Culture, organization, and management in intensive care: construction and validation of a multidimensional questionnaire

Minvielle, Étienne; Dervaux, B.; Retbi, Aurélia; Aegerter, Philippe; Boumendil, Ariane; Jars-Guincestre, M C; Tenaillon, Alain; Guidet, Bertrand

doi:10.1016/j.jcrc.2004.12.003

Cited by 38 publications

(46 citation statements)

References 9 publications

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“…An ICU will be situated in a hospital with appropriate departments to ensure that the multidisciplinary needs of intensive care medicine are met [9][10][11]. Surgical and medical diagnostic and therapeutic facilities must be represented, and medical, anesthesiological, surgical, and radiological consultants must be available for ICU purposes on a 24 h/day basis.…”

Section: Locationmentioning

confidence: 99%

Recommendations on basic requirements for intensive care units: structural and organizational aspects

Valentin

Ferdinande²

2011

Intensive Care Med

279

170

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Section: Locationmentioning

confidence: 99%

Recommendations on basic requirements for intensive care units: structural and organizational aspects

Valentin

Ferdinande²

2011

Intensive Care Med

279

170

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“…Job satisfaction increased with higher participation (r = 0.307; p < .01) [52] , (OR 1.16; 95% CI 1.03-1.31; p < .05) [63] and (r = 0.36; p < .001) [65] . Hospitals achieving magnet status typically have higher rates of participation (t = 4.68; p< .01) [60] and ( x = 2.76, SD 0.44; p < .001) [66] .…”

Section: Nurse Participationmentioning

confidence: 95%

“…Perceptions of high nurse autonomy (r = 0.30; p < .01) [42] and professional respect (r = 0.32; p < .05) [64] , and increased job satisfaction (r = 0.36; p < .001) [65] were evident when the sense of personal accomplishment was high. This positive association was also found where there was effective Nurse-Doctor collegiality (β = 3.20, SE 0.8; p < .01), strong leadership (β = 3.10, SE 1.1; p < .01) and organizational support (β = 2.70, SE 1.0; p < .01) [61] .…”

Section: Personal Accomplishmentmentioning

confidence: 96%

“…Professional recognition was found to increase nurses' job satisfaction in ICU (r = 0.595; p < .01) [52] and in acute care areas (OR 1.47; 95%CI 2.90-7.07; p < .01) [63] and (r = 0.25; p < .001) [65] . Professional recognition positively influences the perception of professional respect (r = 0.24; p < .05) [64] .…”

Section: Professional Recognitionmentioning

confidence: 97%

“…Where nurses perceived increased empowerment job satisfaction was increased (r = 0.39; p < .001) [67] , (r = 0.56; p = .01) [68] , (β = 0.22; p < .05) [26] and (r = -0.11; p < .01) [65] . Empowerment increased with professional respect (r = 0.39; p < .001) [64] and effective Nurse-Doctor collegiality (β = 0.27; p < .05) [26] , and was low when intention to leave was expressed (r = -0.31; p = .01) [68] .…”

Section: Nurse Empowermentmentioning

confidence: 98%

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Selection of an instrument to evaluate the organizational environment of nurses working in intensive care: an integrative review

Abbenbroek

Duffield

Elliott

2014

JHA

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Objective: To determine an appropriate survey instrument to evaluate the impact of organizational structures on the work environment of intensive care nurses. Background:Internationally the demand for intensive care is increasing. Solely increasing bed capacity is not sustainable. Large capacity multi-specialty Intensive Care Units are emerging as the preferred organizational model with benefits resulting from optimizing operational synergies and economies of scale. The impact of this organizational transition on intensive care nurses is not well understood. An appropriate survey instrument for intensive care nurses is required. Design: Integrative literature review. Data Sources: CINAHL, PubMed, EMBASE and OVID Nursing databases searched for studies published between 2005 and 2013.Review methods: An integrative review and quality assessment of the studies was undertaken to select nurse outcome measures associated with organizational structures across a range of acute and critical care settings. Congruence between nurse outcome measures and nurse survey instruments tested in the literature was assessed to select instruments for further psychometric evaluation.Results: Thirty-one cross sectional quantitative studies, from fourteen countries, were reviewed. Twenty one nurse outcome measures associated with organizational factors were identified and a total of twenty five survey instruments used in the studies reviewed. Assessment of congruence and psychometric properties determined that a combination of two instruments is required to comprehensively assess the organizational environment of nurses working in intensive care units. Conclusion:The environment of nurses working in intensive care is effectively evaluated with an instrument that combines subscales from the Practice Environment Scale-Nurse Work Index and Maslach's Burnout Inventory.

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Design and Organization of Oncology ICU

Renu¹,

Kumar²,

Gupta³

2022

Onco-Critical Care

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Culture, organization, and management in intensive care: construction and validation of a multidimensional questionnaire

Cited by 38 publications

References 9 publications

Recommendations on basic requirements for intensive care units: structural and organizational aspects

Recommendations on basic requirements for intensive care units: structural and organizational aspects

Selection of an instrument to evaluate the organizational environment of nurses working in intensive care: an integrative review

Design and Organization of Oncology ICU

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