job outcomes.ResultsA total of 58% of emergency nurses reported high burnout, 39% reported job dissatisfaction, and 27% indicated intent to leave their job in the next year. Nurses in hospitals with good (vs mixed) or mixed (vs poor) emergency work environments were less likely to report unfavorable patient care quality and hospital safety grades, and were less likely to experience high burnout, job dissatisfaction, and intentions to leave the job, by factors ranging from odds ratio (OR) 0.21 (95% confidence interval [CI], 0.16-0.29) to OR 0.46 (95% CI, 0.34-0.61).ConclusionsGiven the complex and high stakes nature of emergency nursing care, leaders should place a high priority on organizational solutions targeting improved nurse staffing and work environments to advance better patient and clinician outcomes.
| S-EPMC10537505 | biostudies-literature
Project description:Nurses are key professionals in healthcare sectors, whose job attitude is closely associated with patient health outcomes and safety. Job crafting describes how workers shape their tasks to find a sense of meaning and value in their work. This study aimed to examine the associations of happiness at the individual level and nursing work environments at the organizational level with job crafting among hospital nurses in Korea. This cross-sectional study analyzed survey data from 220 nurses working in four Korean hospitals. Multiple linear regression modeling was used to examine associations among the study variables. Nurses who were satisfied with their lives were significantly more likely to exhibit higher levels of job crafting (B = 0.07, p < 0.001). Nursing work environments had no significant association with nurses' job crafting. In comparison with nurses working in general units, operating room nurses were significantly less likely to craft their job (B = -0.35, p = 0.001). Organizational support should be established to improve nurses' happiness and job crafting. Hospitals should provide various opportunities for education and training to strengthen job crafting.
| S-EPMC7312226 | biostudies-literature
Project description:PurposeThe purpose of this meta-ethnography is to integrate and synthesize nurses' and nurse leaders' perspectives on a health-promoting work environment to enhance understanding of its essential aspects.MethodsA meta-ethnographic approach developed by Noblit and Hare was conducted.FindingsLine of argument synthesis led to the development of an overarching tree metaphor: "cultivating a flourishing environmental tree rooted in values, held stable by leadership, and nurtured by safe working conditions." This metaphor illustrates that a health-promoting work environment is imbued with three interdependent aspects: 1) core values as the roots of the tree, including respect, recognition, community, and engagement 2) value-conscious leadership as the trunk of the tree, meaning a leader who is conscious of their power position and responsibilities and 3) safe working conditions as fertile soil for the tree, comprising the physical and administrative dimensions of the work environment.ConclusionsCollaboration between nurses and leaders is crucial for cultivating a health-promoting work environment. However, nurse leaders, due to their influential positions, have the responsibility to facilitate this environment. Consequently, leaders need to receive adequate resources and support from their superiors to foster an environment that enhances nurses' health and job satisfaction.
| S-EPMC11789224 | biostudies-literature