Challenge-related stress and felt challenge: Predictors of turnover and psychological health in aged care nurses

Gao, Fengsong; Newcombe, Peter; Tilse, Cheryl; Wilson, Jill; Tuckett, Anthony G.

doi:10.1016/j.colegn.2016.07.006

Cited by 17 publications

(21 citation statements)

References 36 publications

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“…There is evidence that live-in carers and community care workers desire more contact with co-workers (Elliott et al, 2013), and both supervisor and co-worker communication and support have been shown to be important in psychological health (Gao et al, 2017). Yet, relational issues of disrespect and discrimination are pervasive across work settings (Braedley et al, 2018).…”

Section: Relational Wellbeingmentioning

confidence: 99%

Sustainable care: theorising the wellbeing of caregivers to older persons

Keating

McGregor

Yeandle

2021

International Journal of Care and Caring

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The term ‘care crisis’ is invoked to denote chronic system failures and bad outcomes for the people involved. We present a comprehensive wellbeing framework and illustrate its practicality with evidence of negative outcomes for those who provide care. We find evidence of substantial material and relational wellbeing failures for family carers and for care workers, while there has been little interest in carers’ views of their ability to live the life that they most value. Understanding and improving wellbeing outcomes for carers is an essential component of sustainable care, which requires the wellbeing of the different actors in care arrangements.

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Section: Relational Wellbeingmentioning

confidence: 99%

Sustainable care: theorising the wellbeing of caregivers to older persons

Keating

McGregor

Yeandle

2021

International Journal of Care and Caring

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“…In particular, both aging and dejuvenization have led to a growing demand for healthcare services, posing higher workloads, and emotional demands on professionals in the healthcare sector (Glomb et al, 2004; Uthaman et al, 2016; Hodgkin et al, 2017), who are aging themselves (Buchan et al, 2015). Particularly for the older category of healthcare professionals, these high job demands (see Karasek, 1979; Johnson and Hall, 1988; Alarcon, 2011; Makkai, 2018; workload, time pressure, ambiguity, conflict, stress, workload, and tension are among the most important job demands which lead to burnout) may be hard to cope with (Bakker et al, 2000; Aiken et al, 2002b; Hedge and Borman, 2012; Uthaman et al, 2016; Stankiewicz-Mróz, 2018), possibly leading to increased staff turnover and decreased retention (De Gieter et al, 2011; Sawatzky and Enns, 2012; Heinen et al, 2013; Gao et al, 2017; Ravenswood et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

Live to Work or Work to Live? An Age-Moderated Mediation Model on the Simultaneous Mechanisms Prompted by Workaholism Among Healthcare Professionals

et al. 2019

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The “aging population” implies an increased proportion of older professionals and a growing demand for healthcare services. Healthcare professionals are often highly committed to their work which can be reflected in high levels of workaholism, being a double-edged sword that can prompt both positive and negative mechanisms, differently affecting younger and older healthcare workers. The present study aims to gain insights into the relationships between healthcare professionals' age, workaholism and job satisfaction, by estimating the sequential mediating roles of workload perceptions and emotional exhaustion. We used original survey data, including information on 750 healthcare professionals. Overall, the negative relationship between workaholism and job satisfaction was shown to be sequentially (and partially) mediated by workload perceptions and emotional exhaustion. Multi-Group SEM analyses revealed differences across three age groups (under 35; between 35 and 50; over 50). Only in the two younger age groups, we found a direct and positive relationship between workaholism and job satisfaction. In all age groups, we found the negative relationship between workaholism and job satisfaction to be sequentially (and partially) mediated by workload perceptions and emotional exhaustion. The indirect effects were relatively stronger in the younger age group. Workaholism can prompt both a “gain spiral” and “a loss spiral” among healthcare professionals. The first reflects workaholism to function as a job resource fostering job satisfaction (only for the two younger age groups). The second reflects workaholism to function as a job demand reducing job satisfaction. This mechanism was shown to be stronger with an increasing age.

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“…Finally, this research, and another local study (Mosadeghrad, 2013a(Mosadeghrad, , 2013b and other international studies (Lee et al, 2013;Yim et al, 2017) indicate that the status of nurses' Turnover Intention is in a critical and dangerous state. This is in contrast with others (Brewer et al, 2015;Wong, Spence Laschinger, 2015;Fernet et al, 2017;Gao et al, 2017). Therefore, nursing policy makers and managers should pay more attention to factors influencing Turnover Intention as a strong predictive indicator of true turnover (Lee et al, 2013;Surienty et al, 2014).…”

Section: Discussionmentioning

confidence: 76%

The effect of quality of work life and job control on organizational indifference and turnover intention of nurses: a cross-sectional questionnaire survey

Nasabi¹,

Bastani²

2018

Cent Eur J Nurs Midw

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Aim: Attracting and maintaining human resources is one of the most significant responsibilities in human resources management. The aim of this research was to study the effect of Quality of Work Life and Job Control on Turnover Intention and Organizational Indifference. Design: Cross-sectional descriptive study. Methods: The survey was conducted using four standard questionnaires. Data were collected from 395 nurses in Iranian public educational hospitals in 2017. SPSS and Amos 22.0 were used to analyze data and test the theoretical model at a level of significance of 0.5. Results: The results indicated an average level of Quality of Work Life and Job Control, while the Turnover Intention level was higher than average, and participants reported a low level of Organizational Indifference. All hypotheses (except No. 2) were statistically significant, and the fitness indices [ϰ 2 =14.82 (df = 6; p = 0.037); ϰ 2 /df = 2.47; CFI = 0.94; IFI = 0.94; SRMR = 0.06; RMSEA = 0.06] indicated the soundness of the model. Conclusion: Planning properly and effectively with regard to Quality of Work Life and Job Control can play a significant role in the retention and performance of nursesserious concerns for health policy makers. Nursing policy makers and managers can use these results to increase the number of nurses intending to remain in the profession.

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Challenge-related stress and felt challenge: Predictors of turnover and psychological health in aged care nurses

Cited by 17 publications

References 36 publications

Sustainable care: theorising the wellbeing of caregivers to older persons

Sustainable care: theorising the wellbeing of caregivers to older persons

Live to Work or Work to Live? An Age-Moderated Mediation Model on the Simultaneous Mechanisms Prompted by Workaholism Among Healthcare Professionals

The effect of quality of work life and job control on organizational indifference and turnover intention of nurses: a cross-sectional questionnaire survey

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