Dataset Information

Turnover prevention: The direct and indirect association between organizational job stressors, negative emotions and professional commitment in novice nurses.

ABSTRACT:

Aims

Getting insight in the most crucial organizational job stressors for novice nurses' professional commitment and whether the job stressors are mediated through negative emotions.

Design

The study used an observational cohort design.

Methods

Organizational job stressors were derived from 580 diary entries by 18 novice nurses combined with measures on emotions and commitment. The diaries were collected from September 2013-September 2014.

Results

Path modelling revealed that lack of support from colleagues, negative experiences with patients and confrontations with existential events were most strongly negatively related to professional commitment through negative emotions. Other indirectly and negatively related organizational job stressors to commitment were complexity of care, lack of control and work-life imbalance; only conflicting job demands, and lack of control related to professional commitment directly.

Conclusion(s)

To enhance professional commitment, it is important to reduce negative emotions in novice nurses by collegial support in dealing with negative experiences with patients, complexity of care and existential events and to prevent lack of control and an imbalance between private life and work. Nurse supervisors and managers can encourage nurses to share negative patient experiences, issues related to complexity of care and existential events.

Impact

Considering the worldwide nursing shortage and early turnover, more understanding is needed about how negative emotions mediate the relationship between organizational negative job stressors and professional commitment and the relative impact of organizational job stressors to professional commitment. The study stresses the importance of a supportive role of supervisors and nurse managers to improve the work environment and hence increase novice nurses' commitment and retention.

SUBMITTER: Ten Hoeve Y

PROVIDER: S-EPMC7028052 | biostudies-literature | 2020 Mar

REPOSITORIES: biostudies-literature

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Publications

Turnover prevention: The direct and indirect association between organizational job stressors, negative emotions and professional commitment in novice nurses.

Ten Hoeve Yvonne Y Brouwer Jasperina J Kunnen Saskia S

Journal of advanced nursing 20191217 3

<h4>Aims</h4>Getting insight in the most crucial organizational job stressors for novice nurses' professional commitment and whether the job stressors are mediated through negative emotions.<h4>Design</h4>The study used an observational cohort design.<h4>Methods</h4>Organizational job stressors were derived from 580 diary entries by 18 novice nurses combined with measures on emotions and commitment. The diaries were collected from September 2013-September 2014.<h4>Results</h4>Path modelling reve ...[more]

PMID: 31788848

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Project description:BackgroundIn adult correctional facilities, correctional officers (COs) are responsible for the safety and security of the facility in addition to aiding in offender rehabilitation and preventing recidivism. COs experience higher rates of job stress and burnout that stem from organizational stressors, leading to negative outcomes for not only the CO but the organization as well. Effective interventions could aim at targeting organizational stressors in order to reduce these negative outcomes as well as COs' job stress and burnout. This paper fills a gap in the organizational stress literature among COs by systematically reviewing the relationship between organizational stressors and CO stress and burnout in adult correctional facilities. In doing so, the present review identifies areas that organizational interventions can target in order to reduce CO job stress and burnout.MethodsA systematic search of the literature was conducted using Medline, PsycINFO, Criminal Justice Abstracts, and Sociological Abstracts. All retrieved articles were independently screened based on criteria developed a priori. All included articles underwent quality assessment. Organizational stressors were categorized according to Cooper and Marshall's (1976) model of job stress.ResultsThe systematic review yielded 8 studies that met all inclusion and quality assessment criteria. The five categories of organizational stressors among correctional officers are: stressors intrinsic to the job, role in the organization, rewards at work, supervisory relationships at work and the organizational structure and climate. The organizational structure and climate was demonstrated to have the most consistent relationship with CO job stress and burnout.ConclusionsThe results of this review indicate that the organizational structure and climate of correctional institutions has the most consistent relationship with COs' job stress and burnout. Limitations of the studies reviewed include the cross-sectional design and the use of varying measures for organizational stressors. The results of this review indicate that interventions should aim to improve the organizational structure and climate of the correctional facility by improving communication between management and COs.

Project description:Aims and objectivesThis study aimed to determine the relationship between nurses' exposure to violence and their professional commitment during the COVID-19 pandemic.BackgroundViolence against nurses is a common problem that persists worldwide.DesignThis was a descriptive cross-sectional study.MethodsAn online questionnaire form and the Nursing Professional Commitment Scale were used to collect the data. The study was carried out online during the COVID-19 pandemic between October-December 2020. A total of 263 nurses agreed to participate in the study. The STROBE checklist was followed for observational studies.ResultsDuring the COVID-19 pandemic, 8.4% of the nurses stated that they were exposed to physical violence, 57.8% to verbal violence, 0.8% to sexual violence and 61.6% to mobbing. 52.1% of the nurses stated that they thought of quitting the profession during the COVID-19 pandemic. The mean total Nursing Professional Commitment Scale score was 71.33 ± 15.05.ConclusionsThis study revealed that nurses' exposure to physical, verbal and sexual violence during the COVID-19 pandemic decreased compared to before the pandemic. Nurses' exposure to mobbing during the pandemic was found to increase. A statistically significant difference was found between the status of the nurses' exposure to physical violence, verbal violence, and mobbing, working hours, number of patients given care, and their thoughts of quitting the profession. It was found that the status of exposure to physical violence, thinking of quitting the profession and working hours decreased professional commitment.Relevance to clinical practiceIn the light of these results, it is recommended that measures to prevent violence should be addressed in a multifaceted way. In managing the pandemic process, the decisions and practices should not be left to the managers' initiative to prevent mobbing. Initiatives that will increase nurses' professional commitment during the pandemic process should be planned and implemented.

Dataset Information

Turnover prevention: The direct and indirect association between organizational job stressors, negative emotions and professional commitment in novice nurses.

Aims

Design

Methods

Results

Conclusion(s)

Impact

Publications

Turnover prevention: The direct and indirect association between organizational job stressors, negative emotions and professional commitment in novice nurses.

Similar Datasets

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