Measuring professional satisfaction and nursing workload among nursing staff at a Greek Coronary Care Unit

Gouzou, Maria; Karanikola, Maria; Lemonidou, Chryssoula; Papathanassoglou, Elizabeth; Giannakopoulou, Margarita

doi:10.1590/s0080-6234201500000003

Cited by 21 publications

(23 citation statements)

References 24 publications

(37 reference statements)

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“…Participants in this study all considered their nursing career as continuously stressful. In another study (24) , high workload and strenuous workplace circumstances, were also identified as the main factors responsible for nurses leaving bedside care.…”

Section: Discussionmentioning

confidence: 96%

A qualitative exploration of facilitators and inhibitors influencing nurses' intention to leave clinical nursing

Alilu

Valizadeh

Zamanzadeh

et al. 2016

Rev. esc. enferm. USP

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A qualitative exploration of facilitators and inhibitors influencing nurses' intention to leave clinical nursing * Extracted from part of PhD degree thesis in nursing education "An exploration of nurses attrition: a grounded theory study, ABSTRACT Objective:The aim of this study was to determine the barriers and facilitators shaping the development of an intent to leave the nursing profession, from the perspective of Iran's clinical nurses. Method: The study was completed using qualitative content analysis And included 21 Participants who were clinical nurses with a variety of work experience across a range of clinical posts. Semi-structured interviews were used to collect data and data obtained from the interviews were analyzed and interpreted utilizing a content analysis method. Results: During data analysis, 2 main themes, 5 categories and 12 subcategories were extracted as follows. Facilitators include: (I) spoiled identity (weak social status and violation of dignity), (II) frustration (feeling subordinate including a lack of appreciation), and (III) experience of hard labor (job stress, hard work and shift work). Inhibitors include: (I) positive management behaviors (rewards and support systems), and (II) being valuable (spiritual satisfaction, the efficient presence and professional capabilities development). Conclusion: Based on the findings, it can be concluded that managers can prevent nurses from leaving clinical nursing by providing appropriate activities for them and increasing their motivation and satisfaction. DESCRIPTORS

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Section: Discussionmentioning

confidence: 96%

A qualitative exploration of facilitators and inhibitors influencing nurses' intention to leave clinical nursing

Alilu

Valizadeh

Zamanzadeh

et al. 2016

Rev. esc. enferm. USP

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show abstract

“…Other studies carried out in different contexts, showed that mean NAS varied, emphasizing that the nursing workload is related to the work process, cultural aspects, professional profile, level of dependence of patients, complexity of diseases, availability of equipment and physical plant (5)(6)(7)(8)(9)(10)(25)(26) . When comparing the mean NAS in the first and last day of hospitalization in both hospitalizations, there was a significant regression of the nursing workload.…”

Section: Discussionmentioning

confidence: 99%

“…The availability of NAS, translated and validated for the Brazilian reality (4) , made possible its practical application in Brazil. Although originally designed for critical units, currently, its use is evident in different profiles of patients, demonstrating its effectiveness in different areas, including semi-intensive care units (5)(6)(7)(8)(9)(10) . Craniofacial deformities comprise a large and complex group covering isolated or multiple anomalies.…”

Section: Introductionmentioning

confidence: 99%

Impact of promoting self-care in nursing workload

Trettene

Fontes

Razera

et al. 2016

Rev. esc. enferm. USP

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Objective:To assess the impact of promoting self-care in nursing workload and associate it to the variables: age, gender, socioeconomic status, education, marital status and number of children of caregivers. Methods: Prospective study with 31 children and their caregivers. Participants were assessed at two moments, 1 st and 2 nd hospitalization, the nursing workload was measured by the Nursing Activities Score (NAS). Results: The mean NAS in the 1 st hospitalization was 60.9% and in the 2 nd hospitalization was 41.6%, that is, 14.6 and 9.9 hours of nursing, respectively. The nursing workload on the first day of hospitalization was higher compared to the last day, both for the 1 st (p<0.001) and for the 2 nd hospitalization (p<0.001), and higher in the first (p<0.001) and in the last day (p=0.025) in the 1 st hospitalization. Comparing the 1 st hospitalization to the 2 nd hospitalization, the first was higher (p<0.001), and NAS items related to the training of self-care was influenced (p<0.001). Conclusion: The nursing workload associated to self-care promotion corresponded to 14.6 hours and was higher than determined by the existing legislation.

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“…For instance, researchers found negative effects for an increasing workload (Gouzou et al. ; Mrayyan ) and for autocratic management (Mrayyan ). In addition, Carmel et al.…”

Section: Introductionmentioning

confidence: 99%

“…From the opposite perspective, some studies have shown that certain work environment factors lower nurses' perception of autonomy. For instance, researchers found negative effects for an increasing workload (Gouzou et al 2015;Mrayyan 2004) and for autocratic management (Mrayyan 2004). In addition, Carmel et al (1988) demonstrated that hospital rules and traditional supervision and control are associated with the lack of autonomy of nurses.…”

Section: Introductionmentioning

confidence: 99%

Bilateral effects of hospital patient‐safety procedures on nurses’ job satisfaction

Inoue

Karima

Harada

2017

International Nursing Review

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Aim The aim of this study was to examine how hospital patient‐safety procedures affect the job satisfaction of hospital nurses. Additionally, we investigated the association between perceived autonomy and hospital patient‐safety procedures and job satisfaction. Background Recently, measures for patient safety have been recognized as an essential requirement in hospitals. Hospital patient‐safety procedures may enhance the job satisfaction of nurses by improving the quality of their work. However, such procedures may also decrease their job satisfaction by imposing excessive stress on nurses because they cannot make mistakes. Methods The participants included 537 nurses at 10 private hospitals in Japan (The surveys were collected from March to July 2012). Factors related to hospital patient‐safety procedures were demonstrated using factor analysis, and the associations between these factors and nurses’ self‐perceived autonomy and job satisfaction were examined using structural equation modelling. Findings Five factors regarding hospital patient‐safety procedures were extracted. Additionally, structural equation modelling revealed statistically significant associations between these factors and the nurses’ self‐perceived autonomy and job satisfaction. The findings showed that nurses’ perceived autonomy of the workplace enhanced their job satisfaction and that their perceptions of hospital patient‐safety procedures promoted their job satisfaction. However, some styles of chief nurses’ leadership regarding patient safety restrict nurses’ independent and autonomous decision‐making and actions, resulting in a lowering of job satisfaction. Conclusion and implications for nursing and health policy This study demonstrated that hospital patient‐safety procedures have ambiguous effects on nurses’ job satisfaction. In particular, chief nurses’ leadership relating to patient safety can have a positive or negative effect on nurses’ job satisfaction. The findings indicated that hospital managers should demonstrate positive attitudes to improve patient safety for nurses’ job satisfaction. In addition, policymakers in the hospitals should consider that chief nurses’ leadership styles may reduce autonomy and suppress nurses’ job satisfaction.

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Measuring professional satisfaction and nursing workload among nursing staff at a Greek Coronary Care Unit

Cited by 21 publications

References 24 publications

A qualitative exploration of facilitators and inhibitors influencing nurses' intention to leave clinical nursing

A qualitative exploration of facilitators and inhibitors influencing nurses' intention to leave clinical nursing

Impact of promoting self-care in nursing workload

Bilateral effects of hospital patient‐safety procedures on nurses’ job satisfaction

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