Does geriatric nursing staff burnout predict well-being of LTC residents?

Chao, Shiau-Fang

doi:10.1016/j.gerinurse.2018.12.010

Cited by 11 publications

(13 citation statements)

References 24 publications

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“…Education was measured by years of schooling, ranging from 1 = primary school to 4 = college or above. Monthly salary ranged from 1 = <25,000 New Taiwan Dollars (NTD) to 4 = 35,000 NTD or above (Chao, ).…”

Section: Methodsmentioning

confidence: 99%

“…The PA signifies the senses of competence and achievement that obtained from work (Maslach, Jackson, & Leiter, , p. 4). A low degree of burnout was reflected in low scores on the EE and DP and the high scores on PA subscales (Chao, ; Maslach et al, ). An examination of the three‐factor model using CFA achieved adequate fit to the data (

χ_{false(206 false)}^{2}

= 1,116.46, p < .001; RMSEA = 0.08; CFI = 0.90; TLI = 0.90).…”

Section: Methodsmentioning

confidence: 99%

“…Systematic strategies to address certain antecedents of burnout are needed. These might include the inclusion of adequate NA staff, building up more balanced workloads and clear role expectations, and improving supervisory support or guidance (Chamberlain et al, ; Chao, ; Yeatts et al, ).…”

Section: Implications For Nursing Managementmentioning

confidence: 99%

“…Residents in residential LTC institutions depend on NAs to provide most direct nursing care and assist them in everyday activities (Kostiwa & Meeks, ). NAs can also have the potential to affect the well‐being of LTC residents through positive interactions and interpersonal relationships (Chao, ). Therefore, NAs can be regarded as the foundation of the direct care force in residential care.…”

Section: Introductionmentioning

confidence: 99%

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Differences in determinants of intention to stay and retention between younger and older nursing assistants in long‐term care facilities: A longitudinal perspective

Chao

2020

J Nurs Manag

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Aims This study examines differences in the determinants of intention to stay (Time 1) and actual retention behaviour at follow‐up (Time 2) between younger and older nursing assistants in long‐term care facilities. Background The shortage of nursing assistants in long‐term care is increasing, and the nursing assistant workforce is also ageing. Methods Data were obtained from a stratified equal probability sample of 595 nursing assistants from 137 institutions over a two‐year period in Taiwan. Multilevel modelling was utilized for analyses. Results High organisational support and low burnout were associated with high intention to stay at Time 1 for both older and younger nursing assistants. However, the retention of older nursing assistants at Time 2 was more strongly influenced by high work latitude, the use of an optimization strategy and less burnout at Time 1, while the retention of younger nursing assistants at Time 2 was more likely to be affected by personal factors such as gender and marital status at Time 1. Conclusion Organisational factors, the use of selection, optimization, compensation strategies, and burnout were more strongly associated with retention of older nursing assistants than of younger nursing assistants. Implications for Nursing Management Nursing assistant managers should recognize the needs of nursing assistants vary by age and stage of life. Retention programs that are designed to account for age differences will be more effective at retaining nursing assistants.

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Section: Methodsmentioning

confidence: 99%

χ_{false(206 false)}^{2}

= 1,116.46, p < .001; RMSEA = 0.08; CFI = 0.90; TLI = 0.90).…”

Section: Methodsmentioning

confidence: 99%

Section: Implications For Nursing Managementmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Differences in determinants of intention to stay and retention between younger and older nursing assistants in long‐term care facilities: A longitudinal perspective

Chao

2020

J Nurs Manag

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“…In long-term care (LTC) settings, nurses make up the largest proportion of the workforce [14], and they are exposed to a large number of stressors, including heavy workloads, time pressure, role conflict, role ambiguity, and physical tiredness [15,16]. Besides, patients have complex needs, and a considerable number of them suffer from deterioration of cognitive and physical functions and impairment in the ability to communicate [3,17].…”

Section: Introductionmentioning

confidence: 99%

The association between nurses’ burnout and objective care quality indicators: a cross-sectional survey in long-term care wards

et al. 2021

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Background Worldwide, rather few studies have examined the association between burnout and care quality using objectively measured quality indicators, with most of the studies have relied on perceived quality outcomes. This study aimed to examine the association between staff nurses’ burnout and selected objective quality metrics in long-term care wards in Japan. Methods This is a secondary analysis of a cross-sectional survey. Nurse managers and staff nurses working at randomly selected hospitals with long-term care wards—the equivalent of skilled nursing homes in Western countries— completed self-administered, anonymous questionnaires. The questionnaires collected data regarding care quality indicators, staff nurses’ burnout, and other confounders (e.g., ward size, participants’ years of experience, and patients’ conditions). All statistical analyses were conducted at the ward level. A multivariate regression analysis was used to examine associations between burnout and outcome indicators. Results Data from 196 wards in 196 hospitals (196 nurse managers and 2473 staff nurses) across Japan were analyzed. Multivariate regression analysis showed that higher emotional exhaustion was associated with higher rates of pneumonia and pressure ulcers (p-value = .036 and .032, respectively), and that reduced personal accomplishment was associated with higher rates of tube feeding (p-value = .018). A larger ward size was also associated with low rates of pneumonia (regression coefficient = −.001, p-value = .019). Conclusions Staff nurses’ burnout is a significant determinant of care quality in long-term care wards, implying that organizations that implement burnout reducing strategies may see greater benefits in patient outcomes. A large ward size was significantly associated with better care outcomes—specifically, low rates of pneumonia. Future research needs to determine feasible quality improvement measures in small-scale long-term care facilities, and to provide more comprehensive insights on ward-level variables that influence care quality in long-term care settings.

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Nursing assistants and resident satisfaction in long-term care: A systematic review

Dorstyn

Mpofu

et al. 2021

Geriatric Nursing

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Does geriatric nursing staff burnout predict well-being of LTC residents?

Cited by 11 publications

References 24 publications

Differences in determinants of intention to stay and retention between younger and older nursing assistants in long‐term care facilities: A longitudinal perspective

Differences in determinants of intention to stay and retention between younger and older nursing assistants in long‐term care facilities: A longitudinal perspective

The association between nurses’ burnout and objective care quality indicators: a cross-sectional survey in long-term care wards

Nursing assistants and resident satisfaction in long-term care: A systematic review

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